目的:基于工作要求-控制模型，调查手术室专科护士工作压力现状，并分析工作压力、职业倦怠和组织承诺的关系。方法:本研究为横断面研究，采用随机整群抽样法抽取2017年3—6月北京市手术室专科护士377名，采用工作内容问卷、马斯勒倦怠量表-服务行业版中文版及组织承诺问卷调查手术室专科护士的工作压力、职业倦怠及组织承诺水平，采用AMOS 22.0软件验证三者之间的关系。结果:最终收集北京市30家三级医院的243名手术室专科护士资料，其工作要求得分为（37.47±4.16）分，最低28分，最高48分；工作控制得分为（61.25±8.49）分，最低30分，最高84分；工作压力得分为（34.21±11.05）分，最低12.96分，最高81.33分；职业倦怠综合得分为（3.36±1.26）分，最低0.9分，最高6.0分；组织承诺得分为（3.66±0.91）分，最低1.33分，最高5.00分。相关分析显示，手术室专科护士工作压力与情绪衰竭、情感疏远均呈正相关（n r值分别为0.475、0.392；n P<0.01），与组织承诺呈负相关（n r=-0.423，n P<0.01）；手术室专科护士组织承诺与情绪衰竭、情感疏远均呈负相关（n r值分别为-0.418、-0.519；n P<0.01）。中介效应分析结果显示，工作压力可直接影响组织承诺（n r=-0.222），也可通过职业倦怠间接影响组织承诺（n r=-0.201），间接效应占总效应的47.5%。假设模型与数据匹配较好，模型可以解释组织承诺变异的34.9%。n 结论:手术室专科护士的工作压力及职业倦怠水平较高，组织承诺水平较低，工作压力越高，职业倦怠水平越高，组织承诺水平越低。提示护理管理者应设置专科护士岗位，明确责、权、利，给予专科护士足够的授权及时间，以缓解手术室专科护士的工作压力，进而减轻职业倦怠，提高组织承诺水平。“,”Objective:To investigate the job stress of specialist nurses in the Operating Room, and analyze the correlation among job stress, job burnout and organizational commitment based on the job demand-control model.Methods:This study was a cross-sectional study, using random cluster sampling to select 377 specialist nurses in the Operating Room in Beijing from March to June 2017. The Job Content Questionnaire, Maslach Burnout Inventory-Human Service Survey-Chinese Version and Organizational Commitment Scale were used to investigate the job stress, job burnout and organizational commitment of specialist nurses in the Operating Room. AMOS 22.0 software was used to verify the relationship between the three.Results:Finally, data of 243 specialist nurses in the Operating Room from 30 ClassⅢ hospitals in Beijing was collected. The job demand score was (37.47±4.16) , and the lowest was 28, and the highest was 48; the job control score was (61.25±8.49) , and the lowest was 30, and the highest was 84; the job stress score was (34.21±11.05) , and the lowest was 12.96, and the highest was 81.33; the comprehensive score of job burnout was (3.36±1.26) , and the lowest was 0.9, and the highest was 6.0; the organizational commitment score was (3.66±0.91) , and the lowest was 1.33, and the highest was 5.00. Correlation analysis showed that the job stress of specialist nurses in Operating Room was positively correlated with emotional exhaustion and depersonalization (n r=0.475, 0.392; n P<0.01) , and negatively correlated with organizational commitment (n r=-0.423, n P<0.01) ; the organizational commitment of the specialist nurses in Operating Room was negatively correlated with emotional exhaustion and depersonalization (n r=-0.418, -0.519; n P<0.01) . The results of mediating effect analysis showed that job stress could directly affect organizational commitment (n r=-0.222) , and could indirectly affect organizational commitment through job burnout (n r=-0.201) , and the indirect effect accounted for 47.5% of the total effect. The hypothetical model matched the data well, and the model could explain 34.9% of the organizational commitment variation.n Conclusions:Specialist nurses in the Operating Room have high levels of job stress and job burnout. The lower the level of organizational commitment, the higher the job stress, and the higher the level of job burnout, and the lower the level of organizational commitment. It is reminded that nursing managers should set up specialist nurse positions, clarify responsibilities, rights, and benefits, and give sufficient authorization and time to relieve the job stress of specialist nurses in the Operating Room, and to reduce job burnout and improve organizational commitment.