心理資本對離職意圖的影響機制探討：醫療職場負向情緒展現與氛圍的脈絡效果

Influence of psychological capital on turnover intention: the contextual effects of negative emotional display and atmosphere in health-care workplaces

目標：面對即將到來的全球護理人力短缺危機，台灣正面臨護理人力流失與照護失衡問題，僅靠制度面的改善仍難以有效留才。本研究從心理資本出發，探討其如何透過工作壓力影響護理人員的離職意圖，以及團隊負向展示規則與負面情感基調在其中的調節效果。方法：採跨層次分析設計，調查期間為2024年12月至2025年3月針對台灣東部某區域教學醫院任職的護理師進行兩波問卷調查，問項包含心理資本、工作壓力、團隊負向展示規則、團隊負面情感基調、離職意圖及控制變項，總計回收432份有效問卷。結果：心理資本對離職意圖會產生顯著的直接負向影響，同時也會透過減緩工作壓力進而降低離職意圖。在中介模型中進一步檢驗團隊層級因素的調節效果，發現團隊負向展示規則具有弱化工作壓力影響離職意圖的調節效應，而團隊負面情感基調則會強化此影響，顯示團隊情緒規範與負向氛圍對於工作壓力與離職意圖間的關係會產生脈絡性影響。結論：從強化心理資本與營造情感安全的團隊文化雙軌介入，以促進護理職場穩定與永續。

Objectives: In the face of an imminent global nursing workforce shortage, Taiwan is experiencing severe nurse attrition and care imbalances. Although Taiwan has implemented institutional reforms, reforms alone appear to be insufficient to address nurse retention problems. The present study investigated how psychological capital influences nurse turnover intention through job stress and examined the moderating effects of team-level negative team display rules and negative affective tone on the association between work pressure and turnover. Methods: This study conducted a multilevel analysis. Data were collected from registered nurses working at a regional teaching hospital in eastern Taiwan between December 2024 and March 2025. A questionnaire was distributed that measured psychological capital, job stress, negative team display rules, team negative affective tone, turnover intention, and control variables, and a total of 432 valid responses were obtained. Results: Analysis revealed that psychological capital has a direct, negative influence on turnover intention. Additionally, mediation analysis indicated that psychological capital reduces turnover intention by alleviating job stress. Team-level negative display rules were discovered to weaken the effect of job stress on turnover intention, whereas team-level negative affective tone strengthened this effect. These findings suggest that the influence of job stress on turnover intention is contingent upon emotional norms and team climate. Conclusions: A dual-path intervention strategy involving enhancing positive psychological resources and fostering an emotionally safe team culture can contribute to greater workforce stability and sustainability in the nursing profession.