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در حقیقت اُس کو حاصل خلد میں گھر ہو گیا
ﷺ
در حقیقت اُس کو حاصل خُلد میں گھر ہو گیا
روضۂ اقدس کا جو خوش بخت زائر ہو گیا
دشت تیرؐے نقشِ پا کے لمس سے ہے باغ باغ
خار تیرؐے ہاتھ میں آ کر گلِ تر ہو گیا
ہر ادائے مصطفیؐ اسلام کی پہچان ہے
سیرتِ شمس الضحیٰؐ سے دیں منوُر ہو گیا
پڑ گئی جس پر شفاعت آفریں نگہِ کرم
داورِ محشر کا لطفِ خاص اُس پر ہو گیا
اُس طرف ہی عالمِ اسلام کا قبلہ ہوا
جس طرف سرکارؐ کا روئے منوّر ہو گیا
تلخیِ میدانِ محشر سے اماں مل جائے گی
میری قسمت میں اگر اِک جامِ کوثر ہو گیا
ربِ اکبر کی نظر میں سرخرو ہو جاؤں گا
میرا اِک بھی حرفِ مدحت معتبر گر ہو گیا
نورِِ قرآں ، روحِ ایماں ، سرِّ عرفانِؔ خدا
آپؐ کی آمد سے ہم پر سب اُجاگر ہو گیا
Role of Gender Variances in Job Satisfaction of Employee Working in Public Sector Universities
This research aims to investigate the association of gender dissimilarities and job satisfaction among employees working in public sector Universities. Structural equation modeling approach using Smart PLS is employed to test hypotheses on 410 samples of university officers. The findings reveal that the gender differences have positive relationship with employee job satisfaction. Moreover, there are various factors alike organizational commitment, working conditions which are not considered in this research. Furthermore, current research has stressed on the significance of HR practices in public sector universities to manage diversity. The research implications suggest that authorities relating to public sector universities private banking sector of Pakistan needs to pay attention on rewards and recognition activities as employees expect rewards according to their efforts.High Performance Work Systems and Employees Pro-Change Reactions: A Social and Economic Exchange Perspective
Using Social exchange perspective, this study investigates the impact of High Performance Work Systems (HPWS) on employees‘ pro-change attitudes and behaviors (i.e., Commitment to change and behavioral support for change). It also endeavors to examine the underpinning micro-mechanisms of HPWS and employees‘ pro-change behaviors, suggesting that social & economic exchanges are the important mediating variables. Moreover, this study proposes an integrative moderated mediation model and posits that employees‘ cultural values (power distance and collectivism) moderate the aforementioned two alternative mediation mechanisms. Using random sampling technique, a sample of 591 full-time employees of largest public sector bank of Pakistan undergoing privatization are surveyed during September-December 2017. Proposed hypotheses are tested through Structural Model in AMOS. The results reveal that perceptions of social exchange partially mediate the positive relationship between HPWS –Affective CTC and HPWS-Normative CTC. On the other hand, perceptions of economic exchange fully mediate the HPWS- Continuance CTC.In addition, the relationship between HPWS-Affective CTC and HPWS-Normative CTC via social exchange is stronger for employees scoring high collectivism and low power distant orientation. Similarly, the relationship between HPWS-continuance CTC via economic exchange is stronger for employees scoring low collectivism and vice versa. However, the moderated mediated impact of power distance on HPWS-continuance CTC via economic exchange remained insignificant. In addition, the impact of CTC components on behavioral support for change is found to be statistically significant. In the end, practical and theoretical implications of HPWS- employees‘ pro-change reactions are discussed in the light ofresults.Journals by Discipline
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