Relationship between organizational commitment and thriving at work of nurses: the mediating effect of psychological detachment

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This study aims to determine the current situation and factors of thriving at work among nurses, as well as examine the relationship mechanism between the organizational commitment, psychological detachment and thriving at work. Methods This study is a quantitative cross-sectional research using an online survey. Convenience sampling was employed to recruit 512 nurses from six tertiary hospitals in Sichuan Province, China, using general information questionnaire, Chinese version organizational commitment questionnaire, psychological detachment from work scale and thriving at work scale between July and December 2024. Results The score of organizational commitment, psychological detachment and thriving at work among nurses was (50.49±5.70), (13.04±2.60) and (47.28±14.03), separately. There are statistically significant differences between groups of different gender, age, years of experience, average monthly night shifts, monthly income, average sleep duration, family support and effort-reward matching ( P <0.05). Additionally, the structural equation modeling indicate that psychological detachment played a mediating role between organizational commitment and thriving at work ( β =0.234, P <0.001). Conclusion The thriving at work of nurses is at a moderate level. The organizational commitment not only exerts a direct influence on thriving but also has an indirect impact on it through the mediating role of psychological detachment. Nursing managers can enhance nurses' organizational commitment by appropriately delegating power and cultivating inclusive and authentic leadership styles. Nurses can also attain psychological detachment by decomposing and refining work tasks and scientifically scheduling non-working time, ultimately achieving thriving at work. Clinical trial number Not applicable Nurses Organizational commitment Psychological detachment Thriving at work Mediation effect Figures Figure 1 Figure 2 Introduction The State Council of China issued the The Outline for Healthy China 2030 in 2016, which incorporated the high-quality development of nursing career and the construction of health personnel team into the long-term national development plan[1]. Yet, it is estimated that there will be a shortage of 5.7 million nurses worldwide by 2030 according the World Health Organization (WHO)[2], which may result in negative impact on patient outcomes and healthcare efficiency. Many nurses tend to leave the health profession or change the jobs due to heavy clinical loads and extremely complex work environments. The resignation of nursing staff leads to the sharp increase of the remaining nurses' workload, job burnout and low nursing thriving, which in turn creates a further vicious circle of nurses' turnover [3]. Nurses are the major group of employees who provide quality health care services and play a critical role within any health care setting. Thus, maintenance of the stability for the nursing team is of crucial importance to patients as well as health domain. However, the ever-increasing aging population and the prevalence of chronic and long-term diseases will pose a immense burden to the healthcare system, making it necessary that not only to ensure a constant supply of healthcare personnel willing to stay in the system, but also require the excitation of individual’s positive working status[4]. The positive relationship between individuals and organization and thriving at work are attributed as the underlying reasons for eradicating the turnover[5]. This means that nursing staff will tend to be more integrated into the organizational context, thus establishing good relationships in workplace when they achieve thrive at work [6]. Therefore, how to more efficiently stimulate and improve the thriving at work of nurses is an area of significant concern. Thriving at work refers to a positive development state in which employees experience learning and vitality, which contributes to enhance individual work adaptability and improve work performance and even health [7]. Vitality is considered to be the energy provided to the self directly or indirectly from the satisfaction of basic psychological needs. While learning is defined as the improved capacity to acquire and capitalize on knowledge and skills[8]. Due to insufficient workforce and excessive workload, nurses do not always showed thriving at work. A current surveys on Chinese emergency nurses suggested that thriving at work of nurses was on the medium level, with an intimate relationship between both hindrance stressors and challenge stressors [9]. Another cross-sectional study conducted in Turkey and Nigerian demonstrated that an decreased level of thriving at work among nurses during the COVID-19 pandemic[10]. While family supportive supervisor behaviors can effectively reduce work-family conflict, which could promote nurses' mental health as well as further enhance thriving at work. Compared with individuals who are non-thriving, nurses in the state of thriving are more eager to collaborate with colleagues friendly and stimulate constructive and innovative behaviors, which is of great significance for improving nurses' job well-being, reducing turnover and ensuring patients' medical safety[11, 12]. The Social Embeddedness of Thriving at Work model proposed by Spreitzer points out that departmental situational factors and job resources are the antecedent factors that stimulate thriving at work of individual[13], which implies that organizational factors (organizational commitment, perceived organizational support, trust, etc) and personal resources (psychological detachment, psychological capital, resilience, etc) may both have an impact on thriving at work in certain ways. Organizational commitment, as an organizational situational factor, is characterized by individual recognition, acceptance and emotional dependence on the organization, which can explain employees' career intentions to a certain extent [14]. A study based on the job demands-resources (JD-R) model reported that organizational commitment of front-line primary public health workers was positively associated with thriving at work [15]. Previous several researches have also demonstrated that organizational commitment could motivate employees and reduce absenteeism, as well as effectively explaining differences in positive organizational behavior of individual, job satisfaction, and patient safety culture [16, 17]. Hence, the concern over the relationship between organizational commitment and thriving at work is an important means for managers and organizations to improve employee health and job performance. Psychological detachment refers to a distinct cognitive state characterized by an individual's proactive effort to fully disconnect from work-related activities and thoughts, both physically and mentally, during non-working hours [18]. With the rapid advancement of global information technology and the increasing intensity of occupational competition, the diverse approaches to task processing have led to a progressively blurred boundary between work and non-work domains. Consequently, the attitudes and behaviors associated with psychological detachment have become gradually fading away. According to the effort-recovery model, employees' responses to job demands in any form will deplete their resources. However, brief breaks facilitate the effective recuperation of their physical and mental systems, enabling individuals to acquire new resources and perspectives through engagement in other activities [19, 