背景:護理人力短缺挑戰照護品質也衝擊醫院人力資源管理成本效益。過去較少研究探討正負向工作情感對專業承諾的關係及交互作用效果。
目的:驗證護理人員工作愉悅及工作挫折，對專業承諾的影響及交互作用效果。
方法:以橫斷式自陳式問卷對735位醫院護理人員收集資料，有效問卷率68.5%。以探索性及驗證性因素分析驗證工作愉悅、工作挫折與專業承諾之信效度。以相關及階層迴歸分析檢驗測量變項的相關及直接與交互作用效果。
結果:護理人員工作挫折感（M = 2.72, SD = 0.71）高於工作愉悅度（M = 2.26, SD =0.62）。整體專業承諾平均達2.72 分（SD = 0.45）。工作愉悅與專業承諾呈正向顯著相關；工作挫折與專業承諾呈負向顯著相關。工作愉悅對專業承諾呈現較高的正向影響效果；工作挫折對專業承諾呈負向影響效果。工作愉悅與工作挫折的二階交互作用，對專業承諾呈現具顯著解釋力（p < .01）。
結　論／實務應用:工作挫折對護理人員發揮關鍵影響，管理者不僅需建置正向愉悅的工作環境，亦需減
輕導致工作挫折的因素，以增進專業承諾與人才留任。

Background: The current shortage of professional nurses in Taiwan both undermines hospital quality of care and raises hospitals’ human resource management costs. Fewstudies have concurrently investigated the interaction effect between professional commitment and, respectively, the positive and negative work attitudes of nurses. Results of this investigation may help
improve strategies designed to raise nurse retention rates.
Purpose: This study used the interaction effects of work excitement and work frustration to assess their influence on the professional commitment of nurses.
Methods: This study was conducted at one hospital in southern Taiwan and used a cross-sectional designwith self-administrated questionnaires. Seven hundred thirty-five nurses completed and submitted valid questionnaires (valid response rate: 68.5%). Exploratory and confirmatory factor analysis confirmed the reliability and validity of the threemeasurement models of work excitement, work frustration, and professional commitment. Correlation and hierarchical regression analysis verified the direct and interaction
effects with the correlations among the three measured variables.
Results: Work frustration was higher than work excitement among participants (M= 2.72, SD = 0.71 vs.M= 2.26, SD = 0.62). The mean participant score for professional commitment was 2.72 (SD = 0.45) on a 4-point Likert scale. There was a significant and positive correlation between work excitement and professional commitment and a significant and negative correlation between work frustration and professional commitment. High work frustration had a negative effect on professional commitment,
whereas high work excitement had a higher positive effect on professional commitment. The two-way interaction betweenwork excitement and frustrationwas statistically significant in explaining the effects of professional commitment (p G .01).
Conclusions/Implications for Practice: Nurses oftenwork in conditions that are highly frustrating. Although work excitement has been shown as having a greater influence on professional commitment when nurses experienced the dual work affects simultaneously,work frustration significantly reduces the professional commitment effect of nurses. This study suggests that managers
should not only construct a positive and exciting work environment but alsowork tomitigate the causes ofwork frustration to promote professional commitment and retention among nurses.