目的:探讨北京市在职护士工作疏离感的相关影响因素，为临床护理管理者提供管理依据。方法:根据2018年国家统计局的数据，采用便利抽样方法，抽取2019年11月—2020年2月北京市的2家三级医院、3家二级医院、3家一级医院，再通过分层抽样，按照20%抽样比随机抽取各医院护理单元。最终按照整群抽样，纳入被抽取护理单元的所有护士，最终抽取了531名三级医院护士、394名二级医院护士、60名一级医院护士，共计985名。采用一般资料调查表、工作疏离感测量量表、个人组织契合度量表和组织支持评价量表进行调查。采用单因素分析采用独立样本的n t检验、单因素方差分析及独立样本的非参数检验进行一般资料的影响分析。采用Pearson相关分析，检验变量间的相关性。采用多重分层线性回归分析，探讨护士工作疏离感的影响因素。最终获得有效问卷953份，有效回收率为96.75%。n 结果:953名护士的工作疏离感最高得分为88分，最低得分为20分，总均分为（45.52±14.96）分，处于中等水平。护士个人-组织契合度最高得分为55分，最低得分为18分，总均分为（37.37±8.00）分；护士组织支持感最高得分为80分，最低得分为23分，总均分为（52.79±12.12）分，护士个人-组织契合度及组织支持感均处于中高等水平。单因素分析结果显示，953名护士的工作疏离感得分在年龄、护龄、科室、技术职称、人事关系、医院级别方面差异均有统计学意义（n P<0.05）。Pearson相关分析结果显示，工作疏离感总分及4个维度得分均与个人-组织契合度及组织支持感得分均呈负相关（n P<0.01）。个人-组织契合度与组织支持得分呈正相关（n P<0.01）。分层线性回归分析显示，个人-组织契合度及组织支持感是护士工作疏离感的主要影响因素（n P<0.05）。n 结论:北京市护士工作疏离感处于中等水平。增加组织关怀，可以使护士个人需求得到满足，能够使其愿意将自己的职业生涯规划与组织愿景联系起来，以达成共同目标，从而增强其对组织的情感承诺和留职意愿，降低工作疏离感。“,”Objective:To explore the influencing factors of working alienation among in-service nurses in Beijing, and provide a management basis for clinical nursing managers.Methods:According to the data from the National Bureau of Statistics in 2018, the convenience sampling method was adopted to select two Class Ⅲ hospitals, three ClassⅡ hospitals, and three ClassⅠ hospitals in Beijing from November 2019 to February 2020. Then through stratified sampling, each hospital nursing unit was randomly selected according to a sampling ratio of 20%. Finally, according to the cluster sampling, all the nurses included in the selected nursing unit were finally selected, including 531 ClassⅢ hospital nurses, 394 ClassⅡ hospital nurses, and 60 ClassⅠ hospital nurses, for a total of 985. The survey was conducted with the General Information Questionnaire, Work Alienation Scale, Person-Organization Fit Perceptions Scale and Organizational Support Perceptions Scale. Single factor analysis was used to carry out the influence analysis of general data, including n t-test of independent samples, one-way analysis of variance and the non-parametric test of independent samples. Pearson correlation analysis was used to test the correlation among variables, and hierarchical linear regression analysis was used to explore the influencing factors of nurses' sense of work alienation. Finally, 953 valid questionnaires were obtained, with an effective recovery rate of 96.75%.n Results:Among 953 nurses, the highest score of work alienation was 88, and the lowest score was 20, the total average score was (45.52±14.96) , which is in the middle level. The highest score of nurse personal-organization fit was 55, the lowest score was 18, and the total average score was (37.37±8.00) ; and the highest score of nurses' organization support perception was 80, the lowest score was 23, and the total average score was (52.79±12.12) , and the nurses' personal-organization fit and organizational support perception were both at the middle to high level. The univariate analysis showed that there were statistical differences in the scores of work alienation among 953 nurses with different ages, nursing ages, departments, technical titles, personnel relationships, and hospital levels (n P<0.05) . The results of Pearson correlation analysis showed that the total score and the scores of four dimensions of work alienation were negatively correlated with the scores of personal-organization fit and organizational support perception with a statistical difference (n P<0.01) . Personal-organization fit and organizational support were positively correlated (n P<0.01) , the difference was also statistical. In hierarchical linear regression analysis, personal-organization fit and organizational support were the main factors affecting nurses' sense of work alienation with a statistical difference (n P<0.05) .n Conclusions:The sense of work alienation among nurses in Beijing is at a moderate level. Increasing organizational care can satisfy nurses' personal needs and make them willing to link their career planning with organizational vision to achieve common goals, thereby enhancing their emotional commitment to the organization and willingness to stay, and reducing their sense of work alienation.