Hospital Human Resources Research Articles

The strategy to develop newly joined radiographers in a COVID-19 world: a curated orientation programme

The strategy to develop newly joined radiographers in a COVID-19 world: a curated orientation programme

Examining Applicant Online Recruitment: The Use of Fictitious Websites in Experimental Studies

Advancements in technology enable hospitality organizations to rely on digital recruitment efforts such as websites to attract applicants. Reflecting this industry trend, a small, but growing body of literature from the hospitality industry examines how applicants react to online recruiting using fictitious websites of hypothetical companies in experiments. The purpose of this article is to validate the use of fictitious websites as an experimental data collection method. Two quasi-experiments were guided by theories and model of applicant perceptions of fit and organizational attraction. Fit was manipulated by matching the career preference of active job seekers (e.g., a job seeker in the hotel sector) with a fictitious website (e.g., a hotel’s careers page) or not (control group). The results from the two quasi-experiments showed person–organization fit (Study 1) and person–job fit (Study 2) led to more organizational attraction under conditions of matches (e.g., a job seeker in the hotel sector evaluating a hotel’s careers page) than in the control groups. The findings of the two studies not only support the use of fictitious websites as a viable data collection method but also open a new line of research for hospitality research and human resources. Future hospitality scholars can use this technique to manipulate organization’s human resource practices (e.g., recruitment, selection, training, performance evaluation, compensation, and benefits) and examine attitudes of individuals (e.g., applicants, employees, and managers). The current data collection method also allows for researchers to not only manipulate information but also maximize the realism of the experimental stimuli.

Information and communication technologies and human resources in hospitality and tourism

PurposeICTs play a key role in the tourism sector, influencing the labor context among other things. Hence, the purpose of this study: a review of the literature in which the topics of tourism, ICTs and human resources converge through an analysis of the articles published in the relevant journals, which are included in the Web of Science.Design/methodology/approachThe 60 articles analyzed – published over a period of 31 years – were studied according to several criteria such as research methodology, statistical techniques used, topics dealt with, technologies addressed, authors and countries.FindingsThe topics under study were divided into four broad areas – technology and employees, technology and HR processes, technology and results and technology and organizational structure – the first, which focuses on how employees behave in relation to technology, received the most attention.Research limitations/implicationsThe literature review was confined to articles on the topics of tourism, ICTs and human resources published in 73 academic journals, leaving aside other research sources, e.g. books and papers presented at conferences. This study can be useful both in the academic field and for tourism firm managers – especially those in ICT and human resources.Originality/valueAlthough there are several previous reviews of the literature on human resource management and ICTs in the tourism sector, none of them has jointly examined these three topics.

Practice and Exploration of Interview in Hospital Public Recruitment

Afterentering the era of economic knowledge, for the development of enterprises, the role of human resources in enterprise development is more important than material resources, for which, hospitals have no exception. With the continuous development of the society and the continuous progress of the medical industry, in order to meet the medical service needs of the general public, hospitals must expand their scale, which requires seeking more human resources. The interview is a very important link in the hospital’s public recruitment. The author explores and analyzes the current situation of the practice and application of interview, and puts forward the practical application and exploration strategy of the interview in hospital public recruitment, hoping to help improve the hospital's human resources.

Professional profile and management competencies in the lodging industry

This study investigates the relationship between the Professional Profile and the perceived importance of Managerial Competencies of managers in the Lebanese lodging industry. The design was a non-experimental, quantitative, explanatory, and correlational conducted through an onsite survey. A convenience sampling plan targeted managers of hotels in Lebanon. Statistical analysis included descriptive statistics, Pearson product moment correlation, confirmatory factor analysis, and regression analyses. Results revealed that studying hospitality management during education period was the strongest predictor highlighting a positive relationship with six Managerial Competencies, particularly, conceptual creative, leadership, and interpersonal competencies. Implications can help hospitality Human Resource managers improve the screening and selection practices, update competency models, and provide applicable training. Results can help educators develop better Lebanese hospitality programs that focus on courses related to cost control, hospitality accounting, hospitality law, and facilities management. Limitations and future recommendations are presented.

