Background: Nurses may experience different levels of occupational burnout in different unit and hospital settings. However, poolingmultilevel data in an analysis ignores independent, environmental, and sociocultural contexts of ecological validity. Purpose: This study aimed to explore a hierarchical model of occupational burnout that is associatedwith job-induced stress, nurse self-concept, and practice environment in nurses working in different units and hospitals. Methods: A cross-sectional study was conducted, and 2,605 nurses were recruited from seven hospitals. The outcomes were measured using the Maslach Occupational Burnout Inventory-Human Services Survey, Nurses' Self-Concept Instrument, Nurse Stress Checklist, and Nursing Work Index- Revised. Hierarchical Linear Modeling 6.0 software was used to conduct hierarchical analysis on the study data. Results: On the nurse level, job-induced stress was a significant factor affecting emotional exhaustion (β = 0.608, p < .001) and depersonalization (β = 2.439, p < .001), whereas nurse selfconcept was a significant factor affecting emotional exhaustion (β = −0.250, p < .001), depersonalization (β = −1.587, p < .001), and personal accomplishment (β = 4.126, p < .001). Furthermore, emotional exhaustion and depersonalization were significantly related to level of education (β = 0.111, p < .01; β = 0.583, p < .05). No significant unit-level associations were identified between occupational burnout and the factors of job-induced stress, nurse self-concept, and practice environment (p > .05). The intragroup correlation coefficient for emotional exhaustion was 2.86 (p < .001). Conclusions/Implications for Practice: The findings of this study confirmthat individual nurse characteristics are strong predictors of emotional exhaustion, depersonalization, and personal accomplishment as these relate to occupational burnout. In addition, nurse self-concept was identified as the most important predictor of all three aspects. In clinical practice, self-concepts about nursing may reduce occupational burnout. Nursing managers formulating new policies should consider nursing background and offer autonomous control over practice.