目的：了解北京市市属社会福利院护士职业倦怠水平，探索职业倦怠影响因素和后果，探索市属福利院护士职业倦怠水平纵向发展规律。 方法：本研究包括五个部分。研究一：对20名福利院护士进行深入访谈。研究二：2007年2月-4月采用《基本情况调查表》、《职业倦怠调查问卷》《知觉心理压力问卷》、《社会支持评定量表》、《简易应对方式问卷》对北京市市属6所福利院311名护士进行职业倦怠及相关因素调查。研究三和研究四分别选择福利院医生80名、综合医院老年病房护士100名作为对照组。研究五：职业倦怠纵向研究，于2008年3月和9月进行第二、三次调查，调查对象分别为226人和232人。 结果：本研究得到的主要结果如下：1．职业倦怠的情绪耗竭和去人格化维度相继发生的可能性较大，而个人成就感降低的发展可能和情绪耗竭、去人格化的发展并不同步。2．职业倦怠与工作压力密切相关，同时工作缺乏意义感对职业倦怠产生影响的假说也得到间接支持。3．北京市市属福利院护士职业倦怠状况和综合医院老年病房护士没有显著性差异。福利院医生的情绪耗竭程度显著高于护士。4．不同人口学特征福利院护士职业倦怠水平有差异：男护士个人成就感高于女护士。已婚且有子女护士的情绪耗竭显著高于未婚护士。高等学历护士情绪耗竭和去人格化显著高于中等学历护士。工作三年是护士情绪耗竭和去人格化上升的转折点。5．消极应对方式对职业倦怠更为重要。6、情绪耗竭水平是护士离职意愿最主要的影响因素。高等学历护士产生离职意愿的可能性更大。从业6-10年护士群体有离职意愿者比例最高，有离职意愿护士在社会支持方面明显较差。7、福利院护士工作满意感和工作压力的主要来源都可以合并为工作性质、管理体制、人际关系、个人影响4个方面。8、福利院护士的职业倦怠水平在一年半时间内相对稳定，没有显著变化。

Objective: To investigate burnout level of nurses in Beijing social welfare system, related factors and result of burnout, and the fluctuation of burnout level in one and half year.Method: this study has five parts: Part I, interviewed 20 nurses in Social Welfare Institutions. Part II, investigated burnout level of 311 nurses in 6 Social Welfare Institutions of Beijing with personal data collection form，Maslach Burnout Inventory-human service survey, Social Support Rating Scales, Simplified Coping Style Questionnaire and Chinese Perceived Stress Scale. Part III and Part IV investigated burnout level of 80 doctors in the 6 Social Welfare Institutions and 100 nurses in geratology ward of general hospitals, as the control groups of the nurse in Social Welfare Institutions. Part V, two times of longitudinal survey of burnout level in one and half year, 226 nurses and 232 nurses take part in these to investigations respectively. Result: this study gets the follow results：1. The two aspects of burnout: emotional exhaustion and depersonalization have strong relationship Depersonalization may develop after emotional exhaustion. Reduced personal accomplishment may develop in parallel with the other to burnout aspects.2. Burnout and perceived stress have strong relationship. The hypothesis that people became burnout when “they feel that they have failed, that their work is insignificant, that they make no difference in the world” got some indirect supports too. 3. There is no difference between burnout level of nurses in Social Welfare Institutions and nurses in geratology ward of general hospitals. Emotional exhaustion is much higher in doctors in Social Welfare Institutions that that of the nurses.4. Burnout level are different among nurses with different demographic trait. Personal accomplishment is much higher among Male nurse than female nurses. Nurses who are married and have children reported severer emotional exhaustion than those who are unmarried; nurses with higher lever of education reported higher lever of emotional exhaustion and depersonalization than less educated nurses. The levels of emotional exhaustion and depersonalization rise sharply the third year of the nurse’ career.5. Negative copying style is much more important to burnout level than positive copying style. Social support correlated negatively with emotional exhaustion.6. The only variables contributing directly to turnover intentions in the Forward Conditional logistic regression were emotional exhaustion and education. Nurse with higher education and higher lever of emotional exhaustion are more likely thinking about quit than are their counterparts. More nurses who had been in their current position for 6-10 years wanted to quit, higher than nurses of other tenure. Social support of nurses with turnover intention is lower than those of nurses without turnover intention.7. The resources of job satisfaction of nurses in welfare system may be combined into four categories: work character, management system, human relationship, and personal influence. The resources of job stress can be combined into these four categories too.8. Burnout level of nurses in welfare system keep stable in one and half year. No significant fluctuation was found.