Context: Turnover intention, the nursing profession, is one of the major challenges for the nursing staff around the world that leads to reduce work motivation and poor quality of care. Aim: The aim of this study is to determine relationship among ROLE conflict, ROLE AMBIGUITY, and the turnover intention the nursing at hospitals of the Qom University of Medical Sciences in 2018, Iran. Setting and Design: A cross‑ sectional survey was conducted at five hospitals of Qom Medical Science University. Materials and Methods: Two hundred and sixteen nurses included to the study using the simple random sampling a three part questionnaire asking for information on demographic characteristics, ROLE conflict and ROLE AMBIGUITY, and nurses’ turnover intention was used as a data gathering tool. Statistical Analysis Used: Date were analyzed using the univariate and multivariate logistic regression. Results: 48. 8% of nurses intended to leave their profession. In a univariate logistic regression model, it was found that ROLE conflict, ROLE AMBIGUITY, being single, and working overtime increased nursing staff turnover intention. Furthermore, increase in age, work experiences, official recruitment, and a fixed morning shift decreased nurses’ turnover intention. In multivariate logistic regression model, only ROLE conflict and ROLE AMBIGUITY were significantly associated with turnover intention the nursing profession. Conclusion: Based on the findings, ROLE conflict and ROLE AMBIGUITY can predict nursing staff turnover intention. Therefore further attention to occupational variables seems to be necessary to reduce high nursing staff turnover intention.

The study aimed at analysing relationship between organizational justice, ROLE AMBIGUITY and conflict and burnout of personels of Ahvaz hospitals. The present study is correlation; and statistical study of the present study consisted of presonels of hospitals and is encluded of 420 persons. The sample consisted of 200 person,56 male and 144 female. they have been chosen randomly among personels of various centers of hospitals. The applied tools of the questionare are consisted of questionnaire of Nihoof and Morman organizational justice, Rhizo and Co, ROLE AMBIGUITY and conflict questionare and Muslech and Jackson burnout questionnaire. in the study 7 theories have been noted, which all of them are confirmed. According to the gained results, the organizational justice has a meaning ful and reversed relationship between ROLE AMBIGUITY and conflict, and burnout. On the other hand, ther is meaningful and positive relationship between ROLE conflict and AMBIGUITY and burnout. Additionally; the gained results of the present study, show that distributive justice is the strongest forecast and interactional justice is the weakest forecast. For ROLE AMBIGUITY and conflict. also distributive justice and interactional justice are the strongest forecasts and procedural justice is the weakest forecast burnout.

The study aimed at analysing relationship between organizational justice, ROLE AMBIGUITY and conflict and burnout of personels of Ahvaz hospitals. The present study is correlation; and statistical study of the present study consisted of presonels of hospitals and is encluded of 420 persons. The sample consisted of 200 person,56 male and 144 female. they have been chosen randomly among personels of various centers of hospitals. The applied tools of the questionare are consisted of questionnaire of Nihoof and Morman organizational justice, Rhizo and Co, ROLE AMBIGUITY and conflict questionare and Muslech and Jackson burnout questionnaire. in the study 7 theories have been noted, which all of them are confirmed. According to the gained results, the organizational justice has a meaning ful and reversed relationship between ROLE AMBIGUITY and conflict, and burnout. On the other hand, ther is meaningful and positive relationship between ROLE conflict and AMBIGUITY and burnout. Additionally; the gained results of the present study, show that distributive justice is the strongest forecast and interactional justice is the weakest forecast. For ROLE AMBIGUITY and conflict. also distributive justice and interactional justice are the strongest forecasts and procedural justice is the weakest forecast burnout.

In this paper I return to the familiar territory of the Lord-Bondsman "dialectic" in Hegel's Phenomenology of Spirit in order to raise the question of the relation of Hegel's use of the theme of recognition there to Fichte's. Fichte had introduced the notion of recognition in his Foundations of Natural Right, to "deduce" the social existence of humans within relations of mutual recognition as a necessary condition of their very self-consciousness. However, there it also functioned as part of a solution to a problem within the work on which the theory of rights was meant to be based, the earlier Foundation of the Complete Wissenschaftslehre of 1794-5. In Hegel's classic account in chapter 4 of the Phenomenology we find recognition offered as a solution to a problem within an account of "self-consciousness" that has a number of clearly Fichtean features. But I suggest that to the degree that the lord-bondsman episode there expresses any "theory of recognition", it is not Hegel’s own theory but rather his interpretation of Fichte's, a theory of which he is critical. Freed from this misleading assumption that the "lord-bondsman dialectic" represents something deep about Hegel's own philosophy, we might then be more able to get clearer about Hegel's actual views about recognition and the ROLE it plays in his own philosophy.

In this paper, one of the obvious psychological attributes of entrepreneurs that are AMBIGUITY endurance is described by divergent and entrepreneurial thinking. So this characteristic is investigated and analyzed from different and new points, by designing some questions about tolerance, AMBIGUITY and they way of cope with them. These questions would not be answered in this paper but will help the reader to know entrepreneurs.