在醫療機構講究成本、追求損益平衡的過程中，開始進行組織結構重整及人力縮編，帶來的影響是直接衝擊人力結構佔多數的護理人員，造就護理人力短缺問題。據2008 年統計，本單位護理人員離職率高達83.3%，遠高護理科平均值15.1%。經分析後確立問題導因主要為護理人員逾時下班、三班工作負擔不均、排班情形不公平且缺乏彈性、護理人員認為專業發展受限。在推行改善措施包括修訂單位在職教育辦法、建置臨床工作諮詢流程、修改交班單內容、修訂新病人入院流程、制定輪班及輪休辦法、擬訂人員激勵辦法、規劃單位專才人員培訓計畫及建置關懷及心理諮商管道，護理人員離職率降至16.7%達專案目的，且提升護理人員對工作滿意度，營造正向工作環境及提高護理人員留任意願。

When the medical institution focus on the cost, surplus and deficit balanced, it started to reorganize and reduce number of staff. The direct influence is impact on nursing staffs and it brings out the nursing shortage. According to 2008 statistics, our unit nursing staffs’ turnover rate reaches as high as 83.3%, it was higher than nursing department’s average (15.1%). Analysis the problem causes included delay to get off from work, unfair working loading, unfair layout about working schedule, and nursing staffs thought that the career development is limited. After
carrying out intervention to change our working environment such as modified our education programs, set up the clinical consultation flow, modified working flow sheet, modified admitted patient’s care programs, set up scheduling principle, develop of encouragement, planning professionals’ education program and set up mental consultation. Our nursing staffs’ turnover rate dropped to 16.7%. It reached to the special case’s goal, and increased job satisfaction. It’s also constructed a positive working environment and increased nurses’ intention to stay in hospital.