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Article(id=1322167715889009078, tenantId=1146029695717560320, journalId=1220038315760373764, issueId=1322167714660078002, articleNumber=null, orderNo=null, doi=10.12102/j.issn.1009-6493.2026.02.003, pmid=null, cstr=null, oa=null, hot=null, price=null, onlineType=0, articleFormat=0, articleType=null, articleTypeStr=null, receivedDate=1747929600000, receivedDateStr=2025-05-23, revisedDate=1767110400000, revisedDateStr=2025-12-31, acceptedDate=null, acceptedDateStr=null, onlineDate=1793158948156, onlineDateStr=2026-10-28, pubDate=1769270400000, pubDateStr=2026-01-25, doiRegisterDate=null, doiRegisterDateStr=null, onlineIssueDate=1793158948156, onlineIssueDateStr=2026-10-28, onlineJustAcceptDate=null, onlineJustAcceptDateStr=null, onlineFirstDate=null, onlineFirstDateStr=null, sourceXml=null, magXml=null, createTime=1793158948156, creator=13701087609, updateTime=1793158948156, updator=13701087609, issue=Issue{id=1322167714660078002, tenantId=1146029695717560320, journalId=1220038315760373764, year='2026', volume='40', issue='2', pageStart='177', pageEnd='352', issueExtLink='null', onlineDate='null', pubDate='1769270400000', pubDateStr='2026-01-25', beforeIssueId=null, nextIssueId=null, price=null, status=1, issueComplete=1, articleOrder=1, issueType=-1, specialIssue=null, createTime=1793158947863, creator='13701087609', updateTime=1793158947863, updator='13701087609', preIssue=null, nextIssue=null, articleTotal=null, ext=null, issueFiles=null, downloadFileDto=null}, startPage=193, endPage=200, ext={EN=ArticleExt(id=1322167716379742647, articleId=1322167715889009078, tenantId=1146029695717560320, journalId=1220038315760373764, language=EN, title=Latent profile analysis and influencing factors of change fatigue among clinical nurses, columnId=1220689484526572183, journalTitle=Chinese Nursing Research, columnName=Original Articles, runingTitle=null, highlight=null, articleAbstract=
Objective

To analyze the categories of change fatigue among clinical nurses and to explore the influencing factors of change fatigue in different categories of nurses.

Methods

A total of 748 clinical nurses from a tertiary grade A hospital in Hebei Province were selected as the study subjects using convenience sampling method from November to December 2024.A general information questionnaire,the Chinese version of the Change Fatigue Scale(CFS),the Chinese version of the Voice Behavior Scale,and the Chinese version of Essentials of Magnetism Scale(EOM) were used for the survey.Latent profile analysis was conducted based on the scores of each item of the Chinese version of the CFS among nurses.Univariate analysis and multinomial Logistic regression analysis were used to explore the influencing factors of different categories.

Results

The average item score of the Chinese version of the CFS for nurses was 3.13±1.57 points.Based on the scores of Chinese version of the CFS,change fatigue of nurses could be categorized into three categories,namely the low-fatigue adaptation type(48.7%),the morderate burnout type(39.8%),and the high-fatigue exhaustion type(11.5%).The results of the multinomial Logistic regression analysis showed that job stress,workload,voice behavior,and hospital magnetism level were influencing factors for the different categories of change fatigue of nurses(P<0.05).

Conclusions

The level of change fatigue among clinical nurses was moderate to low and exhibited group heterogeneity.Nursing managers should focus on nurses of the morderate burnout type and high-fatigue exhaustion type,and implement targeted interventions according to the influencing factors of different categories to reduce their level of change fatigue.

, authors=Linbo ZHAO, Jinfang WU, Shuliang LIU, authorsList=Linbo ZHAO, Jinfang WU, Shuliang LIU, authorCompany=null, correspAuthors=Jinfang WU, authorNote=null, correspAuthorsNote=
WU Jinfang, E-mail:
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目的

分析临床护士变革疲劳的类别，并探讨不同类别护士变革疲劳的影响因素。

方法

于2024年11月—12月，采用便利抽样法选取河北省某三级甲等医院的748名临床护士作为研究对象。采用一般资料调查表、中文版变革疲劳量表（CFS）、中文版建言行为量表、中文版医院磁性要素量表（EOM）进行调查，根据护士中文版CFS各条目得分进行潜在剖面分析，采用单因素分析和无序多分类Logistic回归分析探索不同类别的影响因素。

结果

护士中文版CFS的条目均分为（3.13±1.57）分，根据中文版CFS得分可将护士的变革疲劳分为3类，即低疲劳适应型（48.7%）、中度倦怠型（39.8%）、高疲劳耗竭型（11.5%）。无序多分类Logistic回归分析结果显示，工作压力、工作强度、建言行为和医院磁性水平是护士变革疲劳不同类别的影响因素（P<0.05）。

结论

临床护士变革疲劳处于中等偏低水平且存在群体异质性，护理管理者应重点关注中度倦怠型和高疲劳耗竭型护士，根据不同类别的影响因素对护士进行干预，以降低其变革疲劳水平。

, authors=赵林博, 武金芳*, *, 刘书亮, authorsList=赵林博, 武金芳, 刘书亮, authorCompany=null, correspAuthors=武金芳, authorNote=

