This study was aimed at assessing the pleasant working environment and professional identity perceived by female nurses, and to reveal the relationships of these parameters to the intention in regard to career continuation and intention in regard to job retention.　A questionnaire survey was conducted of approximately 1,200 female nurses working at hospitals with 300 to 500 beds in Prefecture A (collection rate, 87.0%).　The survey items included the basic attributes of the subjects, pleasant working environment, professional identity, intention in regard to career continuation, and intention in regard to job retention.　The results of the analysis showed that the pleasant working environment was the most important factor, with a contribution rate of approximately 50%, and was perceived as “evaluation of supervisor.”　Professional identity was considered as an indicator of the economic base and personal progress, based on items with a mean score of 3.7 or over.　Slightly strong positive correlations were observed between the pleasant working environment and the intention in regard to job retention, and between the professional identity and intention in regard to job retention/intention in regard to career continuation.　Thus, support/consideration provided by supervisors and efforts at obtaining a professional identity are critical for female nurses to continue working as nurses and to stay at their workplaces.

It has been a while since various improvements about work style reforms for doctors were pointed out.　This study, based on the results of advice and guidance given by the Labor Standards Inspection Office （LSIO）, aims at considering the problems and countermeasures of the work-style reforms, compared with other occupations.

Examining the corrective instructions of the LSIO over the past ten years, medical institutions violate the Labor Standards Law （LSL） more than other industries.　They have difficulty in finding solutions for extra working hours and overtime payment.

It seems to be possible to reduce the high ratio if medical institutions use flex time as well as regular overtime payment, which are utilized in other occupations.

Although the legal interpretation about the way doctors work is been widely known, medical institutions haven’t faced the situation seriously.　In order to make doctor’s working style reform come true, each medical institution has to comply with the LSL on the basis of labor management control.

The purpose of this article is to describe the financial situation of national university hospitals after the national universities became incorporated, and to reveal factors affecting profit/loss at national university hospitals. Financial/performance indicators of 42 institutions belonging to national university hospitals were isolated from the hospital segment information presented in the financial statements of the national university corporation and “Research on assessment of the effect of introduction of the Diagnostic Procedure Combination (DPC) system” for the five business years between 2011 and 2015. Factors affecting the profit rate at university hospitals were evaluated using multiple regression analysis. During the above-mentioned period, the average business profit increased by 15.1% in the 42 institutions belonging to national university hospitals;the business expenses increased by 17.4%, and the business profit/loss decreased by 39.9%. As for the total cash flow, the capital increased by 261 million yen per year per institution. While the total number of inpatients and number of operations increased by 10.4% and 14.6%, respectively, the average length of hospital stay decreased by 8.4%. The factors that significantly affected the profit rate at university hospitals, and the profit rate from which the subsidies for operating expenses were deducted, were the bed occupancy rate, self-profit turnover rate, subsidies for the operating expenses rate, and the education expenditure rate.