Latent Heterogeneity of Change Fatigue Among Clinical Nurses in the Context of Organizational Change: A Latent Profile Analysis of Occupational Burnout and Psychological Resilience

Objective To identify latent profiles of change fatigue among clinical nurses during organizational change and examine differences in change-related awareness and training, occupational burnout, and psychological resilience. Methods A convenience sample of 299 clinical nurses from two tertiary Grade A hospitals in Shanghai completed questionnaires between December 2024 and January 2025. Burnout and resilience were measured using validated Chinese versions of instruments. Change fatigue profiles were identified using latent profile analysis (LPA) of the six Change Fatigue Scale (CFS) items. Univariate analyses and multinomial logistic regression examined factors associated with profile membership. Results The mean change fatigue score was 26.08 ± 6.87. A three-profile model showed optimal fit and classification accuracy (entropy = 0.954), identifying lower-scoring (mild; 18.40%), moderate-scoring (moderate; 71.24%), and higher-scoring (severe; 10.36%) profiles. Compared with the severe group, older age, longer work experience, prior change-related training, lower emotional exhaustion and depersonalization, and greater tenacity, strength, and optimism were associated with mild fatigue. Older age, longer work experience, greater change-related knowledge, lower emotional exhaustion and depersonalization, and greater optimism were associated with moderate fatigue. Educational attainment was not significant in multivariable analysis. Conclusion Change fatigue was heterogeneous, with moderate fatigue predominating. Younger, less experienced nurses and those with insufficient change-related preparation, greater burnout, or fewer psychological resources require particular attention. Stratified interventions should strengthen change communication and training, reduce burnout, and enhance resilience.