This study aimed to determine the effectiveness of group training based on Positive Psychology on the work engagement and work motivation of laboratory employees of Modarres Hospital. The research method was quasiexperimental with pre-test, post-test, and control group. The study's statistical population includes all laboratory employees (80 individuals) of Modares Hospital in 2019. In these centers, 30 individuals were selected to participate in this study by simple random sampling and randomly divided into experimental (n=15) and control (n =15) groups. The research instruments included the Work Engagement Scale (UWES,Schaufeli, Martí, nez, et al., 2002) and the Employee Work Motivation (Wright, 2004). To analyze the data obtained and test the research hypotheses, the Kolmogorov-Smirnov test and univariate analysis of covariance were used, using SPSS-24 software. The results showed that group training based on positivity significantly increased employees' work motivation (F=16. 09, p<0. 001) and employees' work motivation (F=19. 23, p<0. 001). Therefore, this method can be used to promote employee motivation and work engagement in organizations.

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.

Introduction: In order to increase nurses’,Job passion, it is needed for various affecting factors to be identified, strengthened and modified if necessary to improve their efficiency. One such factor is spirituality in relation to their Job and improve their motivation and passion to do their Job. The purpose of the present research is to investigate the relationship between spirituality and Job passion in working nurses. Methods: This research is applied in terms of purpose and descriptive-surveying in terms of data collection. The statistical society includes all the 240 nurses working in Emam Reza Hospital, Sirjan, Iran. The samples were obtained via census. Two questionnaires were used for data collection: Shahidi& Farajnia spirituality questionnaire and Schaufeli & Bakker Job passion questionnaire. Content validity was used to determine validity and Cronbach’, s Alfa was used to test the reliability for all of the components for all of which the validation was above 0. 8. Structural equation modelling was used for data analysis applying Amos 23 software. Results: research findings show that spiritual view and Job passion with efficiency correlation of 0. 581 and significance level of 0. 00 in the significance level of α, =0. 05, have positive significant relationship. Spiritual view and spiritual ability positively predict Job passion. Conclusions: The results show there is meaningful relationship between components of spirituality and Job passion. Nurses with more Job passion enjoy more Job satisfaction in comparison to those with less Job passion. They are also more committed to their Job and the organization, and are less inclined to resign and look for Jobs elsewhere. Higher Job passion increases the energy level and strengthens the individual identity. Consequently, the individual makes more attempt to achieve organizational goals and is less willing to leave their Job.

Introduction: The purpose of this study was to investigate the relationship between academic self-regulation, academic burnout and learning passion with nursing students Job adjustment. Methods: The research method was descriptive correlational. The statistical population of this study included all students of Arak Islamic university that the population of the community was estimated to be 2000 students based on the inquiry from a student deputy of which 280 students were selected by random cluster sampling. The research data were collected by using a self-regulatory questionnaire (1989), academic burnout (1997), students passion scale (2015) and Job adjustment (2007). The data was analyzed by using Pearson correlation coefficient and multivariate regression and SPSS20 software. Results: The finding of the study showed that there is a positive and significant relationship between academic self-regulation and learning passion with Job adjustment (p<. 0. 001). Also, there is a negative and significant relationship between academic burnout and Job adjustment (p<0. 001). Moreover, educational self-regulation, academic burnout and learning passion had the ability to predict 30 percent of student Job ability. Conclusions: According to the findings of the research, it was concluded that the internal motivation, inbuilt setting, emotional exhaustion, learning inefficient and emotional-cognitive passion had important role in students Job adjustment prediction. According to the present study, it is suggested to measure the degree of self-control, academic exhaustion and academic eagerness for predicting nursing students Job adaptability.

