Latent profiles of team resilience and their relationship with team performance and turnover intentions among nurses
Abstract Background Global healthcare systems are increasingly being challenged by a critical shortage of nurses, which is further aggravated by suboptimal team performance and elevated turnover rates among nursing staff. Team resilience has emerged as a crucial protective factor that offers substan...
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| Main Authors: | , , , , , , |
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| Format: | Article |
| Language: | English |
| Published: |
BMC
2025-02-01
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| Series: | BMC Nursing |
| Subjects: | |
| Online Access: | https://doi.org/10.1186/s12912-025-02880-w |
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| Summary: | Abstract Background Global healthcare systems are increasingly being challenged by a critical shortage of nurses, which is further aggravated by suboptimal team performance and elevated turnover rates among nursing staff. Team resilience has emerged as a crucial protective factor that offers substantial benefits and the potential to improve adverse work outcomes. This study sought to elucidate the profiles of nurses’ team resilience and examine their relationship with team performance and turnover intention. Methods A total of 217 nursing teams comprising 1,618 nurses were recruited through stratified convenience sampling from five tertiary and five secondary hospitals in Shandong Province, China. Team resilience was evaluated using the Analyzing and Developing Adaptability and Performance in Teams to Enhance Resilience Scale, while team performance was measured using the Team Effectiveness Scale. Additionally, turnover intention was assessed using the self-administered question, “Have you thought of quitting the job?” Latent profile analysis was used to identify distinct profiles of team resilience. A regression analysis was conducted to examine the associations between team resilience profiles, team performance, and turnover intention. Results Three latent profiles of team resilience among nurses were identified: worst (Class 1, 21.659%), mid-range (Class 3, 43.318%), and best (Class 2, 35.023%). Compared with Class 1, Classes 2 (beta = 0.922, p < 0.001; odds ratio [OR] = 0.154, p < 0.001) and 3 (beta = 0.463, p < 0.001; OR = 0.258, p < 0.01) exhibited significantly better team performance and lower turnover intention. Conclusions This study investigated the potential profiles of nurse team resilience, identifying subgroups characterized by underperformance and elevated turnover intention. Hospital administrative decision-makers and nursing managers should enhance investment in nursing resources and strategically allocate resources as well as tailor or optimize team interventions based on the heterogeneity observed in team resilience to foster positive changes in adverse work outcomes. |
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| ISSN: | 1472-6955 |