護理人力短缺是世界性問題，瞭解護理人員壓力源及透過管理行為提高護理人員滿意度將能有效減緩護理人員高流動率的問題。本研究從組織整體社會網絡角度切入，以跨層次方式探討網絡結構對於護理人員行使組織公民行為之影響，以及是否能有效降低工作壓力提升工作滿意度。透過台灣四家綜合型醫院共計23部門之社會網絡、組織公民行為、工作壓力及工作滿意度之調查資料，並以部門網絡密度作為群體層次研究變項，經Mplus 7.0軟體進行跨層次研究模型分析。結果顯示護理人員之部門友誼網絡密度與組織公民行為存在正向相關，與部門諮詢網絡密度存在負向相關；這說明護理人員基於友誼基礎之互動愈多，組織內公民行為行使將愈頻繁；但若是基於工作諮詢需求之互動，將降低組織內公民行為之行使。此外，組織公民行為對工作壓力有顯著負向相關、工作壓力對工作滿意度有顯著負向相關也與過往文獻的論點相符合。

The shortage of nurses is a worldwide issue. Per problem, identification of nurse’s work stressors to facilitate job satisfaction through managerial actions is expected to resolve the high turnover rate of nurses. This research aims to explore how the density of social network affect organizational citizenship behavior in cross-level setting. The Furthermore, the organizational citizenship behavior is examined for its effect in reducing pressure and enhancing job satisfaction. This research surveyed 634 nurses of 23 departments in four comprehensive hospitals in Taiwan, in which the social networks, organizational citizenship behavior, work stress and job satisfaction, and network density were measured with questionnaire. These data were analyzed with Mplus 7.0, and the results show that friendship network density among department nurses positively affect organizational citizenship behavior, whereas advice network density affect negatively. That implies that the more interactions based on friendship, the more citizenship behavior arises, whereas the job advices based interactions reduce the citizenship behavior. Besides, the impacts of organizational citizenship behavior on work stress negatively and further impacts on job satisfaction negatively coincide with prior studies.

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