صحیح البخاری کی کتب اور ابواب میں نظم و مناسبت تحقیقی جائزہ

In sahih Bukhari the reform’s of Imam Bukhari are present in various styles and artistically sahih Bukhari is an eximious book. But in this present confab we want to disuses such a topic which is about the colligation of sahih Bukhari’s parts and order. The intellectual advisability and  sequences called the order of the parlance, and some time many points are practical and various expediencies recondite in this order. With identity the object of the speaker is explicated e.g, he started the book with incipiency and it is brought first because the inspiration the provenance of admonition. He arranges “kitab-ul-Emam” of on the second because to have belief on Allah as “Rab” is the most preeminent and also the prerequisite. In the first Hdith انما الاعمال بالنيات is in the same order and we understand that candidness is not only enough in the outset but it should be obsessive on both the commencement and the verge. The advisability we understood is the deserts starts form intentness and suppress on the left. Imam Bukhari to words both radicals in the inception and completion of the book.

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.