Background: The purpose of this study was to determine the prevalence of Job Dissatisfaction, and to ascertain the association between Job strain and Job Dissatisfaction and socio-demographic and occupational factors among laboratory staff of Universiti Putra Malaysia (UPM).Methods: This cross-sectional study was conducted among 450 research laboratory staff in 10 faculties and 8 institutes of Universiti Putra Malaysia. Probability appropriate to size sampling and simple random sampling method were used and data were collected via Job content Questionnaire (JCQ) from September 2012 to February 2013. SPSS (version 20.0) software was used for data analysis.Results: A total of 285 laboratory staff with at least one year Job tenure participated in this study (Response rate: 91.3%). The finding revealed that 47% of laboratory staff reported Job Dissatisfaction. The results of this survey showed laboratory staffs with age 35, and less were two-fold more likely to report Job Dissatisfaction than the older staff (adjusted OR=2.108, 95% CI: 1.241- 3.582). Laboratory staffs with higher toxic exposures 2 times more likely to report Job Dissatisfaction (adjusted OR=1.887, 95% CI: 1.062-3.353).Conclusion: There is a need to have training plans to increase the knowledge on toxic exposures among younger laboratory staff, which may be helpful to reduce Job Dissatisfaction among them.

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.

Assessment of Job satisfaction of the employees and identifying the influential factors on their satisfaction/Dissatisfaction seems to be vitally important. This research is intended to assess Job satisfaction of the employees of FAVA of the army and to identify the factors most influencing it. The factors influencing on Job satisfaction are classified into four groups, including individual, organizational, environmental and Job nature factors. Satisfaction is also classified into four groups including colleagues and principals, the value of the work, salary or wage, and organizational conditions. The data is collected by two types of questionnaire on Job satisfaction and influential factors. The reliability of the questionnaire turned out to be %82 and %79 respectively according to Cronbach alpha coefficient. The number of sample was calculated to be as much as 151 subjects. Instead of analyzing the data by descriptive statistics (mead, media, standard deviation and percentile) and inferential statistics, the researcher employed Smirnoff, Friedman, binomial for analyzing gaps and regression. The findings reveal that all four factors of work environment (2.74), individual factors (2.53), the nature of the work (2.53) and organizational factors were influential on the Job satisfaction of FAVA employees. the results also indicated that the most important factor turned out to be satisfaction from the managers (%2.6), and the least important one was satisfaction from the organizational condition.

In this study, the effect of high-level competence perception on the emergence of withdrawn behaviors and Job search behaviors with the variable role of Job Dissatisfaction mediator and moderator of ambition has been investigated. This research is a correlational description in terms of quantitative research in terms of data collection method. The main tool for data collection is the standard questionnaire. The statistical population of employees working in Ilam Power Distribution Company is 493 people, the sample size was 216 people using Cochran's formula. Structural equation modeling and Smart PLS software were used to analyze the data. The results showed that the perception of high level of competence has a significant and positive effect on the emergence of withdrawn behaviors and Job search behaviors. Job Dissatisfaction has a significant and positive effect on the emergence of withdrawal behaviors. Perceptions of high-level competence through Job Dissatisfaction have an indirect and positive effect on the emergence of withdrawal behaviors and Job search. Ultimately, ambition moderates, in other words, increases the relationship between perceptions of high-level competence and withdrawn behaviors and Job search.

Background and aims: Job satisfaction is one of the most basic components of mental health and an important factor in career success. The aim of this study was identification of effective factors on Job Dissatisfaction of primary school teachers of Bojnord city.Methods: In this descriptive-correlation study, the population were all primary school teachers that who were working in 2015 (N=653).200 teachers were selected by the use of multistage cluster sampling method. Participants in this study were measured by "measuring factors influencing Job Dissatisfaction questionnaire". In order to analyze the data, the exploratory factor analysis with principal components was performed through SPSS v.22 software and the confirmatory factor analysis was performed using AMOS v.22 software.Results: Principal components analysis using varimax rotation yielded a three-factor solution of improper management (27 items), individual factors (12 items) and lack of welfare agents (9 items) that jointly accounted for 41.07 percent of the total variance. The next step to explain the concept, confirmatory factor analysis was performed. The results showed Job Dissatisfaction questionnaire building from three construct latent. Indices of confirmatory factor analysis model showed that the model has an acceptable fit.Conclusion: The results of this study showed the importance of improper management, individual factors and lack of welfare agents as factors that have influence on Job Dissatisfaction of primary school teachers in Bojnord city. Therefore, custodians of educational system for micro and macro planning may rely on these variables.