近年來，新興傳染病例如嚴重急性呼吸道症候群(SARS)或禽流感已對防疫人員造成身心上極大的壓力，特別是在東南亞地區，防疫人員的離職意願也隨之升高。有鑑於可能引發的人員短缺，防疫人員的留任策略格外顯得重要。
本篇研究是探討防疫人員的留任策略，並且找出對留任意願有貢獻的預測變數。從資源基礎論的觀點來了解人力資源資本及激勵制度如何影響壓力與留任意願間之關係。其影響的方式，是中介效果抑或干擾效果? 此外，亦將比較衛生局所和醫院的防疫人員在各構面上有何差異。透過問卷調查，我們對全台灣的防疫人員進行採樣，從2006至2007，為期一年，回卷有效樣本數為460份。其中，351份來自衛生局所，109份則來自醫院。統計分析上採用的方法包含皮爾森相關分析、階層迴歸、線性結構方程式、及多重變異數分析。
研究結果顯示，工作壓力、心理壓力、人力資源資本、及激勵制度對防疫人員的留任意願皆有顯著影響。人力資源資本及激勵制度對於壓力與留任意願間的影響方式是透過干擾效果。對於衛生局所和醫院的防疫人員，在不同的工作環境、特性之下，人力資源資本及激勵制度所造成的干擾效果也會不一樣。
SARS疫情引起了全世界的關切，也挑戰著防疫人員的留任意願。管理者應該加強組織內人力資源資本及激勵制度以減緩防疫人員的壓力，進而增強其留任意願。

Recently, emerging new infections such as Severe Acute Respiratory Syndrome (SARS) or bird flu have placed significant occupational / psychological stress on epidemiologists, especially in south-east Asia, resulting in high intent to change career. In light of possible staff shortages, retention strategies for epidemiologists have gained importance.
This paper is to evaluate the intent of epidemiologists to remain in this chosen career and identify the variables that contributed to or predicted intent to stay. From the resource-based perspective, we would like to know how human resource capital and motivation systems influence the relationship between stress and intent to say. Do they function as mediators or moderators? Also, we would like to compare the epidemiologists in the department of health with those in the hospitals. A self-administrated questionnaire survey was used to collect data from 460 epidemiologists in Taiwan from 2006 to 2007. Among them, 351 epidemiologists came from departments/institutes of health, and 109 ones came from hospitals. Pearson’s correlation analysis, hierarchical multiple regression analysis, structural equation modeling, and MANOVA test were used to analyze the data.
The results showed that occupational stress, psychological stress, human resource capital, and motivation systems had an impact on epidemiologists’ intent to stay. Human resource capital and motivation systems function well as moderators on the relationship between stress and intent to stay. To epidemiologists in different institutions, human resource capital and motivation systems may have different moderating effects.
The SARS epidemic raised worldwide attention and challenged epidemiologists’ intent to stay. Managers should enhance human resource capital and motivation systems to attenuate epidemiologists’ stress, which may, in turn, strengthen their intent to stay.

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