This survey study aimed to investigate the influence of five dimensions of job satisfaction including satisfaction with the nature of work, satisfaction with colleagues, satisfaction with promotion, satisfaction with the supervisor and satisfaction with wages on the organizational commitment of experts in the Agriculture-Jahad organization of Kermanshah province. Data for the study was collected using a questionnaire. The statistical population of the study consisted of experts in the Agriculture-Jahad organization of Kermanshah province which 265 of them were selected for the study based on the Kerjesi and Morgan sampling table and through stratified random sampling method. Findings of the study indicated the effect of satisfaction with the nature of work, satisfaction with the supervisor, satisfaction with wages and satisfaction with promotion have influence on the organizational commitment. Among these, satisfaction with the nature of work had the most positive and significant effect on the organizational commitment, while satisfaction with promotion had a negative effect on the organizational commitment. Based on the findings of the study, practical suggestions were made to improve the organizational commitment of experts of Agriculture-Jahad organization of Kermanshah Province.

This current research aims at recognizing the effect of learning atmosphere and work condition on Naja talented employees maintenance and also the relationship between individual variables such as age, years of services education and employees maintenance have examined in this research. Learning atmosphere and work condition variables have defined as gap approaches ( on the basis of existing gap between desired condition and status quo and omitting this gap) and appreciation (which the purpose is learning, achievement and processes optimization) – the current research was applied and research method was descriptive- survey. The statistical universe were official employees of mohammad Rasoolallah border guard educational centre. For the reason of statistical universe limitation, the authors have used census method for data collection, 150 questionnaires were collected and analyzed the findings of this research indicate that learning atmosphere and work condition according to appreciation approach have a significant relationship with employees maintenance and have no significant relations with employees tendency for work – leave. In other hand learning atmosphere and work condition according to gap approach have no significant relationship with employee's maintenance, but also have a significant relationship with employees tendency for work – leave. Pearson test indicate that is a significant relationship between employs age and their maintenance and also there is a significant relationship between education and employees tendency for work – leave and there is no significant relationship between other agents.

The purpose of this paper is to assess the current situation and the strategic pattern of teleworking in governmental agencies. In order to collect the required data، 110 questionnaires concerning factors which influence adoption of teleworking collected and analyzed. The data collection was being done in the Ministry of Commerce headquarters in Tehran. Based on the research model، factors affecting the adoption of teleworking are being investigated in seven categories using correlation and regression analysis: The attitude of the staff، teleworking infrastructures، nature of work، organizational design، social and environmental concerns، increasing capacity of employing the labor force، and staff awareness of the benefits of teleworking. The results showed that The attitude of the staff، teleworking infrastructures، social and environmental concerns، increasing capacity of employing the labor force، and staff awareness of the benefits of teleworking has a significant positive impact on the adoption of teleworking، although the nature of work and organizational design has no significant effect on the adoption of teleworking.

The traditional DBB system is one of the most important Project Delivery Systems. The consultant engineer services are provided to the employer under a contract. However, the nature of the work of the consultant engineer has made it impossible for the consulting engineer to be limited to the territory of the parties and the government, by adopting the rules and guidelines, has a significant share in determining such responsibilities and its scope. The general terms and conditions of the consulting services contracts are among these guidelines. In clause 2 of Article 26 of the aforesaid terms, the responsibility of the consulting engineer toward the employer has been extended to the time after the definitive taking over of the project. An approach based on the nature of the consultant is also considered in the laws of other countries. However, the clause mentioned the term "later" as a criterion for determining the timing of imposing a liability on the consultant engineer. Accordingly, justice and legal rules require that by relying on role of the custom in interpreting the laws, this clause is to be interpreted and the disadvantage should be resolved under the private terms of the contract.
Keywords: Contractual Civil Liability, Consulting Engineer, Client, General Conditions of the Contract, Agreement and Uniform General Conditions of Consulting Service Contracts.

Abstract: The purpose of this study is to examine the efficacy of group integrative behavioral couple therapy on enhancement job satisfaction of clients of workers in National Iranian Oil Company in Tehran. In this research was used experimental design based on pre-test، post-test with control group. The participants were 20 couple that selected randomly from population and settled in experiment and control groups. Each participant in two groups، before and after intervention (group behavioral couple therapy) completed job descriptive index (JDI). For research analysis used Leven s test، t. test for independent groups and Covariance analysis. Treatment program was 12 sessions with 45 second per sessions and one day per week. The results of the analysis test of covariance showed that group integrative behavioral couple therapy was effective in satisfaction of the work itself، supervision and coworkers and treatment wasn’t effective in satisfaction of pay and promotion opportunities. The results of the present study showed، group integrative behavioral couple therapy was effective in satisfaction of the work itself، supervision and coworkers. It was concluded، for enhancing job satisfaction (satisfaction of work itself، supervision and coworkers) should used group integrative couple therapy and pay quantity and opportunities proportion were effected with pay and opportunities satisfactions.

