背景: 實施護理人員能力進階制度可激勵工作士氣，藉以留任資深優秀人員。瞭解影響護理人員參加臨床能力進階制度之因素，顯得相對重要。 目的: 探討影響護理人員參加臨床能力進階制度相關因素。 方法: 採橫斷式、相關性研究設計，針對臺灣南部某醫學中心符合晉升條件之 N3護理人員，以立意取樣取得 389位符合選樣條件之個案，完成結構式問卷。 結　果 ⑴研究對象有 233人（ 59.9%）意願參加臨床能力進階； ⑵參加臨床能力進階意願與年齡、工作年資、該職級年資、撰寫專案或研究報告經驗及晉升經驗呈顯著差異； ⑶參加臨床專業能力進階意願與動機、滿意度、專業能力及成就感均有顯著差異； ⑷以邏輯式回歸統計分析結果顯示：動機分數愈高者愈有意願參加臨床能力進階 (95% CI: 1.21-3.78)。 結論／實務應用: 作為臨床規劃護理人員在職教育之參考，提供護理行政者在未來輔導護理人員參考，創造更好的護理品質與績效。

Background: The professional nursing clinical ladder program can effectively enhance the professional morale of nursing staff and help retain the best senior nurses in clinical settings. Hence, it is important to explore factors that influence nurse staff intentions to participate in the clinical ladder. Purpose: This study examined factors that affect nurse staff intention to participate in the N3 nurse clinical ladder program. Methods: We used a cross sectional study design and a structured questionnaire survey. We employed purposive sampling to recruit 389 nurse staffs qualified for promotion to the N3 level from a medical center in southern Taiwan. Results: Findings showed: (1) Nearly two-thirds (233, 59.9%) of participants intended to participate in clinical ladder; (2) The factors of age, years of nursing experience, years in current position, project/research experience, promotion experience, and intention all significantly affected intent to participate in the ladder; (3) A significant difference between willingness to participate in the ladder program and each of the following variables -motivation, satisfaction, professional capacity, and sense of achievement; (4) Logistic regression analysis identified only motivation as a valid predictor of willingness to participate the ladder program (95% CI: 1.21-3.78). Conclusion / Implications for practice: Results provide a useful reference to nursing administrators for planning on-the-job training and increasing nurse staff participation in the ladder. The authors hope results can help promote better human resource management and achievements.