These days, constant and continuous focus on a job by the individuals is a plain sign of job stability leading to the tedious and repetitive condition of jobs. Hence, human resource experts use a job rotation shift human resources and familiarizing them with different intra-organizational situations in order to increase motivation in them and conduct talent management and succession planning. This study is aimed at investigating the possibility of establishing a job rotation system at the Refahe Kargaran Bank. This applied research employed a survey method for data collection. To this end, a questionnaire was developed for the assessment of the feasibility of establishing a job rotation system. The questionnaire was confirmed with a total reliability of 0. 85 which was obtained through Cronbach's alpha test. The statistical population of this study contained a total number of 10561 executives and employees of the bank throughout the country, from whom 372 were selected as the sample. To prevent sample loss and to reach the actual number, more questionnaires were distributed, among which 423 ones were collected. Analysis of the data through SPSS and LISREL software, the results of the one-sample T-test and the load factor indicated that establishing a job rotation system is feasible in all components, except for the laws and regulations, at this bank.

Working in noisy job shops and doing hard works reduce the efficiency of workers and the resulted injuries impose cost on such an industries. Since, there are different jobs and working environment within a factory, it is possible to reduce job related injuries through a suitable job rotation program. In this paper, we propose a model for determining the job rotation program; that is a bi-objective model applied to minimize daily noise exposure index as well as minimizing job severity index due to lost working days. The Global criterion. Lp- Metric. Method is proposed as the solution methodology. Finally, the model is applied in different cases and the results indicate better utilization compared to single objective models.

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 study is to find a suitable model and solution to solve of job rotation problem in a company which has been done to reduce costs and minimize the volume of work, this study has been done in order to minimize the cost, increase productivity, which according to modeling done based on the Pixel company conditions, and its case study, it was carried out by the leading constraints, it is shown that the complexity of the problem is NP-hard, and the use of accurate methods for solving the problem is not possible within a reasonable time. To solve this problem, an evolutionary algorithm will be used, in this study the Cuckoo algorithm is selected, which is coded in the MATLAB software, and Cuckoo algorithm was used to solve it. And the results were compared with simulated annealing algorithm. The results show that the Cuckoo algorithm has introduced to us the most optimal solution to fit model.

Background and aims: The job safety is one of the necessary aspects of efficiency in humane resource management of every organization, and if organizations were able to reduce the rate of job accidents and undesirable stress, then the performance of workers would become more efficient.Hence, job rotation is as good as a rest to increase efficiency. The aim of this research is to design an appropriate job rotation system in order to reduce job risks in terms of ergonomic risks of jobs.Methods: This research is aimed to design a job rotation system by using a mathematical modeling approach in which in addition to satisfying employer needs, it reduces ergonomic risk of jobs. The research method in this research is application in terms of goal, and is mathematical descriptive in terms of method, which includes: (1) problem extraction, (2) modeling, (3) model solving, (4) model verification, and (5) model implementation. The aim is to all of the risks R_ijt is assigned to n workers such that maximum risk of all workers are minimized (problem extraction). According to conditions and constraints of system, the problem is modeled as a linear programming model. The parts of this model includes objective function of minimization of maximum job risk of human resource, structural constraints of problem (each job should be assigned just to one worker at any time, and each worker should occupy just one job), parameters (n workers, n jobs at time interval T, jobs risks R_ijt), and variables (job assignment at time intervals to workers) (modeling). Since the model is a linear programming model, the Lingo optimization software and coding in it is used to solve optimally (model solving and verification).Results: The optimal model of job rotation system was evaluated in semi-industrial work-station where dissatisfaction of workers from ergonomics problems has been reported (model implementation). This mathematical linear model is constructed with 144 decision variables, 57 constraints and a objective function. The model is implemented by Lingo software and the results include 138 zero optimal variables and 6 one optimal variables. These results provide an optimal sequence of assignment and workers job rotation that can be used to make most moderate state of job risks and divide the job risks in a logical proportion among all workers. The optimal assignment of jobs to workers implies the reduction of job risks for all workers to 1.25 (calculated value for optimal objective function).Conclusion: The main output of this research is an optimal plan for job assignment in a work plan of a production system which not only considers job conditions but also minimizes ergonomic risk of jobs and also leads to job satisfaction due to moderate job risk. The results demonstrate outstanding effect of job rotation on setting of job risk among workers at an appropriate level, and improvement on workers' satisfaction.

Lean cell operates itself by what is called standard operations. Job rotation is known as the standard operation of a lean cell. However, researchers have not studied job rotation to demonstrate the performance of a lean cell. Job rotation decisions affect lean cell performance through influencing the manner in which tasks assigned to the selected operators during several rotation periods. This research studies the lean cell performance as a function of rotation interval, cell factors (size and type) and takt time. The performance targeted in term of 4 different measures. After modeling job rotation scheduling problem and developing an efficient algorithm to find near optimal solutions, data for lean performance against arrangement of factors was gathered by scenarios made based on Taguchi's approach to design of experiments. To analyze the model and impact of factors, ANOVA and MANOVA and interaction analysis were applied. The results shown that the effect of rotation interval and its complex interactions with other factors are statistically significant and some patterns for lean cell performance were obtained.

Background & Aims: Nurses as one of the main pillars of health sector, have often been noteworthy for researches. Due to the sensitivity of their working conditions and high burnout, this study has attempted to examine organizational commitment and some factors affecting nurses’ intention to leave.Material & Methods: It was a correlational study. The study population was all nurses working in specialized public hospitals of Mashhad from which, 180 registered nurses were recruited through proportional to size stratified random sampling. Data was collected using a combined questionnaire including Internal Marketing Questionnaire by Gronroos, Job Rotation questionnaire by Chen et al., Organizational Commitment Questionnaire by Kim et al., Turnover Intention and Person- organization fit by Alniacik et al. To examine the data, the structural equation modeling using Amos software (v.21) was employed.Results: There was a significant positive correlation between internal marketing and organizational commitment (p<0.05, b=0.35), also job turnover on organizational commitment (p<0.05, b=0.22) and the moderating role of P-O fit on turnover intention was confirmed (p<0.05).Conclusion: As internal marketing and job rotation has a positive relationship with organizational commitment and the latter has a negative relationship with turnover intention of nurses, then considering these variables and the moderating role of person-organization fit, the managers can reduce turnover intention of nurses.

Background & Aim: Addressing the influential factors associated with the psychological empowerment of nurses has high importance. We aimed to assess the relationship between job rotation and the psychological empowerment of nurses working in the teaching hospital of Mazandaran University of Medical Sciences (Sari, Iran). Methods & Materials: This is a cross-sectional study that was conducted in 2016. 277 nurses working in the teaching hospital of Mazandaran University of Medical Sciences were selected as sample size using simple random sampling method. Spritzer's psychological empowerment questionnaire and nurses' view to job rotation efficacy questionnaire were used. The data were analysed by means of SPSS 18. 0 by using descriptive and inferential tests (Two-way ANOVA with Tukey test, Pearson correlation and multiple regression) Results: In this study, 75% and 25% of nurses were female and male, respectively with mean age of 32. 6 (SD=2. 26). The mean score of overall psychological empowerment was obtained 69. 51 (SD=3. 95) while the mean score of job rotation efficacy was obtained 61. 2 (SD=2. 064). Also results showed that job rotation of nurses was related with psychological empowerment (r=0. 65, p<0. 05). Conclusion: The obtained results indicate that planning job rotation efficacy for nursing staff can results better psychological health. Also more researches is recommended in future for earning better results.