赵林博，护师，硕士研究生

, correspAuthorsNote=
武金芳，E-mail:
WU Jinfang, E-mail:
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articleTitle=基于磁性医院文化的护理管理实践与效果, refAbstract=null)], funds=null, companyList=[AuthorCompany(id=1322530029679002359, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, xref=1, ext=[AuthorCompanyExt(id=1322530029687390968, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, companyId=1322530029679002359, language=EN, country=null, province=null, city=null, postcode=null, companyName=null, departmentName=null, remark=1The First Hospital of Hebei Medical University, Hebei 050031 China), AuthorCompanyExt(id=1322530029695779577, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, companyId=1322530029679002359, language=CN, country=null, province=null, city=null, postcode=null, companyName=null, departmentName=null, remark=1河北医科大学第一医院，河北 050031)])], figs=[ArticleFig(id=1322530032015229713, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=EN, label=Figure 1, caption=Characteristics of different categories of change fatigue of nurses, figureFileSmall=iC+RiES+d1TK5oUx0qvgVQ==, figureFileBig=OIkp9i5Qby45uqOz0Zg3ag==, tableContent=null), ArticleFig(id=1322530032099115794, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=CN, label=图1, caption=护士变革疲劳的不同类别特征, figureFileSmall=iC+RiES+d1TK5oUx0qvgVQ==, figureFileBig=OIkp9i5Qby45uqOz0Zg3ag==, tableContent=null), ArticleFig(id=1322530032220750611, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=EN, label=Table 1, caption=

Scores of change fatigue,voice behavior, and hospital magnetism level among nurses（x±s）

, figureFileSmall=null, figureFileBig=null, tableContent=
项目条目数（条）总分（分）条目均分（分）
中文版CFS618.75±9.443.13±1.57
中文版建言行为量表1038.73±8.013.87±0.80
促进性建言519.60±4.293.92±0.86
抑制性建言519.14±4.263.83±0.85
中文版EOM45163.55±20.263.63±0.45
护理管理者支持1347.34±6.483.64±0.50
文化价值观1036.72±4.573.67±0.46
护理工作的自主性725.22±3.253.60±0.46
医护关系414.56±1.933.64±0.48
护理实践的管理414.46±1.953.62±0.49
教育支持414.47±1.973.62±0.49
护理人力资源的合理配置310.80±1.553.60±0.52
), ArticleFig(id=1322530032329802516, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=CN, label=表1, caption=

护士变革疲劳、建言行为和医院磁性水平得分情况（x±s）

, figureFileSmall=null, figureFileBig=null, tableContent=
项目条目数（条）总分（分）条目均分（分）
中文版CFS618.75±9.443.13±1.57
中文版建言行为量表1038.73±8.013.87±0.80
促进性建言519.60±4.293.92±0.86
抑制性建言519.14±4.263.83±0.85
中文版EOM45163.55±20.263.63±0.45
护理管理者支持1347.34±6.483.64±0.50
文化价值观1036.72±4.573.67±0.46
护理工作的自主性725.22±3.253.60±0.46
医护关系414.56±1.933.64±0.48
护理实践的管理414.46±1.953.62±0.49
教育支持414.47±1.973.62±0.49
护理人力资源的合理配置310.80±1.553.60±0.52
), ArticleFig(id=1322530033999135509, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=EN, label=Table 2, caption=

Model fit indices for different categories models of change fatigue of nurses

, figureFileSmall=null, figureFileBig=null, tableContent=
类别AICBICaBICEntropyP类别概率
LMRTBLRT
118 362.50718 417.91518 379.811
215 956.28316 044.01315 983.6810.922<0.001<0.0010.598/0.402
314 816.90814 936.96114 854.4010.9450.002<0.0010.487/0.398/0.115
414 370.30514 522.68014 417.8920.9240.049<0.0010.398/0.247/0.275/0.079
514 163.27114 347.96714 220.9520.9400.103<0.0010.243/0.396/0.258/0.079/0.024
613 947.97914 164.99714 015.7540.9450.074<0.0010.194/0.011/0.340/0.285/0.075/0.096
), ArticleFig(id=1322530034099798806, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=CN, label=表2, caption=

护士变革疲劳的不同类别模型拟合指标

, figureFileSmall=null, figureFileBig=null, tableContent=
类别AICBICaBICEntropyP类别概率
LMRTBLRT
118 362.50718 417.91518 379.811
215 956.28316 044.01315 983.6810.922<0.001<0.0010.598/0.402
314 816.90814 936.96114 854.4010.9450.002<0.0010.487/0.398/0.115
414 370.30514 522.68014 417.8920.9240.049<0.0010.398/0.247/0.275/0.079
514 163.27114 347.96714 220.9520.9400.103<0.0010.243/0.396/0.258/0.079/0.024
613 947.97914 164.99714 015.7540.9450.074<0.0010.194/0.011/0.340/0.285/0.075/0.096
), ArticleFig(id=1322530034171101975, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=EN, label=Table 3, caption=

Univariate analysis of influencing factors for different categories of change fatigue of nurses

