背景:網路世代於1995年後陸續進入護理職場，目前針對網路世代之研究以國外為主，基於文化背景的差異，研究結果無法推論於國內。
目的:探討網路世代護理人員工作價值觀、工作特性與工作投入之間的關係，並瞭解工作投入之重要預測因子。
方法:以橫斷式研究設計，針對南部某醫學中心及區域醫院370位出生於西元1977Ñ1985年之護理人員採用結構式問卷調查。
結果:(1)工作價值觀、工作特性及直屬上司工作指導、工作結構及在職教育機會與工作投入呈顯著正相關。⑵工作投入的重要預測因子依序為工作價值觀、工作本身特性、直屬上司工作指導及有宗教信仰，共可解釋變異量為22.6%。
結論/實務應用:
根據研究結果，建議護理主管採取自由民主的管理、建立多元化的學習管道、工作設計上加強自主性、完整性及回饋性及對護理人員提供完整且適當之工作指導，將有助提昇員工之工作投入。

Background: Children of the so-called “net generation” began joining the nurse workforce from the mid-1990s. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not ad-equately reflect conditions in Taiwan due to cultural differences.
Purpose: This study aimed to investigate the relationships amongst work values, job characteristics and job involve-ment in “net generation” nurses.
Method: This study employed a cross-sectional design. A randomized sample of 370 nurses born between 1977 and 1985 working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study. A structured questionnaire was used to collect data.
Results: (1) Variables including work values, job characteristics, head nurse leadership qualities, job structure and opportunities for in-service education all correlated significantly with job involvement. (2) Regression analysis showed work values, job characteristics, head nurse leadership and religious belief to be significant predictors of job involve-ment, explaining 22.6% of the variance.
Conclusion: This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt emocratic management practices, build diverse learning methods, strengthen autonomy, com-pleteness, and feedback, and provide appropriate work guidance for nurses to increase job involvement.