Analysis The Level of Compliance of Hospital Human Resources in Writing The Status of Inpatient Medical Record Dr Sayidiman Hospital and The Influences Factors

The quality of medical records in hospitals also determines the quality of service, completeness of writing Medical Records documents correctly and correctly is very important. The purpose of this study was to analyze the level of compliance of hospital human resources in writing the status of the inpatient Medical Record Dr. Sayidiman Magetan Regional Hospital and the factors that influence it. The design of this study was an observational quantitative study with a cross section approach with the focus of the research directed to be analyzing the level of compliance of hospital human resources in writing the status of the inpatient Medical Record Dr Sayidiman Magetan Regional Hospital and the factors that influenced it with a sample of 192 respondents taken with the Simple Random Sampling technique. The findings found that most of the respondents have high motivation that is 144 respondents (75%). Most of the respondents care to write in the medical record that is 160 respondents (83.3%). Most of the respondents have a high appreciation of 136 respondents (70.8%). Most of the respondents did not comply doing medical record writing of 107 respondents (55.7%). Based on the Linear Regression analysis the motivation variable on compliance p-value 0.015 <0.05, the variable concern for compliance p-value 0.025 <0.05 then H0 is rejected so there is the influence of motivation and concern for compliance with medical record writing by health professionals in Regional General Hospital Dr. Sayidiman Magetan. Linear regression variable rewards for compliance shows that the p-value of 0.665> 0.05 then H0 is accepted so it is concluded that there is no effect of rewards on compliance with writing medical records by health professionals at the Dr Sayidiman Magetan Regional General Hospital. It is expected that respondents can comply to fill out medical records so that the delivery of care to passion can be well integrated

How will service robots redefine leadership in hotel management? A Delphi approach

Purpose Using the Delphi technique, this paper aims to investigate how human resource experts perceive service robots will impact leadership and human resource management in the hospitality industry. Design/methodology/approach A three-stage Delphi study with hotel industry human resource experts was conducted to identify the key trends and major challenges that will emerge in the next ten years and how leaders should deal with the challenges brought about by service robot technologies. Findings The results show that while service robots are anticipated to increase efficiency and productivity of hotel activities, they may also pose challenges such as high costs, skill deficits and significant changes to the organizational structure and culture of hotels. Therefore, the anticipated applications and integration of robotic technology will require leaders of the future to carefully consider the balance between the roles of service robots and human employees in the guest experience and to nurture a work environment that embraces open-mindedness and change. Originality/value This is the first type of study to examine hospitality leadership and human resource management in the context of robotized hotels. This study has taken an important step to understand the leadership role in robotized hotels from a human resource perspective and brings clarity as to how robotic technology can influence leadership in the future workplace.

The Relationship Between Distribution of Human Resources Distribution and Performance Indicators of Hospitals Before and After Implementation of Health System Evolution Plan in Iran

The implementation of the Health System Evolution Plan has resulted in an increase in the rate of patient’s referral to hospitals of medical universities, and thus, hospitals’ performance indicators. The aim of the present study is to investigate the changes in hospital indicators after the implementation of the Health System Evolution Plan and the relationship between this plan and distribution of human resources in hospitals of Tehran University of Medical Sciences. This was a descriptive-analytical and cross-sectional study. The research population consisted of information about human resources and performance indicators before and after the implementation of the Health System Evolution Plan in the hospitals. The research tool was a data collection form. The collected data were analyzed in SPSS software, and analytical results were obtained using the Pearson correlation test and Two Sample t-test. The results showed that there was a significant relationship between hospitals performance indicators and the distribution of human resources after the implementation of the Health System Evolution Plan. In fact, this plan has increased the deficit of nursing and paraclinical staff. In addition, the results showed as hospitals’ performance indicators have increased, more human resources has been recruited in these hospitals. The success of Implementation of Health System Evolution Plan and development of general hospitals indicators need comprehensive. Planning for retainment of all groups of health workers and paying attention to appropriate distribution of physicians, nurses, and paraclinical staff in public hospitals and finally a comprehensive review of human resources standards by the Iranian Ministry of Health. © 2019 Tehran University of Medical Sciences. All rights reserved. Acta Med Iran 2019;57(8):510-517.

