{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,10,22]],"date-time":"2026-10-22T06:43:17Z","timestamp":1792651397075,"version":"4.5.0"},"reference-count":44,"publisher":"Wiley","issue":"1","license":[{"start":{"date-parts":[[2026,10,21]],"date-time":"2026-10-21T00:00:00Z","timestamp":1792540800000},"content-version":"vor","delay-in-days":293,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"},{"start":{"date-parts":[[2026,1,1]],"date-time":"2026-01-01T00:00:00Z","timestamp":1767225600000},"content-version":"tdm","delay-in-days":0,"URL":"http:\/\/doi.wiley.com\/10.1002\/tdm_license_1.1"}],"funder":[{"DOI":"10.13039\/501100001809","name":"National Natural Science Foundation of China","doi-asserted-by":"publisher","award":["72374157"],"award-info":[{"award-number":["72374157"]}],"id":[{"id":"10.13039\/501100001809","id-type":"DOI","asserted-by":"publisher"}]}],"content-domain":{"domain":["onlinelibrary.wiley.com"],"crossmark-restriction":true},"short-container-title":["Journal of Nursing Management"],"published-print":{"date-parts":[[2026,1]]},"abstract":"<jats:sec>\n                    <jats:title>Aims<\/jats:title>\n                    <jats:p>This study aimed to examine the prevalence and latent profiles of quiet quitting among clinical nurses and identify factors associated with this condition across different nurse subgroups.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Quiet quitting among clinical nurses poses a hidden threat to nursing workforce stability and quality of care. Burnout, work\u2013family conflict, and professional identity are closely associated with quiet quitting in nurses. However, academic studies examined quiet quitting as a single global construct, without identifying the potentially heterogeneous profiles within the nursing workforce.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>Convenience sampling was used to recruit clinical nurses employed at a Grade A tertiary hospital in Zhejiang Province between September 4 and 30, 2025. Data were collected using five questionnaires. The components used for the analysis included a general information questionnaire, the Quiet Quitting Scale, Maslach Burnout Inventory, Work\u2013Family Conflict Scale, and Professional Identity Scale. Latent profile analysis (LPA) was used to identify characteristic profiles of quiet quitting among nurses. Multinomial logistic regression analysis was performed to identify the factors associated with the different latent profile categories.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>In total, 307 nurses participated in this study. The prevalence of quiet quitting was 76.2%, with an average score of 2.41\u2009\u00b1\u20090.56 points per item on the quiet\u2010quitting scale. The LPA identified three distinct quiet\u2010quitting profiles of nurses: \u201cConscientious Type\u201d (21.82%), the \u201cObservant Type\u201d (65.15%), and the \u201cDisengaged Type\u201d (13.03%). Multinomial logistic regression analysis showed that burnout, professional identity, and professional title were factors associated with \u201cObservant Type\u201d nurses. In contrast, burnout, work\u2013family conflict, and professional title were identified as factors associated with \u201cDisengaged Type\u201d nurses.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusions<\/jats:title>\n                    <jats:p>Burnout, work\u2013family conflict, professional identity, and professional title were identified as factors associated with quiet quitting among clinical nurses. Nursing administrators should develop targeted intervention strategies based on the characteristics of each identified nursing profile.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Implications for Nursing Management<\/jats:title>\n                    <jats:p>Nursing administrators should implement profile\u2010stratified interventions (psychological support, workload optimization, equitable recognition, and structured professional development) alongside structural empowerment and transparent reward systems to strengthen the professional identity and workforce stability of nursing staff.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1155\/jonm\/2963982","type":"journal-article","created":{"date-parts":[[2026,10,22]],"date-time":"2026-10-22T06:10:47Z","timestamp":1792649447000},"update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":0,"title":["The Status of and Factors Associated With Quiet Quitting Among Clinical Nurses: An Evaluation and Latent Profile Analysis"],"prefix":"10.1155","volume":"2026","author":[{"ORCID":"https:\/\/orcid.org\/0009-0001-5690-6552","authenticated-orcid":false,"given":"Haiping","family":"Jin","sequence":"first","affiliation":[{"name":"Orthopaedics Taizhou Hospital of Zhejiang Province Affiliated to Wenzhou Medical University  Taizhou Zhejiang China  wmu.edu.cn"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0007-3101-384X","authenticated-orcid":false,"given":"Xiaoling","family":"Yang","sequence":"additional","affiliation":[{"name":"Faculty of Nursing Wenzhou Medical University  Wenzhou Zhejiang China  wmu.edu.cn"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0001-2391-3756","authenticated-orcid":false,"given":"Jiya","family":"Chen","sequence":"additional","affiliation":[{"name":"Hospital Administration Taizhou Hospital of Zhejiang 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