OBJECTIVES: This research aims to examine the physicians’ job satisfaction, health behaviour, and stress level at the clinical departments of the Pécs University, and explore the effect of migration on this institution. METHODS: A quantitative, cross-sectional survey was carried out among physicians working at the Pécs University clinics by non-random sampling (n=120). The data collection tool is a questionnaire with the following topics: socio-demographic data, issues relating to the workplace, scope of activities, health behaviour, working relationships and drop-out rates. Validated questionnaires are as follows: Questionnaire on Effort, Reward and Imbalance, Perceived Stress Scale, Minnesota Satisfaction Questionnaire. Descriptive statistics, χ-test, ANOVA, and Kruskal-Wallis test, and Mann-Whitney test were used (p<0.05). SPSS version 22.0 program was applied for data analysis.  RESULTS: Mean satisfaction 68,69±11,53 scores on a 100-score scale where a higher point means  higher satisfaction level. Physicians working in a shift combined with night shift (p=0.006), those who have already thought to leave the institution (p=0.001), or the doctors who think that the current workplace fails to fulfill their demands (p<0.001) have significantly lower scores. Stress score 25.3, women (p=0.025) and those who have already thought to leave the institution, have significantly higher stress scores. Physicians who change the place of their working at the institution several times weekly (p=0.008) and those who have already thought to leave the institution sustained work environment as wrong (p=0.001). 64% of the respondents thought to leave the institution and 50% of them took steps to change. Their motivation includes dissatisfaction with work environment, salary, and moral recognition. CONCLUSIONS: Factors that increase stress level and dissatisfaction can be terminated by optimal work organization and communication. The study provided useful information for the medical management. Therefore, they can promote satisfaction with the job and the reduction in migration by organizational and supportive changes or chances.