, figureFileSmall=null, figureFileBig=null, tableContent=
项目分类总体（n=748）类别
低疲劳适应型（n=364）中度倦怠型（n=298）高疲劳耗竭型（n=86）统计值P
性别[人（%）]男95（12.7）44（12.1）38（12.8）13（15.1）χ2=0.5770.737
女653（87.3)320（87.9）260（87.2）73（84.9）
年龄[人（%）]20~<30岁350（46.8）179（49.2）137（46.0）34（39.5）
30~<40岁264（35.3）133（36.5）101（33.9）30（34.9）H=7.6760.022
≥40岁134（17.9）52（14.3）60（20.1）22（25.6）
文化程度[人（%）]专科37（4.9）18（4.9）17（5.7）2（2.3）
本科703（94.0）344（94.5）276（92.6）83（96.5）H=1.4790.477
硕士研究生及以上8（1.1）2（0.5）5（1.7）1（1.2）
职称[人（%）]护士206（27.5）97（26.6）89（29.9）20（23.3）H=8.3780.039
护师181（24.2）105（28.8）59（19.8）17（19.8）
主管护师337（45.1）152（41.8）138（46.3）47（54.7）
副主任护师及以上24（3.2）10（2.7）12（4.0）2（2.3）
行政职务[人（%）]护士694（92.8）343（94.2）270（90.6）81（94.2）H=1.5250.677
护士长50（6.7）20（5.5）25（8.4）5（5.8）
科护士长3（0.4）1（0.3）2（0.7）0（0.0）
护理部副主任及以上1（0.1）0（0.0）1（0.3）0（0.0）
婚姻状况[人（%）]已婚435（58.2）210（57.7）170（57.0）55（64.0）χ2=1.3710.505
其他313（41.8）154（42.3）128（43.0）31（36.0）
工作年限[人（%）]<1年118（15.8）51（14.0）57（19.1）10（11.6）H=7.6920.174
1~5年190（25.4）107（29.4）64（21.5）19（22.1）
>5~10年146（19.5）73（20.1）55（18.5）18（20.9）
>10~15年134（17.9）70（19.2）55（18.5）9（10.5）
>15~20年70（9.4）27（7.4）29（9.7）14（16.3）
>20年90（12.0）36（9.9）38（12.8）16（18.6）
编制[人（%）]有509（68.0）237（65.1）209（70.1）63（73.3）χ2=3.1140.212
无239（32.0）127（34.9）89（29.9）23（26.7）
月均收入[人（%）]<5 000元139（18.6）57（15.7）69（23.2）13（15.1）
5 000~10 000元483（64.6）252（69.2）175（58.7）56（65.1）H=4.6570.097
>10 000元126（16.8）55（15.1）54（18.1）17（19.8）
每个月平均夜班数[人（%）]<3次335（44.8）147（40.4）144（48.3）44（51.2）
3~6次135（18.0）80（22.0）48（16.1）7（8.1）H=11.0030.004
>6次278（37.2）137（37.6）106（35.6）35（40.7）
工作压力[人（%）]有388（51.9）130（35.7）194（65.1）64（74.4）
不确定181（24.2）88（24.2）75（25.2）18（20.9）H=111.282<0.001
无179（23.9）146（40.1）29（9.7）4（4.7）
工作强度[人（%）]低31（4.1）27（7.4）3（1.0）1（1.2）
中548（73.3）296（81.3）211（70.8）41（47.7）H=77.978<0.001
高169（22.6）41（11.3）84（28.2）44（51.2）
中文版建言行为量表条目均分（x±s，分）3.87±0.804.09±0.843.63±0.673.80±0.79F=28.783<0.001
中文版EOM条目均分（x±s，分）3.63±0.453.83±0.353.45±0.463.45±0.47F=76.789<0.001
), ArticleFig(id=1322530034267570968, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=CN, label=表3, caption=

护士变革疲劳不同类别影响因素的单因素分析

, figureFileSmall=null, figureFileBig=null, tableContent=
项目分类总体（n=748）类别
低疲劳适应型（n=364）中度倦怠型（n=298）高疲劳耗竭型（n=86）统计值P
性别[人（%）]男95（12.7）44（12.1）38（12.8）13（15.1）χ2=0.5770.737
女653（87.3)320（87.9）260（87.2）73（84.9）
年龄[人（%）]20~<30岁350（46.8）179（49.2）137（46.0）34（39.5）
30~<40岁264（35.3）133（36.5）101（33.9）30（34.9）H=7.6760.022
≥40岁134（17.9）52（14.3）60（20.1）22（25.6）
文化程度[人（%）]专科37（4.9）18（4.9）17（5.7）2（2.3）
本科703（94.0）344（94.5）276（92.6）83（96.5）H=1.4790.477
硕士研究生及以上8（1.1）2（0.5）5（1.7）1（1.2）
职称[人（%）]护士206（27.5）97（26.6）89（29.9）20（23.3）H=8.3780.039
护师181（24.2）105（28.8）59（19.8）17（19.8）
主管护师337（45.1）152（41.8）138（46.3）47（54.7）
副主任护师及以上24（3.2）10（2.7）12（4.0）2（2.3）
行政职务[人（%）]护士694（92.8）343（94.2）270（90.6）81（94.2）H=1.5250.677
护士长50（6.7）20（5.5）25（8.4）5（5.8）
科护士长3（0.4）1（0.3）2（0.7）0（0.0）
护理部副主任及以上1（0.1）0（0.0）1（0.3）0（0.0）
婚姻状况[人（%）]已婚435（58.2）210（57.7）170（57.0）55（64.0）χ2=1.3710.505
其他313（41.8）154（42.3）128（43.0）31（36.0）
工作年限[人（%）]<1年118（15.8）51（14.0）57（19.1）10（11.6）H=7.6920.174
1~5年190（25.4）107（29.4）64（21.5）19（22.1）
>5~10年146（19.5）73（20.1）55（18.5）18（20.9）
>10~15年134（17.9）70（19.2）55（18.5）9（10.5）
>15~20年70（9.4）27（7.4）29（9.7）14（16.3）
>20年90（12.0）36（9.9）38（12.8）16（18.6）
编制[人（%）]有509（68.0）237（65.1）209（70.1）63（73.3）χ2=3.1140.212
无239（32.0）127（34.9）89（29.9）23（26.7）
月均收入[人（%）]<5 000元139（18.6）57（15.7）69（23.2）13（15.1）
5 000~10 000元483（64.6）252（69.2）175（58.7）56（65.1）H=4.6570.097
>10 000元126（16.8）55（15.1）54（18.1）17（19.8）
每个月平均夜班数[人（%）]<3次335（44.8）147（40.4）144（48.3）44（51.2）
3~6次135（18.0）80（22.0）48（16.1）7（8.1）H=11.0030.004
>6次278（37.2）137（37.6）106（35.6）35（40.7）
工作压力[人（%）]有388（51.9）130（35.7）194（65.1）64（74.4）
不确定181（24.2）88（24.2）75（25.2）18（20.9）H=111.282<0.001
无179（23.9）146（40.1）29（9.7）4（4.7）
工作强度[人（%）]低31（4.1）27（7.4）3（1.0）1（1.2）
中548（73.3）296（81.3）211（70.8）41（47.7）H=77.978<0.001
高169（22.6）41（11.3）84（28.2）44（51.2）
中文版建言行为量表条目均分（x±s，分）3.87±0.804.09±0.843.63±0.673.80±0.79F=28.783<0.001
中文版EOM条目均分（x±s，分）3.63±0.453.83±0.353.45±0.463.45±0.47F=76.789<0.001
), ArticleFig(id=1322530034380817177, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=EN, label=Table 4, caption=

