Background Given the globalization of the nursing workforce, psychological empowerment represents a critical intrinsic determinant of nurses’ mobility intentions, specifically regarding cross‐border work. Aim To identify latent profiles of nurses’ psychological empowerment, examine associated factors, and explore the relationship between these profiles and cross‐border working intention. Methods A cross‐sectional multicenter study was conducted from March to September 2023. Using convenience sampling, clinical nurses were recruited through liaisons from nursing societies in nine cities of Guangdong Province. Data were collected through questionnaires covering sociodemographic questionnaire, psychological empowerment, and cross‐border working intention, with analyses including chi‐square tests, logistic regression, and latent profile analysis (LPA) performed using SPSS 23.0 and Mplus 8.3. Results A total of 3671 valid questionnaires were collected, and 39.5% of the respondents reported cross‐border intentions. LPA identified three psychological empowerment profiles among nurses, ranked from high to low: the core‐driven empowerment profile (16.94%), the adaptive empowerment profile (70.42%), and the constrained empowerment profile (12.64%). The nurses with lower salary, intermediate title, and without specialist nurse qualification were more likely to fall into the constrained empowerment profile. Psychological empowerment was positively correlated with nurses’ cross‐border work intention. The core‐driven profile showed the highest cross‐border work intention (50.6%), followed by the adaptive (38.2%) and constrained profiles (31.7%). For cross‐border work, the constrained profile prioritized salary (87.1%) as the key concern, while the core‐driven profile focused more on good promotion opportunities (70.3%). Conclusion Psychological empowerment exerts a positive impact on clinical nurses’ cross‐border work intention, with the three identified empowerment profiles exhibiting divergent motivational priorities and decision logics. These findings highlight the need for subgroup‐specific strategies to balance nursing workforce mobility and stability. Implications for Nursing Management The findings support a differentiated human resource strategy based on nurses’ psychological empowerment profiles. For core‐driven nurses, institutions should provide international career development channels to strengthen their domestic job embeddedness. For adaptive nurses, tailored skill training and decision‐making autonomy should be offered to guide their mobility aspirations. For constrained nurses, competitive compensation and family support services should be prioritized to address their stability needs and rebuild professional confidence. These targeted measures balance talent mobility and domestic workforce stability.
Zhang et al. (2026) studied this question.