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مولاناحبیب الر حمن لدھیانوی

مولانا حبیب الرحمن لدھیانوی
یہ سطریں زیر تحریر تھیں کہ مولانا حبیب الرحمن صاحب لدھیانوی کی وفات کی خبر ملی، مرحوم ملک و ملت کے پرانے خدمت گزار، مجلس احرار کے مشہور لیڈر اور جنگ آزادی کے ممتاز مجاہدین میں تھے اور اس راہ میں قید و بند کی مصیبتیں جھیلیں، کانگریس سے ان کا تعلق بہت قدیم تھا، جو ہر زمانہ میں برابر قائم رہا، ہندوستان کی تقسیم اور اپنے وطن لدھیانہ کی تباہی کے بعد دلی میں متوطن ہوگئے تھے، ان کی عمر کا بڑا حصہ قوم و ملک کی خدمت میں گزرا طبعاً بڑے خاکسار متواضع، فیاض اور مہمان نواز تھے، دارالمصنفین کے لوگوں سے بڑا اخلاص رکھتے تھے، جب مشرقی اضلاع کی جانب آنا ہوتا تھا تو دارالمصنفین ضرور آتے تھے، ان کی صحت عرصہ سے خراب تھی، ابھی تھوڑے ہی دن ہوئے آنتوں کا آپریشن ہوا تھا، اس سے تو صحت یاب ہوگئے تھے، مگر ۲؍ ستمبر کو قلب کا دورہ پڑا اور دفعتہ انتقال کرگئے، اﷲ تعالیٰ اس پرانے خادم قوم کو اپنی رحمت و مغفرت سے سرفراز فرمائے۔ (شاہ معین الدین ندوی، ستمبر ۱۹۵۶ء)

 

IMPLEMENTASI TEORI BEHAVIORISME TERHADAP PEMBIASAAN MEMBACA ASMAUL HUSNA

The theory of learning behaviorism observe the change of one's behavior as a result of past experience. This theory emphasizes that the behavior is a result of the interaction between the stimulus and the response. This theory does not recognize the presence of innate intelligence or derivatives, but rather recognizes that intelligence is influenced by environmental factors. This theory can be applied in learning that requires practice, habituation and repetition. Therefore, to introduce and understand about Asmaul Husna, the theory of behaviorism can be applied in the process of habituation. The recitation of Asmaul Husna is very much contained in its role. Among them to introduce and hang students about Asmaul Husna, so students will feel closer to God if they often apply Asmaul Husna readings and will always feel that everything we do is supervised by God. Like the example of one of the traits contained in Asmaul Husna.  Based on the discussion, the problem raised is how to implement behaviorism theory to the habituation of Asmaul Husna reading.

Impact of Glass Ceiling on Organizational Commitment: Evidence from Banking Sector of Pakistan

Women empowerment is considered as an important step to strengthen economy and improving quality of life for any community. Besides all the announcements of packages for women empowerment by Pakistan government and claims of equal employment opportunities by banking sector, we can see a number of working women still complaining about injustice and perceiving glass ceiling in their respective organization. Perceived glass ceiling is a notion that is associated with situation where women perceive that they can promote up to a specific level of organizational hierarchy. In banking sector, female employees also complain that they are facing discrimination in workplace, while according to some employees gender wage gap still exists even in present times. This study aims to illuminate the perception of female employees working in banking sector. I extend the prior work that has been done yet, on impact of glass ceiling on organizational commitment. Now the current study assesses the impact of perceived glass ceiling on organizational commitment and it is all three components, called as, affective commitment, continuance commitment and normative commitment. This research is inspired by two research objectives (1) to identify the impact of perceived glass ceiling on three components of organizational commitment named as affective commitment, continuance commitment and normative commitment and (2) to identify the impact of perceived glass ceiling on overall organizational commitment among female employees of banking sector. Prior studies have indicated negative impact of glass ceiling on organizational commitment and injustice perception of working women in corporate sector and academic field. Meyer and Allen have suggested three components of organizational commitment; called as affective commitment, continuance commitment and normative commitment. No study before have assessed impact of glass ceiling on these components separately. Besides, no prior research has yet considered impact of perception of glass ceiling on organizational commitment. Keeping in view, Meyer and Allen?s work, current research proposed a theoretical framework that links three- component model to perceived glass ceiling. By bridging two literature gaps, this study proposes four hypothesis i.e. (1)Perceived glass ceiling is negatively related with organizational commitment; (2)Perceived glass ceiling is negatively related with affective commitment; (3) Perceived glass ceiling is negatively related with continuance commitment and (4)Perceived glass ceiling is negatively related with normative commitment. A deductive research has been conducted supported by a survey in which 195 female employees of banks has been participated. For this survey, judgmental sampling technique has been used. While the instrument used for the survey was combination of Workplace Prejudice/Discrimination Inventory, Organizational Commitment Questionnaire and Organizational Commitment scale. It was consisted on four sections containing 25 items, first section include demographic constructs, while other three sections were about perceived glass ceiling, organizational commitment and its three component. Findings from the research illustrate that female employees perceives glass ceiling to some extent. However, majority of respondents believes that they do not perceive glass ceiling in bank where they are working. Findings of survey revealed uneven distribution of human capital among higher positions in banks. While the results confirmed inverse relationship between perceived glass ceiling and organizational commitment. Results also support the model by verifying negative impact of PGC on affective commitment, continuance commitment and normative commitment.
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