سیرت طیبہ کی تشریعیاتی حیثیت کا تحقیقی و تاریخی مطالعہ A Research review of the legislative Status of the Sirah of Holy Prophet ﷺ

The deeds and actions of the Holy Prophet ﷺ is a practical interpretation of the Holy Qur'an. Allah Almighty has stated his Shari'ah in short but comprehensive words that “take what the Holy Prophet ﷺ has given you and which you forbid”. Therefore, his command is the command of Allah Almighty and not yours. That is why the Holy Qur'an has declared his obedience to be the obedience of Allah Almighty. And from the instructions of the selected scholars of the ummah, it is clear that the legislative status of The Sirah is authenticated. Allah Almighty has given him a special position of Shariah. As for the legislative status of Sira-e-Taiba, both the special and the general legislation are specific or special to him. Special legislation etc i.e. you have legislated for a specific person at certain times like accepting the condition of a person that he will convert to Islam if he prays only two prayers. The other person cannot join. The general legislation in which you have enacted all kinds of legislation for the common ummah is included. The center and axis of Islamic law is your caste. You have complete control over the status and sanctity, likes and dislikes as you like, for whom you can make Shariah whenever you want. It is as if you are a follower of the Shari'ah. He also has full authority in the brief description of the Qur'an, in the adherence to the Absolute, and the explanation of similarities. You are authorized to legislate as a Shari'ah and Shari'ah in all areas of worship, affairs, debates, and crimes. Therefore, in this article, the legislative status of His Sira-e-Taiba has been explained in the light of Qur'an and Hadith, Sahabah and Tabi'een, and the commandments of Imams and jurists.

Workplace Ostracism and Employee Voice: A Personalized Reciprocity Norm Model

Workplace mistreatment is although one of crucial reality of organization life that exists inevitably but it may possess certain potential in collaboration with other variables to act into prosocial behaviors. Based on Conservation of Resources theory (COR) this research study investigated reciprocity norm model of employee voice to workplace ostracism through fear of negative evaluation as mediator. Workplace ostracism resulted into increase in prohibitional voice through fear of negative evaluation. But this model explained that although workplace ostracism led employees to fear of negative evaluation but belief in reciprocity as moderator has property to weak this relationship. In an environment of workplace ostracism, the belief in reciprocity sets the degree of employees’ understanding to avoid fear of negative evaluation in which they feel themselves responsible for workplace social exclusion and inconsideration. Further, fear of negative evaluation led to employee voice by incorporating employees’ personal tendencies to reciprocate positively or negatively which influence their promotional or prohibitional voice for conserving or acquiring social resources.Hence, this study tried to contribute to the understanding of voice by conceptually and empirically exploring the role of fear of negative evaluation in relation with the personalized norm of reciprocity for producing prosocial employee behaviors. This study was time-lagged study. Data was collected in three waves from education sector of Pakistan, comprising faculty and non-faculty members working at different hierarchical levels in public and private school, colleges and universities. For data analysis SPSS, AMOS and PROCESS software Hayes (2013) was used for testing the conditional moderating impacts of moderators on outcome variables. Confirmatory factor analysis and multiple hierarchal regression techniques were used for direct and indirect effects of exogenous variables on endogenous variables. Through convenience sampling 309 responses were collected from the population of education sector of Pakistan, comprising faculty and non-faculty members working in public and private school, colleges and universities. Results have shown non significant relationship between workplace ostracism and promotive voice whereas positive relation with prohibitive voice. There was a full mediation of fear of negative evaluation between workplace ostracism and promotional voice whereas partial mediation between workplace ostracism and prohibitional voice. Belief in reciprocity moderated the relationship between workplace ostracism and fear of negative evaluation. Positive reciprocity and negative reciprocity also moderated the relationship between fear of negative evaluation and promotional voice and prohibitional voice respectively.