研究背景：
醫護人員是醫療院所最大的照護人力資源，然而因制度的改變造成護理人員流動率高，而新進護理人員職場導師制為國內護理人力資源重要制度，其功能對於穩定新進護理人員的離職率有正面成效。
研究目的：
本研究欲探討職場導師功能對於新進護理人員組織承諾之直接影響外，並將分析其透過工作滿意、工作壓力、個人學習之中介效果對於組織承諾的影響。
研究方法：
本研究以台中某醫學中心到院二年內之新進護理人員為研究對象，採用問卷調查方式進行資料蒐集，總共發放200份問卷，共得198份有效問卷，收集完畢後，經針對測量題項進行專家效度、信度與建構效度之分析，之後再以結構方程模式來驗證本研究所提出的研究假設。
研究結果：
研究結果顯示職場導師功能之角色模範功能得分最高，其次為職涯發展功能，心理支持功能得分最低。整體而言，職場導師功能對組織承諾有直接正向的影響；職場導師功能亦會透過工作滿意之中介而影響組織承諾，但職場導師功能無法透過工作壓力、個人學習之中介來影響組織承諾。
結論：
新進護理人員會將導師視為學習的楷模，其對於新進護理人員組織承諾亦有關鍵影響性。未來建議醫院應積極強化新進護理人員職場導師制，提升職場導師功能，以有效增加新進護理人員對於醫院的組織承諾，以減少新進護理人員的流失。 Background:
Nurses are the most care human resources in hospitals. Due to the change of the healthcare system, the turnover rate of nurse is high in Taiwan. Mentoring program for new staff nurses is an important program of nursing human resources in Taiwan. The program would have positive impact on stabilizing the turnover rate of new staff nurses.
Objective:
This study devoted to exploring the impact of mentoring functions on organizational commitment of new staff nurses, and the mediating effects of job satisfaction, job stress and personal learning on the relationship between mentoring functions and organizational commitment.
Methodology:
We employed self-administered questionnaires to collect research data and select the new staff nurses who had been working a medical center hospital in Taichung for two years or less. We sent out 200 questionnaires anonymously. Finally, the study conducted with a valid sample size of 198. After tests of expert validity, reliability, construct validity, the study uses Structural Equation Modeling (SEM) to validate the research hypothesis.
Results:
The results of this study showed that of the three functions of mentoring, the level of the role modeling function as perceived by new staff nurses is the highest, following by career development function, psychosocial support function is the lowest. Overall, mentoring functions would have direct and positive influence organizational commitment and also would have indirect impact organizational commitment through the mediating effect of job satisfaction. However, job stress and personal learning could not mediate the relationship between mentoring functions and organizational commitment.
Conclusion:
New staff nurses would see mentors as learning models. Mentors have critical impact on new staff nurses. It is suggested that hospital should actively strengthen the mentoring program for new staff nurses to enhance mentoring functions, and further to improve the new staff nurses’ commitment to hospitals. Thus, the loss of new staff nurses would be reduced.
