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Home > The Legal Status of Afghan Refugees Living in Pakistan With Reference to International Refugee Law

The Legal Status of Afghan Refugees Living in Pakistan With Reference to International Refugee Law

Thesis Info

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Author

Zubair, Muhammad

Program

PhD

Institute

University of Peshawar

City

Peshawar

Province

KPK

Country

Pakistan

Thesis Completing Year

2019

Thesis Completion Status

Completed

Subject

Central Asian studies

Language

English

Link

http://prr.hec.gov.pk/jspui/bitstream/123456789/10640/1/Muhammad_Zubair_Central_Asian_Studies_2019_UoP_Peshawar_18.07.2019.docx

Added

2021-02-17 19:49:13

Modified

2023-01-06 19:20:37

ARI ID

1676725110809

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میں تاں سمجھیا عطر گلاب دا اے

میں تاں سمجھیا عطر گلاب دا اے
ہلکی جئی سی چنی مس ہو گئی
پتلی جئی کمر پئی انج لگے
جیویں کمر اندر کمر کس ہو گئی
دن رات پئے اسیں پکار کردے
عشق وچ ساڈی بس بس ہو گئی
صدقے پاک درود دے شہد مکھی
رس چوس کے پھلاں دا رس ہو گئی
پھل کر دے گئے نیں راہ سارے
ہک وار سی خوشی نال ہس ہو گئی
کئی ورھیاں نشہ نہ اتریا اے
میرے نال سی تھوڑی جئی مس ہو گئی
یار بے پرواہ دی شان اچی
ساڈی قدر ایتھے خس خس ہو گئی
ہک وار مدینے بلا سانوں
گل وس تھیں ہن بے وس ہو گئی

الأساليب النبوية في معالجة التطرف الديني

The existing study sheds light on the Shariah principles as laid down by the holy Prophet to eliminate the contemporary scourge of extremism. In fact, this scourge has won international significance which does not belong to a specific society, class, language or place. It is found in different forms in different societies. It is imperative for the formation of rules to curtail and exterminate in the light of the teachings of the Holy Prophet (P.B.U.H.) which could accrue results having long-lasting impacts on religious affairs as Islamic Shariah emphasizes for broadmindedness to discourages its growth. Islamic Shariah has insisted upon avoiding every kind of extremism and fanaticism. It has further scared man from the effect of such extremism. To eliminate extremism, teachings of the Holy Quran and the Holy Prophet (P.B.U.H.) be made common which teach us respect of mankind and protection of life and property. The last sermon of the Holy Prophet (P.B.U.H.), which is the essence of the principles of his (P.B.U.H.) teachings, may be a foundation to provide guidelines for it. The following article is an attempt to streamline this address for the elimination of this scourge

The Role of Organizational Justice and Culture in Relationships Between Leadership Styles and Employees’ Performance

The present study aimed to examine the impact of leadership styles (transformational & transactional) of the head of departments on employees (teachers) performance working in the academic department of higher educational institutions in Khyber Pakhtunkhwa, Pakistan. In similar vein, current study also examined mediating role of organizational justice and culture in relationship between leadership styles and teachers’ performance. For this purpose, data was collected from the both teachers and head of departments in the selected HEIs. The same data was then analyzed by using different statistical tools like correlation, regression, mediation and test of significance. In this regard, correlation analysis shows that all research variables are significantly correlated (table 4.14), wherein, correlation between transformational style and employees performance is (R=.915 & P-value=.000), transactional style (R=.816 & P-value=.000), organizational justice (R=.815 & P-value =.000) and organizational culture (R=.849 & P-value =.000). Similarly, cause-n-effect relationship shows that there is significant impact of predictors on criterion variable (table 4.15), wherein, the results showed that the transformational leadership is stronger predictor of employees’ performance (p- .000) as compared to transactional leadership (.020). Likewise, the mediation results (four models, table 4.40) shows that mediating variables (organizational justice & culture) partially mediate the relationship between the predictors and the criterion (tables 4.16 to 4.30a). In same line, test of significance shows diverse results about mean differences among demographic groups of respondents (tables 4.32 to 4.39). The results show that out of fourteen (14) hypotheses, eleven (11) were accepted and three (3) were rejected. However, findings of current study were positioned in Chapter 5, where these findings (current study) were compared with existing research (previous research) findings. In light of this positioning, conclusion were drawn based on certain recommendations and implications. Keywords: The Leadership Styles, Organizational Justice, Organizational Culture, Employees Performance & Higher Education Institutions