20]. As a crucial coping mechanism and transfer strategy for individuals dealing with stress, a high level of psychological detachment can effectively mitigate job burnout among nurses, enhance work engagement, and decrease the prevalence of medical accidents, which is an important approach to facilitate the restoration of physical and mental resources [19, 21]. Several reviews and meta-analyses have also reported varying degrees of correlation between psychological detachment and variable of energetic well-being [22]. Summarizing, we consider that psychological detachment can serve as an effective compensation mechanism for thriving at work. The findings summarized above suggest that organizational commitment and psychological detachment are crucial elements for the maintenance of individual work vitality and career stability [23], which are strongly associated with thriving at work. However, the intrinsic mechanism underlying the relationship between organizational commitment, psychological detachment and thriving remain relatively unexplored. Most existing studies focus on the management of mental health and organizational behavior among nurses from a negative perspective, with relatively few researches approaching the topic from the perspective of positive psychology [24, 25]. Therefore, this study aims to construct a structural equation model of thriving at work among nurses, empirically examine the quantitative relationship among the organizational commitment, psychological detachment and thriving at work, and offer evidence-based policy recommendations for enhancing the well-being of nurses as well as ensuring the sustainable development of the nursing profession. This study mainly focus on the following hypothesis: Hypothesis 1. The thriving at work of nurses are associated with certain demographic and workplace-related factors. Hypothesis 2. Nurses’ organizational commitment are positively associated with thriving at work. Hypothesis 3. Nurses’ psychological detachment are positively associated with thriving at work. Hypothesis 4. The relationship between nurses’ organizational commitment and thriving at work is mediated by psychological detachment. Methods 2.1 Study design The present study is a quantitative cross-sectional research using an online survey. The Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) reporting guideline were followed for all procedures in this study [ 26 ]. 2.2 Study setting and sampling As per the findings of Wolf et al. (2013) [ 27 ], the optimal sample size for a structural equation model is 20 times the number of estimated parameters. In the present study, 400 samples were assessed based on 20 estimated parameters, which included 5 factor loadings, 7 error terms, and 8 structural correlation estimates. Considering the possibility of 20% potential invalid questionnaires, a total of 480 participants were deemed necessary. Convenience sampling was employed to recruit nurses from six tertiary hospitals in Sichuan Province between July and December 2024. The inclusion criteria were the possession of practicing qualifications and clinical work experience of over six months. Nurses on maternity or sick leave were excluded from the study. Ultimately, 512 nurses from departments including internal medicine, surgery, pediatrics, gynecology, the operating room, the emergency department and the outpatient department were enrolled in this research. 2.3 Instruments General information questionnaire The general information questionnaire is designed to collected sociodemographic and work-related information of nurses, which including gender, age, marital status, education level, years of experience, average monthly Night shifts, monthly income, average sleep duration per day, family support and effort-reward matching. Chinese version organizational commitment questionnaire The Chinese version organizational commitment questionnaire was originally introduced by Chang and revised by Cheng in 2017 was used to assess the level of nurses' organizational commitment [ 28 , 29 ]. The scale has been applied among nurses in China with good reliability and validity. The scale contains 3 dimensions: value commitment, effort commitment and retention commitment, a total of 12 items. Responses were reported using a five-point Likert scale ranging from "strongly disagree = 1 point" to "strongly agree = 5 points". The score range for the scale is 12 to 60 points, and the level division standard referred to the median average score of items to judge (3 points): <3 points were low group, ≥ 3 points were high group, the higher the score represented the higher the nurses' perception of organizational commitment. The Cronbach's α coefficient of the present study was 0.924. Psychological detachment from work scale This paper adopted the Chinese version of psychological detachment from work scale compiled by Sonnentag and Fritz [ 30 ], which is translated and revised by Lu et al. to access the level of nurses’ psychological detachment [ 31 ]. It consists of 4 items measuring a unidimensional factor structure, with with good internal consistency (Chronbach’s α = 0.896). Each responses was given on a five-point Likert scale ranging from 1 (completely disagree) to 5 (completely agree). The range of total scores is 4 to 20, the higher scores implying greater psychological detachment from work. Thriving at Work Scale The thriving at work scale was originally prepared by Porath et al [ 32 ]. The Chinese version of thriving at work scale was conducted in this study revised by Han et al.[ 33 ], which was confirmed to exhibit good reliability and validity in the application of nurses group [ 34 ]. This scale consists of 10 items grouped in 2 dimensions of learning (five items) and vitality (five items). A seven-point Likert scale was used to assign the value from "strongly disagree = 1" to "strongly agree = 7", in which items 4 and 8 were reverse scoring. The total score of the scale ranges from 10 to 70, with higher scores indicating that nurses show a stronger sense of thriving at work. The internal consistency of the present study was accessed by the Cronbach α coefficient, with 0.869. 2.4 Ethical consideration Ethical approval was reviewed and granted by the Hospital Research Ethics Committee of Third People's Hospital of Chengdu before study commencement (number: 2024-S-300). Prior to inclusion in our research, informed consent was obtained from all participants. Furthermore, participants were duly informed that their data would be fully anonymized, solely utilized for academic research purposes, and that they reserved the right to withdraw from the study at any time. 2.5 Data collection This study conducted an online survey via the “Questionnaire Star” platform to guarantee the quality and completeness of the questionnaires. Prior to the official survey, uniformly trained investigators visited the pre-arranged hospitals and departments to uniformly inform the administrators about the purpose, significance, voluntariness, and anonymity of the research. The administrators would then relay the related information to potential participants. Nurses who agreed to participate in the study could scan the QR code or click on the questionnaire link to complete it. An informed consent form was attached to the first page of the questionnaire, requiring participants' confirmation before proceeding with the survey. Additionally, the first page included instructions providing a detailed introduction to the study, allowing nurses to forward the questionnaire link to willing colleagues. A total of 545 questionnaires were collected, with 512 being valid, resulting in an effective rate of 93.94%. 