背景緣由：新進護理人員在踏入臨床工作之初，往往會經歷許多的衝擊、碰撞、不安與挫折，若無法順利適應，不僅會加重新進人員的身心負荷，亦會影響其留任率，造成護理人力高流失率。如何有效幫助新進護理人員適應臨床環境、進而順利留任，一直是護理行政管理中重視的一環。留下護理人力最大的拉力是支持系統，包含家庭、同儕及工作環境的支持，因此，提供新進人員一個抒發壓力的支持系統，是很重要的。研究目的：本文以分析論述新進護理人員參與同儕支持團體的感受，透過實際經驗來深入了解此議題。研究方法：以質性研究針對10位新進護理人員進行深度訪談，研究期間為2014.03.19-2015.03.01，以現象學原則進行分析。研究結果：本研究發現兩個主題: (一)陣線聯盟、(二)攜手前行；新進護理人員在參與同儕支持團體的經驗中，不僅提供了一個管道讓新進護理人員可以相互了解，也因為成員們所處情境相同，更能夠產生同感，進而建立一個屬於新進護理人員的同儕陣線聯盟。團隊成員間也能藉由互動的過程中，認同團隊、增加團隊凝聚力，進而攜手並進，順利調適角色，養成自我專業認同。研究結論：組建同儕支持團體為有效的留任策略，可以提供新進護理人員在適應過程中形成正向的支持系統，促使其增強對於團隊的認同感。也因為組建同儕支持團體拓展了新進人員的人際關係，進而有效降低新進人員在適應過程孤軍奮戰的感受。本結果可提供醫療院所對制定新進護理人員留任策略的參考。

Background: Newly registered nurses often experience many shocks, collisions, unease, and setbacks at the beginning of their clinical work. Failure to adapt smoothly will not only increase the physical and mental load of the re-entry staff, but also affect their retention rate, resulting in a high turnover rate of nursing staff. The support system is the biggest pull for the nursing workforce. Therefore, it is important to provide new recruits with a support system to release stress. Purpose: The aim of the research was to illustrate the experiences of newly registered nurses with participating in peer support groups. Methods: A phenomenology research approach with 10 hospital nurses who undertook the in-depth interviews was conducted. The data extraction and analysis were based on the procedures proposed by Giorgi (2009). The trustworthiness was examined by Lincoln and Cuba’s (1985) principles. Results: The findings of the research included two themes: (1)front alliance;(2)marching side by side. The experience of newly registered nurses participating in peer support groups not only provides a channel for newly registered nurses to get to know each other, but also because members are in the same situation, they are more able to develop empathy, which in turn creates a peer front alliance for newly registered nurses . In the process of interaction, team members can also identify with the team, increase team cohesion, and then go hand in hand, adjust roles smoothly, and develop self-professional identity. Conclusions: The formation of a peer support group is an effective retention strategy, which can provide new nurses with a positive support system during the adaptation process and promote their identification with the team. It is also because the formation of peer support groups expands the interpersonal relationships of new recruits, which effectively reduces the feeling of being alone in the process of adaptation. The results can provide a reference for medical institutions to develop new nursing staff retention strategies.