حرية الفكر والتعبير عند الإمام بديع الزمان سعيد النورسي رحمه الله

The freedom of thought and expression has acquired a diversity of meanings and limitations determined by the evolving socio-historical contexts of various civilizations through the history. This piece of research briefly investigates the history of evolution of this concept in Islamic and Western intellectual circles and then intends to focus upon the elaboration of this idea by Imam Badi-uz-Zaman An-Naurasi. Iman Naurasi supports the human right of thinking and expressing ideas freely but at the same time recognizes the need of divine intervention in delimiting its boundaries. Humans, if left entirely unrestricted to make their choices in life, would only bring about disastrous results and thus lead to cessation of a collaborative social life. Therefore, Imam proposes that humanity should abide by some universal principles and high moral values inspired by the divine revelation so that the society could collectively ensure the pursuit of human progress and well-being. Imam proves his point through the instances from the Islamic history that divinely guided freedom of thought and expression provided the world with a vivid model of life which provided people the rights of choosing everything in their life ranging from faith to marital and economic decisions.

Impact of Organizational Support, Leadership and Personality on Work Outcomes: Moderating Role of Perceived Organizational Politics

The present study was aimed at investigating the moderating role of perceived organizational politics between perceived organizational support, transformational leadership and internal locus of control with their attitudinal and behavior work outcomes among university teachers in Pakistan. This study also explored the relationship of gender, job status, educational sector, educational level and geographic location with perceived organizational politics, perceived organizational support, transformational leadership, internal locus of control, affective organizational commitment, normative organizational commitment, in-role job performance (self-reported), organizational citizenship behavior toward individuals, organizational citizenship behavior toward organization, turnover intention and occupational stress among university teachers in Pakistan. This study was divided into three phases. First phase of this study was aimed at adapting the scales used in this study. It included tryout, expert opinion and committee approach. Second phase of the study was comprised of the pilot study. Finally, third phase of the current study was comprised of the main study to test all the proposed relationships among the variables of this study. Sample of the pilot study included 138 university teachers while main study included 450 university teachers from Islamabad (Capital), Punjab, Sindh and Balochistan provinces. Descriptive analysis, confirmatory factor analysis, correlational analysis, multiple regression analysis, t-test and one way ANOVA were computed to measure the proposed relationships in the study. Correlational analysis showed perceived organizational politics to have a significant relationship with perceived organizational support, transformational leadership, affective and normative organizational commitment, in-role job performance (self-reported), organizational citizenship behavior toward organization, turnover intention and occupational stress among university teachers in Pakistan. Perceived organizational support and transformational leadership were shown to have significant relationship with affective and normative organizational commitment, in-role job performance (self-reported), organizational citizenship behavior toward organization, turnover intention and occupational stress among university teachers in Pakistan. Moderation analysis showed perceived organization politics only moderated the relationship of perceived organizational support with affective organizational commitment and in-role job performance (self-reported) among university teachers in Pakistan. Perceived organizational politics moderated the relationship of transformational leadership with affective organizational commitment, in-role job performance (self-reported), turnover intention and occupational stress among university teachers in Pakistan. While, perceived organizational politics only moderated the relationship of internal locus of control with affective organizational commitment among university teachers in Pakistan. It is worth mentioning that usually perceived organizational politics was not found to moderate as predicted, while it moderated in only a few of the proposed relationships.. It is also worth mentioning that all the scales used in this study are self-report measures. Analysis for the relationship of gender, geographic location, job status, educational sector and educational qualification with the study variables, limitations, suggestions and implications of the study are also discussed in detail. Suggestions for future research endeavors and implications of the current study for university teachers in Pakistan have also been discussed.