背景:在醫療體系中，個人—組織適配愈來愈被視為與護理師的意圖和態度有所關連。作者從激勵機制的觀點，提出以護理師的敬業貢獻為中介因子、需求—能力適配為干擾因子的模式，來瞭解個人—組織適配與離職意圖之關係。
目的:探討護理師的敬業貢獻是否為個人—組織適配與離職意圖關係之中介因子；及探討需求—能力適配是否為個人—組織適配與離職意圖關係之干擾因子。
方法:以宜蘭地區兩家醫院之349 位護理師為樣本，採用線性回歸模型來驗證假設模型。
結果:研究結果顯示，個人—組織適配會負向影響離職意圖。護理師的敬業貢獻會中介個人—組織適配與離職意圖之關係。需求—能力適配則是個人—組織適配與離職意圖之干擾因子。
結論／實務應用:護理師的敬業貢獻在適配理論中已引起愈來愈多的關注，尤其是在探討個人—組織適配
與離職意圖的連結。此外，本研究也增進瞭解個人—組織適配與需求—能力適配的交互作用。護理師的離職是造成台灣護理師短缺的主因。因此，醫院的價值體系如能使得護理師的認知價值與組織文化趨於一致，這種共同價值觀的認知，將使得護理師擁有較高水平的敬業貢獻，進而降低離職意圖。此外，醫院如能透過招募、甄選的程序，以選取具有高需求—能力適配的員工，將可強化個人—組織適配與護理師離職意圖的負向關係。

Background: PersonYorganization (PYO) fit is an important influencing factor on the intentions and attitudes of hospital nurses. The authors used a motivation-mechanism approach to conceptualize work engagement as amediator and demandY ability (DYA) fit as a moderator to elicit the role of PYO fit in the turnover intention of nurses.
Purpose: This article explores whether the work engagement of nurses mediates the relationship between PYO fit and turnover intention and examines whether DYA fit moderates this relationship.
Methods: The sample comprised 349 nurses working for two regional hospitals in Yilan County, Taiwan. Linear regression modeling analysis was conducted to test the proposed hypotheses.
Results: Results indicate that PYO fit has a negative effect on participant turnover intention. In addition, the work engagement of participants was found to mediate the impact of PYO fit on turnover intention. A new significant interactive relationship was discovered such that high DYA fit strengthened the negative relationship between PYO fit and turnover intention.
Conclusions/Implications for Practice: The work engagement of professional nurses has attracted increasing attention in the literature on fit, particularly with regard to the linkage between PYO and fitYturnover intention. This study enhances the understanding of the function of PYO fit by considering perceived DYA fit. Nurse turnover is the main reason for the
current shortage of nurses in Taiwan. Therefore, if the cognitive values of nurses and the organizational culture fit with hospital value systems, common values may facilitate a higher degree of nurse work engagement and, in turn, decrease turnover intention. In addition, recruiting employees with high DYA fit may help hospitals enhance the negative relationship between PYO fit and nurse turnover intention.