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Войти в исследования Frontiers in public health · 2026
Perceived stress and structural empowerment profiles among clinical nurses: a latent profile analysis in occupational health.
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Zhao Wei, Guo Fei, Hao Wen-Nv
Аннотация
BACKGROUND: Healthcare workers, particularly nurses, face high occupational stress andinadequate organizational support, which threaten workforce stability and public health service quality. Structural empowerment is a core organizational resource for improving occupational health and wellbeing among nurses.
OBJECTIVE: To identify latent profiles of structural empowerment among clinical nurses, examine their distribution characteristics, and explore associations with perceived stress and occupational factors, to support evidence-based occupational health interventions and workforce management strategies.
METHODS: A cross-sectional survey was conducted among 518 clinical nurses from a tertiary general hospital in Inner Mongolia, China. We collected demographic data using a general information questionnaire. Structural empowerment was measured using the six-dimensional Conditions of Work Effectiveness Questionnaire-II, and perceived stress was assessed with the Perceived Stress Scale-10. Latent profile analysis was performed in Mplus8.3 to identify empowerment profiles, followed by pairwise binary logistic regression to examine the cross-sectional associations between perceived stress, demographic variables, and profile membership.
RESULTS: The mean score of structural empowerment among clinical nurses was (43.76 ± 12.93), and the mean score of perceived stress was (26.83 ± 7.92). The optimal latent profile model was a 4-class model: low structural empowerment group (66.6%, n = 345), moderate-low structural empowerment group (10.2%, n = 53), moderate structural empowerment group (11.4%, n = 59), and high structural empowerment group (11.8%, n = 61). Multivariate Logistic regression analysis showed that monthly night shift frequency in the past year, self-rated health status, involvement in or occurrence of nursing adverse events in the past year, and perceived stress were core influencing factors of structural empowerment.
CONCLUSION: Structural empowerment among clinical nurses comprises four levels: low, moderate-low, moderate, and high. It is influenced by night shift frequency, self-rated health, nursing adverse events, and perceived stress. These findings support targeted interventions: optimizing shift scheduling, reducing work stress, prioritizing nurse health, and reframing adverse events as learning opportunities, to enhance nurse wellbeing, workforce stability, and public health service delivery.
OBJECTIVE: To identify latent profiles of structural empowerment among clinical nurses, examine their distribution characteristics, and explore associations with perceived stress and occupational factors, to support evidence-based occupational health interventions and workforce management strategies.
METHODS: A cross-sectional survey was conducted among 518 clinical nurses from a tertiary general hospital in Inner Mongolia, China. We collected demographic data using a general information questionnaire. Structural empowerment was measured using the six-dimensional Conditions of Work Effectiveness Questionnaire-II, and perceived stress was assessed with the Perceived Stress Scale-10. Latent profile analysis was performed in Mplus8.3 to identify empowerment profiles, followed by pairwise binary logistic regression to examine the cross-sectional associations between perceived stress, demographic variables, and profile membership.
RESULTS: The mean score of structural empowerment among clinical nurses was (43.76 ± 12.93), and the mean score of perceived stress was (26.83 ± 7.92). The optimal latent profile model was a 4-class model: low structural empowerment group (66.6%, n = 345), moderate-low structural empowerment group (10.2%, n = 53), moderate structural empowerment group (11.4%, n = 59), and high structural empowerment group (11.8%, n = 61). Multivariate Logistic regression analysis showed that monthly night shift frequency in the past year, self-rated health status, involvement in or occurrence of nursing adverse events in the past year, and perceived stress were core influencing factors of structural empowerment.
CONCLUSION: Structural empowerment among clinical nurses comprises four levels: low, moderate-low, moderate, and high. It is influenced by night shift frequency, self-rated health, nursing adverse events, and perceived stress. These findings support targeted interventions: optimizing shift scheduling, reducing work stress, prioritizing nurse health, and reframing adverse events as learning opportunities, to enhance nurse wellbeing, workforce stability, and public health service delivery.