Assignment of independent variables

, figureFileSmall=null, figureFileBig=null, tableContent=
自变量赋值方式
年龄≥40岁（0，0）；20~<30岁（1，0）；30~<40岁（0，1）
职称副主任护师及以上（0，0，0）；护士（1，0，0）；护师（0，1，0）；主管护师（0，0，1）
每个月平均夜班数>6次（0，0）；<3次（1，0）；3~6次（0，1）
工作压力无（0，0）；有（1，0）；不确定（0，1）
工作强度高（0，0）；低（1，0）；中（0，1）
中文版建言行为量表条目均分原值代入
中文版EOM条目均分原值代入
), ArticleFig(id=1322530034456314651, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=CN, label=表4, caption=

自变量赋值方式

, figureFileSmall=null, figureFileBig=null, tableContent=
自变量赋值方式
年龄≥40岁（0，0）；20~<30岁（1，0）；30~<40岁（0，1）
职称副主任护师及以上（0，0，0）；护士（1，0，0）；护师（0，1，0）；主管护师（0，0，1）
每个月平均夜班数>6次（0，0）；<3次（1，0）；3~6次（0，1）
工作压力无（0，0）；有（1，0）；不确定（0，1）
工作强度高（0，0）；低（1，0）；中（0，1）
中文版建言行为量表条目均分原值代入
中文版EOM条目均分原值代入
), ArticleFig(id=1322530034519229212, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=EN, label=Table 5, caption=

Multivariate analysis of influencing factors for different categories of change fatigue of nurses

, figureFileSmall=null, figureFileBig=null, tableContent=
类别项目回归系数标准误Wald χ2值POR值95%CI
低疲劳适应型①常量-3.6781.6245.1300.024
中文版EOM条目均分1.7150.33725.928<0.0015.558[2.872，10.756]
工作压力 有-1.9320.56411.728<0.0010.145[0.048，0.438]
不确定-1.5890.5937.1960.0070.204[0.064，0.652]
工作强度 中1.5830.30526.866<0.0014.867[2.675，8.855]
中度倦怠型①常量2.9361.5053.8030.051
中文版建言行为量表条目均分-0.0400.0204.0550.0440.961[0.924，0.999]
工作强度 中0.9430.27311.895<0.0012.568[1.503，4.389]
中度倦怠型②常量6.6131.06638.494<0.001
中文版EOM条目均分-1.6120.23646.729<0.0010.199[0.126，0.317]
中文版建言行为量表条目均分-0.2810.1264.9970.0250.755[0.590，0.966]
工作压力 有1.1980.26121.007<0.0013.312[1.985，5.528]
不确定0.9550.27911.726<0.0012.599[1.504，4.489]
工作强度 低-1.6160.7025.3040.0210.199[0.050，0.786]
中-0.6390.2417.0160.0080.528[0.329，0.847]
), ArticleFig(id=1322530034615698205, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322167715889009078, language=CN, label=表5, caption=

护士变革疲劳不同类别影响因素的多因素分析

, figureFileSmall=null, figureFileBig=null, tableContent=
类别项目回归系数标准误Wald χ2值POR值95%CI
低疲劳适应型①常量-3.6781.6245.1300.024
中文版EOM条目均分1.7150.33725.928<0.0015.558[2.872，10.756]
工作压力 有-1.9320.56411.728<0.0010.145[0.048，0.438]
不确定-1.5890.5937.1960.0070.204[0.064，0.652]
工作强度 中1.5830.30526.866<0.0014.867[2.675，8.855]
中度倦怠型①常量2.9361.5053.8030.051
中文版建言行为量表条目均分-0.0400.0204.0550.0440.961[0.924，0.999]
工作强度 中0.9430.27311.895<0.0012.568[1.503，4.389]
中度倦怠型②常量6.6131.06638.494<0.001
中文版EOM条目均分-1.6120.23646.729<0.0010.199[0.126，0.317]
中文版建言行为量表条目均分-0.2810.1264.9970.0250.755[0.590，0.966]
工作压力 有1.1980.26121.007<0.0013.312[1.985，5.528]
不确定0.9550.27911.726<0.0012.599[1.504，4.489]
工作强度 低-1.6160.7025.3040.0210.199[0.050，0.786]
中-0.6390.2417.0160.0080.528[0.329，0.847]
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临床护士变革疲劳的潜在剖面分析及其影响因素
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赵林博 , 武金芳 *, * , 刘书亮
护理研究 | 科研论著 2026,40(2): 193-200
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护理研究 |科研论著 2026 , 40 (2) : 193 -200
临床护士变革疲劳的潜在剖面分析及其影响因素
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赵林博, 武金芳*, * , 刘书亮
作者信息
  • 1河北医科大学第一医院，河北 050031
通讯作者:
武金芳，E-mail:
WU Jinfang, E-mail:
作者简介:

