近年來，護理人力不足的問題日益嚴峻，COVID-19疫情後更趨明顯，造成護理人員臨床工作壓力與情緒負荷持續攀升，進而引發心理疏離與留任意願下降的現象。「安靜離職」遂成為職場中潛在且隱性的行為表徵。本研究旨在探討護理人員心理幸福感對安靜離職的影響，並檢驗人–群體契合度與組織承諾的中介角色，進一步分析不同世代是否具有調節效果。
研究採橫斷式問卷調查，以台灣南部某醫學中心符合收案條件的護理人員為對象，共回收有效樣本972份。問卷內容涵蓋心理幸福感、人–群體契合度、組織承諾、安靜離職及基本資料。資料分析採用 SPSS 與 PROCESS macro，進行敘述性統計、信度檢驗、相關分析與多元迴歸，並驗證中介與調節效果。
研究結果顯示，心理幸福感與安靜離職呈顯著負相關；人–群體契合度與組織承諾在其中具有部分中介效果。進一步分析發現，不同世代在「心理幸福感→人–群體契合度→安靜離職」的路徑中具調節作用，但在「心理幸福感→組織承諾→安靜離職」的路徑中則不具調節作用。
本研究釐清心理幸福感、個人–群體契合度與組織承諾對安靜離職的作用機制，並提供醫療機構在護理人力留任策略、世代管理及相關培訓設計上的具體依據，有助於建構更具支持性與永續性的護理職場文化。

In recent years, the issue of nursing workforce shortages has become increasingly severe, and this trend has been further exacerbated following the COVID-19 pandemic. The heightened clinical workload and emotional burden have led to growing psychological disengagement among nurses, accompanied by a decline in retention intentions. Consequently, “quiet quitting” has emerged as a latent and implicit behavioral manifestation in the workplace. The purpose of this study was to examine the effect of psychological well-being on quiet quitting among nurses, while testing the mediating roles of person–group fit and organizational commitment. Furthermore, this study analyzed whether generational differences moderate these relationships.
A cross-sectional survey design was adopted, targeting eligible nursing staff at a medical center in southern Taiwan. A total of 972 valid responses were collected. The questionnaire measured psychological well-being, person–group fit, organizational commitment, quiet quitting, and demographic characteristics. Data analysis was conducted using SPSS and PROCESS macro to perform descriptive statistics, reliability testing, correlation analysis, and multiple regression, as well as to verify mediation and moderation effects.
The findings indicated that psychological well-being was significantly and negatively associated with quiet quitting. Person–group fit and organizational commitment played partial mediating roles in this relationship. Further analysis revealed that generational differences moderated the relationship between psychological well-being, person–group fit, and quiet quitting, but did not moderate the relationship between psychological well-being, organizational commitment, and quiet quitting.
This study elucidates how psychological well-being, person–group fit, and organizational commitment shape quiet quitting, offering practical implications for nursing retention, generational management, and training to foster a supportive and sustainable workplace culture.

論文審定書............................................................................................................................. і
中文摘要................................................................................................................................ii
英文摘要...............................................................................................................................iii
目錄.......................................................................................................................................iv
圖次.......................................................................................................................................vi
表次......................................................................................................................................vii
第一章 前言...........................................................................................................................1
第一節 研究背景.................................................................................................................1
第二節 研究目的.................................................................................................................3
第三節 研究動機..................................................................................................................3
第四節 研究問題..................................................................................................................5
第二章 文獻探討...................................................................................................................6
第一節 心理幸福感（Psychological Well-being）............................................................6
第二節 個人與群體關係契合度（Person–Group Fit）.....................................................7
第三節 組織承諾（Organizational Commitment）...........................................................8
第四節 安靜離職（Quiet Quitting）.................................................................................10
第五節 世代差異（Generational Differences）...............................................................11
第三章 概念性架構與研究假設 ..................................................................................14
第一節 心理幸福感（Psychological Well-being）........................................................14
第二節 個人與群體關係契合度（Person–Group Fit）.................................................18
第三節 組織承諾（Organizational Commitment）........................................................20
第四節 安靜離職（Quiet Quitting）..............................................................................22
第五節 世代差異（Generational Differences）.............................................................24
第六節 研究架構圖與假設.............................................................................................28
第四章 研究方法.................................................................................................................29
第一節 研究設計...............................................................................................................29
第二節 研究對象與樣本....................................................................................................29
第三節 研究倫理................................................................................................................29
第四節 研究工具及變項測量............................................................................................29
第五節 資料分析方法........................................................................................................32
第五章 研究結果..................................................................................................................35
第一節 描述性分析............................................................................................................35
第二節 信度分析................................................................................................................35
第三節 相關性分析............................................................................................................36
第四節 研究假設驗證........................................................................................................38
第六章 研究討論..................................................................................................................55
第一節 心理幸福感對安靜離職的影響...........................................................................55
第二節 個人與群體契合度在人員心理幸福感與安靜離職間之中介效果………..… 56
第三節 組織承諾在人員心理幸福感與安靜離職間的中介效果...................................57
第四節 護理人員不同世代與心理幸福感、個人與群體契合度及安靜離職間的調節關係.......................................................................................................................59
第五節 護理人員不同世代與心理幸福感、組織承諾及安靜離職間的調節關係........................................................................................................................61
第七章 研究結論..................................................................................................................65
第八章 研究限制與未來研究建議......................................................................................67
參考文獻...............................................................................................................................68
附錄.......................................................................................................................................80

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