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مرزا مرتضیٰ بیگ

مرزا مرتضیٰ بیگ
جناب مرزا مرتضی بیگ اعظم گڑھ کے بہت ہی لائق، ممتاز اور وضعدار وکیل تھے، دارالمصنفین کی مجلس انتظامیہ کے اہم رکن بھی ایک عرصہ تک رہے، ان کی وفات کراچی میں ہوئی، اﷲ تبارک و تعالیٰ ان کو اپنی رحمتوں اور برکتوں سے سرفراز رکھے، آمین۔
(’صباح الدین عبدالرحمن، فروری ۱۹۷۶ء)

 

کنہ المراد فی بیان بانت سعاد میں سیوطی کا اسلوب

Ka’ab bin Zuhair recited his famous poem of praise for the Prophet (s.a.w) in his presence and received his cloth as a gift in return. His poem has been narrated in the collections of Hadis and Seerah along with its notable presence in the Arabic literature. Allama Jalal ud Din as-Suyūṭī has written a detailed explanation on this poem with the title of Kunhul Murad fi bayan Banat Suaad. This article describes the back ground of the poem and then focuses on the approach adopted by Allama Suyūṭī in his explanations and gives an analysis on his style. As he has adopted the classical approach for the explanation therefore, his work is quite elaborate and consists wide range of related information which has made it one of the most popular explanation of the poem Banat Suaad. This study explains his methodology along with examples from his work.

The Effect of Moderated Mediation of Affective Commitment and Tenure on Proactive Work Behaviour: Role of Individual and Situational Antecedents

This research examines the impact of psychological contract breach (PCB) and organizational climate (OC) on the affective commitment and the effect of commitment on the proactive work behaviour of employees in four different sectors of Karachi, Pakistan. The study looks into affective commitment as performing the role of a mediator in linking PCB and climate with proactive work behaviours. The research also observes the moderation of tenure between the two links. The model is evaluated through Confirmatory Factor Analysis (CFA) and Structural Equation Modelling (SEM) through AMOS. In Pakistan, no such research has been taken up to observe the links between situational and psychological antecedents with proactive behaviour of employees. The present research makes an effort to fill this gap. Results of the research indicate that psychological contract breach (PCB) is inversely related to affective commitment while positive influence exists between organizational climate and affective commitment. Also affective commitment has a direct positive influence on proactive work behaviours. Psychological contract breach has full mediation while organizational climate has partial mediation effects on proactive work behaviour through affective commitment. Besides these variables, tenure also turned out to be a strong moderator of these links and thus moderated mediation tend to occur in the data set, the model is a good fit and it is significant. The findings support affective commitment as the mediator in the relationships between psychological contract breach, organizational climate with proactive work behaviour. The results provide guidelines and significant implications to help top managers and HR department to better understand and critically look into the current organizational climate and psychological contract created between the immediate manager and subordinate for increasing affective commitment and subsequently increasing proactive work behaviours. Furthermore, this study helps inEffect of Moderated Mediation on Proactive Work Behaviours 7 enriching the current body of knowledge on proactive behaviours in developing countries. Future studies should examine other antecedents like organizational citizenship behaviour and perceived organizational support to have a holistic approach. Replication of this study in other settings is also suggested.
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