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.

The aim of this research is study of relationship between domains of Job enrichment with Job Engagement and propensity to leave of employees. The study was a descriptive correlation. The population in this research is all employers of education and culture organization in rafsanjan that are 154 people which 110 people have been selected. in this researchwere used three questionnaire of Job enrichment‚ Salovana and Schaufeli’ s Job Engagement‚ and the propensity to leave. The reliability of Job enrichment‚ Job Engagement and the propensity to leave questionnaires are 0/74‚ 0/962 and 0/936. Analyzing data shows that there is a relation between Job enrichment and its factors with employers Job Engagement. the findings of research also shows that there is a relation between Job enrichment and its factors with employers propensity to leave on the base of results we propose that managers attention more to the Job enrichment and Job Engagement and for decreasing the employers propensity to leave attention more to the Job enrichment and Job Engagement factors.

This paper offers and tests a model that make better perception from the impacts of strategic leadership according to determining strategic direction, exploiting and maintaining core competencies, developing human capital, sustaining an effective corporate culture, emphasizing ethical practices, and establishing strategic control on employees Job Engagement(vigor, dedication, absorption) regarding to mediation effect of organizational identity. Interested population of this research is experts and managers of Khorasan Regional Electricity Company that are 124 people sample. With analytical-survey methodology approach, we use a questionnaire and analyze data by structural equation modeling (SEM) method. Results reveal that strategic leadership directly influence on organizational identity and employees Job Engagement moreover organizational identity mediate strategic leadership effect on Job Engagement.

Background Work ethics has a significant effect on the individual and group activities, performance and organizational results. This study examines the interactive role of Job Engagement and Job propriety with work ethics and intent to leave of the employees. Method This study is descriptive-correlation research. Statistical population included all 368 employees of state universities of Tabriz. Using Cochran formula (d = 0. 5, p= 0. 5) and stratified random sampling, the sample size of 350 people was obtained. To gather data, standard questionnaires were used. Using Cranach Alpha, the reliability of Job Engagement (0. 75), Job propriety (0. 87), work ethics (0. 70), and intent to leave (0. 84) was calculated. Obtained data were analyzed by correlation method and modified stepwise regression. Results Results showed a positive and significant correlation between two variables of Job Engagement and Job propriety and work ethics (p=0. 001, r=0. 16, r=0. 25). Also, there is a negative and significant correlation between two variables of Job Engagement, Job propriety and intent to leave (p=0. 001, r=-0. 28, r=-0. 32). Moreover, interacting together, Job Engagement and Job propriety predict work ethics and intent to leave. Conclusion Results showed in every organization, interest in work, Job Engagement and Job propriety with employees improves their work ethics and organization as well. Thus, intent to leave of the employees’ decreases and the organization should pay a specific attention to them.

Introduction: Resilience of nurses has attracted a lot of attention in research. Having a high level of resilience is essential for nurses to succeed professionally and manage stressful factors in the workplace. Therefore, the purpose of this study was to investigate the moderating role of Job Engagement in the relationship between Job stress and resilience in nurses of Al-Zahra Hospital (S) in Isfahan. Methods: The correlational research method was structural equation modeling. The statistical population included 1, 700 nurses of Al-Zahra Hospital (S) in Isfahan city, which were selected based on the Monte Carlo method and 200 people (60 men and 140 women) were selected using the available sampling method. Questionnaires of HSE occupational stress (HSE Institute, 1990), resilience (Connor and Davidson, 2003) and Job Engagement (Shafley and Baker, 2013) were implemented on the sample. The collected data were analyzed by SPSS-24 and Amos-24 software and using the method of Pearson's correlation coefficient and hierarchical regression. Results: The results showed that Job stress has a negative and significant effect (P<0. 001) on Job Engagement and Job Engagement has a positive and significant effect (P<0. 001) on resilience. Also, the results of the hierarchical regression analysis showed that the variable of Job Engagement has a moderating role in the relationship between Job stress and resilience, and it moderates this relationship in a positive direction. Conclusions: Therefore, despite the fact that Job stress is an important factor in reducing resilience, but despite Job Engagement in employees, increasing Job stress cannot reduce resilience much.

Background and Theoretical Foundations: One of the dual challenges in the world of organization and management is Job Engagement versus Job burnout. Some believe that Job Engagement is the positive antithesis of Job burnout. Job burnout is a problem in modern societies related to living in an advanced world, particularly in the modern work environment. Researchers have identified some consequences of this phenomenon as decreased motivation, dissatisfaction, and the intention to leave the Job. The main objective of this research is to examine and compare the impact of Job Engagement and burnout (based on the Job Demands-Resources model) on the turnover intention among seafarers.Methodology: This research is applied in terms of its objective and descriptive-survey in nature. The statistical population consists of 300 employees working in maritime organizations in Mazandaran province, with a sample size of 169 selected through random sampling based on the Krejcie and Morgan table. To measure the research variables, questionnaires were used for Job demands (role conflict, Job conditions, and work-home interference) from Rizzo et al. (1970), Mohammadi et al. (2011), and Wagena & Geurts (2000) with 15 questions; Job resources (supervisor support, self-esteem, and feedback) from HSE, Rosenberg (1965), Hackman & Oldham (1975) with 11 questions; Job burnout (exhaustion, cynicism, and professional efficacy) from Maslach (1996) with 10 questions; Job Engagement (vigor, dedication, and absorption) with 12 questions; and turnover intention from Cammann et al. (1979) with 3 questions. Their validity was calculated using content and face validity methods, and their reliability was confirmed by calculating Cronbach's alpha. For data analysis, demographic information (descriptive statistics) was used, and for inferential analysis, correlation tests and structural equation modeling were employed.Findings and conclusion: Statistical data analysis indicates that the impact of Job resources, Job demands, and Job Engagement on Job burnout are 0.81, 0.60, and 0.30 respectively; the impact of Job resources on Job demands and Job Engagement are 0.92 and 0.70 respectively; the impact of Job Engagement on Job burnout is 0.30; and the impact of Job Engagement and burnout on employees' intention to leave are 0.30 and 0.72 respectively. The research results showed that Job burnout and Engagement affect seafarers' turnover intention. Additionally, Job Engagement and demands impact burnout, while Job resources influence Engagement. Job demands affect seafarers' burnout, and the relationship between demands and resources as well as the impact of Job resources on Job burnout was confirmed.

The purpose of this study was to investigate the role of teachers' Job Engagement and Job satisfaction in prediction students' school bonding. This research was applied in terms of purpose and correlational in terms of descriptive method. The statistical population of this study consisted of all female high school students in the second district of Ardabil and also teachers in this district in the 2015-2016 academic year, among whom using random sampling method. Clustering, 720 people (144 teachers and 576 students) were selected as the sample. For data collection, Cernkovich, and Giordano School Bonding Questionnaire, Schaufeli and Bakker Job Engagement Questionnaire and MSQ Job Satisfaction Questionnaire were used. Data were analyzed by using Pearson’, s correlation coefficient and regression analysis. Findings showed that there is a significant positive relationship between Job satisfaction and Job satisfaction of teachers with the connection with students' school (p < 0. 01). Also, the results of regression analysis showed that teachers 'Job motivation and Job satisfaction predict approximately 23% of the variance related to students' connection with school (p < 0. 01). As a result, it can be said that teachers' Job Engagement and Job satisfaction have the ability to predict the students' school bonding and require programs to improve these variables in teachers.