2.6 Statistical analysis Double data entry and check was employed in this study. All statistical analysis was performed using IBM SPSS statistical software (version 24.0) and Amos software(version 26.0). Count data were characterized by constituent ratio, while measurement data that conformed to the normal distribution were presented as mean ± standard deviation. Pearson correlation analysis was employed to examine the correlations among organizational commitment, psychological detachment and thriving at work. Additionally, the t-test or one-way ANOVA was carried out to compare the differences between groups. The Amos 26.0 software was utilized to construct structural equation models of the three factors in accordance with theoretical hypotheses. The confidence interval was set at 95% with 5000 repeated samplings (Bootstrap method) to test the mediating effect of psychological detachment between nurses' organizational commitment and thriving at work. A significance level of P 25 (447, 87.3%), married(348, 68.0%), and held undergraduate degree or above (385, 75.2%). More than half of the nurses had more than 5 years of experience, had more than 4 night shifts per month, and slept for 7 hours per day. Moreover, about 55.5% of them worked less than 8 h per day, and 72% had worked for 6 years or more. About 55.5% of them reported low family support and 31.1% also perceived a mismatch between effort and reward. See Table 1 for details. ----Insert Table 1 about here ---- 3.2 Univariate analysis of organizational commitment, psychological detachment and thriving at work among nurses As showed in Table 2, the univariate analysis demonstrated significantly differences in organizational commitment and psychological detachment based on age, marital status, years of experience, average monthly night shifts, monthly income, average sleep duration, family support and effort-reward matching ( P <0.05). In terms of thriving at work, statistically significant variation were observed for gender, age, years of experience, average monthly night shifts, monthly income, average sleep duration, family support and effort-reward matching ( P <0.05). ----Insert Table 2 about here ---- 3.3 Correlation analysis The score of organizational commitment, psychological detachment and thriving at work among nurses was (50.49±5.70), (13.04±2.60) and (47.28±14.03), separately. Pearson correlation analysis showed a significantly positive correlation between the total score of nurses’ organizational commitment, psychological detachment and thriving at work, as well as their dimensions. Complete details are given in Table 3. ----Insert Table 3 about here ---- 3.4 structural equation modeling The hypothesized measurement model included two latent factors and six observed variables based on the correlation between organizational commitment, psychological detachment and thriving at work of nurses. The model fit and parameter estimation were inferred by using the maximum likelihood method. Figure 1 displays that standardized factor loading of each item was above the minimum criteria 0.5 (0.77~0.99), which should be all retained in the prediction model. As shown in Figure 2, we further adjusted the structural equation modeling considering modification indices. The fit indices revealed that the model was an satisfactory fit to the data: chi-square to degrees of freedom ratio(CMIN/DF)= 2.454 adjusted goodness of fit (AGFI) = 0.967, normed fit index (NFI)= 0.994, incremental Fit Index (IFI) = 0.997, comparative fit index (CFI) = 0.997, standardized residual root mean square (SRMR) = 0.0139 and root mean square error of approximation (RMSEA) = 0.053. 3.5 Mediation effects test of psychological detachment Based on the establishment of the above model, the Bootstrap procedure (sampling times =5000) and 95% confidence interval (CI) were used to test the mediating effect of psychological detachment. The results showed that organizational commitment has both direct and indirect effects on thriving at work. The direct effect of organizational commitment on thriving at work was 0.204, and the indirect effect of organizational commitment→psychological detachment→thriving at work was 0.234, accounting for 53.42% of the total effect. The 95% CI of all path coefficient did not contain zero, which demonstrated that all path are significant and psychological detachment partially mediates between the organizational commitment and thriving at work (P<0.001), as shown in Table 4. ----Insert Figure 1 about here ---- ----Insert Figure 2 about here ---- ----Insert Table 4 about here ---- Discussion Improving the thriving at work of nursing staff is an important avenue to alleviate the strain of nursing human resources crisis. Although researchers and regulators are increasingly aware of the issue, there is consistently no feasible approach to address [ 7 ]. Grounded in the social embeddedness of thriving at work model, this study aimed to analyze the current status, under-explored antecedents and the relationship mechanism with theoretically relevant variables of thriving among 512 nurses in Sichuan Province, China. Nurses with higher level of organizational commitment are more inclined to exhibit adequate thriving at work. Furthermore, organizational commitment can indirectly influence nurses’ thriving through psychological detachment. The findings showed that the total score of nurses’ organizational commitment was (50.49 ± 5.70) in this survey. Our result is similar to findings in a previous cross-sectional study among Jordanian nursing staff, which reported a relatively high level of organizational commitment [ 35 ]. From the analysis of three dimensions, the highest scores were found on effort commitment and the worst scores were obtained for retention commitment. We may speculate from this result that nurses generally demonstrate a proactive willingness to strive for their own professional development and organizational career advancement. Nevertheless, the dissatisfaction regarding rewards and autonomous practice may exert a detrimental influence on professional cognition and organizational emotion in the context of a rapidly evolving and demanding medical environment. Consequently, this could potentially impact their turnover intention [ 36 ]. The score of psychological detachment among nurses in this study was (13.04 ± 2.60), which was higher than the survey results of pediatric nurses in China. This dissimilitude might be related to the different source departments of the participants. The objects of pediatric care are children with no self-care ability or low self-care ability, and it is difficult to achieve psychological detachment under the condition of the imbalance between job demand and work energy and time [ 37 ]. However, the sample of this study covered multiple clinical departments, which may have somewhat neutralized a few low-scorers and thus reported higher psychological detachment in contrast. Besides, results of the present study showed the mean score of nurses’ thriving at work was (47.28 ± 14.03), suggesting a moderate level. Different value was reported in a sequential explanatory study conducted in New Zealand, where healthcare nurses had higher level of thriving at work [ 38 ]. On the one hand, the display of thriving at work may vary with the different medical cultural background. On the other hand, there is still promotion space of thriving at work in Chinese public hospital nurses in comparison with some developed countries. Managers should pay attention to assess the status of thriving at work of nurses in time and further provide targeted intervention and prevention for individuals with insufficient thriving. In the present study, we also identified several sociodemographic