In general the success of any organization is connected to the struggle and effort of that organization employer in a high degree and these efforts reach to perfection when employers satisfy of their job. The purpose of this research in behvarzan and job satisfaction investigation who working in Isfahan University of Medical Sciences in 2011. This research was an analytical-descriptive of sectional type. The research society was 1400 behvarzan working in Isfahan University of Medical Sciences who 350 samples was selected by systematic taking samples method. The gathering data instruments was a questionnaire consisting of two parts which in first part was personal information as age، sex، job record، academic paper، employment position، material state، work place، residence place، children number، spouse job and in second part was proposed job satisfaction questions about work nature، connection and supervision style، job immunity، promotion opportunities، physical conditions، work environment، advantages and salaries. The questionnaire was from the Herzberg job satisfaction measurement standard questionnaire. Statistical data analyze was by using SPSS18. The average of (standard diversity) the total score of Isfahan University of Medical Sciences behvarzan 68/66 (12/05) and in separation the investigated domains in priority orders include job nature 84/16 (13/08)، supervision style and connections 74/33 (12/58)، job security 71/76 (17/47)، promotion opportunities 61/64 (21/97)، job environment physical conditions 56/23 (18/07) and advantages and salaries 51/8 (8/51) from the maximum 100. There was a reversed relation between the total score of behvarzan job satisfaction and age، job record، children number. The difference was very high in advantages and salaries domain between formal and informal behvarzan job satisfaction and in job opportunities domain between job satisfaction and workplace (pvalue<0/05). Also there was no meaningful relation between sex، marital state، residence place and spouse job with job satisfaction in different domain (pvalue>0/05). Isfahan University of Medical Sciences behvarzan in general have medium to high job satisfaction، the more satisfaction is related to work nature domain and the less is related to advantages and salaries and it can increase the job satisfaction of this group by advantages and salaries increasing، providing welfare facilities and promotion opportunities and reducing work time of health houses if possible and equalize it in all country.

The relationship between self-esteem and job-satisfaction (satisfaction from the kind and the nature of Work, satisfaction from the manager or supervisor, satisfaction from Colleagues, satisfaction from promotion, satisfaction from salary and wage) was considered and examined. A random sample of 310 proficients in Kerman province were selected. A valid and relaible questionaire was used. Kruskal- Wallis test, and the median test were used in data analysis. The followings were found: 1. There is a meaningful relationship between self-esteem and the following factors: the degree of job-satisfaction; the degree of satisfaction from the kind and the nature of work; the degree of satisfaction from the manager or the supervisor; the degree of satisfaction from the colleagues; the degree of self-esteem and the degree of satisfaction from promotion; the degree of satisfaction from salary and wage. There is no significant difference between the degree of job-satisfaction and its five dimensions, in the different levels of each of the modifying variables: sex, age, salary, mariage, the number of family) and the record of service.

