本研究欲探討護理職場人際關係和不當督導、情感性承諾和離職意向關係,以同儕間之關係做探討。本研究以護理人員為研究對象,為了避免同源偏差,因此採用時間間隔法,分為兩次施測,間隔時間為一個月。總共發出400份問卷,第一次回收323份,回收率為80.75%,第二次回收228份,回收率為70.79%,總回收率為57%。使用信度分析、效度分析、敘述性統計、獨立樣本T檢定、單因子變異數分析、相關分析、迴歸分析,實證之結果如下:情感性承諾對不當督導與離職意向有部分中介效果。團隊成員交換關係對不當督導與情感性承諾間之關係具有調節作用。團隊成員交換關係對情感性承諾與離職意向間之關係不具調節作用。
The purpose of this study is to understand the relationship among interpersonal rela-tionships of peers, abusive supervision, affective commitment and turnover intention in nursing workplace. This study population is nursing staff. In order to avoid single-source bias happen in test. Therefore, separate the data collecting. The test is divided into two parts, the interval of a month to test. Distributing 400 questionnaires, recovering 323 question-naires, recovery rate of 80.75% in first test and recovering 228 questionnaires in second test recovery rate of 70.79%, a total of recovery rate is 57%. Using the reliability analysis, factor analysis, descriptive statistics analysis, independent-sample T test, one way ANOVA, correlation analysis and regression analysis. After the empirical research, the findings as follows: The relationship between abusive supervision and turnover intention is mediated by affective commitment. Team-member exchange show a moderating effect in the relationship between abusive supervision and affective commitment. Team-member exchange did not show a moderating effect in the relationship between abusive affective commitment and affective commitment.