At present, community health service personnel in China are facing many practical problems, which seriously affect their work enthusiasm and motivation. At the same time, the research on the relationship between work motivation and work performance of community health service personnel is still in its infancy, and there is no systematic research.

To identify potential subgroups of job performance among community health service personnel using a person-centered approach and to examine the predictive effect of work motivation on different job performance subgroups.

This study was conducted from July to September 2023, surveying 50 randomly selected community health centers or service stations in Heilongjiang, Hubei, Gansu, and Guangdong provinces. Within each community service center or station, 20 staff members were randomly selected to complete work motivation and work performance scales. A total of 4 000 staff members were surveyed, with 3 925 questionnaires returned and 3 854 valid questionnaires, resulting in an effective response rate of 98.2%. Latent profile analysis was used to determine the latent classification of community health service personnel's work performance. Multivariate linear regression analysis was employed to assess the relationship between different work performance subcategories and work motivation, while controlling for demographic variables such as gender and age.

The latent profile analysis (LPA) identified three distinct classes of job performance among community health service personnel, namely low, moderate, and high job performance groups, accounting for 14.71%, 46.16%, and 39.13% of the sample, respectively. The three-class model demonstrated good classification quality, with average posterior probabilities ranging from 93.8% to 96.6% across classes. Significant differences were observed among the three performance classes in task performance, contextual (relational) performance, and learning performance scores (all P<0.001). The low-, moderate-, and high-performance groups also differed significantly with respect to age, marital status, educational attainment, years of work experience, professional title, employment status, and average monthly income (all P<0.001). Multiple linear regression analyses indicated that, after controlling for relevant demographic characteristics, work motivation was a significant positive predictor of job performance in the low-, moderate-, and high-performance groups (β=0.264, 0.207, and 0.340, respectively; all P<0.001).

The work motivation of community health service personnel is effectively improved through corresponding incentive measures, which will directly promote the improvement and improvement of their work performance.

目前我国社区卫生服务人员面临诸多现实问题，使得其工作积极性和动力受到严重影响。同时关于社区卫生服务人员工作动机和工作绩效关系的研究仍处于起步阶段，且无系统研究。

采取以"个体"为关注点，通过潜在剖面分析探讨工作绩效的亚类别，进而探讨工作动机对工作绩效亚类别的预测作用。

本研究于2023年7—9月分别对黑龙江省、湖北省、甘肃省、广东省随机选取的50家社区卫生中心或服务站中进行调查，在每家社区服务中心或服务站中随机选择20名工作人员开展工作动机量表、工作绩效量表评价，共计4 000名工作人员进行调查，最终收回问卷3 925份，3 854份有效问卷，有效回收率达98.2%。通过潜在剖面分析确定社区卫生服务人员工作绩效的潜在分类，采用多元线性回归分析评估不同工作绩效亚类别与工作动机之间的关系，并控制性别、年龄等人口统计学变量。

潜在剖面分析显示，社区卫生服务人员工作绩效可分为低、中、高3个工作绩效类别，分别占14.71%、46.16%和39.13%；3类模型分类效果较好，各类别平均归属概率为93.8%~96.6%。不同绩效类别在任务绩效、关系绩效和学习绩效得分上差异均有统计学意义（P<0.001）。低工作绩效、中工作绩效、高工作绩效类别的年龄、婚姻状况、学历、工作年限、专业技术职称、编制类型及月均收入比较，差异有统计学意义（P<0.001）。多元线性回归分析显示，控制相关人口学变量后，工作动机均能正向预测低、中、高绩效组的工作绩效（β=0.264、0.207、0.340，均P<0.001）。

社区卫生服务人员的工作动机通过相应的激励措施得到有效提升，将直接促进其工作绩效的改善与提高。