Objective The effort–reward imbalance (ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained and long-lasting results. This study aimed to investigate the relationship between the intention to leave the profession (ILP) and ERI and job satisfaction among the medical staff in Qom Province. Methods A descriptive-correlative study was conducted on 202 medical staff in Qom Province based on random sampling in 2018. Demographics checklist, standard ILP, job satisfaction, and Siegrist's ERI questionnaires were used for data collection. The chi-squared test, independent t-test, and one-way Analyses of Variance (ANOVA) were used to analyze data. Results The mean age of employees was 32.04 ± 7.9 years, and 165 (87.1%) of the employees were women. The results showed that the medical staff was willing to leave their profession at a moderate level (40.7 ± 10.3). There was no significant relationship between demographics and ILP. Nevertheless, a significant and inverse relationship was observed between ERI (r:0.318, P < 0.01) and ILP (r: 0.197, P < 0.01). Leave the profession (LP) had a negative correlation with the dimensions of job descriptive index (JDI) such as job, manager, coworker and wage score (P < 0.01, r: −0.147, r: −0.262, r: −0.292, r: −0.271, r: −0.396). Conclusions According to the results, managers need to make sure that their working staff is rewarded as they deserve. According to the results, managers need to ensure that the reward factor is observed for the staff, while an ERI imbalance may contribute to ILP of the staff. On the other hand, it leads to job satisfaction.

Background: Some factors, such as burnout and job satisfaction, may affect patient safety culture. This study aimed to examine the association between burnout, job satisfaction and patient safety culture among medical staff of the Qom University of Medical Sciences in 2020. Materials and Methods: This descriptive-correlative study was conducted on 248 medical staff members of the Qom University of Medical Sciences in 2020. The demographic checklist, the standard hospital survey on patient safety culture (HSOPSO), the Maslach burnout inventory, and the job satisfaction questionnaire were used for data collection. Content validity of the questionnaires was evaluated based on expert judgments. The Cronbach's alpha coefficient was 78 and 41% for the Maslach burnout questionnaire and the JDI questionnaire, respectively. Besides, the Pearson's correlation coefficient, the independent t-test, and the analysis of variance were used to analyze the data via SPSS software. Results: This study included 40 (16.1%) males and 208 (83.9%) females with the mean age of 32.04 ± 7.9 years. The mean and SD of the HSOPSO, JID, and frequency of burnout scores were 135.4 ± 10.1, 68.07 ± 13.2, and 53.8 ± 4.5, respectively. This study showed that job burnout has a significantly negative association with patient safety culture (r= -0.53, P < 0.000). In contrast, there was a statistically significant positive association between job satisfaction and patient safety culture (r= 0.643, P < 0.000). Conclusion:The findings of this study indicated that both factors of job satisfaction and burnout might play a significant role in patient safety. Thus, top medical managers must provide appropriate conditions for employees to improve patient safety.