 Introduction The need for education, fostering creativity, and encouraging innovative thinking and behavior is crucial for building a prosperous society. This is particularly significant in primary education, as it plays a formative role in students’ cognitive, biological and social development. Primary education also serves as a vehicle for passing on beliefs, ethics, customs, values, and skills to the next generation, while creating an environment conducive to the growth of students’ innate talents and abilities. As a result, these talents and academic performance can flourish. In this context, some researchers suggest that an organization’s focus on creating a motivating environment can foster innovative behavior. Motivated employees tend to exhibit more innovative behaviors because they approach their tasks with greater passion and commitment, pay closer attention to creative responsibilities, and develop stronger emotional connections to their work. Therefore, Job motivation is one variable that appears to influence teachers' innovative behavior. However, a key question arises: Is this relationship direct, or is it mediated by other factors? Given the impact that Job motivation can have on an organization, it seems plausible that Job motivation may influence teachers’ innovative behavior through its effect on Job enthusiasm. Hence, this study examines the role of Job motivation in promoting innovative behavior, with a focus on the mediating role of Job enthusiasm among primary education teachers in Birjand.Methodology This research employs a quantitative, applied and correlational methodology. The statistical population consists of all elementary school teachers in Birjand during the 2011-2012 academic year (900 teachers). Based on the Morgan and Krejcie’s (1970) table, 270 participants were selected as the research sample using a multi-stage cluster sampling method. First, Birjand was divided into three districts: North, South and Central. Schools were randomly selected from each district, and all teachers from the selected schools participated in the study. To account for possible sample attrition, the final sample size was set at 280 participants, with a significance level of 0.01. Data collection instruments included Kanter’s (1988) Innovative Behavior Questionnaire, Herzberg’s (1966) Job Motivation Questionnaire, and Salanova and Schaufeli’s (2001) Job Enthusiasm Questionnaire. Kanter’s Innovative Behavior Questionnaire comprises eight questions, scored on a five-point Likert scale ranging from completely disagree to completely agree. The minimum possible score is 8, and the maximum is 40, with higher scores indicating greater innovative behavior. Herzberg’s Job Motivation Questionnaire consists of 40 items, also scored on a five-point Likert scale from completely disagree to completely agree. Scores between 40 and 80 indicate weak motivation, scores between 80 and 160 reflect moderate motivation, and scores above 160 indicate strong motivation. Salanova and Schaufeli’s Job Enthusiasm Questionnaire includes 17 questions, divided into three dimensions: Vigor (questions 1–6), Dedication (questions 7–11), and Absorption (questions 12–17). This questionnaire is also scored on a five-point Likert scale, with scores ranging from 1 (completely disagree) to 5 (completely agree). The total score ranges from 17 to 85, with higher scores representing higher levels of Job enthusiasm. The reliability of the questionnaires in this study was 0.92, 0.86 and 0.89, respectively. Data were analyzed using statistical regression tests and path analysis, with a significance level of 0.05. FindingsThe results revealed a positive and significant relationship between Job motivation and Job enthusiasm, as well as between Job enthusiasm and innovative behavior. Specifically, increased Job motivation leads to higher levels of Job enthusiasm, which in turn promotes innovative behavior. The Sobel test confirmed that Job enthusiasm mediates the relationship between Job motivation and innovative behavior among elementary school teachers in Birjand. The indirect effect of Job motivation on innovative behavior through enthusiasm was 0.49, and this relationship was positive. In other words, as Job motivation increases, Job enthusiasm also rises, resulting in higher levels of innovative behavior.Conclusion Based on the findings of this research, it can be concluded that Job motivation comprises a set of internal and external forces that initiate work-related behaviors and determine their form, direction, intensity, and persistence. Career motivation drives individuals to perform tasks or behaviors, and the higher a teacher's Job motivation, the more effective and creative they can be in the classroom. Therefore, Job motivation can serve as a catalyst for change within organizations, particularly in educational institutions, by fostering Job enthusiasm and promoting innovative behavior among teachers. To enhance this dynamic, it is recommended that teachers be encouraged and recognized for their ideas and contributions. A well-designed performance evaluation and reward system can boost motivation and enthusiasm, leading to greater creativity and innovation in the workplace.