Analysis of Hospital Pharmacist Credentials in Yogyakarta Region

Competent human resources such as doctors, nurses, pharmacists and others will improve the patient safety of a hospital. To assess the competence of hospital human resources can be measured by credentials. The credential process needs to be done to the pharmacist because although a pharmacist has received a pharmacist's diploma from an accredited college, the hospital remains obliged to perform competence verification through the credential process for the patient safety in the hospital and also considering the competence of a person influenced by several factors. The purpose of this study is to analyze the pharmacy credential system in Indonesia, especially the pharmacist credential system in the Yogyakarta area hospital. A qualitative study using in-depth interview and focus group discussions were conducted in three hospitals in Yogyakarta with different characteristics. In-depth interview was attended by 1 participant, consisting of the representatives of the professional organization. Every FGD was attended by 5-10 participants, consisting of pharmacists working in hospitals in Yogyakarta. The results of the in-depth interview and FGDs were analyzed with a qualitative approach. Currently there is no specific law enforcement regulation related to the credential system for pharmacists. The credential system becomes a hospital requirement after the accreditation and fulfillment of administrative requirements of accreditation become the main motivation held pharmacist credentials. Pharmacist has the needs of improving the credential system both in theory and application. The absence of legally enforceable regulations has resulted in many unfamiliarities. Expectations of pharmacist practitioners on the process of ideal pharmacist credentials are possible with supporting elements of professional organizations.

Determining the association of high-commitment human resource practices with nurses' compassionate care behaviour: A cross-sectional investigation.

The aim of this study was to determine the association of high-commitment human resource practices (HCHRPs) with nurses' compassionate care behaviour. The extant research highlights the key role of compassionate care behaviour in achieving quality health services. However, scant attention has been paid to identifying the factors that augment compassionate care behaviour among health care professionals. This study took place from September 2018 to March 2019, collecting data from 340 nurses of either gender aged 24-60years with at least 1year experience. The study follows a cross-sectional research design by collecting data through a personally administered survey. A statistically significant association was found between the four dimensions of HCHRPs and organisational commitment. Moreover, organisational commitment positively related to compassionate care behaviour and mediated the relationship between HCHRPs and compassionate care behaviour. The findings reveal that four dimensions of HCHRPs positively influence nurses' compassionate care behaviour via the indirect path of organisational commitment. The study marks the first attempt to delineate the role of HCHRPs in enhancing the compassionate care behaviour. The hospital administration and human resource managers should use HCHRPs as strategic imperative to attract competent employees and enhance compassionate care behaviour.

Study on the relationship between career anchor and career orientation of doctors in Sir Run Run Shaw Hospital

Objective To use the career anchor scale to understand the career development route preference of doctors, so as to provide a reference for their individual career planning and positioning, encourage them to realize their personal value, and provide scientific decision-making basis for hospital human resource management. Methods The career anchor scale was used and a career orientation scale was established. In June 2017, a group sampling survey was conducted among doctors at a university affiliated hospital in Zhejiang province, and 790 valid questionnaires were collected. The questionnaire covered 40 items, with the self-report 6 subscale and the χ2 test used for comparison of rates. Results Eight types of career anchors were commonly distributed among doctors, among which the technical/functional anchor was the main career anchor, scoring 24.45±5.11 points. There was a correlation between doctors′ career anchors and their career orientations, among which the managerial career anchors scored the highest, with a correlation coefficient of 0.228. Conclusions The career anchor theory can be used to guide the career development of employees and establish a multi-career development ladder for doctors. Key words: Health manpower; Doctors; Career anchor; Career orientation; Career planning

Relationship among Room Head's Leadership Style and Work Motivation with Nurses' Performance in Inpatient Room at AN-NISA Hospital Tangerang

In the hospital, nursing staff are the greatest number of hospital human resource and the longest staff who interact with clients. Nursing practice standards, include the standard of care and the professional performance standard that are use as evaluations in assessment nursing care who carry out by nurses. Performance or work performance comes from job performance word (work performance or real achievement someone has ever achieved). The factors that can affect on someone performance, are individual factors: abilities, skills, family background, work experience, social level and demography factor; psychological factors: perception, role, attitude, personality, motivation, and job satisfaction; organizational factors: organizational structure, job design, and leadership. To getting nurses with good performance, hospital need a leader who can understand the nurses' necessary and can provides good environmental assistance to make nurses feel motivated. This study aims to determine the relationship between room head's leaderschip style and work motivation in the inpatient room of AN-NISA Hospital, Tangerang. The research design used is a quantitative correlation with a cross-sectional approach. The sample in this study is organizer nurses in the inpatient room of AN-NISA Hospital in Tangerang and using purposive sampling technique with 83 respondents. Analysis technique using Chi-square test. The results showed that the dominant style of leadership in inpatient room of AN-NISA Hospital Tangerang is democratic style (48.2%). There is a relationship between the room head's leadership style and the performance of nurses (p.value = 0.033) and there is a relationship between work motivation and nurse performance (p. Value = 0.019). It is hoped that this research can be used as a material for evaluating hospitals regarding the leadership style of the head of the room, work motivation and performance of the nurse nurses to be able to maintain and improve the performance of nurses.

