背景
護理人員的工作意願和留任與醫院之各項制度和人力資源管理是否具有彈性相關。
目的
探討醫院導入彈性護理人力資源管理策略之成效。
方法
本研究採單組前後測之類實驗研究法，對參與實驗醫院之主管舉辦「彈性護理人力資源管理策略」工作坊，介紹相關之策略後，隨即進行護理人員滿意度前測，並導入該彈性策略，實驗期中進行導入後之困境調查並提供書面輔導，於計畫結束後進行後測。研究對象為全國各層級醫院，服務滿3個月以上之護理人員，包括醫學中心13家、區域醫院17家、地區醫院3家。前測總人數2,810人，完成後測人數2,437人。研究工具為「護理人員工作條件和彈性制度滿意度問卷表」和「彈性護理人力資源管理策略」。導入之成效以獨立樣本t檢定和變異數分析進行統計分析。
結果
研究結果顯示，護理人員在該彈性策略導入前後，滿意度之前測總平均值（Likret五分法）為3.47（SD = 0.65），後測3.52（SD = 0.65），具統計學上顯著差異。其中職能彈性、數量彈性、區隔彈性和領導 彈性亦具統計學上顯著差異。
結論
由於醫院運用彈性護理人力資源管理策略後成效良好，強烈建議各醫院來年持續運用此彈性策略，讓護理制度和工作更具彈性。

Background: The flexibility of a hospital’s nursing-related human resource management policies affects the working willingness and retention of nurses. Purpose: To explore the effectiveness of a flexible nursing-related human resource management strategy. Methods: This quasi-experimental research used a one group pretest-posttest design. Supervisors at participating hospitals attended the “Application of Flexible Nursing Human Resources Management Strategies” workshop, which introduced the related measures and assessed nurses’ pretest satisfaction. After these measures were implemented at the participating hospitals, implementation-related problems were investigated and appropriate consultation was provided. The posttest was implemented after the end of the project. Data were collected from nurses at the participating hospitals who had served in their present hospital for more than three months. The participating hospitals were all nationally certified healthcare providers, including 13 medical centers, 17 regional hospitals, and 3 district hospitals. A total of nurses 2,810 nurses took the pretest and 2,437 took the posttest. The research instruments included the “Satisfaction with working conditions and system flexibility” scale and the “Flexible nursing human resource management strategies”. The effectiveness of the implemented strategy was assessed using independent samples t-test and variance analysis. Result: The result of implementing the flexible strategies shows that the total mean of pretest satisfaction (Likert 5 scores) was 3.47 (SD = 0.65), and the posttest satisfaction was 3.52 (SD = 0.65), with significant statistical differences in task, numerical, divisional, and leading flexibility. Conclusions: Due to the good implementation effectiveness, the authors strongly suggest that all of the participating hospitals continue to apply this strategic model to move toward a more flexible nursing system and work.