摘要目的:调查我国烧伤中心护理人力资源配置情况。方法:采用横断面调查研究方法。采用自行设计的调查表，于2022年1—3月按照六大战略区域及其他地区的划分对我国39个符合入选标准的烧伤中心的2021年1—12月所属医院等级及其所处的区域、烧伤中心及烧伤重症监护病房（BICU）护士数量、开放床位数，护士年龄、烧伤专科工作年限、学历、职称、人事聘用、离职情况及新入职护士培训情况进行调查。结果:该调查覆盖我国30个省市自治区（不包含我国香港特别行政区、澳门特别行政区和台湾地区），共回收39份调查表，均为有效调查表。39个烧伤中心所在医院为三级甲等医院38家、三级乙等医院1家，26个烧伤中心位于战略区域。粤港澳大湾区烧伤中心的床护比最高，边疆少数民族地区烧伤中心的床护比最低。除成渝地区双城经济圈外，其他区域的烧伤中心均设置了BICU。39个烧伤中心护士年龄25~34岁占比［51.21%（738/1 441）］、烧伤专科工作年限<5年占比［31.16%（449/1 441）］、本科学历的占比［69.74%（1 005/1 441）］、护师职称的占比［44.14%（636/1 441）］最高。各区域烧伤中心护士人事聘用情况存在较大差异，其中京津冀协同发展区烧伤中心在编护士的占比高达82.48%（113/137），而重要军事斗争战略区域烧伤中心在编护士仅占9.42%（34/361）；护士离职率为9.03%（143/1 584），其中重要军事斗争战略区域烧伤中心护士离职率达18.14%（80/441）。39个烧伤中心新入职护士培训以高年资护师带教和岗前教育+专科培训为主。结论:我国各战略区域烧伤护理人力资源严重不足且分布不均，护理队伍稳定性差、专科培训不规范，特别是BICU护理人力亟待配备和补充。

abstractsObjective:To investigate the allocation of nursing human resources in burn centers in China.Methods:A cross-sectional survey was conducted. Using a self-designed questionnaire, a survey was carried out from January to March 2022 to investigate the January to December 2021 status of 39 burn centers in China that met the inclusion criteria based on six strategic regions and other regions, including the hospital grade and the region, the number of nurses and opening beds in the burn centers and burn intensive care units (BICUs), the age, working seniority in burn specialty, educational background, professional title, personnel employment, and turnover of nurses and training of newly recruited nurses in the burn centers.Results:This survey covered 30 provinces, municipalities, and autonomous regions in China (excluding Hong Kong Special Administrative Region, Macao Special Administrative Region, and Taiwan region of China). A total of 39 questionnaires were collected, all of which were valid. The 39 burn centers were located in 38 tertiary A hospitals and 1 tertiary B hospital, with 26 burn centers in strategic areas. The nurse/bed ratio of burn centers in the Greater Bay Area of Guangdong, Hong Kong, and Macao was the highest, while the nurse/bed ratio of burn centers in border ethnic minority area was the lowest. Except for the Chengdu-Chongqing Economic Circle, BICUs had been set up in burn centers in other regions. Among the 39 burn centers, the percentage of nurses aged 25 to 34 years was 51.21% (738/1 441), the percentage of nurses worked in burn specialty for less than 5 years was 31.16% (449/1 441), the percentage of nurses with bachelor's degree was 69.74% (1 005/1 441), and the percentage of nurses with nursing professional title was 44.14% (636/1 441), which were the highest. There were significant differences in the employment of nurses, the percentage of permanent nurses in burn centers in the collaborative development zone of Beijing-Tianjin-Hebei was 82.48% (113/137), while the percentage of permanent nurses in burn centers in important military strategic area was only 9.42% (34/361); the turnover rate of nurses was 9.03% (143/1 584), among which the turnover rate of nurses was 18.14% (80/441) in burn centers in important military strategic area. The training for newly recruited nurses in 39 burn centers was mainly based on the guidance of senior nurses and the pre-job education+specialist training.Conclusions:The burn nursing human resources in strategic areas in China are seriously insufficient and unevenly distributed, with unstable nurse team and lack of standardized specialist training. In particular, the nursing human resources in BICUs need to be equipped and supplemented urgently.