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.

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.

Background: Higher education researchers always need to analyze the factors that influence the faculty members’ participation in curriculum development. Objectives: The purpose of this study was to investigate the role of faculty members’ job motivation in their participation in academic curriculum development. Methods: This was a cross-sectional descriptive-analytical study. The statistical population of the study consisted of all facultymembers of Islamic Azad University, Kerman branch (213 faculty members), of whom 137 subjects were selected by simple random sampling. Data were collected using Hackman and Oldham job motivation scale and academic planning questionnaire by Zeinaddiny-Meymand. Data were analyzed using descriptiveandinferential statistics, including Pearson’ s correlation coefficientandregression analysis using SPSS software. Results: Job motivation and its components played an important role in the role of faculty members for curriculum development as “ active planning” . Task significance (r = 0. 520) followed by skill variety (r = 0. 490), task identity (r = 0. 330), job feedback (r = 0. 280), and autonomy (r = 0. 164) were effective, respectively. Conclusions: Considering the importance of faculty members’ job motivation for their active role in curriculum development, it is necessary to provide a good motivational system in higher education and universities to promote their attitudes toward understanding the significance and identity of their jobs. In addition to that, a suitable motivational system is essential to promote and diversify multiple specialized professional skills and to provide appropriate job feedback as well as securing the autonomy of faculty members.

Purpose: A 12 year-old boy and a known case of Job’s syndrome presented with a large conjunctival mass which represented coexistence of HPV and HSV infections.Case Report: The presence of HPV virus within these lesions was confirmed by biopsy and DNA analysis. The mass lesions did not respond to anti-HPV therapy with topical interferon-2b, oral cimetidine and oral acyclovir, but improved promptly with antiviral therapy with intravenous acyclovir administered for cutaneous herpetic lesions. HSV infection was diagnosed clinically by the typical extensive epithelial dendritic lesion over the conjunctival mass and its dramatic response to IV acyclovir.Conclusion: Based on our results and on the relevant literature we propose an immunological mechanism for this unique manifestation of coexisting herpes simplex virus and human papilloma virus infections in hyper-IgE syndrome.

Background & Purpose: Mindfulness, as a positive psychological state or process, provides the constructive behavior and improvement of job performance. In order to know more about the way effectiveness of this effect, this study examines the intervening effects of humble leadership in the relationship between mindfulness, job performance and creativity. Methodology: The research is applied in terms of purpose and survey-descriptive in terms of data collection method. The population of this study are the military men of an organization in Tehran, Iran from which the sample was selected using the random sampling. The data was collected using the questionnaire and the hypotheses were tested using structural equation modeling based on partial least squares with smart PLS software. Findings: The results of the research findings support the majority of hypotheses based on the relationship between mindfulness and job performance, employee creativity and creative process participation. Humble leadership moderated the relationship between creativity and creative process engagement and job performance. Moreover, the results proved the effect of mindfulness on job performance through employee creativity. Conclusion: Cultivating the ability of employees' mindfulness can help improve their preparation and mental fluidity for creativity and willingness to actively participate in creative processes in the organization to improve their job performance. The findings of this research can promote attention to the category of mindfulness among researchers and organizational practitioners.

This research administered with the aim of investigate the roles of participation to decision making, organization citizenship behavior, pay satisfaction, tend to stay, turnover, job alternatives, trust to organization, job involvement and work involvement on perceived organizational justice (in distributive, procedural and relational dimensions) among teachers of special schools in Esfahan city. On the basis of this aim, from total of teachers, who work in special schools in Esfahan city, 231 persons (include 52 males and 179 females) selected with using cluster random sampling. Questionnaire which used in research were the three questionnaires for organizational justice assessment and the nine questionnaires for nine predictive variables assessments. Data analyzed with the use of stepwise regression analysis. results showed that, for distributive justice, pay satisfaction, turnover, Participation to decision making, work involvement and tend to stay respectively, for procedural justice, participation to decision making, trust to organization, job involvement and pay satisfaction respectively, and finally for relational justice, Participation to decision making, turnover and trust to organization respectively have significant (P<0.05 or P< 0.01) predictive power.