Introduction: Customer relationship performance is one of the important factors in business performance. The relationship between the business and the customer creates significant services profits and influences the business performance directly such as income, preservation of the customers and obtaining new customers (Liao, 2016). One of the best approaches adopted by the firms and services sectors for fulfillment of this goal is relationship marketing. It includes expansion of strategies for establishing a relationship with customers and preservation of it in long-term and finally, creation of value. The aim of relationship marketing is creation of customer loyalty based on their satisfaction (Miquel-Romero et al, 2014). The commitment level of the parities of the relationship is very important. Commitment is defined as unilateral intention for continuation or preservation of the activity (Rashid, 2003). The services provider organization, especially Job Consultation and labor placement agencies Industry is not optional in this regard and in addition to the relationships, commitment plays an important role. Previously, studies have been conducted on the positive impact of the relationship marketing on the customer satisfaction and loyalty in Iran and foreign countries. However, the effect of the relationship marketing on the business performance has not been investigated in Iran. Due to the importance of the improving of performance and efficacy of non-governmental Job Consultation and labor placement agencies, this research was conducted by the aim of improving the business performance (labor placement) based on the relationship marketing and commitment in the foreign labor placement agencies. Theoretical framework and literature review: The goal of a market-based organization is expansion of activities, so that it is achieved by establishing market-based culture for helping value-added for customer and finally, improvement of organizational performance (Doaei et al., 2011). This research evaluates and measures the business performance by two created Job opportunities and the number of employees according to the nature of the labor placement agencies. The relationship marketing includes all steps that a firm takes for identification and providing better services to its valuated customers. The relationship marketing is a continuous process for identification and creation of new values for customers which bilateral benefits are considered and these benefits are divided with the customer in his life time (LeNguyen et al., 2015). Commitment is a sustainable tendency of each trading stakeholder for preservation of valuable relationships. If each party believes in the importance of the relationship a commitment in the relationship will be shaped and the parities will make effort to preserve and promote their relationship (Morgan & Hant, 1994). Leo et al, (2012) showed that there is a positive relationship between the relationship marketing approach and organizational performance. The analysis showed that relationship marketing has a positive and significant impact on enhancement of sale, preservation of customers, market share, capital return and the firm total performance. In this research the variables such as communication, trust, common values, satisfaction and establishing a connection for a relationship marketing model that seems important for in the Job Consultation and nongovernmental labor placement agencies, have been considered as relationship marketing dimensions which proposed by Fontenot (2001). The theoretical foundation and variables, the research conceptual model are illustrated in figure 1. Main hypotheses:-Relationship marketing via commitment increases the foreign labor placement. -There is a positive relationship between the relationship marketing and the number of employees. -There is a positive relationship between the relationship marketing and the number of the Job opportunities. -There is a positive relationship between the relationship marketing and commitment. -There is a positive relationship between commitment and the number of employees. -There is a positive relationship between commitment and the number of Job opportunities. Methodology: This is an applied research. This paper benefits from a descriptive and specially survey and cross-sectional methods. The data were collected via questionnaire. The structural equations modeling was used for testing the research hypotheses. In multivariate analysis, the conceptual model of the research presenting the relationship between relationship marketing and business performance, was analyzed by structural equation and multiple regression methods. The statistical population of the research consisted of 120 Job Consultation and labor placement agencies active in the foreign labor placement sector. The findings of the research: In the bivariate analysis of correlation coefficient test of the variables showed that both sides of the equation had a high correlation and between the relationship marketing and commitment, the highest correlation was obtained between the variables of satisfaction and commitment and the lowest correlation was achieved in variables of connection and commitment. The results of multiple regression also indicated that the relationship marketing influenced commitment and in other words, establishing commitment in a business about 54% depends on the relationship marketing factors. Other findings of multiple regression test depicted that 88% of the variability of the number of Job opportunities is explained by commitment and also 94% of variability of the number of employees is determined by commitment. Finally, variation in the obtained Job opportunities was related to utilization of the relationship marketing by the Job Consultation and labor placement agencies as 52% and 51% respectively. Conclusion and implications: The results of the hypotheses tests showed that the relationship marketing had a positive impact on the nongovernmental Job Consultation and labor placement via commitment. The results of this research are consistent with the results of Olto and Maclitive (2010), Vou and Lu (2012), Leo et al. (2012), Tondar and Peters (2018), Vazifehdoust et al. (2017) and Rabjbari and Barari (2009) providing the impact of the relationship marketing on business performance.

