Abstract: Objective: To examine the mediating effect of change fatigue between perceived organizational support and work engagement among nurses, in order to provide strategies for alleviating change fatigue and enhancing work engagement in clinical practice. Methods: A cross-sectional study was conducted in April 2025. The convenience sampling method was used to recruit 292 nurses from a tertiary grade A general hospital in Shandong province. Data were collected using the general information questionnaire, the Perceived Organizational Support Scale, the Change Fatigue Scale, and the Utrecht Work Engagement Scale. The structural equation model was constructed using AMOS 24.0 software. Results: The scores for perceived organizational support, change fatigue, and work engagement among nurses were 44.00 (35.00, 52.00), 22.73±8.25, and 31.30±11.75, respectively. Perceived organizational support was negatively correlated with change fatigue (r=-0.452, P<0.05) and positively correlated with work engagement (r=0.597, P<0.05). Change fatigue was negatively correlated with work engagement (r=-0.691, P<0.05). The analysis demonstrated that change fatigue partially mediated the relationship between perceived organizational support and work engagement, with an indirect effect of 0.229 (95%CI: 0.192-0.390) (P<0.05), accounting for 37.79% of the total effects. Conclusion: Change fatigue serves as a mediator between perceived organizational support and work engagement among nurses. Therefore, strengthening perceived organizational support and alleviating change fatigue are effective strategies for enhancing nurses' work engagement.

Key words: perceived organizational support; change fatigue; work engagement; mediating effect