The 13-Valent Pneumococcal Conjugate Vaccine Is Effective Against Hypoxic Pneumonia in Children in Lao PDR: A Novel Method Using a Hospital-Based Observational Study

Background: Pneumococcal pneumonia is a leading cause of childhood mortality. Pneumococcal conjugate vaccines (PCVs) have been shown to reduce hypoxic pneumonia in children. However, there are no 13-valent PCV (PCV13) vaccine effectiveness (VE) studies on hypoxic pneumonia from Asia. We describe a novel approach to determine the effectiveness of PCV13 against hypoxic pneumonia in children admitted with pneumonia in the Lao People's Democratic Republic, a low-resource setting. Methods: A prospective hospital-based observational study of children up to 59 months old admitted with pneumonia to a single tertiary hospital in Vientiane was undertaken over 54 months. Pneumonia was defined using the 2013 WHO definition. Hypoxia was defined as an oxygen saturation <90% in room air or requiring oxygen supplementation during hospitalisation. PCV13 status was determined by written record. VE was calculated using logistic regression comparing the odds of hypoxia between vaccinated and undervaccinated pneumonia cases. To handle potential confounders a propensity score (PS) analysis using inverse probability of treatment weighting was used; for missing data, multiple imputation (MI) analysis was undertaken. Findings: There were 826 children admitted with pneumonia, 285 had hypoxic pneumonia and 377 were PCV13-vaccinated. The unadjusted, PS adjusted and MI adjusted VE against hypoxic pneumonia were 23% (95% confidence interval [CI]: -9, 46%; p=0·14); 37% ([CI]: 6, 57%; p=0·02) and 35% ([CI]: 7, 55%; p=0·02) respectively. Interpretation: This is the first apparent study to show PCV13 is effective against hypoxic pneumonia in Asia. This single hospital-based approach will enable other similar settings to test for VE. Funding Statement: This study received funding from the Bill & Melinda Gates Foundation (OPP1115490). Declaration of Interests: KM and CN receive grants from Pfizer, outside the submitted work. The Institute of Research for Development (IRD) and Aix-Marseille University funds both ADP and the HRSV testing. PN receives grants from the Wellcome Trust. JL receives funding from Bill and Melinda Gates foundation. All other authors declare no competing interests. The opinion presented in this paper is that of the authors and does not reflect Pfizer. We have not been paid by a pharmaceutical company to write this article. Ethics Approval Statement: This study was conducted according to the study protocol approved by the Oxford Tropical Research Ethics Committee (OxTREC reference:1050-13), Laos Ministry of Health National Ethics Committee for Health Research (No 061NECHR), the Ethics Review Committee of the WHO Regional Office for the Western Pacific Region (WPRO-ERC) (reference ID:2013.30.LAO.2.EPI) and by The Royal Children’s Hospital Human Resources Ethics Committee (HREC) (reference number:33177B).

Factors that affect women's choice of their obstetrician and gynecologist: a survey of Lebanese women

Background: Previous studies in the Western world and some Arab countries have shown that women seeking healthcare consider a variety of factors such as physician bedside manner, hospital affiliation, experience, competency, gender, and recommendations from friends among others. The objective of this study is to evaluate factors that affect Lebanese women’s choice of their obstetrician and gynecologist (ob-gyn). Materials and Methods: Quantitative data were collected from 199 respondents after administering a self-completion questionnaire created on “LimeSurvey” and sent via email to a random sample (n=848) of female employees at the American University of Beirut (AUB). SPSS was used to code and analyze the data. Results: Lebanese women value consultation quality (median score (MS) = 92%), convenience (MS = 80%), physician’s educational background (MS = 73.34%) and reputation (MS = 52%), more than physical qualities (MS = 40%), and physician’s gender (MS = 20%). Multivariate analysis showed that younger females care more about consultation quality (p = 0.01), Muslim women and village residents prefer a female physician (p = 0.02 and p = 0.01, respectively), and the woman’s level of education directly relates to the physician’s educational background (p = 0.01). Conclusion: These findings will help medical graduates, program directors, current practitioners, and hospital human resources managers to better understand and cater to the needs of the population they are serving.

