背景 近來台灣面臨醫療勞動人權爭議，勞動環境不佳及人力短缺導致嚴重的照護過勞，惡性循環下使護理人員的執業率及平均年資偏低。目的 以企業社會責任作為醫院社會責任的概念架構探究對於護理人員組織承諾（OC）之影響。方法 以匿名問卷抽樣調查南台灣某醫療體系240名護理人員，共回收227份。問卷由醫院社會責任及OC兩量表構成，以探索式因素分析確認經濟、法理、道德和慈善等四個社會責任構面，並利用階層迴歸分析各構面責任的感受與情感性、持續性及規範性等三構面OC的關係。結果 護理人員對於整體醫院社會責任實踐的感受與期待之間存在顯著落差。對於醫院社會責任感受較佳者發展出較高的組織承諾。年齡愈大及法理、道德和經濟責任等感受愈佳者的情感性承諾明顯愈強。職級愈低且道德責任感受愈佳者的持續性承諾顯著愈強。年齡愈大及法理、道德和慈善責任等感受較佳者的規範性承諾明顯較強。結論／實務應用 醫院若能積極提供友善且人性化職場並具體實踐社會責任，將不僅助益護理人員更能提升所有員工的工作績效及組織認同。

Background: The labor rights of medical workers in hospitals in Taiwan have been a key issue of discussion and controversy in recent years. Generally, poor work conditions and manpower shortages in hospitals have resulted in a vicious circle of severely overworked medical and healthcare staff and chronically low staffing and retention rates. Purpose: This study employed corporate social responsibility as the conceptual framework of the social responsibility of hospitals to examine the perceptions and expectations of nurses toward the social responsibility practices of the hospital where they serve and to explore the relationship between these perceptions and organizational commitment (OC). Methods: The participants were all nurses who were employed by one medical group in southern Taiwan. Two hundred forty anonymous questionnaires, which included scales that were designed to measure the social responsibility of hospitals and OC, were distributed. Two hundred twenty-seven valid questionnaires were returned. Exploratory factor analysis was used to validate the dimension of the social responsibility of hospitals, and hierarchical multiregression analyses were used to verify the relationship between the perceptions of nurses with regard to the social responsibility practices of the hospital where nurses serve and OC. Results: There were considerable differences between participants_ perceptions and expectations toward the social responsibility of hospitals. The nurses with high perceptions toward the social responsibility practices of the hospital where they serve tended to have relatively high OC. Senior nurses who had high perceptions of the legal and rational, ethical, and economic dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong affective commitment. Nurses in junior positions who had high perceptions of the practices of ethical responsibilities exhibited relatively strong continuance commitment. Senior nurses who had high perceptions of the legal and rational, ethical, and discretionary dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong normative commitment. Conclusions/Implications for Practice: A friendly and humane work environment in hospital settings facilitates the implementation of social responsibility, which has been shown to foster higher levels of organizational identification and job performance among nurses and other hospital employees.