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آیا جو دکھ یہ راس تھا تو اک غزل کہی

آیا جو دکھ یہ راس تھا تو اک غزل کہی
اک عرصہ محوِ یاس تھا تو اک غزل کہی

یوں ہی جو دن گزر گیا تو اُس کی فکر کیا
اچھا ہوا اداس تھا تو اک غزل کہی

بھٹکا رہا میں عمر بھر ترے خیال میں
کوئی نہ میرے پاس تھا تو اک غزل کہی

ترکے میں ہم نے پائی ہیں تو بس اداسیاں
یہ دل جو غم شناس تھا تو اک غزل کہی

مایوسیوں کے دشت میں ہے چھوڑ کر گیا
وہ شخص جو کہ آس تھا تو اک غزل کہی

Domestic Violence Against Female Beggars in Hyderabad District: A Case Study Qasimabad

This Paper analyses the causes of the domestic violence against female beggars and their impacts on their lives. The paper is strictly limited to Taluka Qasimabad, District Hyderabad. The domestic violence against women exits in various forms. However, it is pretty horrible in the form being inflicted against female beggars in Qasimabad. The scores of causes for the domestic violence against female beggars range from rising poverty to population explosions with deep physical and mental impacts on the sufferers. For data collection qualitative research through Focused Group discussion method has been used through snow ball technique. 10 Cases of female beggars have been opted for the FGDs out of which two participated with their social backgrounds. The study concludes the pathetic condition of the female beggars due to multiple factors and their serious implications both physically as well as mentally. The study recommends prompt action from the Government as well as social scientist to go deep further in the social issues such as violence against the female beggars. Simultaneously there is immediate intervention of Government and the concerned department to address these issues on emergent basis as the number is likely to reach an alarming level.

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.
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