Talent management: a Delphi study of assessing and developing GenZ hospitality leaders

PurposeThis study aims to examine how hospitality human resource (HR) professionals assess talent when recruiting college students, how MIT programs are structured and how recruiters perceive GenZ compared to Millennials.Design/methodology/approachA Delphi approach was used to collect the opinions of experts in the area of hospitality recruiting and talent development.FindingsResults showed integrity and strong work ethic are top descriptors to define talent, and prior performance and soft skills are top items assessed when hiring talent. The participants view GenZ as desiring work-life balance, tech savvy, interested in social responsibility, more accepting of differences, wanting higher salaries and more tech savvy than Millennials.Practical implicationsRecruiters highly value prior work experience so students should be encouraged to pursue internships with companies they are interested in working for upon graduation. Providing mock interviews and networking events can help students better their soft skills. Organizations using MIT programs should use realistic job previews in the selection process and make regular coaching and mentoring a key part of the program. Hospitality organizations should place emphasis on GenZ’s quest for work-life balance and find ways to take advantage of their technology savviness.Originality/valueThis study is one of the first to understand how hospitality organizations’ MIT programs are structured. It is one of the few to examine how talent is defined and assessed by hospitality HR professionals and compare HR professionals’ perceptions of GenZ versus Millennials.

FAKTOR-FAKTOR YANG MEMPENGARUHI IMPLEMENTASI KEPMENKES NO.1087/MENKES/SK/VIII/2010 TENTANG KESELAMATAN DAN KESEHATAN KERJA DI RUMAH SAKIT

Hospitals have the purpose of providing personal health services in plenary that is promotive, preventive, curative, and rehabilitative services in order to realize the degree of public health as high. In fact in achieving the goals of the hospital above are some factors that influence one human safety and health of the hospital itself. SDM is dominant in achieving the hospital for how health care is given to the maximum by the hospital human resources in order to achieve the degree of public health as high if they themselves in a state that is not safe and not healthy. Based on the description above, the researchers are interested in making the observation and analysis of the factors that affect the implementation Kepmenkes no.1087 / Menkes / SK / VIII / 2010 on occupational safety and health in the hospital.The method used is descriptive qualitative, aimed to provide an overview "Factors Affecting Implementation Kepmenkes No.1087 / Menkes / SK / VIII / 2010 on Safety and Health at Work in Hospitals" by regulation, legislation in force and related theory. The study was conducted at Hospital X Palembang for 6 months. Subject (informant) in this study consists of 4 people.From the results of this study concluded that the driving factor in policy implementation K3RS in RS X are as follows: 1) Commitment Leadership, The form of these commitments stipulated in the decree on the implementation of the Director RS X K3RS in the hospital environment X. 2) Disposition / Commitment The Executive ( Implementors), the commitment in question is always completed the tasks mandated, always follow the activities associated with K3, a sense of belonging institution. The limiting factor in policy implementation K3RS in RS X are as follows: 1) Competence HR, human resources at P2K3RS actually in terms of quantity or amount is enough but for the competence of human resources were still lacking because there are human resources in P2K3RS that has not been certified K3 this is due to limited budget allocation. 2) Commitment Ganda, committed a double question is overlapping job description, causing lack of focus staff in doing their jobs the actual job description already established and well drafted but still not up to the implementation, overlapping this happens due to the limited number of human resources that are already certified K3RS. 3) RS X has not fulfilled some aspects or components that are the subject of assessment in the awarding of zero accidents (zero accident) that the organizational aspects of K3, K3 program aspects, aspects of training in the field of K3, and control aspects. Keywords: Factors, Implementation, Occupational Health, Hospital

Technology innovations towards reducing hospitality human resource costs in Langkawi, Malaysia

PurposeHotel labour costs in Malaysia are increasing. This paper aims to explore Langkawi hotel managers’ perceptions about reducing labour costs using various information and communication technology (ICT) innovations.Design/methodology/approachSemi-structured interviews were conducted with managers from 19 budget and boutique resorts on Langkawi Island, Malaysia. Qualitative data were recorded, transcribed and content analysed using latent coding.FindingsAll hotel managers reported using some form of ICT. The purpose for ICT adoption found was to increase productivity and efficiency. A hotel’s customer mix, the need of the organization and the technology budget available influenced the outcome of technological innovation. Langkawi hotels had successfully implemented Property Management Systems (PMSs), but self-check-in/out kiosks were not seen as important as they do not meet their customers’ service expectations.Research limitations/implicationsThis study identifies some factors influencing uptake by hotels of technological innovations. This initial qualitative exploration of the technology adoption feasibility in Langkawi suggests that implementation to reduce labour cost is more likely for employee-operated devices rather than customer-operated devices.Practical implicationsThis study contributes to the human resource (HR) management literature by providing insight into the reasons hotel managers introduce technology in a developing country context. Results suggests that hotels face challenges in reducing labour costs through technology. These insights may serve to guide policymakers and hotel managers in other developing countries that are planning to use technology to solve their HR issues. Luxury hotels can consider adopting ICT for back-of-the-house operations such as using a HR information system within the HR department and PMS for the hotel overall operation.Social implicationsThese findings can increase the Malaysians awareness of ICT importance, especially in the hotel industry.Originality/valueThe Malaysian national minimum wage order policy was introduced in 2012. This policy has resulted in increased labour costs and suggests a need to adopt ICT. This paper is the first to examine the viewpoints of hotel practitioners as to the viability of this strategy. Whilst many studies on the adoption of ICT in the hotel industry focus on its impact on productivity and firm’s performance using quantitative methods, this study used qualitative methods to explore hotel managers’ perceptions on its feasibility to reduce dependence on labour.

