本研究以結構式問卷調查法，探討臨床護理教師的角色、角色壓力、社會支持、組織承諾與離職傾向間的關係。
本研究以受聘於台灣中南部的二所科技大學、三所技術學院與三所專科學校之全體專任臨床護理教師為研究對象，有效樣本為173份，回收率為70.6％。本研究使用的衡量工具為臨床護理教師的角色、角色壓力量表，社會支持及組織承諾量表，其信度Cronbach’s α值分別為.923、.862、.882及.767。
本研究所使用的分析方法包括因素分析、信度分析、描述性統計分析、獨立樣本t檢定、單因子變異數分析、Pearson積差相關分析、複迴歸分析、羅吉斯迴歸分析( logistic regression analysis)。
研究結果顯示，臨床護理教師的角色壓力與組織承諾會因部分個人屬性不同而有顯著差異；認為臨床護理教師研究者及病人照顧提供者的角色愈重要者，感受到的角色壓力愈低；角色壓力對組織承諾有負向影響，且具24.4％的解釋力；社會支持可以減輕角色壓力、增加組織承諾，並能緩衝角色壓力對組織承諾的負向影響，其中以學校支持的緩衝作用最明顯；決定離職傾向的主要因素是情感承諾，且有91.0％能被正確分類。
依據本研究結果，建議在臨床護理教師方面：（1）提升臨床護理教師專業與研究的能力；（2）提升臨床護理教師病人照護的能力。在學校方面：（1）規劃提升臨床護理教師教學能力的課程；（2）導入知識管理以加強臨床教學與課室教學的連結；（3）規劃臨床護理教師人才培訓策略；（4）建立完善的進修制度；（5）學校應加強對臨床護理教師的支持；(6)建立臨床護理教師之間的支持網絡。在實習單位方面：（1）安排實習單位護理人員協助臨床教學；（2）協助臨床護理教師熟悉環境。

The purpose of this study is to, based on the structure questionnaire, explore the relationships between the role, role stress, social support, organizational commitment and intention to leave of clinical nursing faculty.
The study population was composed of the full-time clinical nursing faculty obtained from two universities of technology, three colleges of technology, and two institutes of technology located in the middle and southern part of Taiwan. 173 completed and qualified questionnaires were received. This yielded a response rate of 70.6%. The measuring instruments deployed in this study were the scale of role clinical nursing faculty, the scale of role stress, the scale of social support, the scale of organizational commitment. The Cronbach's Alpha reliabilities, according to orders, are .923, .862, .882, .767.
The analytical implement in this study consisted of factor analysis, reliability analysis, descriptive statistics, independent t test, one way ANOVA, Pearson product-moment correlation coefficient, multiple regression, and logistic regression analysis.
The results indicated: the role stress and organizational commitment of clinical nursing faculty were significantly influenced by partial demographic variables. The more important the role of researcher or patient care provider was considered, the less role stress clinical nursing faculty would perceive. Role stress demonstrated negative influences to organizational commitment in the direction predicted explaining 24.4% of the variances. Social support was able to reduce role stress, enforce organizational commitment, and mitigate the negative effects to organizational commitment entailed by role stress. Among all kinds of social support, school support boasted the most powerful buffer effect. The critical factor of intention to leave was the affection commitment, which was found to be 91% correctly classified.
According to this research, in terms of clinical nursing faculty, we suggest:
1. Improve the professional and research ability of clinical nursing faculty.
2. Improve the clinical nursing faculty's ability to take care of patients.
In terms of schools:
1. Make plans to initiate curriculums aiming to improve the teaching ability of clinical nursing faculty.
2. Bring in knowledge management as a link between clinical teaching and in-class teaching.
3. Invent strategies to cultivate the human resources of clinical nursing faculty.
4. Construct full-fledged systems for advanced study.
5. School should enhance the supports toward clinical nursing faculty.
6. Construct supportive network among clinical nursing faculty.
In terms of the clinical practice unit:
1. Arrange clinical nurses to assist clinical teachings.
2. Assist clinical nursing faculty to get familiar with the environment.

目 錄 頁次
第一章 緒論…………………………………………………………………… 1
第一節 研究背景與動機……………………………………………………… 1
第二節 研究目的……………………………………………………………… 5
第三節 研究流程……………………………………………………………… 6
第二章 文獻探討……………………………………………………………… 7
第一節 護理教師的角色及其相關研究……………………………………… 7
第二節 角色壓力……………………………………………………………… 12
第三節 組織承諾與離職傾向………………………………………………… 22
第四節 社會支持……………………………………………………………… 30
第三章 研究方法……………………………………………………………… 38
第一節 研究架構……………………………………………………………… 38
第二節 研究假設……………………………………………………………… 39
第三節 研究變項操作性定義………………………………………………… 39
第四節 研究對象……………………………………………………………… 42
第五節 研究工具……………………………………………………………… 46
第六節 資料分析……………………………………………………………… 51
第四章 研究結果與討論……………………………………………………… 53
第一節 描述性統計分析……………………………………………………… 53
第二節 差異性分析…………………………………………………………… 57
第三節 研究變項間之相關分析……………………………………………… 64
第四節 影響性分析…………………………………………………………… 68
第五節 社會支持的干擾效果分析…………………………………………… 71
第六節 離職傾向的影響性分析……………………………………………… 83
第五章 結論與建議…………………………………………………………… 86
第一節 結論…………………………………………………………………… 86
第二節 建議…………………………………………………………………… 88
第三節 研究限制與未來研究的建議………………………………………… 91
參考資料 …………………………………………………………………………… 93
附錄一 …………………………………………………………………………… 101
附錄二 …………………………………………………………………………… 103
附錄三 …………………………………………………………………………… 109
附錄四 …………………………………………………………………………… 110

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