護理人力短缺已經造成醫療環境嚴重的問題，除了台灣之外，國際間亦是如此。根據調查指出，台灣護理人員對自己的工作環境不盡滿意，使得護理人力離職率升高，實為醫療界一大浩劫。因此，政府單位也開始重視此議題，紛紛提出重視職場正向環境的口號，試圖努力改善護理執業環境。但在護理職場上，職場霸凌的現象日益漸多，導致職場環境的不友善性。
本研究主旨為瞭解護理人員之工作滿意度，以及探討護理人員的人格特質、工作壓力與工作滿意度的相關性以及是否因為職場霸凌氛圍的感受程度而影響工作滿意度。研究對象為南部某一家地區醫院之護理人員，以橫斷式問卷調查方式來蒐集數據資料，總共發放300份問卷，其中有效問卷261份，回收率為87%，以百分比及次數分配表說明護理人員的人格特質、工作壓力、職場霸凌氛圍與工作滿意度，再以獨立樣本t檢定、單因子變異數分析及事後分析來瞭解人口學變項間的差異，最後以階層迴歸分析瞭解各構面間的關聯性。
研究結果發現，護理人員情緒敏感性人格特質對工作滿意度有顯著的負向關係(β=-0.155, p<0.001)。護理人員工作壓力對工作滿意度有顯著的負向關係(β= -0.145, p<0.01)。職場霸凌氛圍會調節認真負責性人格特質對工作滿意度的正向關係(β= -0.011, p<0.01)。
本研究探討職場霸凌氛圍對工作滿意度的影響，並就學術與實務兩大方面提出建議，希冀主管單位可以正視員工的滿意度感受，並擬定相關解決方案以提升職場優質正向環境。

A nursing manpower shortage has caused serious problems in the medical community, not only in Taiwan, but also internationally. A review of this medical crisis showed that nurses in Taiwan are less satisfied with their working environment, which increases the turnover rate. Meanwhile, the government has called attention to this issue in an effort to improve the nursing workplace environment. However, a bullying phenomenon is still growing, causing an unfriendly environment in the workplace.
The purpose of this paper is to discuss the relationship among personality, job stress, a workplace bullying climate and job satisfaction. This study used a cross-sectional questionnaire surveying one hospital in south Taiwan. There were 261 of 300 completed questionnaires, a response rate of 87%. Descriptive statistics, independent sample t test, analysis of variance (ANOVA) and hierarchical regression are used for statistics analyses.
The results show that (1) a neurotic personality is negatively related to job satisfaction (β=-0.155, p<0.001), (2) work stress is negatively associated with job satisfaction (β=-0.145, p<0.01), and (3) the positive relationship between a conscientious personality (very responsible, organized and achievement oriented) and job satisfaction would become negative association if under the high bullying climate. (β=-0.011, p<0.01).
The paper also proposes academic and practical recommendations based on the findings. It is hoped that managers will pay more attention to the job satisfaction of nurses, and improve the quality of workplace.

口試委員會論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 viii
表次 viii
第一章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節人格特質 4
一、人格定義 4
二、人格特質與工作滿意度之相關研究 7
第二節 工作壓力 9
一、工作壓力定義 9
二、工作壓力與工作滿意度之相關研究 11
第三節 職場霸凌氛圍 13
一、職場霸凌氛圍定義 13
二、職場霸凌氛圍與工作滿意度之相關研究 15
第四節 工作滿意度 16
一、工作滿意度定義 16
第三章 研究方法 17
第一節 研究架構與假設 17
一、研究架構 17
二、研究假設 18
第二節 研究對象與資料收集程序 19
一、研究對象 19
二、資料蒐集程序 19
第三節 問卷設計 20
一、問卷編制 20
二、研究變項操作型定義 23
第四節 問卷信效度 27
第五節 資料處理與分析方法 29
一、描述性統計分析 29
二、推論性統計分析 30
第四章 研究分析與結果 31
第一節 描述性統計分析 31
一、基本資料分析 31
二、人格特質量表分析 33
三、工作壓力量表分析 34
四、職場霸凌氛圍量表分析 34
五、工作滿意度量表分析 35
第二節 推論性統計分析 36
一、各基本變項對人格特質之影響 36
二、各基本變項對工作壓力之影響 41
三、各基本變項對職場霸凌氛圍之影響 43
四、各基本變項對工作滿意度之影響 45
五、人格特質、工作壓力、職場霸凌氛圍與工作滿意度變項之間相關 47
六、人格特質、工作壓力、職場霸凌氛圍與工作滿意度之階層迴歸分析 49
七、研究結果摘要 54
第五章 討論與建議 55
第一節 研究討論 55
一、護理人員基本資料、人格特質、工作壓力與工作滿意度之關係 55
二、人格特質、工作壓力、職場霸凌氛圍與工作滿意度之關係 56
第二節 研究貢獻 58
第三節 研究限制 59
第四節 建議 60
參考文獻 61
一、中文文獻 61
二、英文文獻 64
附錄 69
一、人體試驗委員會核准函 69
二、問卷作者同意函 70
三、護理人員工作滿意度問卷 72

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