The employee turnover rate of nurses at our hospital has been higher than the national average. To stabilize the nursing workforce and to decrease the employee turnover rate, we participated in promotion of the 2012 Work Life Balance (WLB) Program organized by the Japanese Nursing Association. In this study, we examined the work-life-study balance (WLSB), adding the activity of “study” to WLB, by evaluating the three activities over a 2-year period. Members tasked with promoting and addressing the issues of WLSB consisted of those in the operation improvement team, Partnership Nursing System (PNS) team, and labor management team. A committee supervised the progress of each team, conducted an index surveillance and a satisfaction survey, and observed changes among nurses who were complaining. A WLSB training course was held for leaders among the staff members. As a result of the PDCA (plan-do-check-act) management cycle being run every 2 months, we achieved the objectives to improve operations and the rate of fulfilling a &ldqup;no overtime day” was improved from 0% to 70-80%. In addition, a &ldqup;birthday day off” and a long vacation were taken systematically, the rate of taking paid vacation improved because of the introduction of paid half-days off, and trainees on the WLSB training course appeared to change, now finding their work worthwhile and enjoyable. The PNS was also introduced. Staff members realized that these results of actions taken were successful, and a positive work climate has been created. The actions taken likely created a comfortable work environment for nurses and accelerated the rate of feeling settled in the workplace by decreasing factors creating dissatisfaction and increasing levels of satisfaction.