Background and purpose: Research is to analyze the relationship between the dimensions of organizational forgetting and organizational silence on the job performance of employees of Basij Mustafain organization, which includes one main hypothesis and two secondary hypotheses. Method: The type of research is applied and descriptive and correlational. 350 people were selected as the statistical population. Referring to Morgan's sample size estimation table, a stratified random sampling method was used and 250 people were selected. The tools used in the research include; Organizational Forgetfulness Questionnaire "Holan and Phillips" (2004), Organizational Silence Questionnaire "Morrison and Milliken" (2010), Employee Job Performance Questionnaire "Hersey and Blanchard" (1998). In order to analyze the data, descriptive and inferential statistics methods were used, and the Kolmogorov-Smirnov test was used to determine the normality of the data, and the multiple error regression test and spss software were used to test the hypotheses. Findings: The results of the research show that, in general, organizational silence and organizational forgetfulness have a significant relationship with the job performance of employees at a rate of 0.681% and organizational silence at a rate of 0.361% have a significant relationship with the job performance of employees and also There is a significant relationship between the dimensions of organizational forgetfulness at the rate of 0.673% and the performance of the organization's employees.Results:The behaviors that employees show in the organization are very important for their performance and activity. These behaviors have positive or negative effects in the organization. Basij organization is not able to develop its effectiveness and efficiency without the willingness of employees to cooperate. On the other hand, when languages do not move, knowledge is not produced for the organization.

This study examines the effect of toxic leadership on the human resource turnover via the mediation of organizational obstruction. The study at hand is applied in terms of purpose and is a descriptive-survey research project in terms of method and nature. To measure the toxic leadership variable, human resource turnover, and organizational obstruction, questionnaires by Schmidt (2008), Vedadi (2013), and Gibney et al. (2009) were used, respectively. The validity and reliability of the questionnaires were confirmed using face validity and Cronbach’ s alpha (0. 74). The statistical population of the study included all governmental organizations of Khorramabad city, out of which 214 office workers were selected as the study sample based on Cochran formula through convenience sampling. The data was analyzed using structural equation modeling within AMOS and SPSS software. The analyses showed that toxic leadership has a positive, significant effect on the human resource turnover at 95% confidence interval. In addition, the indirect path analysis revealed the mediating role of organizational obstruction in the effect of toxic leadership on the human resource turnover. Moreover, according to the output of AMOS software, personal characteristics are the most important features for toxic leadership in governmental organizations. Furthermore, the personal factors and misbehavior are the most important features that affect human resource turnover and organizational obstruction in governmental organizations.

Introduction Teachers face a high workload and pressure due to working conditions. One of the major issues that is usually seen as a reaction to job and organizational pressures among teachers is the phenomenon of burnout. Burnout refers to teachers' severe reactions to their inabilities to successfully adapt to their job stresses and pressures. Discovering the causes of burnout helps to understand how it is motivated. Teacher burnout depends on several factors. The quality of management and leadership in schools is one of the most prominent factors. Not all school leaders are necessarily effective and have the right qualities. This is where the dark edge of leadership (toxic leadership) comes into play as a hidden and strict dimension of leadership. Another factor that causes teachers' burnout is organizational silence. Teachers have information, ideas, and perspectives that can be useful for work and organization. They sometimes express their information and ideas and sometimes remain silent. Organizational silence is a new term that refers to employees' refusal of commenting on organizational and management problems. Another factor that increases the rate of teachers’ burnout is organizational obstruction. Comprehensive materials and emotional supports provided by the Organization of Education increase teachers' desire to stay and work harder in the system of education. However, this organization sometimes shows itself on the other side and diminishes teachers’ morale and hope for the future by creating obstacles in the way of achieving their goals. Such a phenomenon is called organizational obstruction in the organizational studies. A review of the research literature shows that no research at home and abroad has examined the simultaneous relationship of toxic leadership, silence, and organizational obstruction with teachers' burnout so far. Given the research gap mentioned in this study, we aimed to investigate the causes of teachers’ burnout by determining how toxic leaders provide the grounds for teachers' burnout in schools through mediation of organizational obstruction and silence. Materials & Methods The present study pursued an applied purpose by using a descriptive-correlation method. The study population included all the teachers (2140 people), who were teaching in the schools of District 3 in Shiraz City in the academic year of 2020-2021. The sample size of 324 teachers was determined based on Systematic Random Sampling (SRS) and Cochran's formula. To collect the data, Schmidt’s toxic leadership questionnaire (2008) with 28 items and 5 subscales (offensive leadership, authoritarian leadership, narcissism, ambition, and unpredictability), organizational Obstruction described by Gibney et al. (2009) with 16 items and 4 subscales (interference in job performance, obstruction of personal goals, obstruction of career goals, and inattention to employee well-being), organizational silence described by Dimitres and Vakola (2005) with 13 items and 3 subscales (defensive silence, obedient silence, and friendly silence), and burnout described by Maslash & Jackson (1981) with 22 items and 3 subscales (emotional fatigue, depersonalization, and lack of personal success), were used in the 5-point Likert scale. Data analysis was performed by using structural equation modeling and SPSS and LISREL software. Discussion of Results & Conclusions The aim of this study was to investigate the relationship between toxic leadership and teachers' burnout due to the mediating role of organizational obstruction and silence. The results showed that toxic leadership had a direct, positive, and significant relationship with the variables of burnout, organizational obstruction, and organizational silence at the level of 0. 05. Organizational obstruction was directly, positively, and significantly related to burnout. Also, organizational silence had a direct, positive, and significant relationship with burnout. Toxic leadership caused by organizational obstruction had an indirect, positive, and significant relationship with burnout at the level of 0. 05. Moreover, toxic leadership caused by organizational silence had an indirect, positive, and significant relationship with burnout at the level of 0. 05. Therefore, it could be said that organizational obstruction and silence played a mediating role in the relationship between toxic leadership and burnout. Finally, to reduce teachers’ burnout, it is suggested that the education officials of the 3rd district of Shiraz City choose ethical principals, who are aware of positive and negative aspects and characteristics of different styles. Leadership is concerned with a firm belief in the core mission of education and schools. Managers, who value teachers' opinions, suggestions, and well-being and provide suitable conditions for their success in various fields, must be considered for managing the schools.

