کارِ سعادت
قیاس ذاتی کسی بھی اعتراض گزار کی بنیادی قوت ہوتی ہے جسے وہ شعور (خود ساختہ شعور جو آرٹ کے درجے میں ہے) کے ذریعے کسی معروضی حقیقتِ مطلق کو اپنے شعور کے مطابق قیاس کر کے مسرور ہوتا ہے تبھی کہا جاتا ہے خود سے یگانگی حقیقت سے بیگانگی کے مترادف ہوتی ہے۔ ہرہیچ مدان و ناتواں کو اپنے عقلِ کل ہونے کا زعم وقوف سے عاری کرتا ہے اس لیے مضحکہ خیز اعتراضات کو فتوحات گردانتا ہے۔ حالاں کہ راست علم ہمیشہ کسی واقعی معروض کی تمیز سے اٹھتا ہے یعنی موجود پر قوتِ امتیاز یا وجدانی ادراک کے ذریعے جوہر کے اسما و شناخت کا سفر طے کیا جاتا ہے۔ ہر چند ہر مذہب موضوعِ علم بننے کی پوری استطاعت رکھتا ہے۔ ہاں مگر ناظر کاصاحبِ وجدان ہونا ازحد ضروری ہوتا ہے۔ چوں کہ ہر قضیہ وجدانی ادراک کے متحرک ہونے سے جنم لیتا ہے۔ ہم زمان و مکان کا ادراک اسی استعداد کی تحریک سے کرتے ہیں۔ اسی لیے ایک طے شدہ امر ہے کہ شعور ِ علمی کی تشکیل میں خارجی معروض کا ہونا بنیادی حیثیت کا حامل ہے۔ اگر خارجی معروض اور اس سے منسوب شعورِ انسانی میں مطابقت نہ ہو تو قضیہ کے بجائے بے بنیاد مناقشات ظہور کرتے ہیں ،جن پہ خارجی واقعیت دلالت نہیں کرتی اور نتیجہ خیز حقانیت کی راہیں بھی برابر مسدود ہوتی جاتی ہیں۔ جب معترضین اپنے خود ساختہ علم کا قابلِ قبول شعور پیدا کرنے سے قاصر ہو جاتے ہیں تو اس کی غلط توجیہات پر قانع ہونے کے شعور سے بھی ہاتھ دھو بیٹھتے ہیں۔ اکثر یوں ہوتا ہے کہ نظریاتی تسکین جب بھی ضرورت سے زیادہ بڑھ جاتی ہے تو معیاری اور یقینی علم کو محال کر دیتی ہے۔
اعتراض محاذ تب بنتا ہے جب علمی کے بجائے ذاتی تسکین...
Contact tracing is done to interrupt the spread or transmission of the causative agent to others who are in close contact with the index case and are vulnerable by not being immune. Public health experts have relied on contact tracing to reduce the spread of infections throughout history. Now the same method is being used for COVID 19. The healthcare systems in developing countries are ill-equipped to respond to pandemics of this kind. Our healthcare facility effectively employed the traditional contact tracing tool that formed the basis of a strong support system for all those employees who contracted Corona virus infection.
This study aims to find out antecedents and consequences of Employees Engagement. The notion engagement has not been empirically tested at academic level. Therefore, the concept requires theoretical elaboration and empirical testing in different work settings. Despite many years of academic enquiry to determine factors influencing Employees Engagement, yet the gap exists in academic literature. However, fewer evidences have been found in theory and practice to test the intensity and mechanism of Employees Engagement. The concept is still new and needs a practical approach to analyse psychological disposition of individuals influencing Employees Engagement. The study is grounded in Post-positivism paradigm with quantitative approach, a cross-sectional and survey strategy has been used to collect primary data. The population of the study is both public and private sector universities and higher education institutes recognized by Higher Education Commission (HEC) of Pakistan. The estimated population is 33,000 approximately and, a sample of 1420 is taken on the basis of 5% margin of error to infer the population response. The study data has been collected through a multidimensional questionnaire taken from various studies and modified by using Exploratory Factor Analysis (EFA) to fit to the study context. The survey tool consists 154 items under nine constructs of the study model. The study results revealed that employees are personally engaged and have psychological connectivity to work. The study findings also revealed that out of five independent variables Job Characteristics, Job Involvement, and Motivation, are contributing factors to Employees Engagement. However, other two factors Organizational Justice, and Organizational Support remained insignificant to Employees Engagement. Furthermore, Employees Engagement has significant influence upon Discretionary Efforts and has mediating power for all loaded predictors. However, Leadership as mediator remained insignificant between all exogenous and endogenous latent variables. This study advances the existing literature in several ways: (1) Employees Engagement concept is a personal engagement concept; (2) study model provides a framework to analyse and understand association, strength and direction of the factors; (3) the study contributed empirical utility of Employees’ Engagement concept in higher educational institutions ;(4) the study clearly demonstrates the Motivational cloud (factors) to create psychological connectivity of individuals and work; (5) the model differs from previous models as it provides dimensions of engagement grounded by Motivational factors, that proves theoretical linkage of the concept to its roots (6) Importantly, the study has attended to the gaps in the literature to find out the antecedents of Employees’ Engagement in relation to its conceptual roots (7) this study proves that Discretionary Efforts are not only the outcome but also mediator between engagement and performance(8) This study has provided methodological contribution related to using PLS path modelling to assess the psychometric properties of each latent variable by convergent and discriminant validity. This research has practical significance: it contributes to strategic HR policies of higher educational universities specifically to increase Employees Engagement, Discretionary Efforts and Employees’ Performance. The model is applicable to both public universities as no variance has been found in relation to determinants of Employees Engagement.