背景：台灣護理人員平均護理執業年資僅6-7年，明顯低於其他國家，資深護理人員為何離職及其工作感受應該受到重視。目的：探討資深臨床護理人員工作之正負向感受及其影響因素，藉以瞭解資深護理人員的工作愉悅度、工作挫折感受及其相關影響因素。
方法：採橫斷式量性研究設計，以立意取樣收取台灣各地區區域級教學醫院(含)以上，進階層級N2（含）以上且工作滿4年之資深臨床護理師為研究對象，以工作愉悅度量表及工作挫折感量表進行資料收集，有效問卷共165份。
結果：研究對象的整體工作感受偏向愉悅，在「知識學習與成長」構面的工作愉悅度最高，「工作挑戰與變化」構面最低，僅接近有一點愉悅。同時，研究對象具有相當程度的工作挫折感，以「工作安排」構面得分最高，接近中度的工作挫折感，「人際互動」構面得分最低，但仍高於平均值。複迴歸分析結果發現，朋友支持、護理部長官支持、健康狀況、進階層級及三班輪值，可整體解釋工作愉悅度15.2%的變異量；宗教信仰、單位/科別、延遲下班及自認工作負荷程度可整體解釋工作挫折感13.5%的變異量。
結論：本研究結果可提供醫院相關部門瞭解資深臨床護理人員的工作感受，並作為制訂政策及考量留任措施時之參考。

Background: The average year of practice of nurses in Taiwan was around 6 to 7 years, which was significantly lower than that of other countries. The reasons for senior nursing staff leaving their jobs and their work perception should be concerned and evaluated.
Purpose: The purpose of this study was to investigate the positive and negative work perception and their related factors for senior clinical nurses in order to understand their work excitement, work frustration, and related factors.
Methods: This study adopted a cross-sectional quantitative research design. By purposive sampling, the senior clinical nurses who have worked for at least 4 years and their nursing capacity at least N2 were recruited from medical centers or regional teaching hospitals in Taiwan. The work excitement scale and work frustration scale were used to collect data. The total number of valid questionnaires returned was 165.
Results: The results showed that the overall work perception of senior clinical nurses was toward pleasure. The most exciting aspect of work perception was the “knowledge learning and growth” domain. The “work challenge and diversification" domain was the least pleasant, only close to a little pleasure. Furthermore, senior nursing staff had a considerable degree of work frustration. The highest score was in the “work arrangement” domain, with a near-moderate work frustration. The lowest score was in the “interpersonal interaction" category, but still higher than the average score. The results of multiple regression analysis found that friend support, support from supervisors of the nursing department, health status, advanced nursing level, and three-shift rotation could explain 15.2% variation in work excitement. Religious beliefs, units/ divisions, extended working hours, and self-reported workload levels could explain 13.5% variation in work frustration.
Conclusions: The results were expected to provide management levels in hospitals with understanding of the feelings of senior clinical nurses, serving as references for policy formulation and consideration of retention measures.