Portoghese Igor, Min Ari, Galletta Maura
Department of Medical Sciences and Public Health, University of Cagliari, Cagliari, Italy.
Department of Nursing, Chung-Ang University, 84 Heukseok-ro, Dongjak-gu, Seoul, 06974, South Korea.
Sci Rep. 2025 May 12;15(1):16439. doi: 10.1038/s41598-025-01479-0.
The identification of underlying profiles of nurses exhibiting different patterns of job demands (JD) and job resources (JR) is critical for developing targeted interventions that promote healthy work practices and enhance overall well-being within the nursing working population. This study aimed to adopt a person-centered approach to investigate patterns of JD and JR and their association with job burnout, work engagement, and general well-being among Korean nurses. Secondary data analysis was conducted using data from the Sixth Korean Working Conditions Survey. In total, 449 nurses were included in the analysis. Preliminary measurement models were assessed, and latent profile analysis was used to extract job profiles. Finally, we investigated the association between the profiles and work-related well-being. Five latent profiles best represented JD/JR configurations: low demanding job (9.7%), poor job (6.6%), balanced job (42.7%), demanding job (21.4%), and severely demanding job (19.5%). In addition, the highest levels of perceived well-being were reported in relation to low demanding and poor job profiles, whereas poor and severely demanding job profiles were associated with a higher risk of low work engagement and high physical and emotional exhaustion. In this study, the findings showed that nurses in demanding or severely demanding work profiles experienced more emotional and physical exhaustion than those in low demanding or poor work profiles. Work engagement was lowest in severely demanding profiles, whereas perceived well-being was highest among nurses in the low demanding work environments. The study findings can be used to support nurse managers and administrators in developing strategies to reduce JD while maintaining an average level of JR support.
识别表现出不同工作需求（JD）和工作资源（JR）模式的护士潜在特征，对于制定有针对性的干预措施至关重要，这些措施旨在促进健康的工作实践，并提升护理工作人群的整体幸福感。本研究旨在采用以人为本的方法，调查韩国护士的JD和JR模式及其与职业倦怠、工作投入和总体幸福感的关联。使用来自第六次韩国工作条件调查的数据进行二次数据分析。分析共纳入449名护士。评估了初步测量模型，并使用潜在特征分析来提取工作特征。最后，我们调查了这些特征与工作相关幸福感之间的关联。五种潜在特征最能代表JD/JR配置：低需求工作（9.7%）、差工作（6.6%）、平衡工作（42.7%）、高需求工作（21.4%）和极高需求工作（19.5%）。此外，低需求和差工作特征组的总体幸福感水平最高，而差工作和极高需求工作特征组与低工作投入以及高身体和情绪耗竭风险较高相关。在本研究中，结果表明，处于高需求或极高需求工作特征组的护士比处于低需求或差工作特征组的护士经历更多的情绪和身体耗竭。极高需求工作特征组的工作投入最低，而低需求工作环境中的护士总体幸福感最高。研究结果可用于支持护士管理者和行政人员制定策略，以减少工作需求，同时维持平均水平的工作资源支持。