characteristics and work-related variables associated with thriving at work of nurses on univariate analysis. The fact that male appears to perform better in thriving at work may be related to that nursing is considered a typically female group-dominated occupation. Studies have shown that the presence of minority role models (e.g., male role models) can increase the enthusiasm and positive work attitude of young male workers in occupations with a large gender gap (e.g., female dominance) [ 39 ]. In addition, similar to a previous study from Alexandria Main University Hospital in Egypt, we found that nurses with older and longer working experience exhibit more thriving at work [ 40 ]. Night shifts and sleep duration have also been found to be associated with thriving at work. Research has indicated that high-quality sleep can restore the physiological system to its baseline state through processes such as restoring cellular components, which serves as a crucial means of replenishing personal resources [ 41 ]. Night shifts and inadequate sleep duration can disrupt an individual's sleep rhythm, leading to circadian clock dysregulation and sleep deprivation [ 42 ]. Consequently, it becomes arduous to attain a positive work recovery experience and achieve thriving at work. In terms of monthly income, nurses with income > 12000 demonstrated the highest thriving at work, which may be related to the higher perceived return of work by employees. This is also corroborated by the fact that nurses with a high effort-reward matching in the univariate analysis exhibited more thriving at work. Sound career development and scientific salary arrangements are crucial means of enhancing employees' career commitment and work enthusiasm [ 43 ]. Social exchange theory emphasizes that a state of continuous interdependence between an individual and organization is based on a series of exchanges in which the person receiving the reward feels subjected to interconnectedness [ 44 ]. Family support emerged as a protective factor for thriving at work. The finding indicated that nurses should duly recognize the significance of family life, proactively establish a family support network, and seek emotional sustenance. In line with the social embedding model of thriving at work, this research also centered on the influence of organizational commitment and psychological detachment on nurses' thriving at work. Correlation analysis in our study revealed a medium positive correlation between organizational commitment, psychological detachment and thriving at work. Moreover, the underlying relationship mechanism among these three aspects can be further investigated through the construction of a structural equation model. All paths within the model, encompassing [organizational commitment→psychological detachment], [psychological detachment→thriving at work], [organizational commitment→thriving at work], [organizational commitment→psychological detachment→thriving at work] are statistically significant, suggesting that organizational commitment exerts both direct and indirect influences on thriving at work. The finding was consistent with prior research which indicated that organizational commitment perform direct positive effector function against the thriving at work [ 45 ]. Organizational commitment serves as a direct reflection of perceived organizational support and identity, and constitutes a prerequisite for work engagement. Emotional commitment fosters a close emotional bond between employees and their profession as well as the organization, inspiring nurses to identify with organizational development goals and enhance their self-efficacy. This, in turn, motivates them to commit more fully to their work and engage in continuous learning, ultimately contributing to thriving at work [ 46 , 47 ]. Besides direct effect, organizational commitment can indirectly affect thriving at work through the partial mediation of psychological detachment. The inability to attain psychological detachment implies that individuals continue to exhibit work connectivity behaviors during non - working time [ 48 ]. Nevertheless, research has indicated that any form of work connectivity behavior during non-working time depletes personal resources that cannot be replenished promptly, which could give rise to adverse responses such as fatigue and negative work perceptions, as well as impeding the journey towards thriving [ 49 , 50 ]. Both spatial and temporal detachment from work played a crucial role in restoring physical and mental health status to baseline levels, alleviating work fatigue, and safeguarding against the depletion of psychological resources. A cross-sectional study by de Wijn et al. also noted that psychological detachment can shield nurses from constant exposure to work stressors, mitigate work-related negative emotional experiences and enhance the restoration of cognitive resources, thereby enabling them to gain work energy support for the ultimate achievement of thriving at work [ 51 ]. Limitation The present study is associated with several limitations. First, owing to constraints in manpower and time, the participants in this research were solely recruited from six tertiary hospitals in Sichuan Province. Thus, careful consideration must be given to the limitations of the research context when summarizing the research findings. The generalizability of the results to other populations and countries should be meticulously evaluated to enhance the external validity of the findings. Another limitation of this study lies in the inherent constraint of the cross-sectional design, as it precludes the inference of causal relationships between variables. In the future, it is essential to further validate this model through longitudinal studies to comprehend the dynamic impacts of organizational commitment and psychological detachment on nurses' thriving at work. Furthermore, the fact that the majority of nurses in China are female, with women accounting for over 90% of the total participants in this study, is also a limitation. Future research could ensure gender parity in the sample size. Finally, the data in this study were obtained through self-report, which may be susceptible to social desirability bias and recall bias. Whenever feasible, future research is recommended to collect data at multiple time points or employ objective measurement methods to improve data accuracy. Conclusion This research uncovered multiple demographic characteristics and work-related elements associated with thriving at work among nurses, and thriving at work maintain at a moderate level. Moreover, grounded in the social embedding model of thriving at work, a structural equation model was established to explore the relationships between nurses' organizational commitment, psychological detachment, and thriving at work. The findings indicate that organizational commitment not only exerts a direct influence on thriving but also has an indirect impact on it through the mediating role of psychological detachment. Based on this relationship mechanism, nursing managers can enhance nurses' organizational commitment by appropriately delegating power and cultivating inclusive and authentic leadership styles. Simultaneously, nurses can also attain psychological detachment by decomposing and refining work tasks, scientifically scheduling non-working time, and actively engaging in social life, ultimately achieving thriving at work. Abbreviations JD-R: job demands-resources STROBE: The Strengthening the Reporting of Observational Studies in Epidemiology CMIN/DF: chi-square to degrees of freedom ratio AGFI: adjusted goodness of fit NFI: normed fit index IFI: incremental Fit Index CFI: comparative fit index SRMR: standardized residual root mean square RMSEA: root mean square error of approximation CI: confidence interval Declarations Ethics approval and consent to participate Ethical approval was reviewed and granted by the Hospital Research Ethics Committee of Third People's Hospital of Chengdu before study commencement (number: 2024-S-300). Prior to inclusion in our research, informed consent was obtained from all participants. Furthermore, participants were duly informed that their data would be fully anonymized, solely utilized for academic research purposes, and that they reserved the right to withdraw from the study at any time. The entire research process strictly adhered to the Helsinki Declaration. Consent for publication Not applicable. Availability of data and materials The datasets used and/or analysed during the current study available from the corresponding author on reasonable request. Competing interests The authors declare no competing interests. Funding This study was supported by Sichuan Applied Psychology Research Center of Chengdu Medical College (Number: CSXL-23408). Authors' contributions Man Jin, Rong Qian: Methodology, Formal analysis, Investigation, Data curation, Writing - original Draft. Juan Long: Conceptualization, Methodology, Project administration. Hui Liao: Conceptualization, Validation, Supervision. Renbo Wei: Conceptualization, Methodology, Validation, Writing - review & editing. Shuangying Yang, Chen Liu: Validation, Data curation, Writing - review & editing. Min Zhang, Xu Liu: Investigation, Resources, Supervision. Acknowledgements We would like to thank all the nurses and coordinators participating in this study for investing the valuable time in this study. References Ssennyonjo A, Ssengooba F, Criel B, Titeca K, Van Belle S. 'Writing budgets for meetings and teas?': a multitheoretical analysis of intragovernmental coordination for multisectoral action for health in Uganda. BMJ Glob Health. 2022;7(2):e007990. Hu H, Wang C, Lan Y, Wu X. Nurses' turnover intention, hope and career identity: the mediating role of job satisfaction. BMC Nurs. 2022;21(1):43. Silén M, Skytt B, Engström M. Relationships between structural and psychological empowerment, mediated by person-centred processes and thriving for nursing home staff. Geriatr Nurs. 2019;40(1):67-71. 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Introduction and evaluation of the reliability and validity of Chinese version organizational commitment questionnaire[J]. Chinese Nursing Management, 2017;17(2): 209-213. ONNENTAG S，FRITZ C.The Recovery Experience Questionnaire: development and validation of a measure for assessing recuperation and unwinding from work[J]. J Occup Health Psych, 2007; 12(3): 204-221. LU De-zhi, LI Ji-ming, SHI Guang-ying, et al. Measurement of Psychological Detachment and its Influence on the Turnover Intention of Nursing Staffs in the Public Hospital.[J]Chinese Hospital Management, 2018; 38(7): 65-66, 69. Porath C, Spreitzer G, Gibson C, et al. Thriving at work: Toward its measurement, construct validation,and theoretical refinement. Journal of Organizational Behavior, 2012; 33(2):250-275. Han Y, Liu G. Influence of Authentic Leadership and Leader-member Fitness on Thriving at Work: From Social Embedded Perspective. Journal of business of economics, 2020; (3): 28-40. Zhao SH, Shi Y, Sun ZN, et al. Impact of workplace violence against nurses' thriving at work, job satisfaction and turnover intention: A cross-sectional study. J Clin Nurs. 2018; 27(13-14): 2620-2632. Albasal NA, Eshah N, Minyawi HE, Albashtawy M, Alkhawaldeh A. Structural and psychological empowerment and organizational commitment among staff nurses in Jordan. Nurs Forum. 2022;57(4):624-631. Wubetie A, Taye B, Girma B. Magnitude of turnover intention and associated factors among nurses working in emergency departments of governmental hospitals in Addis Ababa, Ethiopia: a cross-sectional institutional based study. BMC Nurs. 2020;14(19):97. Cho H, Han K, Baek H. Teamwork, psychological detachment from work during nonwork time, and burnout experienced by hospital-based nurses. Int Nurs Rev. 2024 Nov 27. Moloney W, Cheung G, Jacobs S. Key elements to support primary healthcare nurses to thrive at work: A mixed-methods sequential explanatory study. J Adv Nurs. 2024; 80(9): 3812-3824. Ruzycki SM, Fletcher S, Earp M, Bharwani A, Lithgow KC. Trends in the Proportion of Female Speakers at Medical Conferences in the United States and in Canada, 2007 to 2017. JAMA Netw Open. 2019;2(4):e192103. Atalla ADG, Mahmoud Elseesy NA, El-Ashry AM, Sharif LS, Mahsoon A, Aljohani WF, Sobhi Mohamed SM. Unraveling the synergy: how organizational intelligence fuel soft skills and nurses' thriving: a cross-sectional study. BMC Nurs. 2024;23(1):315. ETLAND J, BAKKER AB, ESPEVIK R, et al. Daily work pressure and task performance: the moderating role of recovery and sleep[J]. Front Psychol, 2022;13:857318. GUSTAVSSON K, JERNAJCZYK W, WICHNIAK A. Insomnia partially mediates the relationship of occupational stress with mental health among shift working nurses and midwives in Polish hospitals[J].Nat Sci Sleep, 2022;14:1989-1999. Zou Y, Wang H, Chen Y, Xie H, Chen Y, Wang G. Factors influencing quality of life and work of male nurses in Hainan Province: logistic regression analysis. Am J Transl Res. 2022; 14(4): 2367-2375. Reissing, E. D., & VanZuylen, H. (2015). Sexuality, theories of. In Wright, J. D. (Ed), International encyclopedia of the social, & behavioral sciences (2nd ed., pp. 846–852). Elsevier. MOLONEY W，FIELDES J，JACOBS S.An integrative review of how healthcare organizations can support hospital nurses to thrive at work. Int J Environ Res Public Health, 2020; 17(23): 8757. MCDONNELL GA, POPE AW, FORD JS.Associations among perceived parent and peer support, self-esteem, and cancer related worry in adolescent and young adult cancer survivors[J].J Adolesc Young Adult Oncol, 2021;10(2):209-216. Orgambídez A, Borrego Y, Vázquez-Aguado O. Self-efficacy and organizational commitment among Spanish nurses: the role of work engagement. Int Nurs Rev. 2019; 66(3): 381-388. Park Y A, Fritz C, Jex S M. Relationships Between Work－Home Segmentation and Psychological Detachment from Work: The Ｒole of Communication Technology Use at Home [J]. Journal of Occupational Health Psychology, 2011; 16(4) : 457－67． Derks D，Van Mierlo H，Schmitz E B． A Diary Study on Work －Ｒelated Smartphone Use，Psychological Detachment and Exhaustion: Examining the Role of the Perceived Segmentation Norm[J]．Journal of Occupational Health Psychology, 2014; 19(1) :74－84. SONNENTAG S, FRITZ C.Recovery from job stress: The stressor-detachment model as an integrative framework[J].J Organ Beha, 2015;36(s1):S72-S103. de Wijn AN, van der Doef MP. Patient-related stressful situations and stress-related outcomes in emergency nurses: A cross-sectional study on the role of work factors and recovery during leisure time. Int J Nurs Stud. 2020;107:103579. Tables Table 1 Participant characteristics Variable Category N Frequency (%) Gender Female 24 4.7 Male 488 95.3 Age 40 62 12.1 Marital status Unmarried 152 29.7 married 348 68.0 Divorced/widowed 12 2.3 Education level Junior college 127 24.8 Undergraduate and above 385 75.2 Years of experience ≤ 5 157 30.7 6ཞ10 189 36.9 11ཞ15 83 16.2 > 15 83 16.2 Average monthly Night shifts (times) 0 ~ 4 227 44.3 5 ~ 8 190 37.1 ≥ 9 95 18.6 Monthly income (RMB) 12000 50 9.8 Average sleep duration per day(h) < 7 212 41.4 ≥ 7 300 58.6 Family support Low 284 55.5 Medium 126 24.6 High 102 19.9 Effort-reward matching Mismatch 159 31.1 General 225 43.9 Perfect match 128 25.0 Table 2 Results of univariate analysis of organizational commitment, psychological