Strengths use and thriving at work among nurses: a latent profile and mediation analysis

Clinical nurses constitute a fundamental workforce within healthcare organizations, playing a central role in delivering patient care services [1]. Nonetheless, nurses all over the world are always under tremendous stress [2]. The demanding nature of hospital nursing, characterized by rapid workflow and substantial workloads, heightens nurses’ vulnerability to emotional exhaustion, contributing to elevated burnout levels and increased turnover intention [3]. Prior research has shown that flourishing can be a strategy to improve nurse retention [4].

Thriving at work is a psychological state characterized by both ‘learning’ and ‘vitality’ [5]. Nurses who thrive tend to exhibit lower absenteeism and turnover rates compared to those who do not, while also maintaining self-development and overall well-being, both physically and mentally [6, 7]. However, despite its sinificance, research indicates that nurses frequently encounter difficulties achieving this state, with consistently low vitality levels reported. For instance, a Belgian study found that nurses demonstrated moderately low vigor in their work [8]. Similarly, an online survey of 427 clinical nurses in China identified only moderate levels of thriving at work [9]. Understanding the factors that influence thriving could inform the development of targeted interventions aimed at improving nurses’ work conditions. Nonetheless, prior studies—primarily influenced by Spreitzer et al. [10] —have predominantly concentrated on external organizational factors, including leadership styles, workplace culture, and environmental conditions [11‐13]. This focus has largely overlooked the pivotal role of intrinsic personal traits. Thus, the present study aims to expand the existing body of knowledge by investigating the fundamental individual-level prerequisites that contribute to thriving at work.

Focusing on leveraging personal strengths is widely regarded as an effective strategy to foster growth, development, and success [14]. Cross-cultural research reveals notable parallels in the virtues and strengths valued across societies, emphasizing that cultivating strengths is essential for realizing self-worth within a social context [15]. Strengths use, a central tenet of strengths theory, refers to the positive behaviors exhibited by employees when applying their strengths in the workplace [16]. Multiple studies indicate that strengths use addresses fundamental needs for autonomy, competence, and interpersonal relationships [17‐19]. Self-determination theory posits that individuals are more inclined to engage in learning and participation when their intrinsic drives for growth and self-actualization are met [20, 21]. Engaging character strengths enhances individuals’ likelihood of thriving [22]. While interdisciplinary research has consistently shown a robust link between strengths use and flourishing at work [23, 24], empirical studies specifically targeting registered nurses remain limited, signifying a gap that requires further exploration. Moreover, previous research predominantly employs a variable-centered methodology to assess the degree of strengths use among nurses [25], which inadequately captures the diversity within and between groups. This limitation may reduce the efficacy of interventions aimed at enhancing strengths use. Latent profile analysis (LPA), a person-centered statistical method, classifies individuals based on shared personal and professional attributes, behaviors, or traits derived from their responses to specific observations [26]. The advantage of applying LPA in this study lies in its ability to deliver a more refined understanding of nurses’ strengths use by identifying distinct subgroups that could be overlooked in aggregate scoring. This approach provides valuable insights into the unique patterns of strengths use among nurses, informing both future research and the development of targeted interventions.

Hope, as a positive motivational state rooted in an inherent belief in success, encompasses willpower, goal-directed energy, and the strategies necessary to achieve goals [27]. Within the JD-R model, hope functions as a vital resource for addressing job demands, alleviating burnout, and sustaining job satisfaction among nurses [28, 29]. Its influence is particularly pronounced in fostering nurses' ability to thrive in the workplace. Initial results indicate that hope significantly predicts work flourishing among clinical nurses [30]. Furthermore, multiple studies highlight the substantial benefits of strengths-based approaches in cultivating elevated levels of hope [31‐33]. For instance, research conducted on employees at the Centers for Disease Control and Prevention revealed a positive association between strengths use and hope [34]. The strengths perspective posits that individuals who identify, develop, and apply their strengths are more likely to engage proactively in goal achievement, which enhances their sense of satisfaction and accomplishment, which plays an important role in enabling nurses to excel mentally and at work [35]. This study aimed to examine the mediating role of hope in the relationship between strengths use and job thriving. Prior research has predominantly centered on the interaction between career and psychological capital [36‐38], frequently integrating hope with constructs like optimism, self-efficacy, and resilience [39], while neglecting hope’s unique contributions. The relationship between strengths use, hope, and work flourishing remains underexplored.

