目標：全球化護理人員短缺已成為健康照護領域重要的課題。雖然有相當多的研究探討護 理人員留任的相關課題，但多數研究大多關注於組織政策或個別護理人員的態度等相關因素， 較少針對個體與環境交互作用之影響。本研究的主要目的乃依據個人與環境互動的理論架構， 了解影響護理人員留任意願之相關因素，並特別著重於臨床工作環境、性格特質與其交互作 用。方法：採橫斷式問卷調查研究設計，取樣北部某醫學中心之正職護理人員，研究工具包括 基本與工作相關特質、護理工作環境、五大性格、護理職場壓力、與留任意願等量表。結果： 本研究有效回收170份。階層迴歸分析結果顯示，工作環境與護理留任意願具顯著關係，而性 格特質中之情緒穩定性對工作環境中的工作量合理性構面因素與留任意願之顯著關係具有交互 效果。結論：研究結果能提供醫院重要的應用價值，護理管理者應考量採用差異化人力資源管 理策略，依據不同性格特質進行工作特性安排的適配性，進而提升護理人員留任意願。（台灣 衛誌 2019；38(1)：42-52）

Objectives: The current worldwide nursing shortage represents a major problem for the health sector. Despite extensive investigation into predictors of nurses’ intention to stay, most studies have focused on the attitudinal and organizational aspects concerning individual nurses. This study, however, employed a framework of person–environment interactions as the basis for an investigation of the interaction effects of personal (i.e., Big Five personality traits) and contextual factors (i.e., perceived practice work environment) on nurses’ intentions to stay. Methods: A cross-sectional survey was conducted on registered nurses at a medical center in northern Taiwan. The nurses completed a questionnaire with items covering demographics and the following topics: work, Big Five personality traits, work environment, work stress, and intention to stay. Results: One hundred seventy nurses completed the questionnaire. Hierarchical regression analysis results indicated that the nurses’ intentions to stay were largely influenced by how they perceived their work environment as well as the interaction between perceived workload and the emotional stability personality trait. Conclusions: This study’s findings have critical implications for hospitals because they can be used to promote an effective work environment using differential human resource strategies to reduce nursing turnover. (Taiwan J Public Health. 2019;38(1):42-52)