護理人員在現代醫療體系中扮演關鍵角色，然而全球普遍面臨人力短缺問題。根據世界衛生組織（WHO）2018年的報告，全球護理人力缺口高達590萬人，COVID-19疫情更進一步加劇此情況。以台灣為例，2022年護理人員離職率達11.73%（衛服部，2023），雖擁有護理證照者達30萬人，實際執業者卻僅有19萬人，顯示出執業率僅約63%。離職主因包括醫院缺乏尊重、薪資不佳與工作與生活失衡。為滿足24小時醫療需求，醫院普遍採用三班制，但固定排班缺乏彈性，進一步降低工作滿意度，面對全球護理人力短缺，提升排班彈性有助於改善護理人員的心理健康與工作滿意度，進而提高留任意願。Indradewa & Prasetio (2023) 指出，提升排班彈性有助於促進工作與生活平衡，進而提升員工滿意度，並有助於維持心理健康。
    本研究旨在探討排班彈性度（Schedule Flexibility）對護理人員工作滿意度（Job Satisfaction）之影響，並進一步分析工作與生活平衡（Work-life balance）及家庭支持（Family Support）在其中所扮演的調節角色。根據 Drouin & Potter(2005)的觀點，排班彈性是一項能促進護理人員、病患與組織三方共贏的系統特性。此外，從霍桑實驗出發，工作滿意度與人性化管理息息相關，而當個人在工作與生活間能取得平衡，並擁有來自家庭的穩固支持，更能有效降低壓力與矛盾感，進而提升其整體工作滿意度與表現。此為，陳薇伊（2022）研究指出家庭與工作的衝突會顯著降低護理人員的工作生活平衡，進而影響其身心健康與工作投入程度；戴佳珍（2024）亦發現，良好的工作生活平衡對工作滿意度、公共服務動機及自我效能感皆具正向顯著影響，並能有效預測其整體工作滿意度；另葉柔斈（2024）針對長照機構照顧服務員的研究也顯示，家庭支持有助於減緩離職傾向，穩定從業人員的職涯發展。因此，本研究將以實證方式驗證上述變項之間的關聯性，以提供改善護理工作環境之實務建議。
    本研究以現職於台灣之護理師等護理工作者為研究對象，依據文獻建立研究架構及假設，透過立意取樣和滾雪球抽樣方法，共回收有效問卷243份。經SPSS-27及AMOS-27統計分析驗證，研究結論如下：
         假設一：排班彈性度對工作滿意度具有正向顯著影響                               成立
         假設二：工作與生活平衡對工作滿意度有正向顯著影響                             成立
         假設三：家庭支持對工作滿意度有正向顯著影響                                  成立
         假設四：工作與生活平衡在排班彈性度對工作滿意度之影響上具有正向顯著調節作用   不成立
         假設五：家庭支持在排班彈性度對工作滿意度之影響上具有正向顯著調節作用          成立
         假設六：不同人口統計變項的護理人員在排班彈性度、 工作滿意度、工作與生活    部分成立
                平衡及家庭支持具有顯著差異                                       
    本研究結果可作為醫療機構改善護理工作環境的實務參考，尤其在全球護理人力短缺的情況下。為提升護理人員的工作滿意度並降低離職率，醫療機構可採取以下措施：一、透過彈性排班制度提升滿意度並減少離職風險，如提供自選班或固定班等選項（Teo, 2024）。二、強化生活支持與福利措施，如托育資源、心理健康服務等，幫助員工減輕生活壓力，建立正向職場氛圍（中華電信福利措施，2025）。三、主管的情感支持與彈性協助有助於提升員工的歸屬感與留任意願（Wu & Parker, 2017）。四、營造家庭友善的職場文化，提供育兒假與彈性工時等，減少工作與家庭衝突，進而提高員工滿意度與職涯發展，藉由這些措施有助於提升護理人員的工作與生活平衡，降低離職率，穩定人力配置，並進一步提升整體照護品質與醫療機構的永續發展。

        Nurses are vital to modern healthcare, yet there is a global shortage, with the WHO 
(2018) reporting a gap of 5.9 million nurses—worsened by the COVID-19 pandemic. In 
Taiwan, the 2022 nurse turnover rate was 11.73% (Ministry of Health and Welfare, 
2023), with only 63% of licensed nurses actively practicing. Common reasons for 
leaving include low pay, lack of respect, and poor work-life balance. Hospitals often use 
rigid three-shift schedules to meet 24-hour care demands, further reducing job 
satisfaction. Improving schedule flexibility can enhance nurses’ mental health, job 
satisfaction, and retention. Indradewa & Prasetio (2023) found that flexible scheduling 
supports work-life balance and overall well-being.  
     This study investigates the impact of schedule flexibility on job satisfaction among nursing staff, and examines how work-life balance and family support serve as moderating factors. According to Drouin & Potter (2005), flexible scheduling benefits nurses, patients, and organizations alike. Drawing from the Hawthorne studies, job satisfaction is closely tied to human-centered management. When nurses achieve work-life balance and receive strong family support, their stress and conflict levels decrease, leading to better job satisfaction and performance. Prior studies (Chen, 2022; Tai, 2024; Yeh, 2024) highlight that work-family conflict reduces well-being and engagement, while work-life balance and family support positively influence satisfaction and reduce turnover. This study aims to empirically validate these relationships and offer practical suggestions to improve the nursing work environment. The study focuses on currently employed nurses and other nursing professionals in Taiwan. Based on a review of the relevant literature, a research framework and hypotheses were developed. Using purposive sampling and snowball sampling methods, a total of 243 valid questionnaires were collected. Statistical analysis was conducted using SPSS-27 and AMOS-27, and the research hypotheses are as follow by order: 1. Scheduling flexibility has a significant positive impact on job satisfaction. 2. Work-life balance has a significant positive impact on job satisfaction. 3.Family support has a significant positive impact on job satisfaction. 4. Work-life balance has a significant positive moderating effect on the relationship between scheduling flexibility and job satisfaction. 5. Family support has a significant positive moderating effect on the relationship between scheduling flexibility and job satisfaction. 6. Nursing personnel with different demographic characteristics show significant differences in scheduling flexibility, job satisfaction, work-life balance, and family support.
       The findings of this study can serve as practical references for healthcare institutions aiming to improve the nursing work environment, especially in the context of a global shortage of nursing personnel. To enhance nurses’ job satisfaction and reduce turnover rates, healthcare organizations may consider the following measures: 1. Implement flexible scheduling systems to increase satisfaction and reduce turnover risk, such as offering self-scheduling or fixed shift options (Teo, 2024). 2. Strengthen life support and welfare measures, such as childcare resources and mental health services, to help employees relieve life stress and foster a positive workplace atmosphere (Chunghwa Telecom Welfare Program, 2025). 3. Emotional support and flexible assistance from supervisors can enhance employees’ sense of belonging and willingness to stay (Wu & Parker, 2017). 4. Create a family-friendly workplace culture by offering parental leave and flexible working hours to reduce work-family conflict, thereby improving employee satisfaction and career development.
These strategies can help promote better work-life balance for nurses, reduce turnover rates, stabilize workforce allocation, and ultimately enhance overall care quality and the sustainable development of healthcare institutions.

