Latent Profiles Analysis of Perceived Stress Among Nurses, Associated Factors and Comparison of Work Engagement: A...

Nurses in plateau areas face unique stressors, yet little is known about their perceived stress patterns. This study aimed to identify the latent profiles of perceived stress among nurses in plateau areas, explore associated factors, and compare work engagement across different profiles.

This cross-sectional study included 365 nurses from three hospitals in Qinghai Province, China. Data were collected via an online survey using the Perceived Stress Scale (PSS-14) and Utrecht Work Engagement Scale (UWES-17). Latent profile analysis (LPA) was used to identify perceived stress profiles. Multinomial logistic regression was employed to analyze influencing factors, and Kruskal-Wallis H tests with Bonferroni corrections were used to compare work engagement among profiles.

Three perceived stress profiles were identified: high (n = 92, 25.20%), medium (n = 213, 58.36%), and low (n = 60, 16.44%). Using the medium PS group as the reference category, multinomial logistic regression showed surgery department nurses had higher odds of belonging to the high PS group (OR = 14.532, 95% CI:1.825-115.733, p = 0.011), while level-1 nurses exhibited a lower likelihood (OR = 0.193, 95% CI: 0.039-0.950, p = 0.043). Nurses with no children (OR = 3.413, 95% CI: 1.040-11.197, p = 0.043) and those holding a job title (OR = 5.012, 95% CI: 1.579-15.912, p = 0.006) were more likely to be in the low PS group. Work engagement scores differed significantly across profiles (all p < 0.001). The high PS group reported the highest levels of vigor (M = 4.553, SD = 1.108) and overall work engagement (M = 4.614, SD = 1.090). For dedication and absorption, scores followed a descending pattern: high > medium > low (all p < 0.001).

Most nurses in Qinghai Province experience medium to high perceived stress. Department, nurse level, number of children, and job title are associated factors. Nurses in the high PS group exhibited the highest work engagement.