本文以B市某三级综合医院A的临床护理人员为调查研究对象，分析其护理人员离职倾向产生的影响因素。通过文献阅读、访谈、问卷调查，了解A医院临床护理人员的流动情况和离职原因，总结A医院临床护理人员产生离职倾向的可能影响因素。 经过调查研究，最后得出在A医院的临床护理人群中，工作满意度、工作与家庭冲突和职业倦怠都对离职倾向有显著性的影响，当工作满意度越高时，临床护理人员越不会产生离职倾向，反之当工作满意度越低时，越容易产生离职倾向，进而做出离职行为。此外当工作与家庭存在明显冲突时，临床护理人员越容易产生离职倾向，在工作与家庭之间，临床护理人员更重视家庭，而且工作与家庭冲突也会影响工作满意度，当工作与家庭之间存在问题时，临床护理人员对工作的满意度就会降低，工作满意度降低，离职倾向就会更强烈。职业倦怠与离职倾向的关系与工作与家庭冲突相同，为显著正相关关系，即当临床护理人员的职业倦怠感强烈时，就会产生离职倾向。 因此笔者提出六点管理建议，针对离职倾向产生风险高的临床护理人员应给予跟多的重视和组织关怀，提高临床护理人员的工作满意度，合理配置临床护理人员，减轻临床护理人员的工作压力和负担，制定公平公正合理的职称晋升和职务竞聘制度，为优秀的临床护理人员提供更广阔的发展平台，致力于打造一支专业技术强，具有核心凝聚力的护理团队。

This paper analyzes the factors influencing clinical nurses’ intentions to leave their jobs based on the survey of the clinical nurses from A Hospital, a third-level comprehensive hospital in B city. A literature review, interviews and questionnaires are conducted to understand the mobility of clinical nurses in A Hospital and the reasons for them to quit. Thus, this paper concludes the factors that influence the intentions of leaving among the nurses who work in A Hospital. The survey shows that job satisfaction, conflict between work and family, and career fatigue are the factors that apparently affect the intentions of leaving among the clinical nurses in A Hospital. To be specifically, clinical nurses with higher job satisfaction are less likely to intend to leave their jobs; while a lower job satisfaction results in a higher level of intention to leave. Additionally, work-family conflict has negative impact on job satisfaction; that is, job satisfaction of those who experience intense work-family conflict is lower, leading to a higher level of intention to leave. The correlation between career fatigue and intention to leave is the same aswork-family conflict, which meansthat clinical nurses with higher fatigue are more likely to intend to leave their jobs. Therefore, the following sixpoints are suggested on management. More attention and care should be given to the clinical nurses who have a higher risk of intentions to leave.Efforts should be made to improve job satisfaction among clinical nurses. Better allocation of human resourcesis needed to reduce the stresses and burdens at work for clinical nurses. A fair,equitable and reasonable promotion and employee selection system should be established to providea broader platform for the best clinical nurses to progress, with the commitmentto creating a nursing team with strong expertise and core cohesiveness.