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The study aimed to characterise presenteeism among nurses and identify nurses' presenteeism associated with distinct latent profiles.
This study employed a cross-sectional descriptive approach.
From July to December 2024, data were collected from 404 Chinese clinical nurses across four tertiary hospitals in Sichuan Province, Southwest China, using demographic questionnaires, the Stanford Presenteeism Scale (SPS-6), and the Challenge- and Hindrance-Related Self-Reported Stress Scale (C-HSS). A latent profile analysis was conducted on SPS-6 scores using Mplus 8.3, followed by univariate analyses to compare characteristics across subgroups.
The total mean score of nurses' presenteeism is (16.13 ± 4.46), with approximately 59.4% classified as having a high level of presenteeism. Four latent profiles of nurses' presenteeism were identified through LPA: low fatigue–low work constraint (19.8%), low fatigue–high work constraint (33.9%), high fatigue–low work constraint (18.8%), and high fatigue–high work constraint (27.5%).
Nurses demonstrated moderately severe presenteeism, with LPA revealing four distinct phenotypes characterised by divergent fatigue– work constraint configurations. This heterogeneity underscores the need for stratified interventions addressing unique risk profiles across subgroups. Administrators should adopt targeted interventions according to the characteristics of nurses in different profiles to minimise nurses' loss of productivity.
This study addresses the evidence gap regarding the significant heterogeneity of presenteeism among nurses and the lack of precise identification, and identifies four distinct latent profiles of presenteeism. The findings provide critical evidence for nursing managers to design and implement differentiated intervention strategies tailored to groups with different risk characteristics.
The study followed the STROBE guideline.
This study did not include patient or public involvement in its design, conduct or reporting.
To assess the competence level and latent profiles of nursing interns regarding their management of workplace violence (WPV).
Workplace violence may have adverse effects on the physical and mental health, clinical practice behaviours and career plan of nursing interns. Besides, the competence of WPV management contributed to a sense of career security for nursing interns. However, few studies have focused on the current status of the competence of WPV management for nursing interns.
A cross-sectional self-report design that followed STROBE guidelines.
A total of 379 Chinese nursing interns were invited from three tertiary hospitals in Chengdu city by convenience sampling in this cross-sectional study. Data were collected using the Sociodemographic Characteristics Questionnaire, the Management of Workplace Violence Competence Scale (MWVCS) and the Chinese version of the 10-item Connor-Davidson Resilience Scale (CD-RISC-10). Latent profile analysis and logistic regression were performed.
The mean score of nursing interns' management competence of WPV was 152.87 (SD = 25.67). The best latent profile model was identified as three profiles, namely the ‘low management competence of WPV subgroup’ (19.5%), ‘medium management competence of WPV subgroup’ (64.1%) and ‘high management competence of WPV subgroup’ (16.4%), respectively. Multiple logistic regression showed that attending the violence prevention training, interest in the nursing profession and resilience were protective factors of management competence of WPV for nursing interns.
The majority of nursing interns perform at a medium level with noted heterogeneous characteristics, which contribute to identifying different nursing interns' perceptions of competence to manage WPV. Therefore, nursing managers can provide targeted intervention strategies to further promote the competence of WPV management for nursing interns.
Nursing educators and managers could conduct systematic training on the competence of WPV management based on individual different characteristics, which can be used as pre-internship training programmes for nursing interns, and provide resilience support plans.
No patients or public contribution.
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