Lv Meng, Zhai Jing, Zhang Li, Wang Hong, Li Ben-Hua, Zhang Ting, Moreira Paulo
Department of Nursing, The First Affiliated Hospital of Shandong First Medical University & Shandong Provincial Qianfoshan Hospital, Jinan, China.
International Healthcare Management Research and Development Center (IHM-RDC), The First Affiliated Hospital of Shandong First Medical University & Shandong Provincial Qianfoshan Hospital, Jinan, China.
Health Serv Insights. 2025 Mar 11;18:11786329251318586. doi: 10.1177/11786329251318586. eCollection 2025.
To investigate the levels of change fatigue among clinical nurses in public hospitals and identify the potential contributing factors.
A cross-sectional, multi-stage sampling study was conducted in accordance with the STROBE guideline.
This study surveyed 2,228 nurses in China from October to December 2023 using Wen Juan Xing (www.wjx.cn) and employed stepwise multiple linear regression analysis to assess factors associated with change fatigue.
The average change fatigue score of nurses was found to be at a medium to high level. Factors such as female, professional title, average overtime hours, workflow changes, workload increase, work-content changes, work pressure increases, new technology implementation and the change frequency were all identified as exacerbating nurses' experience of fatigue related to change. Contrary to this, the support of change resources, communication and transmission of change information, distributed leadership, inclusive climate, readiness for change, change efficacy and workforce agility were found to alleviate the change fatigue to some extent.
It is urgent and challenging for nursing managers to manage change fatigue. All of these identified predictors in study significantly contribute to the understanding of change fatigue among nurses and can provide valuable insights for health policies aimed at improving the effectiveness of nursing changes. Furthermore, they also offer a theoretical foundation for managers to develop targeted intervention programs for preventing and mitigating the negative impact of change fatigue on nurses and organizational outcomes.
调查公立医院临床护士的变革疲劳水平，并确定潜在的影响因素。
按照STROBE指南进行横断面多阶段抽样研究。
本研究于2023年10月至12月在中国对2228名护士进行了调查，使用问卷星（www.wjx.cn），并采用逐步多元线性回归分析来评估与变革疲劳相关的因素。
护士的变革疲劳平均得分处于中高水平。女性、职称、平均加班时长、工作流程变化、工作量增加、工作内容变化、工作压力增大、新技术实施以及变革频率等因素均被确定为会加剧护士与变革相关的疲劳体验。与此相反，变革资源的支持、变革信息的沟通与传递、分布式领导、包容氛围、变革准备度、变革效能和员工灵活性在一定程度上能够减轻变革疲劳。
护理管理者应对变革疲劳既紧迫又具有挑战性。本研究中所有确定的预测因素都对理解护士的变革疲劳有显著贡献，并可为旨在提高护理变革有效性的卫生政策提供有价值的见解。此外，它们还为管理者制定有针对性的干预计划提供了理论基础，以预防和减轻变革疲劳对护士及组织成果的负面影响。
