本研究旨在探討榮民醫療體系人力資源管理措施與醫師專業承諾發展現況，兩者的認知差異情形與變項間的相關及預測力。為達研究目的，本研究以問卷調查方式進行，研究工具為自編之「榮民醫療體系人力資源管理措施與醫師專業承諾問卷」，研究對象以全台15所榮民醫療機構醫師為母群體，採分層隨機抽樣法進行。共計發出問卷920份、回收629份，回收率68.4％；經整理編碼，扣除無效問卷後，有效問卷為597份，有效問卷率64.9％。自變項為人力資源管理措施，包含招募甄選、訓練發展、薪資福利、績效評估及員工關係五個構面；依變項為專業承諾，包含專業認同、專業投入及留業意願。資料分析方法採用因素分析及信度分析、描述性統計分析、獨立樣本t檢定、單因子變異數分析、皮爾遜積差相關分析及階層多元迴歸分析。 根據資料分析結果，本研究結論如下： 一、人力資源管理措施各構面認知程度，依序為：訓練發展（3.70）、招募甄選（3.51）、 績效評估（3.40）、員工關係（3.19）、薪資福利（3.15）；專業承諾各構面認知程度，依序為：專業投入（3.89）、專業認同（3.79）、留業意願（3.56）。 二、背景變項中的年齡、服務年資、薪資所得、醫院層級對人力資源管理措施的認知上具有顯著差異。 三、背景變項中的年齡、服務年資、薪資所得、醫院層級對專業承諾的認知上具有顯著差異。 四、人力資源管理措施之招募甄選、訓練發展、薪資福利、績效評估及員工關係五個構面與專業承諾之專業認同、專業投入及留業意願三個構面有顯著正相關。 五、人力資源管理措施之訓練發展、薪資福利及績效評估三構面對專業承諾有顯著的正向影響，其β係數分別為0.364、0.312及0.200。 本研究最後提出管理意涵，提供榮民醫療體系或其他醫療機構行政管理者之參考與借鏡。 / This study aims to examine Veterans Healthcare System current situation of implementing human resource management practices and physician’s professional commitment. In addition, their cognitive difference, correlation and predictability among variables. The researcher proposed study structure and developed a questionnaire entitled as ” The Questionnaire for Human Resource Management Practices and Physician’s Professional Commitment of Veterans Healthcare System ” as the instrument to achieve the purpose of the study. According to the quantity of 15 veterans hospital physicians in Taiwan as a population and the method of Stratified Random Sampling is adopted. A total of 920 copies of questionnaires were given and 629 were returned with a response rates of 68.4％.Through coding and eliminating the unusable questionnaires,there were 597 valid questionnaires with a valid response rates of 64.9％.The independent variables of this study are human resource management practices,include five dimensions：Recruiting and Staffing , Training and Development , Compensation and Benefits, Performance Appraisal and Employee Relationship.The dependent variables are professional commitment , such as Professional Identification, Professional Involvement and Intention to Retain. Data analysis methods adopt Factor and Reliability Analysis, Descriptive Statistical Analysis, Independent Samples t-test, One-Way ANOVA, Pearson Product-Moment Correlation and Hierarchical Multiple Regression Analysis. Based upon the results of data analysis, the conclusions are as follows： 1. The cognition degree in each dimension of human resource management practices in sequential orders are：Training and Development（3.70）, Recruiting and Staffing（3.51）, Performance Appraisal（3.40）, Employee Relationship（3.19）, Compensation and Benefits（3.15）. The cognition degree in professional commitment in sequential orders are：Professional Involvement（3.89）, Professional Identification（3.79）, Intention to Retain（3.56）. 2. Background variables, include age, year of service, salary income and hospital level have an obvious difference of cognition degree toward human resource management practices. 3. Background variables, include age, year of service, salary income and hospital level have an obvious different from the professional commitment. 4. The five dimensions of human resource management practices：Recruiting and Staffing , Training and Development , Compensation and Benefits , Performance Appraisal and Employee Relationship have positive correlation with the three dimensions of professional commitment：Professional Identification , Professional Involvement and Intention to Retain. 5. The three dimensions of human resource management practices：Training and Development , Compensation and Benefits , Performance Appraisal have significant and positive influences on professional commitment , its β coefficient are 0.364, 0.312 and 0.200. Finally , the implication of the studies can offer the administrator of either Veterans Healthcare System or general medical institutions to consult and use as a reference.