為瞭解台灣地區臨床護理人力高度異動和流失的原因，本研究針對1988年間全國56所教學醫院的護理人員，凡有院內、院際異動或離職者，採問卷調查方式，共發出4.178份問卷，回收了1,741份，有效問卷回收率為37.4%。研究結果顯示護理人員異動的主要原因，大都屬淤激勵因素，如注重於專業的發展，希望有機會學習和進修，而且教育程度愈高，與是否有自主性或獨立性和是否能提升自尊或較高工作滿足感呈正相關，而與工作空間與設備、工作地點離家距離和待遇較好呈負相關。 而護理人員主要的流失原因受醫院性質與政策的影響很大，常因人員不足、工作量太大、工作時間不定、夜班費太低、薪水福利不好或無法適應夜班生活等而離職，而為繼續進修也是主要原因。以上發生工作變動的護理人員年齡普遍偏低、工作年資短，因此若能更重視護理人員在醫療體系的角色和地位，改善工作環境，及檢討護理人員培育過程，安排上進的管道和機會，才能使臨床護理人員安定從事專業服務。

To explore the major causes of very high frequency of clinical nursing manpower turnover in Taiwan, this study employed a set of questionnaires to 4, 178 clinical nurses who had intra-hospital transfer, inter-hospital transfer, or quit from the hospital in 1988. Research setting included all 56 accredited public and private teaching hospitals in the nation. One thousand and six nurses who transferred within or between hospitals, and 630 nurses who left the profession completed the questionnaires. Among the major causes of nursing manpower transfer were motivating factors related to professional career development. Nurses with higher educational background were positively relating to professional autonomy, respect, and job satisfaction; but negatively relating to work environment and salary. Loss of clinical nurses was mainly affected by the policy and characteristics of their hospital, such as shortage of manpower, heavy workload, irregular scheduling, lower pay and fringe benefits, and night shift duty. In addition, many were pursuing higher education. These nurses were usually younger and in relatively junior position. To retain clinical nurses, the study suggested a series of policy recommendations and managerial strategies

臨床護理 ； 護理人力 ； 人力異動 ； 人力流失

Clinical nursing, Nursing manpower, Manpower turnover