護理人員從事的是生死攸關的工作，其責任及工作壓力遠比其他行業要大，緣此 本文從社會網络角度探索工作壓力之影響。研究中依據工作滿意度、壓力與社群網絡 等指標問卷，針對某醫學中心60位透析護理人員，應用社群網络分析軟體及部分最 小平方法進行統計分析。結果：因工作關係而連結成的社會網络裡，與最多人有互動 連結的護理人員所感受的工作壓力愈低；而私下與愈多人互動的，反而壓力愈高。其 次工作網络中被孤立者，因缺乏資源與社會支持，導致工作壓力較高。而在組織中扮 演中介者，必須要同時符合眾人的期待，反而工作壓力高於孤立者。管理意涵：護 理人員普遍與主管在私交上顯得較有距離，而未與主管互有情感連結，但在工作網路 中卻呈現密切關聯與高一致性。或許因該單位爲公部門，人員留任意願高，易形成社 群，對組織適應性好，彼此在情感與工作中關係雖不同但仍是相當緊密的。建議：單 位主管應定期檢視護理人員工作狀況、壓力値，尤其是那些被孤立在外的人員，是否 有因爲缺乏和同事的互動少了社會支持而造成工作壓力的情況出現。領導者應善用觀 察，來判斷各社群中的特質與屬性，發掘人才，並將他們放在對的位置上，使組織成 員都能就位到天份得以發揮的地方。尤其是必須聚焦於各個社群中核心人物，並以合 適帶領技巧，使他們在團隊中積極貢獻，提升同仁們對領導者向心力的因素之一。

The work of nursing workers often involve life and death so it consequently entails greater responsibilities and higher work-related stress than other professions. This study investigated the impact of social networking on work-related stress of nursing workers. A questionnaire with question on job satisfaction, work stress and social networks adapted from prior studies were administered to 60 nursing workers at a medical center. The data was analyzed with social network analysis software and partial-least-squares structural modeling. The results showed that nursing workers with more connections in social networks due to work-related links were subject to less work-related stress; those who were isolated from the social network at work feel more work-related stress due to the lack of resources and social support. Nevertheless, workers that bridged different social groups, i.e., act as the intermediate agents, were subject to even higher work-related stress than the isolators because they might try to meet the expectations of their colleagues. The management implications were as follow. Nursing workers in general were distant to the managers and had no emotional link; they did however connected extensively with each other in the work-related network. This might be attributed to the public employee nature of the surveyed nursing workers. The relatively turnover rate compared to their private counterparts meant that social networks were more established and stable, making it easier for nursing workers to adapt to the organizational environment. Managers should periodically review the work and stresses of isolated workers to see if they were stressed from a lack of social support. Using social network analysis, managers could identify the nature and capabilities of each social network in order to place employees in the most effective position and maximize their performance. For those who formed the core of social networks, recognition and empowerment might enhance their organizational loyalty and contribution to the team.