赵林博，护师，硕士研究生

Latent profile analysis and influencing factors of change fatigue among clinical nurses
Linbo ZHAO, Jinfang WU , Shuliang LIU
Affiliations
  • 1The First Hospital of Hebei Medical University, Hebei 050031 China
    • Corresponding Author:
    WU Jinfang, E-mail:
出版时间: 2026-01-25 doi: 10.12102/j.issn.1009-6493.2026.02.003
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摘要
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目的

分析临床护士变革疲劳的类别，并探讨不同类别护士变革疲劳的影响因素。

方法

于2024年11月—12月，采用便利抽样法选取河北省某三级甲等医院的748名临床护士作为研究对象。采用一般资料调查表、中文版变革疲劳量表（CFS）、中文版建言行为量表、中文版医院磁性要素量表（EOM）进行调查，根据护士中文版CFS各条目得分进行潜在剖面分析，采用单因素分析和无序多分类Logistic回归分析探索不同类别的影响因素。

结果

护士中文版CFS的条目均分为（3.13±1.57）分，根据中文版CFS得分可将护士的变革疲劳分为3类，即低疲劳适应型（48.7%）、中度倦怠型（39.8%）、高疲劳耗竭型（11.5%）。无序多分类Logistic回归分析结果显示，工作压力、工作强度、建言行为和医院磁性水平是护士变革疲劳不同类别的影响因素（P<0.05）。

结论

临床护士变革疲劳处于中等偏低水平且存在群体异质性，护理管理者应重点关注中度倦怠型和高疲劳耗竭型护士，根据不同类别的影响因素对护士进行干预，以降低其变革疲劳水平。

护士  /  变革疲劳  /  潜在剖面分析  /  影响因素
Objective

To analyze the categories of change fatigue among clinical nurses and to explore the influencing factors of change fatigue in different categories of nurses.

Methods

A total of 748 clinical nurses from a tertiary grade A hospital in Hebei Province were selected as the study subjects using convenience sampling method from November to December 2024.A general information questionnaire,the Chinese version of the Change Fatigue Scale(CFS),the Chinese version of the Voice Behavior Scale,and the Chinese version of Essentials of Magnetism Scale(EOM) were used for the survey.Latent profile analysis was conducted based on the scores of each item of the Chinese version of the CFS among nurses.Univariate analysis and multinomial Logistic regression analysis were used to explore the influencing factors of different categories.

Results

The average item score of the Chinese version of the CFS for nurses was 3.13±1.57 points.Based on the scores of Chinese version of the CFS,change fatigue of nurses could be categorized into three categories,namely the low-fatigue adaptation type(48.7%),the morderate burnout type(39.8%),and the high-fatigue exhaustion type(11.5%).The results of the multinomial Logistic regression analysis showed that job stress,workload,voice behavior,and hospital magnetism level were influencing factors for the different categories of change fatigue of nurses(P<0.05).

Conclusions

The level of change fatigue among clinical nurses was moderate to low and exhibited group heterogeneity.Nursing managers should focus on nurses of the morderate burnout type and high-fatigue exhaustion type,and implement targeted interventions according to the influencing factors of different categories to reduce their level of change fatigue.

