Association Between Shift Patterns and Occupational Stress and Perceived Professional Benefits Among Nurses: A Cross‐Sectional Study

Objective This cross‐sectional study examined the associations between shift patterns, occupational stress, and perceived professional benefits among hospital nurses. Methods A convenience sample of 325 nurses from a single tertiary hospital in Hubei Province, China, was enrolled. Data were collected using a general information questionnaire, a shift pattern scale, a perceived professional benefits scale, and an occupational stress scale. Statistical analyses included chi‐square tests, t ‐tests, rank‐sum tests, Pearson’s correlation, and multivariable linear regression. Results Nonshift nurses had significantly higher occupational stress scores than shift nurses (67.23 vs. 58.55, p < 0.001). Among shift nurses, those with 2–6 years of experience and those working > 6 night shifts per month reported higher stress levels. Among different shift patterns, only the 21:00–8:00 group scored lower in nurse–patient relationship than the nonshift group, whereas the 18:00–01:30 and 01:30–08:00 groups reported higher perceived professional benefits from positive occupational perceptions than the nonshift group. The nonshift group experienced higher occupational stress levels compared to the shift group. Pearson’s correlation analysis indicated that the overall score for occupational sense of gain was positively correlated with the total scores for work tasks and development, interpersonal support, patient care, and occupational stress. Positive but modest correlations were observed between several stress dimensions and professional benefit dimensions ( r = 0.12–0.18, p < 0.05). Conclusions In this single‐site sample, certain shift patterns and a higher monthly frequency of night shifts were associated with increased occupational stress, whereas longer shift experience was correlated with better nurse–patient relationship scores. Nursing managers may use these findings to limit night shifts to ≤ 6 per month, provide targeted support for mid‐career nurses, and monitor stress levels across shift types.