本研究旨在探討個案醫院於94年l月l日起實施激勵性薪資制度後，護理人員對於制度的認知，與工作滿意度、組織承諾的影響，以作爲未來醫院在擬訂重要政策時之參考。研究對象爲93年l月l日以前到職且目前仍在職的病房（一般、特殊）護理人員爲研究對象，問卷採普查方式進行調查，共計發出問卷232份，回收188份，有效問卷179份，有效回收率爲77.16%。研究結果顯示，個案醫院實施激勵性薪資制度後，80%以上的護理人員對該制度的認知情形良好，此外，新制度實施後，護理人員認知程度對於工作滿意度部份，在於組織的「和同仁間協調能力」、「在工作上得到公平分配」與「主管做決策時徵詢下屬意見」的滿意情形具顯著影響。組織承諾部份，對「我更能明確知道工作方向與目標」、「我得堅定當初到這家醫院工作是正確的」兩方面之認知程度具顯著影響。建議後續研究醫院政策對於護理同仁之工作滿意度或組織承諾之影響時，可先瞭解同仁對該政策之認知程度，方能正確評估成效，以做爲修撇政策時之重要參考。

This research aims to discuss the effects of nursing staff's cognition and their job satisfaction, organizational commitment of a case hospital after the implementation of the performance pay system since January 1, 2005. Results are provided as references to hospital for establishing important policies in the future. The object of study included the nursing staff began working and still working at general and special wards before January 1, 2004. A total of 232 questionnaires were distributed, and 188 were returned; the number of valid questionnaire was 179, and the valid return rate was 77.16%. The results showed that after the hospital has implemented the performance pay, over 80% nursing staffs have developed positive recognition toward the system. Under the new system, In the respect of nursing staff's cognition over the job satisfaction, the one with higher cognition toward incentive salary will show higher satisfaction over "the coordination ability established with colleagues," "obtaining fair distribution on job" and "supervisors ask subordinates for opinions when bringing about policy making." In point of organizational commitment, the level of cognition on "I can learn job direction and goal more explicit" and "I should be adamant to my then correct decision to seek job opportunity in this hospital" is presented in direct proportion. It is suggested to investigate the needs of nursing staff first, and then to design a long-term program for a more accurate estimation in the future.