detachment and thriving at work of nurses Variable Category Organizational commitment Psychological detachment Thriving at work Mean (SD) t / F P Mean (SD) t / F P Mean(SD) t / F P Gender -0.179 0.858 -0.129 0.897 2.096 0.037 Female 4.21(0.48) 3.26(0.63) 4.10(1.40) Male 4.19(0.43) 3.24(0.89) 5.31(1.17) Age 7.000 < 0.001 6.969 < 0.001 4.373 0.005 40 4.42(0.44) 3.60(0.58) 5.29(1.29) Marital status 7.770 < 0.001 3.623 0.027 2.385 0.093 Unmarried 4.09(0.41) 3.15(0.62) 4.64(1.25) married 4.25(0.49) 3.30(0.66) 4.74(1.47) Divorced/widowed 4.42(0.48) 3.49(0.51) 5.55(0.84) Education level 0.939 0.348 1.099 0.272 1.909 0.057 Junior college 4.24(0.45) 3.31(0.60) 4.93(1.27) Undergraduate 4.20(0.48) 3.24(0.66) 4.66(1.44) Years of experience 16.636 15 4.48(0.450 3.45(0.70) 5.20(1.42) Average monthly night shifts (times) 56.284 < 0.001 29.718 < 0.001 20.122 < 0.001 0 ~ 4 4.41(0.48) 3.47(0.67) 5.13(1.35) 5 ~ 8 4.12(0.36) 3.17(0.55) 4.51(1.30) ≥ 9 3.89(0.43) 2.93(0.59) 4.19(1.46) Monthly income (RMB) 22.151 < 0.001 8.795 < 0.001 5.903 < 0.001 12000 4.69(0.43) 3.67(0.75) 5.28(1.38) Average sleep duration(h/d) -3.375 < 0.001 -4.909 < 0.001 -3.99 7 4.27(0.46) 3.37(0.61) 4.94(1.30) Family support 5.691 0.004 14.796 < 0.001 15.737 < 0.001 Low 4.15(0.46) 3.13(0.69) 4.46(1.43) Medium 4.26(0.49) 3.35(0.55) 4.84(1.37) High 4.31(0.40) 3.50(0.72) 5.33(1.14) Effort-reward matching 23.800 < 0.001 33.252 < 0.001 25.505 < 0.001 Mismatch 4.02(0.41) 2.94(0.63) 4.11(1.37) General 4.24(0.48) 3.38(0.58) 4.95(1.24) Perfect match 4.39(0.46) 3.46(0.64) 5.11(1.46) Table 3 Means, standard deviation (SD) and correlations of organizational commitment, psychological detachment and thriving at work Item Score (M ± SD) 1 2 3 4 5 6 7 8 1.Organizational commitment 50.49 ± 5.70 1 2.Value commitment 16.93 ± 2.02 0.934 ** 1 3.Effort commitment 17.04 ± 1.95 0.953 ** 0.856 ** 1 4.Retention commitment 16.53 ± 2.10 0.928 ** 0.774 ** 0.831 ** 1 5.Psychological detachment 13.04 ± 2.60 0.479 ** 0.433 ** 0.435 ** 0.477 ** 1 6.Thriving at work 47.28 ± 14.03 0.442 ** 0.385 ** 0.387 ** 0.468 ** 0.559 ** 1 7.Learning 24.40 ± 7.50 0.450 ** 0.407 ** 0.396 ** 0.459 ** .0602 ** 0.943 ** 1 8.Vitality 22.88 ± 7.39 0.382 ** 0.318 ** 0.331 ** 0.422 ** 0.451 ** 0.941 ** 0.775 ** 1 ** P < 0 .001 Table 4 Direct and indirect effects for the model Effect Model pathways Standardized effect ( β ) 95%CI lower limit 95%CI upper limit P Direct effect Organizational commitment →Psychological detachment 0.457 0.362 0.532 < 0.001 Psychological detachment →Thriving at work 0.513 0.403 0.625 < 0.001 Organizational commitment →Thriving at work 0.204 0.091 0.319 < 0.001 Indirect effect Organizational commitment→ Psychological detachment→Thriving at work 0.234 0.155 0.317 < 0.001 Total effect Organizational commitment→Thriving at work 0.438 0.357 0.511 < 0.001 Additional Declarations No competing interests reported. Cite Share Download PDF Status: Under Review Version 1 posted Reviews received at journal 09 Nov, 2025 Reviews received at journal 17 Oct, 2025 Reviewers agreed at journal 12 Oct, 2025 Reviewers agreed at journal 29 Sep, 2025 Reviewers invited by journal 29 Aug, 2025 Editor assigned by journal 27 Jun, 2025 Submission checks completed at journal 25 Jun, 2025 First submitted to journal 25 Jun, 2025 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6918964","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":508170220,"identity":"15cfcdd4-0217-46ed-b57a-d8c3c5c1c8a8","order_by":0,"name":"Man Jin","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAAuElEQVRIiWNgGAWjYLCCxH82PPzMzIcfEK/lA1uajGQ7W5oB0ToYZ7AdtjE4z6MgQZRy3WmHnz3m4WHmMT7Mw2DAUGMTTVCL2e00c2MeCTYes8O8Bx4wHEvLbSCsJcFMmseAB6iFL8GAseEwMVrSv0nzJEjwGDfzGEgQqSXHTHLGAQMeA2YStJRJfGxI4JE4DAzkBOL8kr5NIrHhvz1//+HDDz7U2BDWggoSSFM+CkbBKBgFowAXAACtyToGpCdo3QAAAABJRU5ErkJggg==","orcid":"","institution":"The Third People's Hospital of Chengdu","correspondingAuthor":true,"prefix":"","firstName":"Man","middleName":"","lastName":"Jin","suffix":""},{"id":508170222,"identity":"71cc7fb8-6ed0-49b2-a40e-222d502ffcaf","order_by":1,"name":"Rong Qian","email":"","orcid":"","institution":"The Third People's Hospital of Chengdu","correspondingAuthor":false,"prefix":"","firstName":"Rong","middleName":"","lastName":"Qian","suffix":""},{"id":508170223,"identity":"1edcbd56-04f0-4f38-b5ae-27d918a09446","order_by":2,"name":"Juan 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Chengdu","correspondingAuthor":false,"prefix":"","firstName":"Shuangying","middleName":"","lastName":"Huang","suffix":""},{"id":508170227,"identity":"ceea50b6-4ea9-476c-9472-4b58eae77c63","order_by":6,"name":"Chen Liu","email":"","orcid":"","institution":"The Third People's Hospital of Chengdu","correspondingAuthor":false,"prefix":"","firstName":"Chen","middleName":"","lastName":"Liu","suffix":""},{"id":508170228,"identity":"ddca5f2c-624c-4015-8b6c-c9b01df4b6cd","order_by":7,"name":"Xu Liu","email":"","orcid":"","institution":"Sichuan University","correspondingAuthor":false,"prefix":"","firstName":"Xu","middleName":"","lastName":"Liu","suffix":""},{"id":508170229,"identity":"f2b4f1ca-e61a-42c3-83a5-19891c8f1813","order_by":8,"name":"Min Zhang","email":"","orcid":"","institution":"The Third People's Hospital of Chengdu","correspondingAuthor":false,"prefix":"","firstName":"Min","middleName":"","lastName":"Zhang","suffix":""}],"badges":[],"createdAt":"2025-06-18 04:23:18","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6918964/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6918964/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":90671079,"identity":"7897c40d-3fc1-4385-9dd6-10d9574e7538","added_by":"auto","created_at":"2025-09-05 13:36:44","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":84880,"visible":true,"origin":"","legend":"\u003cp\u003eThe hypothesized measurement model\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-6918964/v1/05cf98eaae1e12022c80f574.png"},{"id":90671080,"identity":"de1fa4c6-664b-4364-a365-b948d30cedf5","added_by":"auto","created_at":"2025-09-05 13:36:44","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":93613,"visible":true,"origin":"","legend":"\u003cp\u003eThe revised structural model\u003c/p\u003e","description":"","filename":"2.png","url":"https://assets-eu.researchsquare.com/files/rs-6918964/v1/54a02188214415199483dd38.png"},{"id":90673319,"identity":"d9291459-68ec-4be1-a259-feb309e67a59","added_by":"auto","created_at":"2025-09-05 14:00:45","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1228146,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6918964/v1/58c96217-0e12-4269-9890-e1cd877bdcb3.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Relationship between organizational commitment and thriving at work of nurses: the mediating effect of psychological detachment","fulltext":[{"header":"Introduction","content":"\u003cp\u003eThe State Council of China issued the The Outline for Healthy China 2030 in 2016, which incorporated the high-quality development of nursing career and the construction of health personnel team into the long-term national development plan[1]. Yet, it is estimated that there will be a shortage of 5.7 million nurses worldwide by 2030 according the\u0026nbsp;World Health Organization (WHO)[2], which may result in negative impact on patient outcomes and healthcare efficiency. Many nurses tend to leave the health profession or change the jobs due to heavy clinical loads and extremely complex work environments. The resignation of nursing staff leads to the sharp increase of the remaining nurses' workload, job burnout and low nursing thriving, which in turn creates a further vicious circle of nurses' turnover\u0026nbsp;[3]. Nurses are the major group of employees who provide quality health care services and play a critical role within any health care setting. Thus, maintenance of the stability for the nursing team is of crucial importance to patients as well as health domain.