Entrepreneurial growth mindset boosts entrepreneurial intention via the serial path of cognitive flexibility and entrepreneurial alertness.

With the continuous improvement of modern public health service systems, the occupational mental health of healthcare workers has gradually become a major social concern across global health fields. Clinical nurses face long-term heavy workloads and chronic work pressure, making them particularly vulnerable to negative emotional weariness (). Widespread occupational burnout among healthcare workers not only impairs individual physical and mental wellbeing but also poses potential risks to the stable operation of medical services and the sustainable development of public health systems (). Among various clinical departments, pediatric nursing represents a core yet high-pressure branch of clinical nursing work, involving unique occupational stressors distinct from those in adult care settings (). Pediatric patients often lack full verbal expression skills and show poor cooperation during diagnosis and treatment. Meanwhile, their parents tend to have excessively high emotional expectations and medical anxiety, which further exacerbates the interpersonal stress experienced by frontline pediatric nurses (, ). Additionally, pediatric departments are characterized by intensive shift work, frequent emergency treatments, insufficient staffing, and limited career advancement channels in most tertiary and primary hospitals (, ). Under the long-term accumulation of multiple occupational stressors, pediatric nurses have become a high-risk group for occupational burnout within the global nursing workforce (). Occupational burnout is a persistent psychophysiological stress syndrome induced by chronic workplace stress that remains unrelieved over time, mainly manifesting as emotional exhaustion, depersonalization, and reduced personal accomplishment (). A substantial body of longitudinal nursing research has verified that severe occupational burnout not only damages nurses‘ sleep quality, mental health, and physical immune function but also impairs their clinical nursing decision-making ability and reduces patient satisfaction with nursing care (, ). Furthermore, burnout serves as a critical predictor of nurses' turnover intention, job avoidance behavior, and loss of clinical nursing talent, thereby directly threatening the stability of pediatric nursing teams and the safety of pediatric medical care, while also restricting the high-quality and sustainable development of pediatric nursing services (–). Therefore, exploring modifiable protective factors, both psychological and occupational environmental, to alleviate occupational burnout among pediatric nurses holds important clinical practical value and public health significance. Decent work perception, an emerging subjective occupational psychological evaluation indicator in the field of occupational health psychology in recent years, refers to nurses' overall cognitive and emotional appraisal of multiple job dimensions, including reasonable remuneration, safe working environment, guaranteed occupational rights, harmonious interpersonal relationships, and fair career development opportunities (). The International Labor Organization (ILO) has long emphasized that decent work constitutes the core guarantee for employees' occupational wellbeing, and improving employees' perception of decent work is a key organizational intervention to reduce negative workplace emotions (). Existing relevant studies have confirmed that decent work perception negatively predicts various negative occupational outcomes among healthcare workers: those with higher levels of decent work perception report lower occupational stress, less workplace anxiety, and stronger job engagement (, ). Nevertheless, most current studies have focused on general clinical nurses or emergency nurses, leaving targeted research on pediatric nurses, who work in special clinical scenarios, still insufficient. Moreover, the internal psychological relational patterns underlying the association between perceived decent work and burnout in pediatric nurses remain underexplored, which constrains efforts to refine hospital human resource management strategies through improvements to workplace conditions conducive to decent work.