護理人員的短缺為近年台灣備受矚目的議題，護士管理者近年開始發現全球對護士短缺議題的注意力大量增加，並且發現高人員流動率會對醫院體制造成財務負擔以及護理人員專業度的降低。在繁重的工作負擔下，護理人員的高流動率容易造成管理上的困擾。本研究主要以網絡關係中心性程度探討護理人員之工作壓力與工作滿意度，了解中心性程度是否影響組織公民行為進而影響工作壓力以及工作滿意度，嘗試提出方法改善醫療機構護士荒的問題。
本研究採用紙本問卷回收129份問卷，採用PLS (Partial Least Squares Path Modeling, PLS Path Modeling)對研究模型進行分析，實證結果顯示建議性網絡中心性對於組織公民行為有顯著的正向相關關係，本研究認為提高建議性網絡中心性(如建立護理人員支持團體)，增加人員之間的技術交流與互動，提供心情分享平台以及經驗分享平台，可以有效提升組織公民行為進而影響工作壓力與工作滿意度。根據實證結果也顯示出組織公民行為對工作壓力有顯著的負向相關，組織公民行為對工作滿意度有顯著的正向相關，工作滿意度對離職傾向有顯著的負向相關，此點也與過往文獻的論點相符合。

The shortage of nurses is a common issue in Taiwan and nursing management find that the whole world has paid much more attention to it recent years. The high cost of turnover rate can be measured not only in financial burden, but also with the loss of group identity. Under heavy burden of job, high turnover rate tend to perplex the managing. The purpose of this research is to explore how social network centrality improve work stress and job satisfaction, and the study shows whether centrality impacts organizational citizenship behavior, and then organizational citizenship behavior impacts work stress and job satisfaction. This research tries to propose some approaches that may improve the shortage of nurses.
This study based on 129 samples by questionnaires and the collected data were analyzed by PLS (Partial Least Squares Path Modeling, PLS Path Modeling) and to test the model. The results reveal that advice network centrality has a significant positive relationship with organizational citizenship behavior. We consider that raising advice network (ex. set up the supporting group of nurses), increasing technical exchanges and interacting of members and providing platform to share experience and mood can effectively improve organizational citizenship behavior, and then work stress will get lower, job satisfaction will get higher. Also, the results same as the previous literature showed that organizational citizenship behavior has a significant negative relationship with work stress, organizational citizenship behavior has a significant positive relationship with job satisfaction, and job satisfaction has a significant negative relationship with intention to leave.

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