Latent profiles of team resilience and their relationship with team performance and turnover intentions among nurses

• DOI: 10.1186/s12912-025-02880-w
• Publication Date: 2025-02-24T15:47:51Z
• Authors: Zhiwei Wang; Xueqing Song; Jian Liu; Huimin Wei; Yu Wu; Shicai Wu; Xiaorong Luan
• Keywords: Nursing management; Resilience; Turnover Intention; Health administration

Global healthcare systems are increasingly being challenged by a critical shortage of nurses, which is further aggravated suboptimal team performance and elevated turnover rates among nursing staff. Team resilience has emerged as crucial protective factor that offers substantial benefits the potential to improve adverse work outcomes. This study sought elucidate profiles nurses' examine their relationship with intention. A total 217 teams comprising 1,618 nurses were recruited through stratified convenience sampling from five tertiary secondary hospitals in Shandong Province, China. was evaluated using Analyzing Developing Adaptability Performance Teams Enhance Resilience Scale, while measured Effectiveness Scale. Additionally, intention assessed self-administered question, "Have you thought quitting job?" Latent profile analysis used identify distinct resilience. regression conducted associations between profiles, performance, Three latent identified: worst (Class 1, 21.659%), mid-range 3, 43.318%), best 2, 35.023%). Compared Class Classes 2 (beta = 0.922, p < 0.001; odds ratio [OR] 0.154, 0.001) 3 0.463, OR 0.258, 0.01) exhibited significantly better lower investigated nurse resilience, identifying subgroups characterized underperformance Hospital administrative decision-makers managers should enhance investment resources strategically allocate well tailor or optimize interventions based on heterogeneity observed foster positive changes