江苏省高年资护士共情疲劳的潜在类别分析

目的 了解江苏省高年资护士共情疲劳的现状及潜在类别，分析其影响因素，为高年资护士的人本化管理提供参考。方法 采用便利抽样法，选取江苏省苏中、苏南、苏北地区护理工作年限≥10年的高年资护士3 509人作为研究对象，采用一般资料调查表、中文版共情疲劳量表及中文版护士工作环境感知量表进行调查。结果 高年资护士职业倦怠得分为（24.58±6.50）分，继发性创伤应激得分为(26.80±6.07)分，同情满足得分为(36.57±7.38)分。中度及以上共情疲劳者为2 386人（68.0%）。潜在剖面分析显示，共情疲劳分为共情疲劳优势组（32.00%）、中度共情疲劳组（63.12%）和共情疲劳应激组（4.87%）3个潜在类别。logistic回归分析显示，职务、月收入、班次、对工作环境感知是共情疲劳不同潜在类别的影响因素（均P＜0.05）。结论 高年资护士共情疲劳存在3个潜在类别，呈现群体异质性。护理管理者需采用多元化、人本化管理策略，激发高年资护士工作热情，降低共情疲劳水平。

Analysis of potential categories of compassion fatigue among senior nurses in Jiangsu province

Objective To understand the current status and potential categories of compassion fatigue among senior nurses in Jiangsu province, and to analyze its influencing factors, so as to provide a reference for the human-centric management of senior nurses. Methods Using convenience sampling, 3 509 senior nurses in central, southern and northern Jiangsu with a working tenure of ≥10 years were selected, then they were investigated by utilizing a general information questionnaire, Professional Quality of Life Scale version 5 (ProQOL-5), and the Chinese Version of Perceived Nursing Work Environment (C-PNWE). Results The burnout score of senior nurses was (24.58±6.50), secondary traumatic stress score was (26.80±6.07), and compassion satisfaction score was (36.57±7.38). Among them, 2 386 (68.0%) experienced moderate or higher level of compassion fatigue. Latent profile analysis revealed three potential categories of compassion fatigue: compassion fatigue dominant group (32.00%), moderate level of compassion fatigue group (63.12%), and compassion fatigue stress group (4.87%). Logistic regression analysis showed that, job position, monthly income, shift schedule, and perception of the work environment were influencing factors for different potential categories of compassion fatigue (all P<0.05). Conclusion Compassion fatigue among senior nurses has three potential categories, which indicates group heterogeneity. Nursing managers should adopt diversified and human-centric management strategies, so as to boost senior nurses′ enthusiasm for work and reduce their compassion fatigue.