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 purpose of this study was to determine the effect of personal values ​ ​ on burnout with the mediating effect of psychological empowerment with support of Isfahan Gas Company. The research method was descriptive and correlation type. The statistical population of this research was employees and managers of the Gas Company of Isfahan Province, among which 214 people were formed as sample size. Data were collected by questionnaires. The content validity of the questionnaires was approved by the experts. The reliability of the questionnaire was calculated and it was desirable and 0. 77. In this research, descriptive and inferential statistical tests were used and software was used for analyzing these tests. According to research findings, personal values have a negative effect on job burnout, emotional exhaustion, depersonalization, and personal performance reduction, and has a positive effect on psychological empowerment. Also, empowerment has a negative effect on job burnout. The role of empowerment mediator in the impact between personal values on job burnout was also confirmed. According to the results of this research, Gas Company of Isfahan Province may increase organizational performance by increasing passion and satisfaction of employees.

Background and Aim: The aim of this research was the effectiveness of positive intelligencetraining on job values, job satisfaction and self-evaluation of job performance of primary schoolteachers. method: The current research was a semi-experimental type of pre-test and post-test with a controlgroup. The statistical population included all primary school teachers in Shiraz city who wereselected as available. The selected samples were placed in a group of 15 people and a control groupof 15 people. First, Alas (2007) work values standard questionnaires, Minnesota job satisfactionand MotovidloVan Scatter (1994) job performance evaluations were implemented on them andrecorded as pre-test scores, then the positive intelligence training protocol was taken from Chamin, 2012/ 2015 Kamkar translation was held on the experimental group and the control group did notreceive any intervention. After the completion of the intervention sessions, both groups were retested and recorded as post-test scores (T2). Research data were entered into SPSS softwareversion24 and the analysis of these data was presented in two descriptive and inferential sections. In the descriptive statistics section, in the form of central tendency and dispersion indices such asmean and standard deviation, and in the inferential statistics section, analysis of covariance wasused. Results: The findings showed that positive intelligence training intervention has an effect on jobvalues, job satisfaction and self-evaluation of job performance of primary school teachers. Conclusion: According to the findings of the research, positive intelligence courses should bewidely included in the in-service training of teachers.

The aim of this study was to predict job satisfaction from values among faculty members (Among 4 th region). In order to reach the goals of the research, 328 participants (Male and Female) were selected with stratified method. The data was gathered with utilization of two scales: standard scale of values (All port et al, 1970) job satisfaction questionnaire (Smith et al, 1969). The result of multivariate Regression showed that religious positively (P<0.05) and social values negatively (P<0.01) could predict satisfaction from work-itself subscale. Also religiouse and aesthetics values (P<0.01) could predict pay satisfaction. The religiouse values had the enough power to prediction of supervision satisfaction. Coworkers satisfaction, also, was predicted by theoretical (P<0.05) and aesthetics values (P<0.01).

The present study applied a structural approach based on the facet analysis of work values (Elizur, 1984) to examine the relationship between work values and work during college years. 400 college students (200 women, 200 men, 200 em - ployed and 200 unemployed) were selected from the School of Management and Accounting in Islamic Azad University and responded to the Work Values Questionnaire (Elizur et al., 1991). MANOVA results indicated no significant differences in fa - cets of work values among employed and unemployed students. Women scored higher than men in affective (F=6.45, P£0.011), instrumental (F=17.09, P=0.001) and contingency (F=11.54, P=0.001) values. The interactive effect of job and gender was not significant on any of the facets.

This research conducted with the aim of investigating the relationships between overall fairness and cultural values with organizational justice, job satisfaction and turnover among the personnel of training and education administrations in Esfahan city. Statistical population were the personnel of education and training administrations regions, which 309 persons from them selected using simple random sampling. Research instruments were overall fairness with 3 items, cultural values (in two fields including materialism and power distance with 8 items), distributive, procedural and interactional justice with 3,3,3 items respectively, job satisfaction with 3 items and turnover with 3 items. Data were analyzed with Pearson’s correlation coefficient, structural equation modeling, moderated hierarchical regression and mediating regression analysis. Results showed that there are significant relations between overall fairness with distributive, procedural, interactional justice and turnover, job satisfaction and materialism (P<0.01) but there is not significant relation between power distance with overall fairness (P>0.05). The results of structural equation modeling and mediating regression analysis showed that overall fairness relatively mediate the relations between procedural justices with turnover. But there was not mediated role for overall fairness in relations between distributive and interactional fairness with turnover and job satisfaction. Moderated regression analysis showed that power distance likely have moderated role in relations between overall fairness with turnover likely.

Background & Aim: Nursing professional values and job satisfaction are two significant concepts that are influenced by culture and working conditions, and therefore their evaluation in different societies may provide different results. This study explores the relationship between five factors of nursing professional values (i, e, caring, activism, trust, professional, and justice) and job satisfaction among nurses in Vietnam a developing country. Methods & Materials: A cross-sectional survey is conducted with a total of 669 Vietnamese nurses through the Vietnamese Nursing Association network by purposive convenience sampling. The main questionnaire with 32 items was used to measure nurses' professional values and job satisfaction. The data is analyzed by using IBM SPSS 26 and Smart PLS 3 software. A structural equation model of partial least squares (SEM-PLS) was utilized. Results: Among five factors of professional value, activism is the most influential factor on job satisfaction, followed by justice. Caring, professionalism, and justice did not show significant influence, which could be explained by the structure and organization of healthcare systems in Vietnam context characterized by hierarchical structures, resource constraints, high patient-to-nurse ratios, limited professional development opportunities, and cultural factors. Conclusion: This study explores the relationship between nursing professional values and job satisfaction among Vietnamese nurses, revealing that activism and justice significantly influence job satisfaction.