# Current Status of Nurse Team Resilience in China: A Latent Profile Analysis

## TL;DR

This study explores the resilience of nurse teams in China and identifies factors that influence their resilience levels.

## Contribution

The study introduces a new method to classify nurse team resilience into distinct profiles using latent profile analysis.

## Key findings

- Three distinct resilience profiles were identified among nurse teams in China.
- Teams with no men, no postgraduate education, salary dissatisfaction, or from secondary hospitals had lower resilience.
- These findings can help hospital administrators design targeted interventions to improve team resilience.

## Abstract

High job stress is the primary cause of nurse shortages, while research on resilience training for nurse teams is still rising. To inform the design of effective resilience interventions, understanding the training needs of nurse teams at the outset is essential.

This study aimed to investigate the current status, patterns, and influencing factors of nurse team resilience.

A multicenter cross-sectional survey was conducted among 217 Chinese nurse teams (comprising 1618 individual nurses) recruited through stratified convenience sampling. Latent profile analysis was used to identify nurse teams' resilience profiles based on standardized instruments. Multinomial logistic regression was employed to explore the demographic and team variables that were linked to the different profiles.

Latent profile analysis revealed the three-profile model had the best fit. The three profiles were named “low team resilience” (Class 1, n = 47, 21.659%), “high team resilience” (Class 2, n = 76, 35.023%), and “medium team resilience” (Class 3, n = 94, 43.318%). Gender, educational level, satisfaction with salary, and hospital level differed significantly across the three profiles in multivariate models. Nurse teams with no men (OR = 0.407, p < 0.05), with no members having postgraduate education (OR = 0.223, p < 0.05), with members who were dissatisfied with their salary (OR = 0.237, p < 0.01), or those from secondary hospitals (OR = 0.243, p < 0.01) were more likely to be assigned to the low team resilience profile.

This study provides insights about team resilience that are useful for nurse managers and hospital administrators. In particular, when designing interventions and developing policies, managers can identify characteristics that need to be prioritized to achieve favorable outcomes.