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目的:了解全国三甲医院青年护士离职意愿现状，并从个人因素、组织因素层面探究其影响因素，旨在为减少青年护士离职，稳定青年护士队伍提供借鉴。方法:本研究为横断面研究，于2016年12月—2018年6月采用分层抽样和整群抽样法抽取我国7个行政区内10家医院的青年护士为研究对象，采用离职意愿调查表、一般资料问卷、护士职业成长量表、一般自我效能感量表、工作-家庭支持量表、中国职工组织承诺量表了解其离职意愿及组织因素情况，采用Logistic回归分析探讨离职意愿的影响因素。本研究共回收问卷11 466份，最终共调查10 781名青年护士。结果:全国三甲医院10 781名青年护士中有离职意愿者3 612名（33.5%，3 612/10 781），其中413名（3.8%，413/10 781）离职意愿非常强烈。Logistic回归分析结果显示，男性（n OR=1.268）、独生子女（n OR=1.177）、自我效能感高（n OR=1.671）为离职意愿的危险因素（n P<0.05），有孩子（n OR=0.845）、曾更换工作单位（n OR=0.788）、正式编制（n OR=0.852）、对护理专业兴趣高（n OR=2.161）、职业成长状况水平高（n OR=0.517）、工作-家庭支持水平高（n OR=0.523）、组织承诺水平高（n OR=0.633）为离职意愿的保护因素（n P<0.05）。n 结论:全国三甲医院青年护士离职意愿处于较高水平，各医疗机构需重视创造良好的环境，提供良好工作-家庭支持，提升护士组织承诺水平及专业兴趣，从而减少青年护士离职。“,”Objective:To understand the status of young nurses\' turnover intentions in the ClassⅢ Grade A hospitals of our country, and explore its influencing factors from personal factors and organizational factors, and so as to provide a reference for reducing the turnover of young nurses and stabilizing the team of young nurses.Methods:This study is a cross-sectional study. From December 2016 to June 2018, stratified sampling and cluster sampling were used to select young nurses from 10 hospitals in 7 administrative regions of China as the research subject. The Intent to Leave Questionnaire, General Information Questionnaire, Career Growth Scale of Nurses, General Self-Efficacy Scale, Work-Family Support Scale and Organizational Commitment Scale were used to understand young nurses\' turnover intentions and organizational factors. Logistic regression was used to explore the influencing factors of turnover intention. A total of 11 466 questionnaires were returned, and 10 781 young nurses were surveyed.Results:Among the 10 781 young nurses in ClassⅢ Grade A hospitals across our country, 3 612 nurses (33.5%, 3612/10 781) had intention to leave, of which 413 nurses (3.8%, 413/10 781) had very strong intention to leave. Logistic regression analysis showed that male (n OR=1.268) , only child (n OR=1.177) , high self-efficacy (n OR=1.671) were risk factors for turnover intention (n P<0.05) , having children (n OR=0.845) , have changed work place (n OR=0.788) , formal authorized strength (n OR=0.852) , higher interest in nursing (n OR=2.161) , high level of career growth (n OR=0.517) , high level of work-family support (n OR=0.523) , and high level of organizational commitment (n OR=0.633) were protective factors for turnover intention (n P<0.05) .n Conclusions:The turnover intention of young nurses in ClassⅢ Grade A hospitals across our country is at a high level. Medical institutions need to focus on creating a good environment, providing good work-family support, and increasing nurses\' organizational commitment and professional interest, so as to reduce the turnover of young nurses.