ArticleInternational nursing review2026
Workplace Social Capital, Professional Identity, and Work-Related Quality of Life Among Nurses: A Latent Profile Analysis.
Article in International nursing review, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
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Abstract
aimTo identify latent organizational-psychosocial profiles among clinical nurses based on their perceptions of workplace social capital (WSC), professional identity (PI), and work-related quality of life (WRQoL), and to explore demographic and occupational predictors of profile membership.
backgroundWSC, PI, and WRQoL are critical factors influencing nurses' occupational well-being, job satisfaction, and retention. With increasing managerial focus on these elements, the potential for these factors to form distinct latent profiles remains to be explored.
methodsA cross-sectional survey was conducted among 1,630 nurses from three hospitals in China. Latent profile analysis identified subgroups based on 14 dimensions across the WSC, PI, and WRQoL scales. Multinomial logistic regression was used to examine factors associated with subgroup membership.
resultsThree latent profiles were identified: Resource-Deprived and High-Stress Group, Adaptive-Stable Group, and High Resource-High Identity Group. Multinomial logistic regression showed that lower hierarchical (N2), lower monthly income (≤5000 RMB), specific department assignments (outpatient and medical technology), and strong turnover intentions were significantly associated with membership in the Resource-Deprived and High-Stress Group. Nurses in this group were also more likely to experience higher stress and resource deprivation compared with those in the other profiles.
conclusionNurses display significant organizational-psychosocial heterogeneity, influenced by structural factors such as hierarchical position, clinical specialty, income level, and turnover intention. IMPLICATIONS FOR NURSING: Nurse managers should recognize the heterogeneity within nursing groups and, for those in resource-deprived and high-stress profiles, optimize shift schedules, reduce workloads, and provide psychological support to alleviate physical and emotional stress. IMPLICATIONS FOR NURSING POLICY: Policymakers should design tailored professional development initiatives for different nurse subgroups, ensure equitable and competitive remuneration systems, and enhance nurse well-being and retention.
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