Price Fixation in Islamic Law

Adl and Qisṭ is indeed a manifestation of God’s mercy, rather, it may also be seen as a principal objective of Shariʿah. The origin or sources of administration of justice in Islām are the Quran, Sunnah of the holy Prophet, consensus of opinions of the jurists of Islamic jurisprudence and Analogy (Qiyās). Justice is a sacred obligation of supererogatory. It is obligatory upon the Muslim rulers to appoint judges for the dispensation of justice to attain equality, to protect the human rights from their violation, to safeguard the lives and properties, and to maintain law and order in society. As a judge is supposed to accomplish a very important and noble task being a regent of Allāh, hence, some vital merits and criteria regarding the conditions and qualifications for the appointment of the Qāḍī or judge in the light of the Qur’ān, Sunnah and Islamic jurisprudence and the code of conduct for the Pakistani judges must be observed at all costs. The author of this paper has discussed these conditions and qualifications in this article. There are some unanimous conditions for the appointment of judges, while some others are not agreed upon. While presenting the difference of opinions of the Islamic jurists, the author tried to explain, reconcile the opinions and at some places presented her own view in the light of her analysis and arguments. These conditions are around thirty, but the author according to her own discretion chose some of the most important ones to discuss in this paper.

Impact of Ambivalent Supervision on Employee Outcomes: Introducing Employee State Paranoia As Underlying Mechanism

This empirical study investigates the influence of ambivalent supervision style on employee outcomes. Ambivalent supervision style is a new form of leadership, which is categorized as a form of destructive leadership; however, there is scant literature on ambivalent leadership in organizational studies. Numerous studies have pointed out that there is a need to study this form of leadership and its influence on employee outcomes. Thus, this research is an attempt to understand the phenomenon of influence of ambivalent supervision style on positive and negative employee outcomes. It has been hypothesized that ambivalent leadership has significant negative effect on employees’ outcomes of task performance, organizational citizenship behaviors directed towards individual and organization and positive influence on employees’ counterproductive work behaviors directed towards individual and organization. Additionally, employee state paranoia as underlying psychological process has been investigated as a mediating variable and co-worker support as a buffering mechanism. By doing so, the current research advances the role of employee state paranoia as a mediating mechanism. The framework of the study is guided by transactional theory of stress, which proposes that employees engage in coping mechanisms to offset the effects of stressors. Thus, co-worker support as a coping mechanism has shown positive trends. The study used quantitative research design and cross sectional data were collected through self-administered questionnaires distributed among the service sector organizations in Punjab, Pakistan. A total of 645 respondents corresponding to 129 dyads were found usable for data analysis. Confirmatory factor analysis and multi-level Hierarchical Linear Modeling was used to test the moderated mediation model. Results support the hypothesized relationships. The results indicate that ambivalent supervision style negatively effects positive employee outcomes and positively effects employee negative outcomes (counterproductive work behaviors). The results further highlight that employee state paranoia partially mediates the relationship between ambivalent supervision style and employee outcomes. The buffering mechanism using coworker support holds true for positive employee outcomes but is insignificant for negative employee outcomes.