\u003c/p\u003e\n\u003cp\u003eHowever, the ever-increasing aging population and the prevalence of chronic and long-term diseases will pose a immense burden to the healthcare system, making it necessary that not only to ensure a constant supply of healthcare personnel willing to stay in the system, but also require the excitation of individual’s positive working status[4]. The positive relationship between individuals and organization and thriving at work are attributed as the underlying reasons for eradicating the turnover[5]. This means that nursing staff will tend to be more integrated into the organizational context, thus establishing good relationships in workplace when they achieve thrive at work [6]. Therefore, how to more efficiently stimulate and improve the thriving at work of nurses is an area of significant concern.\u003c/p\u003e\n\u003cp\u003eThriving at work refers to a positive development state in which employees experience learning and vitality, which contributes to enhance individual work adaptability and improve work performance and even health [7]. Vitality is considered to be the energy provided to the self directly or indirectly from the satisfaction of basic psychological needs. While learning is defined as the improved capacity to acquire and capitalize on knowledge and skills[8]. Due to insufficient workforce and excessive workload, nurses do not\u0026nbsp;always showed thriving at work. A current surveys on Chinese emergency nurses suggested that thriving at work of nurses was on the medium level, with an intimate relationship between both hindrance stressors and challenge stressors [9]. Another cross-sectional study conducted in Turkey and Nigerian demonstrated that an decreased level of thriving at work among nurses during the COVID-19 pandemic[10]. While family supportive supervisor behaviors can effectively reduce work-family conflict, which could promote nurses' mental health as well as further enhance thriving at work. Compared with individuals who are non-thriving, nurses in the state of thriving are more eager to collaborate with colleagues friendly and stimulate constructive and innovative behaviors, which is of great significance for improving nurses' job well-being, reducing turnover and ensuring patients' medical safety[11, 12].\u003c/p\u003e\n\u003cp\u003eThe Social Embeddedness of Thriving at Work model proposed by Spreitzer points out that departmental situational factors and job resources are the antecedent factors that stimulate thriving at work of individual[13], which implies that organizational factors (organizational commitment, perceived organizational support, trust, etc) and personal resources (psychological detachment, psychological capital, resilience, etc) may both have an impact on thriving at work in certain ways. Organizational commitment, as an organizational situational factor, is characterized by individual recognition, acceptance and emotional dependence on the organization, which can explain employees' career intentions to a certain extent [14]. A study based on the job demands-resources (JD-R) model reported that organizational commitment of front-line primary public health workers was positively associated with thriving at work [15]. Previous several researches have also demonstrated that organizational commitment could motivate employees and reduce absenteeism, as well as effectively explaining differences in positive organizational behavior of individual, job satisfaction, and patient safety culture [16, 17]. Hence, the concern over the relationship between organizational commitment and thriving at work is an important means for managers and organizations to improve employee health and job performance.\u003c/p\u003e\n\u003cp\u003ePsychological detachment refers to a distinct cognitive state characterized by an individual's proactive effort to fully disconnect from work-related activities and thoughts, both physically and mentally, during non-working hours [18]. With the rapid advancement of global information technology and the increasing intensity of occupational competition, the diverse approaches to task processing have led to a progressively blurred boundary between work and non-work domains. Consequently, the attitudes and behaviors associated with psychological detachment have become gradually fading away. According to the effort-recovery model, employees' responses to job demands in any form will deplete their resources. However, brief breaks facilitate the effective recuperation of their physical and mental systems, enabling individuals to acquire new resources and perspectives through engagement in other activities [19, 20]. As a crucial coping mechanism and transfer strategy for individuals dealing with stress, a high level of psychological detachment can effectively mitigate job burnout among nurses, enhance work engagement, and decrease the prevalence of medical accidents, which is an important approach to facilitate the restoration of physical and mental resources [19, 21]. Several reviews and meta-analyses have also reported varying degrees of correlation between psychological detachment and variable of energetic well-being [22]. Summarizing, we consider that psychological detachment can serve as an effective compensation mechanism for thriving at work.\u003c/p\u003e\n\u003cp\u003eThe findings summarized above suggest that organizational commitment and psychological detachment are crucial elements for the maintenance of individual work vitality and career stability [23], which are strongly associated with thriving at work. However, the intrinsic mechanism underlying the relationship between organizational commitment, psychological detachment and thriving remain relatively unexplored. Most existing studies focus on the management of mental health and organizational behavior among nurses from a negative perspective, with relatively few researches approaching the topic from the perspective of positive psychology [24, 25]. Therefore, this study aims to construct a structural equation model of thriving at work among nurses, empirically examine the quantitative relationship among the organizational commitment, psychological detachment and thriving at work, and offer evidence-based policy recommendations for enhancing the well-being of nurses as well as ensuring the sustainable development of the nursing profession.\u003c/p\u003e\n\u003cp\u003eThis study mainly focus on the following hypothesis:\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHypothesis 1. The thriving at work of nurses are associated with certain demographic and workplace-related factors.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHypothesis 2. Nurses’ organizational commitment are positively associated with thriving at work.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHypothesis 3. Nurses’ psychological detachment are positively associated with thriving at work.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHypothesis 4. The relationship between nurses’ organizational commitment and thriving at work is mediated by psychological detachment.\u003c/p\u003e"},{"header":"Methods","content":"\u003cp\u003e2.1 Study design\u003c/p\u003e\u003cp\u003eThe present study is a quantitative cross-sectional research using an online survey. The Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) reporting guideline were followed for all procedures in this study [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e].