目的：醫護人員人力運用以值班期間最為緊縮，本專案以問卷調查採用李克特量尺，了解醫護人員對值班期間工作滿意度僅56.02%，為增加外科醫護團隊值班滿意度，外科團隊成立專案小組，改善外科醫護團隊的溝通及守望，加強醫護團隊的訊息連結，以提升值班期間的照護效能，促進外科醫護團隊值班滿意度。方法：強化溝通與守望：加強ISBAR（Introduction, Situation, Background Assessment, Recommendation）運用、建立電子交班系統，為求建立醫護人員正向關係設計艾尼歐關懷計劃，以關懷卡提醒互相關懷，並舉辦友善值班人員選拔活動。結果：專案執行前後對醫護人員進行問卷調查，以改善外科醫護團隊值班滿意度，由改善前平均56.02%提升至改善後平均67.95%，改善率達21.77%。在訊息連結方面，主治醫師及專科護理師透過電子交班系統進行交班，無論是在院內各個桌上型電腦或是I-Pad皆可立即交班，訊息連結率達100%。結論：運用團隊資源管理概念擬定對策，可促進團隊間溝通、團隊成員情感連結，以及增加醫護團隊值班滿意度。

Objective: In order to increase the level of satisfaction of the surgical care team on duty, we set out to improve communications and link the health care team in order to enhance the effectiveness of care, and to work more efficiently. Methods: We strengthened the use of ISBAR (Introduction, Situation, Background, Recommendation, Assessment) and created an electronic shift change system in order to establish a positive health care plan (Ai-Ni-Ou means ＂love you＂ in Chinese) and used cards to remind personnel to care for each other. A Likert-type scale measured satisfaction with duty before and after implementation of the project. Results: The average score improved from 56.02% (before) to 67.95% (after) and the average improvement rate was 21.77% when the hope was 20%. Participation in the signaling link by attending physicians and nurse practitioners reached 100% using the hospital’s desktop computers or personal i-Pads. Conclusion: The team resource management concept promoted communications between team members, established emotional links, and increased the level of satisfaction with duty.