The study aimed to investigate the relationship between nurses’ strengths use and workplace thriving, emphasizing the mediating role of hope. This research builds on existing literature in several key areas. Despite the growing interest in personal strengths, research specific to certain professions, such as nursing, remains limited. Additionally, most current studies, both nationally and internationally, tend to focus on group-level analyses, overlooking individual variability. This approach often fails to provide tailored guidance for personalized practice. To address this, latent class analysis was employed to identify heterogeneity in strengths use among nurses. Furthermore, while existing evidence on the link between healthcare workers’ strengths use and thriving is inconclusive, this study explored this relationship within the context of Chinese cultural norms, thereby increasing the ecological validity. Moreover, although prior research suggests strong associations between personal strengths, hope, and job thriving, these variables have rarely been examined in conjunction. This study employed mediation models to analyze hope as a mediator between strengths use and job flourishing. Based on these objectives and the theoretical framework, three hypotheses were proposed:

This study shifted attention to the strengths and resources of RNs, diverging from the dominant focus on the negative aspects of their work in prior research. Drawing upon established literature, a theoretical model was proposed to explore this focus (Fig. 1).

This study examined the interplay between strengths use, hope, and job thriving, alongside the variability in strengths use within a sample of 568 clinical nurses from two tertiary hospitals in Guangzhou City. All hypotheses were confirmed. First, findings indicated a positive association between strengths use and job thriving, consistent with prior research [25]. This link is attributable to the increased vigor and task engagement observed in individuals utilizing their strengths at work [54]. Moreover, employees who capitalize on their strengths tend to rapidly acquire relevant skills and knowledge [55], reinforcing earlier findings that strength utilization enhances personal learning [56]. Since thriving at work involves both learning and vigor, a positive relationship between strengths use and job thriving is a logical conclusion. This emphasizes the significance of integrating strengths-based strategies in healthcare environments. Nursing leaders are advised to promote the identification and active application of strengths to cultivate workplace flourishing.

In alignment with the second hypothesis, LPA categorized the sample into three distinct profiles: low, medium, and high strengths use. Approximately half of the nurses demonstrated a moderate level of strengths use, aligning with results from earlier studies [43]. Organizational cultures often prioritize addressing employees’ weaknesses rather than leveraging their strengths [57], potentially constraining the utilization of nurses’ personal strengths. Comparative group analysis revealed that married nurses exhibited higher strengths use than their single counterparts, consistent with previous research indicating that married nurses displayed greater creativity in their work [58]. Marriage is commonly linked to emotional maturity, with married nurses often benefiting from more stable family environments and enhanced emotional support [59], contributing to greater self-confidence and a stronger inclination to leverage their strengths in the workplace. A comparison between different experience levels reveals that the longer the tenure, the higher the degree of strengths use. Extended periods of work experience drive continuous improvement in both professional skills and personal attributes. As these competencies advance, individuals are better equipped to apply their strengths effectively in task execution, leading to increased strengths use. Furthermore, job position plays a significant role in influencing strengths use among nurses. Those without designated positions tend to fall into the lower category of strengths use. This disparity arises because nurses with job titles generally possess greater authority and access to more resources within the care team, offering them more opportunities to apply their strengths. Conversely, nurses without formal positions often face time constraints and are confined to basic nursing tasks, limiting their initiative and creativity in engaging in diverse activities, thereby restricting their potential to demonstrate strengths [60].Thus, a favorable work environment, stable interpersonal relationships, and excellent nursing skills may be key to enhancing nurse advantage use. In the future, nursing education and administrators may develop intervention programs targeting nurse advantage use in these areas.

The third hypothesis is supported by the mediating effect of hope, demonstrating that hope significantly mediates the relationship between strength utilization and job prosperity. This insight broadens the application of the JD-R model and highlights hope’s role in navigating work demands and shaping work outcomes. According to the job demand-resource theory [61], individuals derive benefits from physical, psychological, organizational, or social resources at work, which enhance energy and indirectly improve well-being [62, 63]. Leveraging personal strengths contributes to the development of psychological resources like hope. Nurses with high trait hope exhibit a strong sense of intrinsic motivation, which fosters greater work prosperity. This result is consistent with prior studies identifying hope as a valuable psychological resource positively influencing nurses’ work conditions [64]. Therefore, raising nurses’ hopes should be incorporated into nursing management to effectively reduce the likelihood of nurses leaving their current jobs.

The study conclusively identified a positive association between strengths use and nurses’ work flourishing, with hope acting as a mediating variable in this dynamic. Furthermore, the heterogeneity in LPA-based strengths use among nurses revealed distinct patterns of advantage use across different groups. These observations provide critical guidance for healthcare professionals and policymakers, emphasizing the need to encourage strengths-based practices and design interventions that cultivate hope. Such targeted initiatives are integral to improving the overall well-being of nurses, ultimately benefiting the wider healthcare system.