{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,10,7]],"date-time":"2026-10-07T06:01:44Z","timestamp":1791352904164,"version":"4.3.1"},"reference-count":53,"publisher":"Wiley","issue":"1","license":[{"start":{"date-parts":[[2026,7,12]],"date-time":"2026-07-12T00:00:00Z","timestamp":1783814400000},"content-version":"vor","delay-in-days":192,"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"}],"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>Aim<\/jats:title>\n                    <jats:p>To identify distinct subtypes of emotional labor among Chinese oncology nurses; explore the heterogeneous network structures linking emotional labor, change fatigue, and burnout across subgroups; and explore potential intervention targets via computer simulation.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Oncology nurses face three key occupational challenges: inherent emotional labor demands, frequent organizational changes inducing change fatigue, and subsequent burnout risk. Although emotional labor is essential for quality care, its misregulation\u2014especially the resource\u2010intensive deep acting\u2014depletes psychological resources per conservation of resources theory. Yet, existing research often overlooks heterogeneity in nurses\u2019 emotional labor strategy use.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>This study enrolled 924 nurses from a tertiary\u2010level specialized cancer hospital in Zhejiang Province, assessing them using scales for emotional labor, burnout, and change fatigue. First, latent profile analysis identified distinct subgroups based on emotional labor indicators. Subsequently, network analysis constructed symptom networks for the overall cohort and subgroups. Finally, computer simulation technology compared the effects of activating or inhibiting network nodes on overall symptom burden.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>LPA revealed three profiles: \u201cEfficient Type\u2010Proactive Regulation\u201d (C1), \u201cStressed Type\u2010Natural Expression\u201d (C2), and \u201cExhausted Type\u2010Dysregulated Regulation\u201d (C3). In the total sample network, deep acting (E14) emerged as the most central and influential bridge symptom. Significant interprofile differences in network structure and global strength were observed, with unique core symptoms for each profile: professional efficacy (M10) for C1, overwhelming change (F1) for C2, and morning exhaustion (M3) for C3. Computer simulation identified potential core risk targets (M14, F1) and mitigation targets (E4, E8), with E8 showing cross\u2010profile robustness.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>Oncology nurses exhibit distinct emotional labor subtypes, and their burnout and change fatigue display significant, profile\u2010specific associative patterns. Simulation analysis highlights potential intervention targets: managing excessive work engagement and organizational evaluation pressure, while simultaneously promoting adaptive emotional regulation. This suggests that customized, systemic intervention strategies should be adopted, integrating individual skill development with organizational policy adjustments.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Implications for Nursing Management<\/jats:title>\n                    <jats:p>The findings of this study advocate for nursing managers to adopt evidence\u2010based, typology\u2010specific management strategies. For C1, professional recognition should be leveraged to enhance their sense of professional efficacy, while optimizing performance evaluations to reinforce adaptive regulation patterns. For C2, management should focus on buffering organizational change stress and leveraging the protective role of equitable evaluation through measures such as establishing flexible feedback mechanisms. For C3, immediate psychological support and short\u2010term leave resources are needed to alleviate physical and mental exhaustion and curb excessive work engagement. At the organizational level, systematically revising performance evaluation systems to reduce instrumental stress and embedding psychological resource support modules into change management processes is recommended. Concurrently, establishing a dynamic monitoring mechanism focused on core bridging symptom E14 facilitates early identification of high\u2010risk individuals.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1155\/jonm\/4262055","type":"journal-article","created":{"date-parts":[[2026,7,13]],"date-time":"2026-07-13T05:44:26Z","timestamp":1783921466000},"update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":1,"title":["Profiles and Networks: A Person\u2010Centered Analysis of Emotional Labor, Burnout, and Change Fatigue Among Chinese Oncology Nurses"],"prefix":"10.1155","volume":"2026","author":[{"ORCID":"https:\/\/orcid.org\/0009-0007-7563-1471","authenticated-orcid":false,"given":"Hang","family":"Gao","sequence":"first","affiliation":[],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0006-7976-8873","authenticated-orcid":false,"given":"Xiaoli","family":"Sun","sequence":"additional","affiliation":[],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0006-6158-5171","authenticated-orcid":false,"given":"Danwen","family":"Zheng","sequence":"additional","affiliation":[],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0004-6040-6237","authenticated-orcid":false,"given":"Hejia","family":"Chen","sequence":"additional","affiliation":[],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0002-4317-3967","authenticated-orcid":false,"given":"Xinyan","family":"Yu","sequence":"additional","affiliation":[],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0003-3580-4391","authenticated-orcid":false,"given":"Jianwen","family":"Hou","sequence":"additional","affiliation":[],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"311","published-online":{"date-parts":[[2026,7,12]]},"reference":[{"key":"e_1_2_13_1_2","doi-asserted-by":"publisher","DOI":"10.2307\/3324333"},{"key":"e_1_2_13_2_2","doi-asserted-by":"publisher","DOI":"10.3760\/cma.j.issn.1674-6554"},{"key":"e_1_2_13_3_2","doi-asserted-by":"publisher","DOI":"10.1155\/2020\/8837024"},{"key":"e_1_2_13_4_2","doi-asserted-by":"publisher","DOI":"10.1037\/a0022876"},{"key":"e_1_2_13_5_2","doi-asserted-by":"publisher","DOI":"10.1016\/j.ijnss.2018.08.001"},{"key":"e_1_2_13_6_2","doi-asserted-by":"publisher","DOI":"10.1080\/13548506.2021.1905859"},{"key":"e_1_2_13_7_2","doi-asserted-by":"crossref","DOI":"10.2307\/258824","article-title":"Emotional Labor in Service Roles: The Influence of Identity","author":"Ashforth B. 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