目的
探討護理人員職業倦怠與組織承諾，並分析其間之相關性。
方法
研究採橫斷面相關調查，以中部某區域教學醫院護理人員為研究對象，採方便取樣發放398份問卷，回收有效問卷373份進行研究分析，使用自行編製之「護理人員職業倦怠與組織承諾調查」問卷進行資料收集。信度以 Cronbach’s α考驗，職業倦怠量表為 .89，組織承諾量表為 .91。
結果
護理人員整體職業倦怠平均分數為2.49分(滿分為4分)，各層面中以情緒耗竭最為嚴重，其次為缺乏人情味、低成就感。年齡層越低者職業倦怠情形越趨嚴重，單身者顯著高於已婚者。整體組織承諾平均分數為2.49分(滿分為4分)，各層面中以努力意願最高、其次為留職意願、組織認同。年齡層越高其組織承諾越高，已婚者顯著高於單身者，服務年資16年以上者顯著高於2-5年的護理人員。職業倦怠與組織承諾兩者之間呈顯著負相關。
結論
建議醫療院所應有澸少職業倦怠、提升組織承諾之策略。

Purpose
The aim of this study was to understand the relationship between job burnout and organizational commitment among staff nurses in Taiwan.
Methods
For this cross-sectional study, we designed the “survey on job burnout and organizational commitment among staff nurses” questionnaire and distributed it to a convenience sample of 398 staff nurses at a regional teaching hospital in Central Taiwan. A total of 373 completed responses were collected for data analysis. Reliability analysis showed that the job burnout scale and the organizational commitment scale had Cronbach’s α of .89 and .91, respectively.
Results
The staff nurses scored an average of 2.49 (out of 4) in overall job burnout with the worst scores for emotional exhaustion followed by impersonality and low achievement. Younger nurses suffered from more serious job burnout as did single persons. The average score in overall
organizational commitment was 2.49 (out of 4) and the nurses scored highest in willingness to exert efforts, followed by willingness to stay in position and recognition within the organization. Older nurses had a stronger organizational commitment. Married persons scored significantly
higher than did singles. Staff nurses who had served for 16 years or more showed a strongerorganizational commitment than did those with 2-to-5-years of experience. There was a prominent negative relationship between job burnout and organizational commitment.
Conclusion
We recommend that medical facilities adopt strategies to reduce job burnout and increaseorganizational commitment.