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فصل سوم: آیاتِ استفہام میں فہمِ عبادات

دین کی اصل توحید ہے قرآن کے مطلوب انسان کی زندگی ایک اللہ کی وفادار ہوتی ہے اس کا ہر سجدہ ،ہر امید، ہر اندیشہ، ہر محبت، ہر خوف، ہر دعا ،ہر عبادت صرف اور صرف اللہ کے لئے ہوتی ہے وہ اپنے رب کے ساتھ کسی کو شریک کرنے کا تصور بھی نہیں کر سکتا اللہ کے سوا کوئی رب نہیں ہے وہ واحد و یکتا ہے وہی معبود برحق ہے ۔

اللہ تبارک وتعالیٰ قرآن مجید میں ارشاد فرماتے ہیں:

" اِنَّ اِلٰهَكُم لَوَاحِدٌ "۔[[1]]

"بیشک الہ تم سب کا ایک ہے"۔

قرآن میں بہت سے مقامات پر ہمیں توحید کا بیان ملتا ہے۔اس آیت میں الہ کی بنیادی نوعیت یہ ہے کہ معبود حقیقی سب کا ایک ہی ہے۔ اس میں تعدد کا احتمال نہیں ہے یہ خدائی اور معبودی ہے نہ اس کے سوا کسی کو معبود بنا سکتے ہیں اور نہ ہی کسی اور سے خیر کی توقع کی جا سکتی ہے۔ یہ توحید ہی سب سے پہلی اور سب سے بڑی چیز ہے جو ملت ابراہیم علیہ السلام کی وراثت کی حیثیت سے اس امت مسلمہ کی طرف منتقل ہوئی ہے ۔ اللہ تعالیٰ اپنی ذات و صفات میں یکتاو یگانہ ہے کوئی اس کی برابری کرنے والا نہیں ہے کوئی اسکا ہمسر مسلمان ہونے کے لیے ان تمام عقائد پر ایمان لانا ضروری ہے جن کو ہمیں قرآن میں حکم دیا گیا ہے۔

 ارکان"رکن" کی جمع ہے اور رکن کسی بھی چیز کا اہم جز ہوتا ہے جس کے بغیر وہ مکمل نہیں ہوسکتی ایمان کے چھ ارکان ہیں لہذا اگر ایمان کا ایک رکن بھی ساقط ہو جائے تو انسان مومن نہیں رہتا خواہ وہ لاکھ ایمان کے دعوے کرتا رہے جیسے...

تاريخية السنة بين المثبتين والنافين

A group of contemporary rationalists have repeatedly maintained that the rulings derived from the Sunnah have a historical framework that does not transcend them. After being proved, they must remain locked in the time in which they were said, and we are not obliged to follow them. The prophetic interpretation of the Qur'anic text is not the only interpretation, Is one possible form of interpretation. The rationalists market some evidence of this, including: copies, reasons for descent and causes of roses, and the language of some Koranic verses. In this research we will discuss the issue of this issue, and the statements of the parties and their evidence.

Workplaces That Work: Examining the Relationships Between Conflict, Subjective Well Being, Employee Performance and Turnover Intentions

Conflict is an inherent part of organizational life and it has been recognized to affect work behaviors in substantial ways. The conflict research abounds with studies on the direct relationships of conflict types and work behaviors with few exceptions whereas underlying psychological mechanisms linking these direct relationships have not been explored. Furthermore, little is known about whether western findings regarding the effects of task conflict and relationship conflict still hold across nonwestern cultures. This thesis offers insights regarding the consequences of task conflict and relationship conflict among employees in terms of their task performance, contextual performance and turnover intentions. The study proposed and tested two underlying mechanisms linking task/relationship conflict and work behaviors. More specifically, utilizing a resource investment/acquisition approach and related corollary of gain spirals in the backdrop of Conservation of Resources (COR) theory, it was suggested that work engagement and job satisfaction distinctively mediate the link between task conflict and work behaviors. Furthermore, guided by the resource depletion approach and related corollary of loss spirals of the COR theory, it was proposed that the three dimensions of burnout (exhaustion, cynicism and interpersonal strain) play a mediating role in influencing the linkages between relationship conflict and outcomes. Data was collected from 508 telecom engineers and their supervisors and analyzed using structural equation modeling to test the interrelationships among the study constructs. The results reveal that task conflict in non-routine complex jobs acts as a resource and facilitates task performance and contextual performance and reduces turnover intentions through work engagement as well as job satisfaction. With respect to relationship conflict results indicated that relationship conflict is negatively related to task performance, contextual performance and turnover intentions, and that the three dimensions of job burnout i.e., exhaustion, cynicism and interpersonal strain at work, distinctively mediate the linkages between relationship conflict, task and contextual performance and turnover intentions. The current study contributes to the conflict literature by delineating a resource investment/acquisition process in the backdrop of the Conservation of Resources (COR) theory whereby task conflict (an exchange of cognitive resources) leads to resource gain (work engagement), which in turn lead to positive outcomes in individuals. It also adds valuable knowledge by suggesting and validating resource depletion process which explicates how relationship conflict transmits its effect to job performance and turnover intentions through mediation of burnout. All in all, the findings have important practical as well as theoretical implications for managers and academicians alike.
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