目的：本研究旨在探討北部三家地區教學醫院護理人員的領導型態、工作滿意度、組織承諾與離職意願之相關性研究。 方法：本研究為橫斷式的相關性研究(cross-sectional correlation study)，針對北部三家地區教學醫院之護理人員實施全面性調查，收案期間自97年8月1日至9月30日止，發出310份問卷，回收290份，回收率94%。 結果：研究結果顯示：(1)護理人員個人屬性中工作年資在領導型態、工作滿意度、組織承諾有顯著差異；(2)領導型態與工作滿意度、組織承諾皆達顯著正相關，與離職意願達顯著負相關，也就是愈喜歡主管的領導型態者，護理人員的工作滿意度愈高，對組織的承諾愈高，相對的愈不會想要離職；(3)工作滿意度與組織承諾達顯著正相關，也就是護理人員的工作滿意度愈高，對組織的承諾愈高，但工作滿意度對離職意願未達顯著相關；(4)組織承諾對離職意願達顯著負相關，也就是護理人員的組織承諾愈高，愈不會想要離職。 結論：研究結果顯示；護理主管有效的領導統御，對於護理人員的留任有相當重要的關係。因此強化護理主管有效的領導行為，並善用在實務管理上，是醫療機構應努力的方向。另外組織架構應朝向減少垂直層級，以利改善及營造良好的組織互動及溝通機制。護理人員是創造競爭優勢的軟體資源，醫療機構的管理者應盡力營造良好的工作環境，協助護理人員職涯發展，以有效穩定留任率，創造優質的工作成果及良好的績效表現。

Objective: This study investigated the correlations among leadership patterns, job satisfaction, organizational commitment, and turnover among nurses in district teaching hospitals in northern Taiwan. Method: A total of 290 completed responses were collected from 310 nurses in the three district teaching hospitals in northern Taiwan from August to September, 2008. Descriptive and correlation analysis was performed to identify the associations among leadership patterns, job satisfaction, organizational commitment, and turnover. Results: Results showed that there were no significant correlations between personal characteristics and job satisfaction or organizational commitment. There were significant differences between years at work and leadership pattern, job satisfaction and organizational commitment. There were significant positive correlations between leadership pattern and job satisfaction and organizational commitment. The higher the score on leadership pattern, the higher the scores for job satisfaction and organizational commitment. There was a significant negative correlation between leadership pattern and turnover. There was a significant positive correlation between job satisfaction and organizational commitment. There was no significant correlation between job satisfaction and turnover. There was a significant negative correlation between organizational commitment and turnover. Conclusions: The results show that an effective nursing leadership style is essential for nurse retention. The most appropriate form of organizational intervention, then, would be to enhance managerial behavior. Flattening the organizational structure to promote shared leadership would be another mechanism for improving effective communication and interaction. A favorable practice setting and profession development could also reduce turnover rate, promote quality of service, and improve performance.