Introduction: There are several generic and specific models to assess the Individual Job Performance (IJP). While these methods may provide the valuable information, none of them cover the complexity and wide range of the behaviors which express the IJP. This review study aimed to identify all existing models and incorporate them to achieve a comprehensive conceptual model to assess the IJP. Material and Methods: Databases such as PubMed, Scopus, Embase, and ProQuest were systematically searched to meet the study’, s goals. Moreover, references to relevant publications were examined. Finally, suitable publications were discovered and analyzed using the inclusion and exclusion criteria. Results: The results of Search in databases, including PubMed, Scopus, Embase, and ProQuest, showed that 12754 articles were found in the initial search. After removing duplicate and unrelated articles, finally, 155 eligible articles were selected. Based on full-text screening, 10 studies were excluded, and 5 studies were not accessible. Finally, by checking the references mentioned in the selected articles, 4 more eligible articles which were not retrieved in the search strategy were added,finally, 61 articles were selected to be reviewed. Ninteen articles were related to the general models, and 19 articles addressed Job-specific assessment models. The remaining 23 articles described other existing models. Conclusion: To evaluate IJP, a heuristic structure was developed based on the literature research. These dimensions were selected because they can accommodate all of the preceding models’,dimensions. They also include any behaviors that may have an impact on IJP.

Introduction: Public service motivation (PSM) is one of the few motivational theories, which investigates the motivation and its organizational outcomes such as Job Performance in public and governmental sectors. By emphasizing on direct effect of PSM on Job Performance, previous studies led to contradictory results. In this study, it is supposed that the effect of PSM on Job Performance is indirect; thus Individual-organization and Individual-Job proportion were investigated as mediator variables in this correlation.Methods: Since nursing is one of the best Jobs that the PSM might be observed in, this study was conducted in governmental hospitals. Similarly, 103 nurses, who were employed in governmental hospitals of Isfahan, were randomly selected and then answered to PSM, Individual-organization proportion, Individual-Job proportion and Job Performance questionnaires. Thereafter, the data were analyzed through SPSS AMOSTM structural equation modeling software.Results: Findings indicated that the PSM had a significant and positive correlation with both Individual-organization proportion (b=0.371, P<0.01) and Individual-Job proportion (b=0.561, P<0.001). In addition, positive correlation between Individual-organization proportion and Individual-Job proportion with Job Performance was also significant (b=0.367, P<0.001) and (b=0.482, P<0.001), respectively. However, according to what was assumed and hypothesized for the Individual-organization proportion and Individual-Job proportion, PSM did not have a significant correlation with Job Performance; therefore, the Individual-organization proportion and Individual-Job proportion confirmed these two variables to serve as a mediator.Conclusion: While private organizations could rely more on material rewards such as financial aid for motivating their employees in the direction of employer’s goals and interests, governmental organizations should focus on requesting their employees in order to attempt for advancing the community goals as well as satisfying Individual needs in order to increase their efficiency.

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.

Introduction: Individual characteristics are closely related to Performance and Job efficiency of Individuals. The aim of present study was evaluation of the relationship between communication skills and Individual characteristics with Job Performance among clients and auditors. Methods: This study was a descriptive-survey. The research instrument was a researcher-made questionnaire. The statistical population of the study included all auditors and clients at the level of the Iranian Society of Certified Public Accountants who have directly or indirectly contact with each other. Through a survey, 42 certified public accountants and experts in this field in Iran were selected. Data from statistical population were collected using the Delphi method. In this analysis, To test the research hypotheses, t-test, binomial, Friedman ranking, and Kendall tests were used. Results: Based on the results, the effect of all items related to the auditor's Individual characteristics was confirmed at a significance level of <0. 001. The item of "auditor experience" had the greatest impact on the indicator of "Individual characteristics of the auditor", item of “, insufficient training of auditing teams" was ranked second and the item of “, auditing firm size and score" was ranked third. Conclusion: According to the results, with increasing attention to Individual characteristics of the auditor in terms of experience, skills, expertise, knowledge and principles, the negotiation process will improve more at the level of the accountants' community. Also, if companies and organizations have higher bargaining power than suppliers and customers, they will be less sensitive to the demand for conservative accounting by them.

The main purpose of this descriptive-correlative study was to investigate the relationships between Individual entrepreneurial orientation, Individual learning, creativity with Job Performance. The mediating roles of Individual learning and entrepreneurial orientation were analyzed. The statistical population of this research consisted of 635 agricultural experts of organization of Jihad-e Agriculture in Hamedan Province (N=365). According to Cochran's formula, a sample of 242 experts was chosen through random stratified sampling method. Data was collected using four standardized self-administered scales including Individual learning scale (Sujan et al., 1994)), creativity scale (Tierney et al., 1999), Individual entrepreneurial orientation scale (Bolton & Lane, 2012) and Individual Performance scale (Staples et al., 1999). The validity and reliability of the questionnaire were investigated using confirmatory factor analysis and Cronbach’ s alpha coefficient respectively (. 83≥ α ≥ . 76). Structural equation modeling and bootstrap procedure were used to analyze the data. Results indicated that Individual learning was significantly related to Job Performance and it mediated the entrepreneurial orientation-Job Performance relationship. In addition, creativity was significantly related to entrepreneurial orientation and Job Performance. Drawing on the findings, the managers and leaders of the organization can focus on the Individual learning mechanism and creativity to improve employees’ entrepreneurial orientation and thereby fostering their Job Performance.

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.

Aims: Job satisfaction is one of the most challenging organizational concepts and the basis of many policies and guidelines of management for promoting the efficiency and productivity of organization. This research was conducted to determine the personal factors that affect soldiers’ Job satisfaction.Methods: This research was a descriptive- analytical study and its participants were 165 soldiers that were selected according to stratified proportional sampling design from a military unit of province defiance and its subsidiary regions. In order to assess Job satisfaction, Visoky & Crom Job satisfaction questionnaire was used after some revisions and modifications in its items. The obtained data were analyzed at descriptive and inferential levels.Results: In the domain of personality characteristics positive, decisive and active Individuals had higher Job satisfaction in contrast with the other two groups (i.e. Inactive, negative and aggressive). The education level, months being in service as a soldier, the kind of membership in Basij, and the class of Job had a significant relationship with Job satisfaction.Conclusion: Job satisfaction is a variable which is affected by personality characteristics and factors such as the education level, months being as soldier, the kind of membership, and the class of Job and these factors are effective in increase of soldiers’ satisfaction and thereby their increased Performance.