目的：探討醫院護理人員在面臨重大新興傳染疾病時，其組織承諾和工作投入及其交互作用對離職傾向的影響。 方法：本研究以普查方式對南部某區域教學醫院之護理人員進行問卷調查，問卷使用Meyer, Allen & Smith (1993)的組織承諾量表和Kanungo (1982)的工作投入量表。組織承諾情感性、持續性和規範性承諾三構面之Cronbach's α分另爲0.82、0.68和0.83，工作投入量表Cronbach's α爲0.83，而離職傾向其Cronbach's α爲0.65。統計分析以spss v12.0統計軟體進行研究變數間的相關分析，並以層級迴歸分析探討組織承諾、工作投入和兩者的交互變項對護理人員離職傾向的影響。 結果：本研究結果發現：(1)有照顧SARS病患的護理人員其情感性承諾對離職傾向是顯著的負向影響；(2)無照顧SARS病患的護理人員其規範性承諾及工作投入對離職傾向也是顯著的負向影響；(3)有照顧SARS病患的護理人員當其規範性承諾降低時，工作投入較低的護理人員其離職傾向會有較大幅度的提高；(4)無照顧SARS病患的護理人員其工作投入越高者，其持續性承諾愈高時其離職傾向較高。 結論：當護理人員面對SARS重大壓力事件時，其組織承諾及工作投入的交互作用會因有、無照顧SARS病患的情境不同而影響護理人員的離職傾向，此結果對工作中有高風險產生急性壓力所引發的影響，可提供實證上的研究結果並作爲危機管理的參考。

Objective: This study examined the impacts of job involvement and organizational commitment and the interactive effect of those two determinants on nurse's turnover intention post-SARS period. Method: Three hundred and thirty nurses of a regional teaching hospital in southern Taiwan were surveyed using questionnaires consisting of Kanungo's (1982) job involvement questionnaire and Meyer, Allen & Smith's (1993) organizational commitment questionnaire. Three items about turnover intention were also asked. All items were measured using five-point Likert's scale. Statistical analyses including mean, standard deviation, Pearson correlation and hierarchical regression were done using SPSS ver 12.0 software. Results: The results of our study have shown that: (1) for those nurses with experience in looking after SARS patients, affective commitment negatively affected turnover intention; (2) for those nurses without experience in looking after SARS patients, both normative commitment and job involvement had negative effects on turnover intention; (3) for those nurses with experience, giving lower job involvement, lower levels of normative commitment led to higher levels of turnover intention to greater extents; (4) for those nurses without experience, giving higher job involvement, the higher levels of continuance commitment, the higher levels of turnover intention. Conclusions: When facing SARS event, nurse's job involvement, organizational commitment and it's interaction have significant effects on nurse's turnover intention. Nurses with and without experience of caring for SARS patients were responded differently. The managerial implications and suggestions for future research are discussed.