الأخبار الموضوعة في سنن ابن ماجه: دراسة نقدية

The scholars of Hadith gave special attention to the fabricated hadith and they explained it to others and warned about its danger. They all agreed upon it that transmission of fabricated report is unlawful only one way is lawful if the status of this report is narrated with its transmission. Some great scholars of hadith like Mizzi, Zahabi and Ibn Hajr have pointed out that in the sunan of Ibn Maja there are some fabricated and false ahadith. I took interest in study of these fabricated ahadith and I separated them and studied these ahadith according to the Principles of research of this filed. You will find during the study of this paper the importance of Sunan among the six books. You will study comments of scholars about this book. After complete study of this paper, we can conclude following points: 1. There are forty-four fabricated ahadith in Sunan of Ibn Maja. 2. These ahadith are found in five books except one, hadith is narrated by only Ibn Maja. 3. Ibn Maja declared about only one hadith that it is baseless. 4. Ibn Juzi mentioned only seven ahadith in his book fabricated ahadith. 5. Imam Bausairi showed indefference in commenting and declaring these ahadith as fabricated in his book Misbah-uz- zujazah. Although there are clear signs of fabrication in these ahadith.

Antecendents of Psychological Contract and its Impact on Attitudinal and Behavioral Responses of Employees

Employees are very important part of any organization. Their attitudes and behaviors at work can either enable organizations to cultivate and accomplish superior performance or close it operations. So, understanding those attitudes and behaviors of employees and what factors affect them is very crucial for any organization. Better understanding of attitudinal and behavioral issues will help resolve problems of low commitment, less job satisfaction, turnover intentions and many more managerial dilemmas. This thesis examines the impact of Psychological Contract on and attitudinal and behavioral responses of employees. This thesis also investigates the Antecedents of psychological contract included personality, organizational culture and work- family conflict. Attitudes and behaviors of the study include organizational citizenship behavior, job satisfaction, organizational commitment, job insecurity, stress, turnover intentions and knowledge sharing. Close - ended questionnaires were distributed among 600 males and females of public and private banks, universities and hospitals of Hyderabad and Jamshoro districts. The data was analyzed through multivariate analysis of variance and hierarchical regression. The findings showed that older employees formulate relational whereas, young employees formulate transactional psychological contract. It was established in this study that personality is a predictor of the psychological contract and psychological contract fulfillment. Organizational culture is also a significant contributor of the psychological contract and psychological is contract fulfillment. The empirical findings confirmed that conflict among work and family responsibilities can be very harmful for relational and transactional psychological contract. Psychological contract fulfillment also decreases as a result of clash in work and family responsibilities. Relational psychological contract, transactional psychological contract and psychological contract all had impact on attitudes (organizational citizenship behavior, job satisfaction, organizational commitment, job insecurity and stress) and behaviors (turnover intentions and knowledge sharing) of employees. No difference in formulation of relational psychological contract among male and female employees was found. Relational psychological contract was more persistent in public sector employees as compared to private sector employees. This study will help managers resolve attitudinal and behavioral problems of low commitment, less job satisfaction, turnover intentions and many more managerial dilemmas in the context of psychological contract. This study will assist in solving these problems and will help managers to modify and upgrade their selection and appraisal procedures to hire employees who form ‘relational psychological contract, who show attitudes (i.e. be more commitment, more satisfaction) and behaviors (i.e. lower turnover intentions) that are beneficial for organizations as they increase overall organizational performance.