本研究為探討護理人員工作負荷對離職傾向的影響，並以知覺主管支持及使命感作為調節變項。本研究為量化、橫斷性之研究設計，以台灣現職護理人員為研究對象，依據地區進行分層並搭配滾雪球方法進行抽樣，透過電子版問卷進行發放，共蒐集得到有效問卷378份，再以SPSS統計軟體進行描述性統計、單因子變異數分析、相關分析及迴歸分析等方法進行資料分析並驗證研究假設。得到主要結論為：(1)護理人員工作負荷對於離職傾向有正向關聯；(2)知覺主管支持在護理人員工作負荷與離職傾向之間不具有調節作用；(3)使命感在護理人員工作負荷與離職傾向之間不具有調節作用。最後再針對本研究結果討論提出實務管理意涵，以供醫療機構人力資源管理相關部門、護理工作從業人員及後續研究之參考。

The purpose of this study was to investigate the effect of nursing staff workload on turnover intention, perceived supervisor support and sense of calling as moderators. This study is a quantitative and transverse research design. The in-service nursing staffs in Taiwan’s hospitals are the research object, stratifying according to the region and sampling with the snowball method. The online questionnaires were sent and a total of 378 valid respondents were collected. Data were analyzed by SPSS statistical software package. We conducted the descriptive statistics, one-way analysis of variance, Pearson’s correlation analysis and regression analysis for data analysis and verification of research hypotheses. The main results were summarized as follows: (1) Nursing staff workload is positive associated to turnover intention; (2) The moderating effect of perceived supervisor support between nursing staff workload and turnover intention is not significant; (3) The moderating effect of sense of calling between nursing staff workload and turnover intention is not significant. Finally, the practical management implications are discussed in the viewpoint of the results of this study, which can be as a reference for the relevant departments of human resource management of medical institutions, nursing practitioners and future research.

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