The lack of career advancement of women in organizations can lead to several negative consequences such as organizational obstruction, organizational silence, and so on. This lack of career advancement of women in organizations is known as the glass cliff phenomenon. The purpose of this research was to investigate the effect of the glass cliff phenomenon on the formation of organizational obstruction and organizational silence with the moderating role of perceived organizational support. The type of research was descriptive, correlational, and the statistical population consisted of 412 female employees in University of Tehran that 204 one were selected as a sample. In order to collect data, four questionnaires of glass cliff, organizational silence, organizational obstruction and perceived organizational support were used. The validity of questionnaires was checked in form face, construction, convergent and divergent. Through Cronbach's alpha coefficient, the reliability of the glass cliff questionnaire was estimated 0.89, organizational silence 0.85, organizational obstruction 0.72, and perceived organizational support 0.77. The results showed that the mean of glass cliff, organizational obstruction and organizational silence was higher than average and the mean of perceived organizational support was lower than average. According to the results, the glass cliff has a positive and significant effect on organizational obstruction and organizational silence. Also, perceived organizational support has a negative & significant effect on organizational silence and organizational obstruction. In addition, the moderating role of perceived organizational support in the effect of the glass cliff on organizational obstruction and organizational silence was confirmed.

Congenital nasolacrimal obstruction is a common disease that leads to tearing and mucoid discharge. Congenital nasolacrimal obstruction occurs in about 20% of children under one year of age. Most of these cases improve spontaneously, but sometimes the obstruction persists. Spontaneous improvement in the first year is high. Treatments include conservative therapy, probing and irrigation, inferior turbinate fracture, balloon dacryocystoplasty, endoscopic, or external dacryocystorhinostomy. The purpose of this article is to review the literature on the treatment of congenital nasolacrimal obstruction.

Background and Aim: Intestinal obstruction is one of the important diseases in children that need to be diagnosed and treated appropriately to prevent complications. The present study was conducted to identify the most common causes of intestinal obstruction, age and sex prevalence, complications and associated anomalies in Iranian children.Materials and Methods: One hundred children aged under 12 years old with manifestation such as vomiting; abdominal pain, no fecal and gas passage and abdominal distention indicative of intestinal obstruction were studied. Different etiologies of obstruction were documented by of radiologic procedures or during surgery. Sixty and three patients were less than 1 month, 27 between 1-12 months and 10 had 1-12 years. Most of the patients (73) were male. Results: The most common causes were Hirschprung disease, invagination and imperforated anus with relatively equal prevalence. The most common age of hirschprung disease and imperforated anus was in neonatal period. Imagination was more prevalent during infancy. Intestinal perforation occured in 6 patients, mostly in small bowel atresia obstruction.Hirschprung disease and imperforated anus were most common causes of mortality. Associated anomalies were cardiovascular, urologic, genital and gastrointestinal abnormalities, especially in imperforated anus and hirschprung disease.Conclusion: The results of this study are largely confirming the findings of previous similar studies in other countries.