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Current Trends in Nursing I

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A Rat Model of Central Fatigue Using a Modified Multiple Platform Method

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Published on: August 14, 2018

Work Fatigue Is Not One Size Fits All Among Hospital Nurses: A Job Demands-Resources Model-Based Latent Profile

Chang Liu^1,2, Xianyan Zhuo³, Yuanyuan Jiang^1,2

¹School of Health Policy and Management, Nanjing Medical University, Nanjing, China.

Journal of Advanced Nursing

|July 15, 2026

Summary

Hospital nurses exhibit distinct job demand and resource profiles, impacting their work fatigue. Identifying these profiles allows for tailored strategies to improve well-being and reduce fatigue risk.

Keywords:

healthy work environments hospital nurses job demands‐resources model latent profile analysis non‐clinical work stress organisational identification work fatigue workforce sustainability work–family conflict

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Area of Science:

Occupational Health Psychology
Nursing Workforce Research
Organizational Behavior

Background:

The Job Demands-Resources model is a key framework for understanding employee well-being.
Work fatigue among hospital nurses is a significant concern impacting healthcare quality.
Previous research often treats nurses' fatigue risk uniformly, potentially overlooking individual differences.

Purpose of the Study:

To identify distinct profiles of job demands, job resources, and personal resources among hospital nurses.
To investigate how these identified profiles correlate with multidimensional work fatigue.
To examine demographic and occupational characteristics associated with different demand-resource profiles.

Main Methods:

A cross-sectional online survey was conducted with 1804 clinical nurses in China.
Latent profile analysis was used to identify distinct groups based on Job Demands-Resources indicators.
Multinomial logistic regression explored correlates of profile membership, and fatigue levels were compared across profiles.

Main Results:

Three nurse profiles emerged: Balanced Neutrals, Strained Survivors, and Resilient Achievers.
Strained Survivors reported the highest fatigue levels, linked to high stress and low resources.
Resilient Achievers had the most favorable configuration and lowest fatigue; Balanced Neutrals were intermediate.

Conclusions:

Distinct job demand-resource configurations exist among hospital nurses, directly influencing multidimensional work fatigue.
A person-centered approach to the Job Demands-Resources model is crucial for targeted fatigue risk identification.
Profile-informed strategies can foster healthier nursing work environments by addressing specific needs for demand reduction and resource enhancement.