nurses  /  change fatigue  /  latent profile analysis  /  influencing factors
赵林博, 武金芳, 刘书亮. 临床护士变革疲劳的潜在剖面分析及其影响因素. 护理研究, 2026 , 40 (2) : 193 -200 . DOI: 10.12102/j.issn.1009-6493.2026.02.003
Linbo ZHAO, Jinfang WU, Shuliang LIU. Latent profile analysis and influencing factors of change fatigue among clinical nurses[J]. Chinese Nursing Research, 2026 , 40 (2) : 193 -200 . DOI: 10.12102/j.issn.1009-6493.2026.02.003
正文
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医疗保健机构频繁经历组织变革，涵盖新技术引入、工作流程优化以及基础设施升级等[1]，这些迅速且持续的变革旨在强化卫生服务能力，以满足不断变化的病人的复杂需求和期望[2]。护士作为医疗保健工作的重要从业人员，处于不断变革的医疗环境之中。变革在推动护理服务质量提升的同时，也会使护士陷入严重的变革疲劳[3]。变革疲劳是指与工作场所快速和持续变化相关的压倒性的压力、疲惫和倦怠感[4]。已有研究结果显示，护士在所有医疗保健系统人员中遭受的变革疲劳程度最为严重[5-6]，这可能与其负责管理、实施和评估变革有关[7]。经历变革疲劳的护士可能表现出焦虑、抑郁等负面心理状态[8]，不仅会降低其工作满意度，还可能导致更高的离职率，甚至阻碍变革成功，影响医院整体发展进程[9]。因此，关注护士的变革疲劳具有重要意义。目前，我国研究多从变革型领导及变革体系层面探究助推护理发展的方法，对护士变革疲劳的关注较少；国外相关研究内容也多集中于对变革疲劳定义、产生原因及缓解措施的探究[10]，对护士变革疲劳类别特征的分析不足，且常忽视护士的个体异质性。潜在剖面分析（latent profile analysis，LPA）可以根据个体的各条目（外显变量）得分判断其特征分类及占比[11]，实现外显变量间的局部独立，有利于进一步研究不同类别人群特点从而提供针对性干预。本研究基于潜在剖面分析探究护士变革疲劳类别及特征，并探讨其影响因素，以期为实施针对性的干预策略提供参考。
1　对象与方法
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1.1　研究对象
于2024年11月—12月，采用便利抽样法选取河北省某三级甲等医院的临床护士作为研究对象。纳入标准：1）取得护士执业资格证并注册；2）从事临床工作时间≥3个月；3）对本研究知情同意。排除标准：1）在职不在岗；2）实习、进修。采用样本量粗略估计法计算样本量[12]，即样本量为调查量表最大维度数的15~20倍，并考虑15%~20%的脱落率。本研究采用的中文版医院磁性要素量表（Essentials of Magnetism Scale，EOM）维度最多（共7个维度），以20%的脱落率计算，所需样本量为126~168人。本研究最终纳入护士748人，样本量充足。
1.2　调查工具
1.2.1　一般资料调查表
一般资料调查表由研究者自行设计，包括性别、年龄、文化程度、职称、行政职务、婚姻状况、工作年限、有无编制、月均收入、每个月平均夜班数、工作压力、工作强度，其中，工作强度按研究对象主观感受分为3个等级，低强度即工作轻松，无明显疲劳；中强度即节奏适中，偶加班伴疲劳；高强度即长期超负荷，频繁加班，持续疲劳难缓解。
1.2.2　中文版变革疲劳量表（the Change Fatigue Scale，CFS）
CFS由Bernerth等[13]编制，用于测量组织团队在经历多次变革后员工的幸福感。张昕悦等[14]对CFS进行翻译和修订，形成中文版CFS，共6个条目，采用Likert 7级评分法评分，从“非常不同意”至“非常同意”依次计1~7分，得分越高表明员工面对组织变革的疲劳感越强。本研究中文版CFS的Cronbach's α系数为0.915。
1.2.3　中文版建言行为量表
建言行为量表由Liang等[15]编制，用于评估公司员工的建言行为水平。肖景芳等[16]对建言行为量表进行翻译和修订，形成中文版建言行为量表，包括促进性建言（5个条目）和抑制性建言（5个条目）2个维度，共10个条目，采用Likert 5级评分法评分，从“非常不同意”至“非常同意”依次计1~5分，总分10~50分，得分越高表明护士的建言行为越多。本研究中文版建言行为量表的Cronbach's α系数为0.948。
1.2.4　中文版EOM
EOM由Kramer等[17]编制，用于评估护士对医院磁性水平的感知情况。潘月帅等[18]对EOM进行翻译和修订，形成中文版EOM，包括护理管理者支持（13个条目）、文化价值观（10个条目）、护理工作的自主性（7个条目）、医护关系（4个条目）、护理实践的管理（4个条目）、教育支持（4个条目）和护理人力资源的合理配置（3个条目）7个维度，共45个条目，采用Likert 4级评分法评分，从“强烈反对”至“非常同意”依次计1~4分，总分45~180分，得分越高表明护士感知的医院磁性水平越高。本研究中文版EOM的Cronbach's α系数为0.993。
1.3　资料收集与质量控制方法
通过问卷星平台发放和回收问卷。问卷发放前，研究者提前联系调研医院护理部领导，向其解释本研究的目的、方法和意义，获得其支持后由其将电子问卷链接及二维码发送至护士长群，再由各科护士长转发至各科室护士专用微信群。问卷首页设置统一指导语，详细介绍本次调查的保密性、注意事项和填写方法，强调问卷为匿名填写。电子问卷设置知情同意题目，研究对象点击“同意”后进入正式作答界面，点击“不同意”则跳转到问卷末尾结束作答。为保证问卷的填写质量，每个IP地址只允许填写1次，且所有题目均设置为必答题。问卷填写时效为3周，其间与医院护理部领导核对人数后提醒1次，3周后问卷填写截止。研究者从后台回收问卷并进行审核，共回收问卷810份，经双人核对和筛选后，剔除答题时间<5 min、填写信息前后矛盾、50%的题目勾选选项一致的问卷62份，最终回收有效问卷748份，问卷有效率为92.36%。
1.4　统计学方法
