目的：通过问卷调查了解杭州市某公立医院护士的职业认同感和离职倾向的现状，为护理管理者制定管理对策提供理论依据。方法采用护士职业认同感量表、离职倾向量表对杭州市某三级甲等综合性医院的162名护士进行问卷调查。结果被调查护士的职业认同感得分为(4.36±0.59)分，离职倾向得分为(16.22±3.15)分。25~35岁，本科及以上学历、无编制、月收入5000元以下、中低级职称的护士，离职倾向更高(P<0.05)。结论杭州市某公立医院护士的职业认同感不高，离职倾向明显，护理管理者应重点关注35岁及以下，本科及以上学历、无编制、月收入5000元以下、中低级职称的护士，得益于年龄、学历优势和三甲医院工作经验，该部分人群在外部劳动力市场上竞争力强，属于离职高危人群。%Objective To know the professional identity and turnover intension of nurses in some public hospital in Hangzhou by questionnaires and provide theoretical basis for nursing managers to make management countermeasures. Methods 160 cases of nurses in some AAA general hospital in Hangzhou were surveyed by the professional identity scale and turnover intention scale. Results The professional identity score and turnover intention score of nurses surveyed were respectively (4.36±0.59) and (16.22±3.15), and the nurses aged from 25 to 35 and with bachelor degree or above, no organi-zation, income less than 5000 yuan and mid-level and low-level professional titles had a higher turnover intention, P<0.05. Conclusion The professional identify of nurses in some public hospital in Hangzhou is not high, and the turnover intension is obvious, and the nursing managers should pay more attention to the nurses aged from 25 to 35 and with bachelor degree or above, no organization, income less than 5000 yuan and mid-level and low-level professional titles, and the external la-bor market competiveness of the group is strong due to the age, educational background and work experience in AAA hos-pitals, belonging to the high-risk turnover group.
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