在醫院人力中，護理人員是醫療團隊中最龐大的族群，更是與病人相處最直接，接觸 時間最長的醫療專業人員。護理工作品質的好壞，直接影響了整個醫院的形象，甚至間接 的影響醫院的營運發展。在面對越來越多護理人才出走，如何降低護理人員離職率，是醫 院管理者刻不容緩需積極面對的課題。尤其在特殊的離島環境，護理人員之個人屬性及外 在環境因素皆具有其獨特性，對於專業人才招募不易的離島環境，探究不同個人屬性護理 人員與離職傾向之差異，藉以拓展至人力資源管理之人才留任，是值得深入探究的。研究 結果發現：（1)澎湖地區醫院護理人員整體離職傾向平均值為3.08 ;其因素分別以「獲得其 他工作機會」之平均值為3.12較高，而「離職意願」之平均值3.03較低（2)不同個人屬性之 護理人員，無論年齡、教育程度、婚姻狀況、有無子女、是否負擔家庭經濟、現任機構工 作年資、職位、服務科別、值班天數、薪資，其離職傾向均有顯著差異。

Nursing staff is the most group in human resource of a hospital. They are the direct and long term contact with patients. Excellent nursing quality will directly improve the image of a hospital and even change the development of a hospital. Reducing the turnover rate of nursing sta^ becomes an urgent topic for hospital management. Especially in off-shore islands, the special geographic environment is a difficult issue for hiring nursing staff. Therefore, explore the differences between nursing staffs personal attributes and their turnover intention is important to remain excellent nursing staff. Research results showed that (1) the turnover tendency average rate for nursing staff in Penghu is 3.08. The main turnover factor is “get other jobs” which the average rate is 3.12, and second factor is “turnover intention” which the average rate is 3.03; (2) different personal attributes of nursing staff, regardless of age, education, marriage status, with or without children, with or without pre-school children, whether the key person of family economy, the job experience, job title, serving department, duty days, salary, will change the turnover intention.