Latent profile analysis of work withdrawal behaviors of junior nurses and comparison of differences in workplace social capital
10.3760/cma.j.cn115682-20240901-04868
- VernacularTitle:低年资护士工作退缩行为的潜在剖面分析及工作场所社会资本差异的比较
- Author:
Lingjuan YANG
1
;
Yan WANG
;
Donglian ZHENG
;
Shuping GUO
;
Shilin MA
;
Doudou HUANG
;
Guangli MI
Author Information
1. 宁夏医科大学护理学院，银川 750000
- Publication Type:Journal Article
- Keywords:
Nurses;
Junior nurses;
Latent profile analysis;
Work withdrawal behavior;
Workplace social capital
- From:
Chinese Journal of Modern Nursing
2025;31(14):1890-1896
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To explore the latent profiles of work withdrawal behaviors of junior nurses and their relationship with workplace social capital.Methods:Using the convenience sampling method, from July to August 2023, 348 junior nurses from five Class Ⅲ and seven ClassⅡ public hospitals in Ningxia Hui Autonomous Region were selected as the research objects. They were investigated with a General Information Questionnaire, the Work Withdrawal Behavior Scale, and the Workplace Social Capital Scale. Latent profile analysis was used to explore the categories of work withdrawal behaviors of junior nurses, and the differences in workplace social capital levels among junior nurses of different categories were compared.Results:A total of 348 questionnaires were recovered online in this survey, and 342 questionnaires were valid, with a valid rate of 98.3%. The work withdrawal behaviors of 342 junior nurses could be divided into three latent profiles, including 246 junior nurses (71.9%) in the low psychological-low behavioral withdrawal group, 81 junior nurses (23.7%) in the high psychological-low behavioral withdrawal group, and 15 junior nurses (4.4%) in the high psychological-high behavioral withdrawal group. The results of the unordered multinomial Logistic regression analysis showed that gender, whether they love nursing work or not, the average number of night shifts per month, the workplace social capital, and working years were the influencing factors of the work withdrawal behaviors of junior nurses ( P<0.05) . There were statistically significant differences in the workplace social capital among the three categories of junior nurses ( H=83.82, P<0.01) . Conclusions:There are three categories of work withdrawal behaviors among junior nurses, and there are differences in workplace social capital among junior nurses of different categories. Nursing managers should intervene and support junior nurses according to the characteristics of different categories to improve their workplace social capital levels.