Introduction: The spread of the COVID-19 disease brought additional occupational stress to the medical staff all over the world and brought the severity of the psychological problems of the specialists to a peak. In the meantime, creating conditions to create a synergy between work and family can be a good solution to protect the health of employees and provide better services to patients. The present study was conducted with the aim of providing a model of deterrent and promoter affecting synergistic enthusiasm for work-family among married employees of medical centers under the supervision of Tehran University of Medical Sciences. Methods: The current research was conducted using a qualitative method using grounded theory. In order to present the model, in-depth semi-structured interviews with the treatment staff were used. People were selected purposefully and theoretical saturation was achieved after 12 interviews. Results: The data analysis led to finding 6 driving factors (intrinsic and behavioral characteristics of the individual, core and main family characteristics, characteristics related to self-employment and work environment) and 7 deterrent factors (intrapsychic factors, behavioral habits, family environment, destructive common behaviors, work characteristics, managerial factors, organizational environment) in the form of 3 categories of individual, family and occupational factors. Conclusion: Prevention of loss of productivity, promotion of human capital and quality of health care services which is affected by psychological problems of the medical staff, should be considered by the Ministry of Health and relevant organizations. Covered hospitals and organizations can improve the quality of services provided to the insured by using the provided model while paying attention to the health of the medical staff.

The main purpose of the present research is to investigate the effect of organizational learning on Job enthusiasm among employees of Imam Khomeini Naval Academy in Nowshahr. This research is an applied study and based on the descriptive data collection method, and it is a correlational study. The standard organizational learning questionnaire (negation) and employability standard of employment of employees (Shafily et al.) Have been used. Data analysis was performed using regression method. The statistical population of the study was 220 staff of Imam Khomeini Naval Academy in Nowshahr, of which were140 selected, according to Morgan's table as samples. Sampling was done by simple random method. The results indicated that learning organization and its seven components (vision integration, learning organization culture, group work learning, knowledge sharing, systematic thinking, participatory leadership and employee competence development) has a significant effect on Job enthusiasm for employees of Imam Khomeini Naval Academy.

Background & objectives: Adoption of new methods and creative solution of organizational problems is one of the most prominent characteristics of transformational leaders. Transformational Leadership has the ability to create personal and organizational happiness and a passion for the Job at the staff. The purpose of this study was to investigate the mediating role of Job passion in the relationship between transformational leadership style and organizational happiness. Methods: The sample population included 450 people from 10 hospitals of Ardabil, among them 210 samples were selected by random cluster sampling using the Morgan sampling table. To collect data, the standard questionnaire of Transformation Awarding Bass and Avlioe (2000), Salanova & Shaufeli's Job Excitement Questionnaire (2001) and Oxford Happiness Questionnaire were used. Data analysis was performed using Pearson correlation and multiple regressions based on SPSS19 software. Results: According to the results, organizational happiness and Job passion are predicted by transformational leadership style dimensions. Ideal influence, inspirational motivation, mental stimulation and individual considerations can significantly predict changes in organizational happiness. Also, Ideal influence, inspirational motivation, mental stimulation, and individual considerations can predict changes in employee and Job passion. Conclusion: According to the results, organizational happiness is explained by the dimensions of Job enthusiasm,in such a way that the enthusiasm for work and the attractiveness of work can predict changes in organizational employee happiness. Eventually, transformational leadership style influenced organizational happiness with the mediating role of employee career enthusiasm.

Suffering in the Christian tradition is a term that refers to the esoteric suffering or physical pain of the Christ in the last week of his life, as well as to the whole rite of his resurrection. passion is the first term used in the second century Christian texts to accurately describe the sufferings of Christ. The term has many uses and is also used today to describe the account of Christian martyrs. Suffering is one of the most important challenges for human beings. For a religious person, it indicates the relationship of the person with God. The deeper the suffering, the closer one's relationship with God. This relationship is causes so much pain that not suffering any pain is considered secularity. Thus, the Christian’s belief in Jesus Christ is one of the most fundamental principles in the doctrine of Christian suffering. It seems that one of the factors of salvation in this religious tradition is concentration, reflection and adherence to the suffering of Jesus Christ. In this article, an attempt has been made to examine the issue of the passions of Jesus Christ in Christianity.