مولانا محمد ادریس کاندھلوی کی تفسیر

In Sciences of Hadith Modhog )"refer to the narrations originating from some narrators by self or from those narrators who had been found, with solid arguments, telling a lie rather than from other well-accepted sources that quote the prophet Muhammad (SAWS), his Sahaba or Tabieen. These wrongly attributed "traditions" got mingled with the Islamic Literature from various sources and the people used to quote them from one another without being properly probed and analyzed. During the era of the compilation of tafa'asir of the Holy Quran, some Arabic commentators mistakenly quoted those traditions in their respective tafa'asir. Many tafa'asirs contain a large number of such traditions. Some Urdu tafa'asirs relied upon Arabic tafa'asirs without analyzing those traditions and quoted them. Tafsir Maarif ul Quran is also one of those referred tafa'asirs. It is a need of the day that the research scholars in Islamic Studies should focus on this issue and all these tafa'asirs should be carefully analyzed and made free from baseless "Modhug Traditions". This research effort is an attempt to give a base for analyzing such traditions and to protect Islamic literature from the Modhog traditions

Does Csr Contribute to Organizational Behavior? the Perspective of Social Identity Theory and Contingency of Employee Desire

Corporate Social Responsibility (CSR) is increasingly gaining the interest of researchers over the last two decades. Most of the CSR research has been conducted at the macro level, therefore, leading journals in Management including Journal of Management, Personnel Psychology, Journal of Business Ethics, Group & Organization Management, Journal of Organizational Behavior are calling for micro-level research. It is not possible to capture CSR entirely without the understanding of CSR effects on employees. CSR literature suggests that this relationship is not direct and there must be some underlying mechanism that explains this path. Specifically, our research question is why, how and when employees react to CSR initiatives? The study of micro-foundations of CSR can help the business community in finding out the rationale for CSR investment and generation of positive behaviors. On the basis of Social Identity Theory and Social Exchange theory, we proposed that CSR can impact employees’ behaviors (task performance, organizational citizenship behavior, turnover intention and organizational deviance) through the serial mediation of organization pride and organizational identification while the desire to have a significant impact through work moderates pride-identification relationship. The study is a response to the calls of leading journals of the field. This is one of the few studies that provide a comprehensive model including the mediation and moderation to investigate the CSR and employees’ behavior relationship that is relatively missed in previous studies. The study is based on the data from Pakistan to provide the empirical evidence from developing countries contrary to the studies conducted in developed countries. The study contributes to CSR and organizational behavior literature by providing the insights through social identity and social exchange theory. The study is analytical and quantitative, conducted in a non-contrived setting with minimal interference of the researcher. Primary multi source (three sources) time lagged (four points in time) data of 187 employees working in a well-reputed organization due to its CSR activities is analyzed through Structural Equation Modeling. Findings suggest that employees who value CSR have the greater tendency to identify with the organization because they feel proud due to organizational membership. It is also found that the relationship between pride and identification is stronger for the employees with a higher level of desire to have a significant impact through work. Employees who are more identified with the organization are better in task performance and organizational citizenship behavior negating their intentions of turnover and organizational deviance. The study provides the implications for researchers for investigating the other potential mediators and moderators in micro CSR research. It also provides deep insights to understand the potential impact of pride and identification on other variables that can be associated with them. The study implies that CSR can help to reduce employee’s turnover intentions and deviance to a minimum level while increasing their in-role and extra-role performance. Organizations may find this suitable to consider while designing their strategies to improve the positive behaviors in the workforce.