Background and Aim: Job enrichment is a method that has been used to increase employee satisfaction and work motivation. The Hackman and Oldham Job characteristics model (1976) has served as the foundation for many Job enrichment efforts. In particular, a considerable amount of research has been devoted to the study of the Job characteristics-Job satisfaction relations. Te purpose of this study was to statistically determine the relation between Job characteristics and Job satisfaction among employees of hospitals affiliated to Tehran University of Medical Sciences (TUMS) in 2007. Materials and Methods: This study was a cross-sectional one, including 6 TUMS-affiliated hospitals-Emam, Shariati, Baharlo, Ziaeian, Madaen and Azadi. The sample size was 400, consisting of 200 administrative employees (50%), 151 nurses (38%) and 49 physicians (12%). The random sampling and stratified proportional sampling methods were used to select the hospitals and interviewees, respectively. Two questionnaires were developed and used to identify Job characteristics and Job satisfaction: 1) Job diagnostics surveys (JDS) and 2) Hertzberg's Job satisfaction questionnaire. The reliability of the questionnaires was ascertained by test-retest using the Pearson correlation coefficient (r = 0.88). Linear-by-linear association and ordinal logistics regression analysis were used for analyzing the data gathered.Results:The relations between the Motivational Potential Score (MPS) and Job characteristics (except for feedback) with Job satisfaction were statistically significant (p<0.05). Task identity was the most effective determinant of Job satisfaction. Conclusion: It appears that all the Job characteristics (except feedback) are important determinants of Job satisfaction of the hospital employees. Although the work environment is in need of restructuring, it is important to note, from a positive perspective, that the Job characteristics discussed in this study are readily amenable to change Job satisfaction at the organizational level.

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.

This study was carried out to investigate the relationship between Job characteristics and psychological empowerment and also to predict psychological empowerment by Job characteristics among Agriculture Bank employees with a sample of 328 personnel. Hackman and Oldham's and Spreitzer's questionnaires were used. Cronbach's alphas indicated acceptable reliabilities; 0/89 for Hackman and Oldham's scale and 0/90 for Spreitzer's one. Analysis of the data involved Pearson's correlation. coefficients and multiple regression. The results of this study demonstrated that Job characteristics were related to psychological empowerment Job characteristics could predict psychological empowerment. Among the subscales of Job characteristics, meaningfulness had the most portion (0/69 of 0/71) to predict psychological empowerment.

Improving participation in voluntary activities in Iran is important because increasing productivity among young people, given the country's young population, contributes to community sustainability. Therefore, a better understanding of volunteer motivation in Iranian youth is needed. The Volunteer Functions Inventory (VFI) for assessing volunteer motivations has good psychometric properties and is adapted to several languages, but no validated Iranian translation yet exists. The purpose of this study was to investigate the psychometric characteristics of voluntary functions inventory in members of Iranian Red Crescent Society. Sample size was 595 members of Youth Organization of Iranian Red Crescent Society from 31 provinces and 175 cities of Iran that were selected by multi-stage cluster sampling method and responded to voluntary functions inventory. Data were collected using a demographic sample and voluntary functions inventory (VFI). Confirmatory factor analysis using principal components method was used for data analysis. The results of the present study showed that the voluntary functions inventory had validity and reliability. Also, the factor structure showed that 29 items and 6 factors well assess people's attitudes to volunteering, and the structure of this inventory was well-fitted and confirmed all goodness of fit models. The present study provides the use of the Iranian translation of the Voluntary Functions Inventory (6 scales and 29 items) to assess volunteer motivation among young Iranian volunteers.

Background: Few studies have examined the relationship between perceived responsibilities by workers and Job characteristics and experiences of stress.Objective: To examine the relationship between Job stress and work responsibilities and Job characteristics.Methods: We analyzed data from 2737 adults who were labor force participants in the province of Alberta, Canada. A logistic regression model was employed to examine factors associated with high Job stress.Results: About 18% of the studied workers considered their Job as being “highly stressful.” Workers, who were male, did not consider their Job a career or who were highly satisfied with their Jobs were significantly less likely to identify their Jobs as “highly stressful.” The probability of describing a Job as “highly stressful” significantly increased as workers perceived their actions have an affect on those around them or when their Jobs required additional or variable hours.Conclusions: A number of factors are associated with experiencing high work stress including being more engaged with work. This is an important finding for employers, offering insight into where interventions may be targeted.

Introduction: Pharmacists and pharmaceutical services are among the most important resources and programs in providing health for a society. Pharmacists as the key players in presenting health services, greatly impact on the health of a society and if they suffer low Job satisfaction, their dissatisfaction may relatively threaten health in a society. This study was conducted to determine Iranian pharmacists’ Job satisfaction and additionally, some causes of dissatisfaction among pharmacists have been diagnosed. Method: A Job satisfaction questionnaire was developed and reliability tests were done by some experts in field of pharmacy practice. A sample of 700 pharmacists was selected among ten leading provinces of the country and questionnaires were distributed at the continuing pharmacy education conferences. Three essential factors named "Endogenous Satisfaction", "Exogenous Satisfaction" and "Current Sense of Being Pharmacists" was considered as the main Job satisfaction factors. Results and Discussion: Generally low scores of exogenous and endogenous Job satisfaction were concluded among pharmacists while most of them were highly satisfied with being pharmacist. Male pharmacists were more satisfied than their female colleagues and a positive relationship between age and work experience with exogenous Job satisfaction was found.Conclusion: Low levels of Job satisfaction which were found among Iranian pharmacists could be considered as a deficiency of health system in Iran. Fortunately, inherent interest in the pharmacy profession found among Iranian pharmacists is an optimistic point at which policy-makers could develop their modifying policies. Health policy-makers must endeavor to take other steps to issue solutions for this current problem.

Background and Objective: Burnout has negative effects on nurses’ health, and also onpatients’ satisfaction and safety. This study was conducted to determine the relationship between Burnout and nurses’ Job characteristics in teaching and therapeutic hospitals affiliated to Golestan university of medical sciences.Material and Methods: In this descriptive-analytical study, 206 nurses who engaged in the teaching and therapeutic centers of Golestan university of medical sciences were selected via random sampling. The data was collected by demographic data sheet and Copenhagen burnout questionnaire and analyzed by descriptive statistical, logistic Regression.Results: The mean age was 34.66±7.38 and 68% of the participants were female. Overall, 34% of the nurses had burnout. The prevalence of personal, work-related and client-related burnout was 33.5%, 41.3% and 22.3%, respectively. Age, Job experience and type of employment were the risk factors of personal, work and client-related burnout. Being supervisor, working in the psychiatric ward and having private Job, were the causes of increased personal burnout.Conclusion: In line with the increase of age and Job experience increasing, the officials should pay more attention to burnout, and in some ward of the hospitals and Job positions, they need considering a unique career planning.