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The COVID-19 pandemic severely disrupted healthcare systems, placing immense physical, emotional, and organizational strain on front line nursing staff, including registered nurses and nursing assistants. These professionals faced heightened stress due to increased virus exposure, global personal protective equipment (PPE) shortages, and rapidly changing protocols. This study sought to explore the experiences of registered nurses and nursing assistants working in inpatient care during the COVID-19 pandemic, focusing on workplace stressors and available or recommended resources to mitigate these challenges. Despite extensive documentation of elevated stress and burnout among nurses during COVID-19, little is known about how registered nurses and nursing assistants appraised specific workplace stressors and evaluated the adequacy of available organizational resources during the pandemic. Using a qualitative descriptive design, semi-structured interviews were conducted with 14 registered nurses and six nursing assistants from COVID-19 and non COVID units at a large academic medical center. Guided by Lazarus and Folkman’s Stress and Coping Model, the analysis identified a range of personal, interpersonal, organizational, and societal stressors. Personal stressors included long work hours, loss of loved ones to COVID-19, and feelings of isolation. Interpersonal stressors involved exposure risk, emotional strain from coworkers’ stress, and shifts in bedside roles. Organizational stressors encompassed staffing shortages, changes in protocols, and being called off shifts. Societal stressors included inconsistent public health messaging and concerns about protecting vulnerable family members. Participants emphasized the importance of authentic leadership and nursing-centered delivery of resources in addressing these stressors. Six key resource categories emerged: emotional support, staffing, safety, compensation, communication, and stress management. Findings highlight the critical role of nurse managers, effective communication, and staffing policies in mitigating workplace challenges. While rooted in a U.S. context, these insights may inform strategies to support nursing staff globally in future crises, reinforcing the need for tailored, sustainable approaches to front line caregiver well-being.新冠疫情严重冲击了全球医疗体系，给一线护理人员，包括注册护士（registered nurses）与护理助理（nursing assistants），带来了沉重的生理、心理与组织层面压力。这类专业人员因病毒暴露风险提升、全球个人防护装备（PPE）短缺以及防疫规程频繁变动，压力陡增。本研究旨在探究新冠疫情期间住院科室注册护士与护理助理的从业经历，重点关注工作场所压力源以及可用于缓解这些困境的现有或推荐资源。尽管已有大量研究记录了新冠疫情期间护士群体压力升高与职业倦怠的情况，但目前对注册护士与护理助理如何评估具体工作场所压力源、如何评判疫情期间现有组织资源的充足性，仍知之甚少。本研究采用质性描述性研究设计（qualitative descriptive design），对某大型学术医疗中心新冠科室与非新冠科室的14名注册护士及6名护理助理开展了半结构化访谈（semi-structured interviews）。基于拉扎勒斯与福克曼压力与应对模型（Lazarus and Folkman’s Stress and Coping Model），分析识别出多类压力源，包括个人层面、人际层面、组织层面与社会层面：个人层面压力源涵盖超长工作时长、因新冠失去至亲以及孤独感；人际层面压力源涉及病毒暴露风险、同事压力带来的情绪负担以及临床岗位职责变动；组织层面压力源包括人员配备不足、规程变动以及临时取消排班；社会层面压力源则包含公共卫生信息发布不一致，以及担忧无法保护易感家人。受访对象强调，在应对这些压力源时，真实可信的领导力以及以护理为中心的资源供给至关重要。最终归纳出六大核心资源类别：情绪支持、人员配置、安全保障、薪酬待遇、沟通交流以及压力管理。研究结果凸显了护士长、高效沟通与人员配置政策在缓解工作场所困境中的关键作用。尽管本研究基于美国场景，但相关结论可为全球范围内未来危机中护理人员的支持策略提供参考，进一步凸显了为一线护理人员福祉制定定制化、可持续性方案的必要性。