Hyperimmunoglobulin E (HIE) syndrome is a rare immunodeficiency disorder. HIE syndrome has multiple abnormalities include recurrent skin abscesses (hence, the name Job syndrome), pneumonia, high serum levels of IgE, Facial, dental and skeletal features. We presented a case of HIE with dermatologic findings, recurrent productive cough and facial features. The diagnosis of HIE require differentiation from other disease. No definitive therapy is available for the treatment. The mainstay of treatment is the control of bacterial infections.

Purpose: The future of the construction Industry is increasingly influenced by new technologies. In order to adopt appropriate strategies in facing new technologies, it is necessary to know the possible futures of the construction Industry. This research was done with the aim of explaining the technological uncertainties and compiling the future scenarios of the construction Industry.  Method: The research method is applied and was carried out with a combination of quantitative and qualitative methods. First, the library study was used to determine the technological drivers, then the Structural Analysis was used to explain the technological uncertainties, and finally, the Schwartz method was used to compile the scenarios. The statistical population is experts of construction Industry. Findings: Nine technological uncertainties affecting the future of the construction Industry have been identified and for each of them, three states of decline, stagnation and progress have been considered. Data analysis by Scenario Wizard shows eight probable scenarios. The portfolio of scenarios including four groups of progress scenarios, towards progress, towards stagnation, and towards wane has been compiled. Conclusion: In the progress scenario, the 89% of uncertainties have developed. In  towards progress, 56% of the factors are in the development status, which indicates the development of the technological factor application. In the stagnation scenario, no progress has been made in the application of uncertainties and they are in a static state. In towards wane, uncertainties have been placed in a situation of reduced use.

Background and Aim: Job enrichment is a method that has been used to increase employee satisfaction and work motivation. The Hackman and Oldham Job characteristics model (1976) has served as the foundation for many Job enrichment efforts. In particular, a considerable amount of research has been devoted to the study of the Job characteristics-Job satisfaction relations. Te purpose of this study was to statistically determine the relation between Job characteristics and Job satisfaction among employees of hospitals affiliated to Tehran University of Medical Sciences (TUMS) in 2007. Materials and Methods: This study was a cross-sectional one, including 6 TUMS-affiliated hospitals-Emam, Shariati, Baharlo, Ziaeian, Madaen and Azadi. The sample size was 400, consisting of 200 administrative employees (50%), 151 nurses (38%) and 49 physicians (12%). The random sampling and stratified proportional sampling methods were used to select the hospitals and interviewees, respectively. Two questionnaires were developed and used to identify Job characteristics and Job satisfaction: 1) Job diagnostics surveys (JDS) and 2) Hertzberg's Job satisfaction questionnaire. The reliability of the questionnaires was ascertained by test-retest using the Pearson correlation coefficient (r = 0.88). Linear-by-linear association and ordinal logistics regression analysis were used for analyzing the data gathered.Results:The relations between the Motivational Potential Score (MPS) and Job characteristics (except for feedback) with Job satisfaction were statistically significant (p<0.05). Task identity was the most effective determinant of Job satisfaction. Conclusion: It appears that all the Job characteristics (except feedback) are important determinants of Job satisfaction of the hospital employees. Although the work environment is in need of restructuring, it is important to note, from a positive perspective, that the Job characteristics discussed in this study are readily amenable to change Job satisfaction at the organizational level.