目的 探讨职业倦怠在ICU护士情绪劳动与离职意向间的中介效应。 方法 2022年7月-10月，采用便利抽样法选取山东省6所三级甲等医院的415名ICU护士为调查对象，采用一般资料调查表、护士情绪劳动量表、护士职业倦怠量表和离职意向量表进行调查。 结果 回收有效问卷412份。ICU护士情绪劳动量表总分为（63.50±8.65）分， 属于中等水平；ICU护士职业倦怠总发生率为90.29%；离职意向量表条目均分为（2.30±0.75）分，处于低离职意向。 情绪劳动和职业倦怠能直接正向预测离职意向；同时，职业倦怠在情绪劳动与离职意向关系中起部分中介作用，中介效应占总效应的31%。 结论 管理者需采取多种有效措施改善ICU护士的情绪劳动能力， 缓解因情绪劳动而产生的职业倦怠感，从而降低离职意向。

Objective To explore the mediating effect of burnout between emotional labor and intention to leave among ICU nurses. Methods A survey of 415 ICU nurses in six tertiary hospitals in Shandong Province was conducted using the General Information Questionnaire，the Nurses’ Emotional Labor Scale，the Nurses’ Burnout Scale，and the Intention to Leave Scale. Results The total emotional labor score of ICU nurses was （63.50±8.65）， which was at a medium level. The percentage of nurses with burnout was 90.29%. The mean score of intention to leave was （2.30±0.75），which was at a low level. Emotional labor and burnout both directly and positively predict intention to leave，and burnout partially mediated the relationship between emotional labor and intention to leave， with the mediating effect accounting for 31% of the total effect. Conclusion Managers need to adopt a variety of effective interventions to improve ICU nurses’ ability to perform emotional labor and alleviate burnout due to emotional labor，thereby reducing turnover intention.