Quality of Work Life of Medical Residents: Evaluation of Positive Learning and Working Environment in a Tertiary Hospital

Background Quality of work life (QoWL) is a construct assessing the relationship between working conditions and employee well-being. Resident physicians are a vulnerable group due to high-risk hospital environments and demanding academic-labor dualities. This study is based on the premise that “it is impossible to prevent or optimize what has not been measured.” This study aimed to characterize and identify the environmental, organizational, and personal factors associated with a satisfactory QoWL among resident physicians in a tertiary care hospital. Methodology An analytical cross-sectional study was conducted among 210 resident physicians. QoWL was measured using the validated CVT-GOHISALO instrument, which evaluates seven multidimensional domains through 74 items. The primary outcome, “satisfactory QoWL,” was defined as a McCall T-score ≥60. Additional data on clinical and occupational history were collected via the Epidemiological Survey of Quality and Life at Work. Bivariate analyses and a multivariate logistic regression model (backward stepwise method) were employed to identify independent predictors, with model fitness assessed via the Akaike information criterion. Results Of the 210 residents, 151 (71.9%) reported a satisfactory QoWL. Multivariate analysis identified the following as significant protective factors: not smoking (odds ratio (OR) = 6.88, 95% confidence interval (CI) = 1.99-23.85), a work environment free of extreme temperatures (OR = 5.12, 95% CI = 1.49-17.63), adequate space distribution (OR = 4.17, 95% CI = 1.40-12.39), and the absence of work-related stress (OR = 7.34, 95% CI = 2.56-21.02). Conclusions This study demonstrates that specific environmental factors, primarily temperature control and spatial layout, alongside the mitigation of work-related stress, are the strongest predictors of a satisfactory QoWL. To foster a culture of prevention, hospital administrations should prioritize ergonomic workplace modifications and implement psychological support.