双人核对录入数据。采用Mplus 8.3统计软件对临床护士变革疲劳进行潜在剖面分析，从1个类别的初始模型开始，逐步增加模型类别数目，按照不同类别模型评价指标进行适配性检验和差异检验，确定最优模型，赤池信息准则（Akaike information criteria，AIC）、贝叶斯信息标准（Bayesian information criteria，BIC）、调整贝叶斯信息准则（adjusted BIC，aBIC）越小代表模型拟合效果越好；熵（Entropy）值取值为0~1，越接近1代表精确度越高；罗-蒙戴尔-鲁本校正似然比（Lo-Mendell-Rubin adjusted likelihood ratio test，LMRT）和基于Bootstrap的似然比检验（Bootstrap likelihood ratio test，BLRT）有统计学意义（P<0.05）表示k类别模型优于k-1类别模型[19]。采用SPSS 26.0软件进行统计分析，符合正态分布的定量资料采用均数±标准差（x±s）表示，组间比较采用方差分析；定性资料采用频数和百分比（%）表示，组间比较采用χ2检验、Kruskal-Wallis H检验；以潜在剖面分析的分类结果为因变量，以单因素分析中有统计学意义的变量为自变量进行Logistic回归分析。以P<0.05表示差异有统计学意义。
2　结果
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2.1　护士变革疲劳、建言行为和医院磁性水平得分（见表1）
2.2　护士变革疲劳的类别
以护士中文版CFS的6个条目为外显指标，依次选取1~6个类别模型进行潜在剖面分析，结果显示，随着类别数增加，AIC、BIC、aBIC逐渐下降，当类别数为5时，LMRT无统计学意义（P>0.05）。当类别数为3时，Entropy值最大。综合考虑，最终选择3类模型作为护士变革疲劳类别的最优模型。见表2。
2.3　护士变革疲劳不同类别特征及命名
基于3类别模型绘制潜在剖面图，结果显示，护士变革疲劳的3个类别在各条目上均无交点且形态趋势较为一致，根据各类别的条目得分情况对其进行命名，类别1共364人（48.7%），变革疲劳条目均分为（1.83±0.70）分，总体偏低，表明此类别的护士在变革环境中适应良好，感受到的变革疲劳水平相对较低，故命名为“低疲劳适应型”；类别2共298人（39.8%），变革疲劳条目均分为（3.87±0.61）分，介于类别1与类别3之间，故命名为“中度倦怠型”；类别3共86人（11.5%），变革疲劳条目均分为（6.05±0.76）分，总体偏高，表明此类别护士在变革过程中承受了持续的变革压力且未能有效恢复，身心耗竭严重，故命名为“高疲劳耗竭型”。见图1。
2.4　护士变革疲劳不同类别影响因素的单因素分析（见表3）
2.5　护士变革疲劳不同类别影响因素的多因素分析
平行检验结果显示P<0.05，故以护士变革疲劳的3个类别为因变量，以单因素分析中差异有统计学意义（P<0.05）的变量为自变量进行无序多分类Logistic回归分析。自变量赋值方式见表4。无序多分类Logistic回归分析结果显示，工作压力、工作强度、建言行为和医院磁性水平是护士变革疲劳不同类别的影响因素（P<0.05），见表5。
3　讨论
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3.1　护士变革疲劳处于中等偏低水平且存在群体异质性
本研究结果显示，护士中文版CFS条目均分为（3.13±1.57）分，略低于量表条目中位分值（3.5分），处于中等偏低水平，且低于Lv等[20]调查结果，这一方面可能与样本来源差异有关，另一方面可能与护士占比不同有关，本研究中职称为护士者占比较少，而中级职称者占比相对较多，职称较高护士应对变革的抗压能力和调适能力往往更优，变革疲劳得分相对较低。本研究通过潜在剖面分析发现，护士变革疲劳可分为3个类别。1）低疲劳适应型护士占48.7%，其工作压力和工作强度相对较低，建言行为积极，医院磁性水平感知较高，更能适应医院的变革和发展，因而变革疲劳水平相对较低。建议管理者持续关注并优化低疲劳适应型护士所处的工作环境，充分发挥其示范引领作用，通过经验分享、表彰激励等方式，带动其他护士提升建言积极性与医院磁性感知度，促进护理团队整体变革适应能力提升。2）中度倦怠型护士占39.8%，其职称以护士占比较大，工作强度以中等为主，该类护士对工作变革的适应能力尚可，在临床工作中未达到高疲劳耗竭状态，但持续性的工作负荷使其变革疲劳具有较高的潜在上升风险。建议管理者定期评估该类护士的变革疲劳水平，通过优化工作流程、提供职业发展机会等方式预防倦怠加剧。3）高疲劳耗竭型护士占11.5%，其有工作压力和高工作强度者较多，护士长期处于高压和高强度的工作状态中，身心俱疲，对工作中的变革难以快速适应和应对，因而变革疲劳水平较高。建议管理者重点关注该类别护士的工作状态，合理调整其工作任务和排班，为其提供更多的心理支持和培训资源，帮助其提升应对变革能力，缓解变革疲劳。
3.2　临床护士变革疲劳不同类别的影响因素
3.2.1　工作压力
本研究结果显示，工作压力感知状态会影响护士变革疲劳的类别归属，与低疲劳适应型相比，有工作压力或压力感知不确定的护士相较于无压力的护士，更易归入中度倦怠型和高疲劳耗竭型（P<0.05），与Lv等[20]研究结果相似。根据资源保护理论，高强度的工作压力（如超负荷护理任务、持续性情感劳动等）会引发护士心理资源（如认知力、情绪能量等）的渐进性耗损，当组织变革需额外投入资源（如学习新技能、适应新流程）时，个体会因资源代偿机制失衡而产生防御性心理抗拒，进而加剧对组织变革的适应困难与倦怠体验[21]。提示管理者在组织变革过程中应重点关注工作压力较大的护士，通过合理排班、削减冗余任务等方式有效减轻护士工作压力。Brown等[22]研究发现，心理弹性能有效调节护士在组织变革中的压力感知状态，对减轻护士的变革疲劳起关键作用。管理者可开展心理调适课程、压力应对讲座等培训，提升护士心理弹性水平，降低其变革疲劳水平。
3.2.2　工作强度