The optimal use of human resources in the labor market requires recognizing the variables that affect individuals' job preferences. Job preferences indicate the hierarchical superiority of some characteristics of a job over other characteristics related to an individual (Amabaill, 1994: 953). In fact, job preferences demonstrate what job each person expects to get in the future according to his/her skills and education. Preferring a decent job in accordance with an individual’s skills, interests, and expertise can flourish his/her talents, accelerate the process of performing tasks, increase productivity in the society and accelerate its development wheel. However, if the job choice is not done properly, it could lead to job dissatisfaction, reduced efficiency, enhanced costs in the workplace, weakening of values, norms, and organizational goals in relation to individuals, and social distrust (Moeidfar et al., 2005: 130). The range of job characteristics includes its external and internal aspects. The external aspect is related to income, security, and job position. The internal aspect is related to the mental understanding of whether the job is inherently interesting and if it is good for the community or for others. Also, in another classification of jobs, the main features related to the aspects of job autonomy, such as independent employment opportunities and control of work organization or working time, are considered (Davoine, Erhel, and Guergoat, 2008; Handel, 2005; Ros, Schwartz, and Surkiss, 1999). Although it has been assumed that economic motivation is often important to the employed person, much research in the social sciences has shown significant changes in job-related values. The present research focused on job capacity for providing social integration, social structure of daily life, and a creative and innovative atmosphere, giving meaning to life, and contributing to the development of the society (Jahoda, 1982). Job preferences were first measured by Jurgensen at the Minnesota Gas Company in 1945 (Jurgensen, 1945) and its questionnaire was completed in 1975 (Agent, 1975). The agent-based job preference questionnaire states what one’s job preferences are in order of priority. The questions are related to promotion opportunities, type of company (public, private, or cooperative), income, type of job, job security, salary and benefits, working hours, supervisor, co-workers, and working conditions. Amabil et al. (1994) divided job preferences into two categories: internal and external preferences. Internal preferences lead to a particular job due to internal feelings like desire to succeed or desire to gain experience. Based on external preferences, a person tends to a particular profession to access external factors, such as encouragement and avoidance of punishment. In recent years, various studies have focused on job preferences in terms of importance of work quality and higher levels of job satisfaction (Pichler and Wallace, 2009; Westover, 2012), life satisfaction (Drobnič, Beham, and Präg, 2010), physical health (Aronsson and Blom, 2010), and welfare (Esser, 2017; Eurofound, 2012). Overall, individuals’ job preferences seem to be of fundamental importance in terms of work motivation and individual well-being (Esser and Lindh, 2018: 143).The main purpose of this study was to investigate young people’s job preferences and identify the socio-demographic characteristics affecting their job preferences. Also, the system of young people’s job preferences was studied and the socio-demographic characteristics affecting it were identified in Isfahan as one of the central and major cities of Iran. According to the Statistics Center of Iran (2016), the population of Isfahan Province was equal to 5120850 people, of which 1629475 people (31.5%) were in the age group of 18-35 years. Also, the economic growth was 46.1% based on the results of the Labor Force Survey (2020).

This research was based on a survey method. The data collection tool was a researcher-made questionnaire and the sample size was 400 young people aged 18-35 years in 2020. Also, a multi-stage cluster sampling proportional to the population size was undertaken using quotas.Despite the limitations of Covid-19 pandemic in 2020, the questionnaires were completed in full compliance with all health protocols during the absence of critical outbreak (orange and red). For data analysis, SPSS software (version 22) and AMOS software were applied. In addition, statistical tests, including mean comparison (t-test and one-way analysis of variance), calculation of correlation coefficient (Pearson and Spearman), and regression and structural equation model were employed. The dependent variable of the research was job preference and the independent variables included education, parents' education, gender, socio-economic class, future job security, method of choosing a job, work experience, and family and friends’ guidance.In this study, to assess the young people’s job preferences, an agent questionnaire with the two items of degree of difficulty and comfort of job (having a job without stress) was utilized. In addition, 4 general factors were summarized by using factor analysis. The first factor, the economic dimension of work, which was confirmed by Cronbach's alpha coefficient of 0.762, included the items of income, job security, job benefits, and opportunity of job promotion. Considering the work-family balance, the second factor, which was confirmed by Cronbach's alpha coefficient of 0.689, included working hours during the week, possibility of balancing between work and family affairs, and workplace conditions such as distance or proximity to the residential place, leave benefits, and type of company (public, private, or cooperative). The third factor, which dealt with the social dimension of work and its characteristics and was confirmed by Cronbach's alpha coefficient of 0.689, consisted of co-workers’ moral characteristics, having a good and considerate supervisor, and having a job without stress and risks. The fourth factor, which was confirmed by Cronbach's alpha coefficient of 0.641, was the inherent nature of job, including the degree of difficulty and comfort of job, type of job, job interest, and possibility of increasing a sense of self-fulfillment.
 

The findings showed that the female respondents considered the dimensions of the nature of work and balance between work and family, the economic dimension of work, and the social dimension of work as important factors, while the male respondents regarded the economic dimension of work, the dimensions of the nature of work and work balance between work and family, and the social dimension of work, respectively. In fact, the priorities of the female respondents in choosing a job were interest, income, job security (having a job without stress and job risks), job conditions (work place and time), type of company (public, private, or cooperative), and the opportunity for promotion or career advancement, respectively. The priorities of the male respondents were the income, sense of job security, interest, job benefits, working conditions and hours, degree of difficulty and comfort, moral characteristics of colleagues, and type of company, respectively.The findings indicated the significant relationships of the variables of education, family and friends’ guidance, work experience, socio-economic class, job security, job selection, and gender with the mentioned dimensions of job preferences. Based on the multivariate analysis performed by using the regression and structural equation model, the variables of job security, job selection, education, and gender were identified as determinants of the dimensions of job preferences. According to the research results, it is recommended that academic career counseling be provided in accordance with the needs of the labor market, as well as  job security by the employer since employers can be satisfied with their employments when guiding applicants to choose their desired jobs.