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.

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 present research aimed to investigate the relationship, if any, between teacher’s job satisfaction and their organizational commitment. To this aim, 331 teachers were selected through cluster sampling. Data were collected using Wysocki and Krumm job satisfaction questionnaire as well as Movady, Steers and Porters organization Questionnaire. Collected data were analyzed using one-sample Kolmogrov-Smirnov Test, Pearson and Spearman correlation coefficient, and step by step multivariate regression analysis. The results supported all hypothesis of the research.

Background & Aim: Professional ethic has a significant effect on individual and group performance and organizational results. The aim of this study was to investigate the relationship between organizational commitment and professional ethics.Materials & Methods: It was a descriptive-correlational study. The sample consisted of 226 persons including nurses and administrative personnel (ward clerks, medical records employees…) of Imam Reza hospital in Amol city. They were randomly selected according to Krejcie and Morgan table and responded to Ali professional ethic questionnaire and Allen and Myer organizational commitment questionnaire. Data was analyzed by Pearson correlation and simple linear regression analysis tests using SPSS-PC (v. 16). Results: The results showed that professional ethic has a positive significant relationship with organizational commitment and it’s three dimensions (Affective, Continuance, Normative). Professional ethic also could predict organizational commitment (P<0.001), in such a way that an increase of one grade in professional ethics, will increase 0.284 grade in commitment mean.Conclusion: According to the findings, it is recommended that the managers of care organizations emphasis on general and specific aspects of professional ethic according to different jobs and as a role model act as a pioneer in consideration of ethic in their performance.