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目的:调查并分析我国麻醉科护士的工作满意度与离职倾向现状，为推进我国麻醉科护理队伍建设提供参考依据。方法:采用自行设计的调查表，便利抽样方式对参加中华医学会第27次全国麻醉学术年会的262名麻醉科护士进行现场问卷调查，并对结果进行分析。结果:共发放问卷262份，回收257份，其中有效问卷250份，有效回收率95.42%。调查的250名麻醉科护士以已婚女性、本科及以上学历、年资>10年的中级职称护士为主，53.6%的护士无需值晚夜班，32.4%的护士每月加班时间超过36 h；她们对于工作的满意度得分为（3.3±0.7）分，离职倾向得分为（2.7±0.9）分，工作满意度与离职倾向呈显著负相关（n P<0.01）；个人和工作条件原因是导致麻醉科护士离职的最可能因素。n 结论:目前麻醉科护士的工作满意度和离职倾向均处于中等水平，护士职业认同感不高。各医疗机构要增加麻醉科护士编配名额以减少加班，同时应从国家层面尽快明确麻醉科护士的专业定位和培训管理体系，改善当前麻醉科护士职业回报与工作负荷不平衡的现状，从而稳步推进我国麻醉护理队伍的建设与管理。“,”Objective:To investigate job satisfaction and leaving intention of nurses in the anesthesiology department of China, and to provide reference for the construction of nursing teams in the anesthesiology department.Methods:A self-designed questionnaire was used. Based on the convenience sampling method, 262 nurses who attended the 27th Annual Meeting of the Chinese Medical Association on Anesthesia were assessed.Results:A total of 262 questionnaires were distributed, and 257 were recovered, including 250 qualified questionnaires with an effective recovery rate of 95.42%. According to the surgery, the nurses were mainly married women, with a bachelor's degree or above, and worked with an intermediate certificate for more than 10 years. Among them, 53.6% were not required for night shifts, and 32.4% worked overtime more than 36 h per month. Their job satisfaction score was (3.3±0.7) and leaving intention score was (2.7±0.9), and there was a significant negative correlation between them (n P<0.01). Personal and working conditions were the most possible factors leading to leaving.n Conclusions:The job satisfaction and leaving intention of nurses in the anesthesia department are at the intermediate level and the sense of identification as a nurse is not high. It is suggested that all medical institutions should increase the allocation of nurses in the anesthesia department to reduce overtime work. Meanwhile, professional orientation and training management for the nurses in the anesthesia department should be clarified at the national level as soon as possible, so as to improve the current situation of imbalance between professional reward and workload of nurses, and steadily promote the construction and management of anesthesia nursing teams in China.