{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,9,30]],"date-time":"2026-09-30T06:57:53Z","timestamp":1790751473851,"version":"4.1.0"},"reference-count":76,"publisher":"Wiley","issue":"1","license":[{"start":{"date-parts":[[2026,9,29]],"date-time":"2026-09-29T00:00:00Z","timestamp":1790640000000},"content-version":"vor","delay-in-days":271,"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 integrate regulatory emotional self\u2010efficacy and career calling into the Job Demands\u2010Resources (JD\u2010R) model and use machine learning to identify model\u2010derived predictors of nurses\u2019 professional identity.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Nurses\u2019 professional identity is essential for workforce stability, commitment and nursing management. However, limited research has examined professional identity by jointly considering job demands, job resources and personal psychological resources within a predictive modelling framework. Addressing this gap may help identify integrated management priorities for strengthening nurses\u2019 professional identity.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>\n                      Convenience sampling with hospital\u2010specific quotas was used to recruit nurses from five tertiary public hospitals in Zhejiang Province. Data were collected from July to October 2024, yielding 1006 valid responses. The dataset was randomly split into training and testing sets. Boruta feature selection was performed within the training set, and six machine\u2010learning models were compared using cross\u2010validation. Model performance was evaluated using MAE, RMSE,\n                      <jats:italic>R<\/jats:italic>\n                      <jats:sup>2<\/jats:sup>\n                      , repeated cross\u2010validation, bootstrap confidence intervals and a Taylor diagram. SHAP was used to interpret predictor contributions.\n                    <\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>\n                      Of 23 candidate predictors, 11 were retained. Random forest performed best on the test set (MAE\u2009=\u20098.49, RMSE\u2009=\u200910.97,\n                      <jats:italic>R<\/jats:italic>\n                      <jats:sup>2<\/jats:sup>\n                      \u2009=\u20090.668; repeated 10\u2010fold cross\u2010validated\n                      <jats:italic>R<\/jats:italic>\n                      <jats:sup>2<\/jats:sup>\n                      \u2009=\u20090.661\u2009\u00b1\u20090.075). The strongest predictors were career calling, self\u2010efficacy in managing positive affect, development opportunities and social support. Higher personal and job resources were associated with higher predicted professional identity, whereas job demands were associated with lower predicted values.\n                    <\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>Within the integrated JD\u2010R model and machine\u2010learning framework, nurses\u2019 professional identity was mainly predicted by personal psychological resources and job resources. These findings are predictive and do not imply causality.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Implications for Nursing Management<\/jats:title>\n                    <jats:p>Nursing managers may strengthen nurses\u2019 professional identity by enhancing personal psychological resources, improving job resources and addressing job demands, particularly career calling, positive affect self\u2010efficacy, development opportunities, social support, operational demands, emotional demands and work\u2013family conflict.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1155\/jonm\/8474556","type":"journal-article","created":{"date-parts":[[2026,9,30]],"date-time":"2026-09-30T06:20:03Z","timestamp":1790749203000},"update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":0,"title":["Predicting Professional Identity Among Chinese Nurses Using the Job Demands\u2010Resources 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