Aims: This study has aimed to analyze the validity and reliability of the Baqiyatallah PHYSICIAN’S SATISFACTION Questionnaire (BPSQ) in order to achieve suitable tools for measuring PHYSICIAN’S JOB SATISFACTION (PJS).Methods: The research sample of this study includes 313 physicians who work in the Baqiyatallah Hospital which were selected by a stratified sampling method. All subjects answered the BPSQ. After checking the translation validity the confirmatory and explanatory factor analysis and Cronbach's alpha was used in order to examine the construct validity and reliability respectively. The SPSS and AMOS programmer version 18 were used to analyze data.Results: Among the 313 studied subjects 171(54.6%) were women and 142(45.4%) were men. The explanatory factor analysis showed 4 factors with 53.6% total variance and 0.85 Kaser-Meyer-Olkin Index. The result were also confirmed by the confirmatory factor analysis (RMSEA=0.041, CFI=0.92, TLI=0.91, IFI=0.92, PGFI=0.71, PNFI=0.66). Also, the reliability was 0.83 by using the Cronbach's Alpha method.Conclusion: As the validity and reliability indexes of the BPSQ were reported to be suitable, it can be confirmed that this questionnaire is a valid and reliable tool for measuring PHYSICIAN’S JOB SATISFACTION.

Background and objective The role of fire departments in helping people in need is essential. This study aims to investigate the mediating role of JOB SATISFACTION in the relationship of JOB performance with career adaptability and JOB commitment in employees of the Fire Department in Qom, Iran. Method This is a descriptive-correlational study. Participants were 60 employees of the Fire Department In Qom Province, Iran, who were selected by simple random sampling method. Four questionnaires were used to collect data: Song et al.’s career adapt-ability scale, Blau & Boal’s JOB commitment scale, Irawanto et al.’s JOB SATISFACTION scale, and Sony & Mekoth’s JOB performance scale. The data were analyzed using the structural equation modeling with a partial least squares approach in Warp PLS software, version 7.0. Results JOB commitment had a significant relationship with JOB SATISFACTION (t=0.687, P<0.001). The relationship of career adaptability with JOB SATISFACTION was not significant (P=0.087). The relationship of JOB SATISFACTION with JOB performance was significant (t=0.321, P=0.004). The relationship of JOB commitment with JOB performance mediated by JOB SATISFACTION was significant (t=0.221, P<0.001). The relationship of career adaptability with JOB performance was not significant even after mediation by JOB SATISFACTION (P>0.05). Conclusion JOB commitment in employees of the Fire Department In Qom Province has no significant direct relationship with their JOB performance; however, it has an indirect significant relationship with their JOB performance after mediation by JOB SATISFACTION. Their career adaptability has no significant relationship with JOB SATISFACTION. There is no significant relationship between career adaptability and JOB performance in fire department employees, even after mediation by JOB SATISFACTION.

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.

This research has focused on JOB SATISFACTION. Bearing in mind that some research hypothesis and SATISFACTION of research samples measured by a researcher-made questionnaire.Rate of SATISFACTION considered as a factor and divided into six sub scales:compensation, administrative rules, the JOB, colleagues, supervisory and physical conditions. So the targets and items of the questionnaire were made on measurement of workers JOB conditions, effective individual, JOB and organizational factors on SATISFACTION.336 persons were selected through a random sampling and their SATISFACTIONs were measured, and at the end two independent groups and one T-group were recognized through T-parametric test. Also for measuring the SATISFACTION and understanding effective factors on it, a one-way variance analysis was made, and became clear, so that factors like sex and education have no effects on SATISFACTION of the given samples, whereas permanent employment increase the rate of SATISFACTION than the sub scales such as administrative rules, supervisory and work conditions; high SATISFACTION of the JOB and colleagues, but as far as compensation was raised the SATISFACTION was low.

Objective: To evaluate the relationship between JOB SATISFACTION and mental health in staff.Methods: The subjects were selected randomly from the staff working in (administrative, research, cultural, educational units). They were from two sets of homogeneous organization. The research scale of this for JOB SATISFACTION is a questionnaire that consisted of four questions. They were related to total JOB SATISFACTION, income, cultural environment governing the organization and cultural behavior. Evaluation of mental health was investigated with using the standard scale GHQ-12.220 patients of both sexes were from two organizations participated in this study.Results: The mean age of the population is 35.5 years (SD=7.8) and their mean years of education is 15.4 (SD=9.2). Mental health score 2.5 (SD=2.3) and most of subjects had moderate JOB SATISFACTION (55%). The results showed that mental health was significantly associated with components of JOB SATISFACTION and SATISFACTION with the cultural environment and cultural behavior (P<0.05). Who expressed more SATISFACTION had better mental health.Conclusion: The results showed the income of individuals did not affect their mental health, but JOB SATISFACTION affected their mental health.

Background and aims: JOB stress is an important factor in creating physical and mental problems for the employees and has negative consequences for the organization. The present study aims to examine JOB stress (decision making, performance evaluation, work load and responsibility/ authority) on JOB SATISFACTION of the accountants.Methods: This is an applied study using correlation analysis to examine the relationship between the variables. The required data is collected using JRTS questionnaire (Kahn et al.1964). The Michigan’s organizational assessment questionnaire is selected as the scale of JOB SATISFACTION. The population includes all accountants employed in manufacturing, merchandising and service enterprises of Yazd. Using simple random sampling, 179 individuals are selected between them as the sample. The data is also analyzed by LISREL software.Results: Due to the absolute value of the t-statistic 2.72 and the negative amount of impact 0.20, it can be concluded that JOB stress have a significant and negative impact on JOB SATISFACTION. Further, according to the absolute value of the t-statistic for the decision, performance evaluation and workload that is less than 1.96, it can be concluded that these components have no significant effect on JOB SATISFACTION. The absolute value of t-statistics of the components of responsibility / authority is equal to 2.44 and the amount of impact is negative and equal to 0.52; therefore, it can be concluded that the responsibility / authority have a significant and negative impact on JOB SATISFACTION.Conclusion: Considering the impact of JOB stress on JOB SATISFACTION, implementing effective strategies by managers is imperative to reduce JOB stress of accountants such as specifying the scope of work and giving sufficient authority to perform JOB responsibilities.