本研究结果显示，工作强度会影响护士变革疲劳的类别归属，与高疲劳耗竭型相比，中等工作强度的护士相较于高工作强度的护士更易归入低疲劳适应型、中度倦怠型（P<0.05）；与中度倦怠型相比，低工作强度及中等工作强度的护士相较于高工作强度的护士更易归入低疲劳适应型（P<0.05），与已有研究结果[9,23-24]相似。原因可能是组织变革的过程不可避免地伴随着工作量增加和职责范围扩大，当护理管理者一味追求变革数量而忽视变革质量时，不断增加的变革强度会挑战护士临床工作中的适应及应对能力，使护士更易受到变革疲劳影响[1,25-26]。此外，已有研究发现，大多数护士认为医疗机构在推进护理工作变革过程中普遍存在配套资源供给滞后问题[27]。由于资源配置与变革进程不同步，护士需通过延长工作时间完成既定护理任务，工作强度增大，这种被动型自我牺牲行为可能会加剧护士的职业倦怠，致使其情绪疲劳愈发严重。提示管理者在推进组织变革时应合理把控变革强度，确保资源配置与变革进程同步，避免因资源短缺导致护士承担过重工作负荷，减轻护士高强度工作量，进而降低护士变革疲劳水平。
3.2.3　建言行为
本研究结果显示，与中度倦怠型相比，建言行为积极的护士更易归入低疲劳适应型（P<0.05），与Nilsen等[28]研究结果相似。同时，本研究结果也显示，与中度倦怠型相比，建言行为积极的护士更易归入高疲劳耗竭型（P<0.05），提示临床护士的建言行为与变革疲劳呈现双向关联特征。建言行为积极的护士更易归入低疲劳适应型，原因可能是积极建言行为使护士在组织变革中由被动接受者转变为主动参与者，通过提出改进建议，护士能直接参与变革方案的设计与调整，增强对变革方向的可控性感知，降低因被动适应产生的无力感和倦怠感。这一关联机制也得到了相关研究佐证，Kim等[27]研究发现，尊重和维护护士话语权是降低变革疲劳的策略之一，当护士的建言得到倾听和采纳时，其会感受到自身价值被认可，进而对变革产生更强的认同感，更积极主动地投入变革之中，减少抵触情绪。此外，Heikkilä等[29]研究表明，变革过程中沟通不足、变革标准不明确可能会引发护士对未知的忧虑或对变革计划的误解，使其承受额外的痛苦和压力；而积极建言行为可搭建起护士与管理层、团队成员间的沟通桥梁，通过充分的沟通，护士能更清晰地理解变革目标、意义以及具体内容，不仅能有效减少护士因信息不对称产生的焦虑、不安和压力，还能促使其相应地调整自身行为以提高对变革的准备度，从而减轻变革带来的疲劳感。但建言行为也可能导致护士的高疲劳耗竭状态，可能与建言未被采纳，甚至引发负面反馈有关，此时护士的主动投入反而会因未获正向回应而加剧心理耗竭。建言行为是护士参与组织变革的重要形式，且参与变革是克服变革阻力的有效途径[28]。提示管理者在组织变革过程中应重视并鼓励护士的建言行为，同时建立有效的沟通机制确保护士的意见和建议能够被及时倾听和采纳，进而提升护士建言时的安全感和价值感，避免因建言无门或反馈消极导致的额外疲劳。
3.2.4　医院磁性水平
本研究结果显示，与高疲劳耗竭型、中度倦怠型相比，医院磁性水平感知得分较高的护士更易归入低疲劳适应型（P<0.05），说明护士感知到的医院磁性水平较高，其变革疲劳程度相对较低，与舒瑶等[30]研究结果相似。依据社会交换理论，个体行为会受到能带来益处的交换活动的影响[31]。医院磁性水平反映的是医院吸引和留住护士的能力[32]，高磁性水平意味着医院能为护士营造优质的工作环境，给予其充分的职业支持与人文关怀。高磁性医院通过资源投入形成的支持效能会激发护士的责任意识，促使她们将自身发展与医院变革紧密相连，把参与和推动变革视为应尽责任，而非额外负担。因此，医院磁性水平感知较高的护士更愿意主动配合医院的各项变革举措，积极调整工作方式与节奏，这种积极主动的态度会极大降低变革过程中因抵触或难以适应而产生的疲劳感。提示护理管理者在推动医院变革时，需着力提升医院磁性水平，营造兼具吸引力与凝聚力的工作环境，从而降低护士的变革疲劳水平。
4　小结
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本研究发现，护士变革疲劳处于中等偏低水平，其变革疲劳可分为低疲劳适应型、中度倦怠型和高疲劳耗竭型3个类别，且护士的工作压力、工作强度、建言行为和医院磁性水平对其变革疲劳水平有影响。护理管理者应从影响因素入手，探寻不同类别护士变革疲劳的精准化干预策略。但本研究仅选取河北省1所三级甲等医院的护士作为研究对象，今后可进一步扩大选取范围，探索影响护士变革疲劳的更深层次机制；还可通过质性访谈深入挖掘护士变革疲劳的体验，为深入了解其变革疲劳水平并制订针对性提升策略提供参考。

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2026年第40卷第2期
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doi: 10.12102/j.issn.1009-6493.2026.02.003
  • 接收时间：2025-05-23
  • 首发时间：2026-10-28
  • 出版时间：2026-01-25
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  • 收稿日期：2025-05-23
  • 修回日期：2025-12-31
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    1河北医科大学第一医院，河北 050031

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武金芳，E-mail:
WU Jinfang, E-mail:
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2种不同金属材料的力学参数
科
Family		 属数
Number of
genus		 种数
Number of
species		 占总种数比例
Percentage of
total species (%)		 属
Genus		 种数
Number of
species		 占总种数比例
Percentage of total
species (%)
鹅膏菌科Amanitaceae 2 11 5.26 鹅膏菌属 Amanita 10 4.78
小菇科 Mycenaceae 2 12 5.74 丝盖伞属 Inocybe 5 2.39
多孔菌科 Polyporaceae 8 14 6.70 蜡蘑属 Laccaria 5 2.39
红菇科 Russulaceae 3 23 11.00 小皮伞属 Marasmius 6 2.87
小菇属 Mycena 11 5.26
光柄菇属 Pluteus 5 2.39
红菇属 Russula 17 8.13
栓菌属 Trametes 5 2.39
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