本研究目的是探討醫學中心基層護理人員個人屬性、工作性質、工作壓力、離職意願與離職行為之相關性，並尋找影響離職時間之預測因子。研究方法採縱貫式研究設計，以醫學中心基層護理人員為對象，工作壓力及離職意願量表為研究工具，追蹤期自84年3月至87年10月共3年8個月，計研究個案505人（在職組326人，離職組179人）。統計分法包括卡方檢定、t-test、ANOVA、邏輯迴歸分析。研究結果1.與是否離職具顯著關連性之變項為年齡、年資、婚姻、有無子女最小子女年齡、職稱、病房性職、工作壓力及離職意願；不具關連性變項為性別、教育程度及在職進修2.離職組之工作壓力分數及離職意願分數均高於在職組3.工作年資、離職意願、有無子女、職稱為職離之預測因子。研究建議培養護理人員紓解壓力能力，協助處理工作壓力及推行離職管理及計算離職成本。

　　　　　The purpose of this study is to investigate the nurse's turnover in medical center. Related factors such as individual attribute, working characters, work stress, and intention to quit were analysed. We tried to find some closely related variables to explain the nurse's turnover. This study used longitudinal approach method from March 1995 till October 1998, investigating with a questionnaire. The sample was composed of 505 nurses in a medical center in Taipei(work group 326, turnover group179). Data were statistically analyzed using descriptive statistics, t-test, ANOVA, X2, logistic regression analysis. Results of this study include: Among age, working years, marital status, age of the youngest child, nurses of different positions, wards of different characters, work stress and intention to quit have significant association with turnover. However, sex, education and concurrent advanced education did not have any significant association with turnovers. Work stress score with intention to quit score of turnover group was higher than work group. Working years, intentions to quit, number of children and nurses of different positions closely related variables to explain nurses' turnovers. According to this study, we suggest to cultivate work stress capability, to-help relieve work stress and carry out turnover management and to count the turnover cost.