AUTHOR=Ma Xin , Li Yi , Ding Qiu-ping , Zhang Ya-ping , Bai Zhi-qin , Su Yan-guang , Shen Jia-cheng , Huang Jun-jun , Yang Si-yi 

TITLE=Latent profile analysis of change fatigue and its relationship with work withdrawal behavior in clinical nurses: a multicenter study

JOURNAL=Frontiers in Public Health

VOLUME=Volume 13 - 2025

YEAR=2025

URL=https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2025.1694873

DOI=10.3389/fpubh.2025.1694873

ISSN=2296-2565

ABSTRACT=ObjectiveTo investigate the latent categories of clinical nurses' change fatigue profiles, analyze the factors influencing these categories, and explore their correlation with work withdrawal behavior.MethodsA total of 733 nurses from various provinces and cities across China were selected as research subjects using convenience sampling. The subjects were investigated using a general information questionnaire, a change fatigue scale, and a work withdrawal behavior scale. The data were analyzed and tested through factor analysis and pairwise comparison.ResultsClinical nurses' change fatigue was categorized into three latent profiles: high, medium, and low change fatigue groups. Significant differences were observed in education level (χ2 = 20.968, P < 0.001), hospital level (χ2 = 12.021, P = 0.017), self-assessed work atmosphere (χ2 = 32.081, P < 0.001), self-assessed workload (χ2 = 44.677, P < 0.001), and coping style (χ2 = 13.346, P < 0.001) across the three groups of nurses. Logistic regression analysis indicated that education level, hospital level, self-assessed work atmosphere, workload, and coping style were influencing factors of change fatigue (P < 0.05). Nurses in the high change fatigue group exhibited significantly higher work withdrawal behavior than those in the medium group (P < 0.01), which was, in turn, significantly higher than in the low fatigue group (P < 0.01).ConclusionsFor nurses experiencing change fatigue, which is closely linked to work withdrawal, managers should implement targeted interventions. These include optimizing the work environment, rational task allocation, and offering psychological support, all aimed at reducing withdrawal behaviors and promoting job stability.