謝誌	i
目錄	vi
圖目錄	viii
表目錄	ix
第一章	緒論	1
第一節  研究背景與動機	1
第二節  研究目的	6
第三節  研究流程	7
第二章	文獻探討	8
第一節	  排班彈性度	8
第二節	  工作滿意度	11
第三節	  工作與生活平衡	14
第四節	  家庭支持	18
第五節	  各變項間關聯性研究	21
第三章	研究方法	26
第一節	  研究架構	26
第二節	  研究假設	27
第三節	  研究工具	28
第四節  研究範圍與對象	34
第五節  資料分析與統計方法	35
第四章	研究結果	37
第一節  問卷發放與回收資料分析	37
第二節  項目分析、信度分析	41
第三節  因素分析	44
第四節  調整研究假設與架構	49
第五節	   研究假設驗證	51
第六節	   不同人口統計變項在各變項之差異分析	66
第七節	假設驗證與結果驗證	77
第五章	結論、討論及建議	79
第一節	   研究結論與討論	79
第二節  管理意涵	87
第三節  研究限制與未來研究建議	97
參考文獻	99
一、	中文文獻	99
二、	英文文獻	101
三、	網路資料	109
附錄	112

圖目錄
圖1-1 上班族傾向自己設定上班時間原因	3
圖1-2 彈性工時的好處	4
圖1-3研究流程圖	7
圖3-1研究架構	26
圖4-9 研究架構調整圖	49

表目錄
表2-1 工作滿意度之定義	11
表2-2 工作與生活平衡之定義	14
表3-1 排班彈性度量表	28
表3-2 工作滿意度量表	29
表3-3 工作與生活平衡量表	31
表3-4 家庭支持量表	32
表3-5 人口統計變項選項	33
表 4-1 樣本基本資料之次數分配表	38
表 4-1 樣本基本資料之次數分配表（續）	39
表 4-1 樣本基本資料之次數分配表（續）	40
表 4-2 各變項之項目分析表	41
表 4-3 各變項之信度分析表	42
表 4-3 各變項之信度分析表（續）	43
表 4-4 排班彈性度之驗證性因素分析	44
表 4-5 排班彈性度之探索性因素分析	45
表 4-6 工作滿意度之驗證性因素分析	46
表4-7 工作與生活平衡之驗證性因素分析	47
表 4-8 家庭支持之驗證性因素分析	48
表 4-10 研究假設修正彙整表	50
表4-11各變項相關分析表	51
表4-12各變項與子構面相關分析表	52
表4-13人口統計變項與工作滿意度之相關係數表	52
表4-14排班彈性度及其構面對工作滿意度之迴歸分析	53
表4-15工作與生活平衡及其構面對工作滿意度之迴歸分析	55
表4-16家庭支持及其構面對工作滿意度之迴歸分析	57
表4-17工作與生活平衡在排班彈性度對工作滿意度影響上之調節作用	59
表4-18工作與生活平衡之工作介入個人生活在排班彈性度對工作滿意度影響上之調節作用	60
表4-19工作與生活平衡之個人生活介入工作在排班彈性度對工作滿意度影響上之調節作用	61
表4-20工作與生活平衡之工作生活相互提升在排班彈性度對工作滿意度影響上之調節作用	62
表4-21家庭支持在排班彈性度對工作滿意度影響上之調節作用	63
表4-22家庭支持之情緒性支持在排班彈性度 對工作滿意度影響上之調節作用	64
表4-23家庭支持之信息與實質性支持 在排班彈性度對工作滿意度影響上之調節作用	65
表4-24性別在各變項上之差異	66
表4-25年齡在各變項上之差異	67
表4-26婚姻狀況在各變項上之差異	68
表4-27家庭子女概況在各變項上之差異	69
表4-28教育程度在各變項上之差異	70
表4-29目前單位工作年資在各變項上之差異	71
表4-30工作總年資在各變項上之差異	72
表4-31工作職務在各變項上之差異	73
表4-32是否擔任主管職在各變項上之差異	74
表4-33工作區域在各變項上之差異	75
表4-34服務單位在各變項上之差異	76
表 4-35 假設及驗證結果總表	77
表 4-35 假設及驗證結果總表（續）	78
表 5-1 人口統計變項在各構面之顯著差異彙整表	83

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