Effectiveness of a prevention and training program to reduce work accidents involving exposure to biological materials.

The frequency of work accidents involving exposure to biological materials (WAEMB) is significantly increasing. The most relevant epidemiological consequences of this type of accidents are due to the transmission of pathogens including the human immunodeficiency and hepatitis B and C viruses. To assess the effectiveness of a prevention and training program to reduce the incidence of WAEMB at a teaching hospital along 8 years of implementation. Retrospective descriptive study based on data obtained from the hospital Human Resource Technology Department. We analyzed records of 1,445 hospital employees who suffered sharps injuries. About 50% of the incidents were caused by inadequate sharps disposal. The overall rate of sharps injuries decreased by 0.21%/year and that of accidents due to inadequate sharps disposal by 0.36%. The results of the present study indicate that the implemented program was associated with significant reduction of the incidence of WAEMB.

A Successful implementation of an idea to a nationally approved plan: Analyzing Iran's National Health Roadmap using the Kingdon model of policymaking.

Introduction: Hospital beds, human resources, and medical equipment are the costliest elements in the health system and play an essential role at the time of treatment. In this paper, different phases of the NEDA 2026 project and its methodological approach were presented and its formulation process was analysed using the Kingdon model of policymaking. Methods: Iran Health Roadmap (NEDA 2026) project started in March 2016 and ended in March 2017. The main components of this project were hospital beds, clinical human resources, specialist personnel, capital medical equipment, laboratory facilities, emergency services, and service delivery model. Kingdon model of policymaking was used to evaluate NEDA 2026 development and implementation. In this study, all activities to accomplish each step in the Kingdon model was described. Results: The followings were done to accomplish the goals of each step: collecting experts’ viewpoint (problem identification and definition), systematic review of the literature, analysis of previous experiences, stakeholder analysis, economic analysis, and feasibility study (solution appropriateness analysis), three-round Delphi survey (policy survey and scrutinization), and intersectoral and interasectoral agreement (policy legislation). Conclusion: In the provision of an efficient health service, various components affect each other and the desired outcome, so they need to be considered as parts of an integrated system in developing a roadmap for the health system. Thus, this study demonstrated the cooperation process at different levels of Iran’s health system to formulate a roadmap to provide the necessary resources for the health sector for the next 10 years and to ensure its feasibility using the Kingdon policy framework.

An analysis of the current state of nurses' career satisfaction and its relationship to career calling in the tertiary hospitals

Objective: To know about the current state of nurses' career satisfaction in the tertiary hospital, and explore the relationship between career calling and career satisfaction. Methods: From September 2017 to December, using convenience sampling, 483 nurses distributed eight tertiary hospitals were selected to complete career satisfaction scale and career calling scale. Results: The total score of nurses' career satisfaction was (2.81+0.65) , four factors were rowed from low to high in order: financial success, power and status, employability, knowledge and skill development (2.29±0.98, 2.64±0.87, 3.10±0.69, 3.20±0.71) . There were significant differences existed in different genders, marital status, educational backgrounds, working lives and positional titles (t=2.51, -1.96, -3.59; F=7.92, 8.83, P<0.05) . The score of nurses' career calling was (3.21±0.81) . There were significant differences existed in different genders, educational backgrounds, working lives and positional titles (t=5.87, -1.96; F=5.60, 11.13, P<0.05) . Career calling is positively related to career satisfaction (r=0.528, P<0.05) . Conclusion: Overall, the level of career satisfaction of nurses is low, especially the financial success. Hospital human resource management should endow more values and meanings on nursing posts, in turn enhance nurses' career calling and career satisfaction.