\u003c/p\u003e\u003cp\u003e2.2 Study setting and sampling\u003c/p\u003e\u003cp\u003eAs per the findings of Wolf et al. (2013) [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e], the optimal sample size for a structural equation model is 20 times the number of estimated parameters. In the present study, 400 samples were assessed based on 20 estimated parameters, which included 5 factor loadings, 7 error terms, and 8 structural correlation estimates. Considering the possibility of 20% potential invalid questionnaires, a total of 480 participants were deemed necessary. Convenience sampling was employed to recruit nurses from six tertiary hospitals in Sichuan Province between July and December 2024. The inclusion criteria were the possession of practicing qualifications and clinical work experience of over six months. Nurses on maternity or sick leave were excluded from the study. Ultimately, 512 nurses from departments including internal medicine, surgery, pediatrics, gynecology, the operating room, the emergency department and the outpatient department were enrolled in this research.\u003c/p\u003e\u003cp\u003e2.3 Instruments\u003c/p\u003e\u003cp\u003eGeneral information questionnaire\u003c/p\u003e\u003cp\u003eThe general information questionnaire is designed to collected sociodemographic and work-related information of nurses, which including gender, age, marital status, education level, years of experience, average monthly Night shifts, monthly income, average sleep duration per day, family support and effort-reward matching.\u003c/p\u003e\u003cp\u003eChinese version organizational commitment questionnaire\u003c/p\u003e\u003cp\u003eThe Chinese version organizational commitment questionnaire was originally introduced by Chang and revised by Cheng in 2017 was used to assess the level of nurses' organizational commitment [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e]. The scale has been applied among nurses in China with good reliability and validity. The scale contains 3 dimensions: value commitment, effort commitment and retention commitment, a total of 12 items. Responses were reported using a five-point Likert scale ranging from \"strongly disagree\u0026thinsp;=\u0026thinsp;1 point\" to \"strongly agree\u0026thinsp;=\u0026thinsp;5 points\". The score range for the scale is 12 to 60 points, and the level division standard referred to the median average score of items to judge (3 points): \u0026lt;3 points were low group, \u0026ge;\u0026thinsp;3 points were high group, the higher the score represented the higher the nurses' perception of organizational commitment. The Cronbach's α coefficient of the present study was 0.924.\u003c/p\u003e\u003cp\u003ePsychological detachment from work scale\u003c/p\u003e\u003cp\u003eThis paper adopted the Chinese version of psychological detachment from work scale compiled by Sonnentag and Fritz [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e], which is translated and revised by Lu et al. to access the level of nurses\u0026rsquo; psychological detachment [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e]. It consists of 4 items measuring a unidimensional factor structure, with with good internal consistency (Chronbach\u0026rsquo;s α\u0026thinsp;=\u0026thinsp;0.896). Each responses was given on a five-point Likert scale ranging from 1 (completely disagree) to 5 (completely agree). The range of total scores is 4 to 20, the higher scores implying greater psychological detachment from work.\u003c/p\u003e\u003cp\u003eThriving at Work Scale\u003c/p\u003e\u003cp\u003eThe thriving at work scale was originally prepared by Porath et al [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e]. The Chinese version of thriving at work scale was conducted in this study revised by Han et al.[\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e], which was confirmed to exhibit good reliability and validity in the application of nurses group [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e]. This scale consists of 10 items grouped in 2 dimensions of learning (five items) and vitality (five items). A seven-point Likert scale was used to assign the value from \"strongly disagree\u0026thinsp;=\u0026thinsp;1\" to \"strongly agree\u0026thinsp;=\u0026thinsp;7\", in which items 4 and 8 were reverse scoring. The total score of the scale ranges from 10 to 70, with higher scores indicating that nurses show a stronger sense of thriving at work. The internal consistency of the present study was accessed by the Cronbach α coefficient, with 0.869.\u003c/p\u003e\u003cp\u003e2.4 Ethical consideration\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eEthical approval\u003c/strong\u003e\u003cp\u003ewas reviewed and granted by the Hospital Research Ethics Committee of Third People's Hospital of Chengdu before study commencement (number: 2024-S-300). Prior to inclusion in our research, informed consent was obtained from all participants. Furthermore, participants were duly informed that their data would be fully anonymized, solely utilized for academic research purposes, and that they reserved the right to withdraw from the study at any time.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e2.5 Data collection\u003c/p\u003e\u003cp\u003eThis study conducted an online survey via the \u0026ldquo;Questionnaire Star\u0026rdquo; platform to guarantee the quality and completeness of the questionnaires. Prior to the official survey, uniformly trained investigators visited the pre-arranged hospitals and departments to uniformly inform the administrators about the purpose, significance, voluntariness, and anonymity of the research. The administrators would then relay the related information to potential participants. Nurses who agreed to participate in the study could scan the QR code or click on the questionnaire link to complete it. An informed consent form was attached to the first page of the questionnaire, requiring participants' confirmation before proceeding with the survey. Additionally, the first page included instructions providing a detailed introduction to the study, allowing nurses to forward the questionnaire link to willing colleagues. A total of 545 questionnaires were collected, with 512 being valid, resulting in an effective rate of 93.94%.\u003c/p\u003e\u003cp\u003e2.6 Statistical analysis\u003c/p\u003e\u003cp\u003eDouble data entry and check was employed in this study. All statistical analysis was performed using IBM SPSS statistical software (version 24.0) and Amos software(version 26.0). Count data were characterized by constituent ratio, while measurement data that conformed to the normal distribution were presented as mean\u0026thinsp;\u0026plusmn;\u0026thinsp;standard deviation. Pearson correlation analysis was employed to examine the correlations among organizational commitment, psychological detachment and thriving at work. Additionally, the t-test or one-way ANOVA was carried out to compare the differences between groups. The Amos 26.0 software was utilized to construct structural equation models of the three factors in accordance with theoretical hypotheses. The confidence interval was set at 95% with 5000 repeated samplings (Bootstrap method) to test the mediating effect of psychological detachment between nurses' organizational commitment and thriving at work. A significance level of P\u0026thinsp;\u0026lt;\u0026thinsp;0.05 was regarded as statistically significant.\u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003e3.1 Participant characteristics\u003c/p\u003e\n\u003cp\u003eUltimately, a total of 512 nurses were enrolled in this study. The majority were male (488, 95.3%), age\u0026gt;25 (447, 87.3%), married(348, 68.0%), and held undergraduate degree or above (385, 75.2%). More than half of the nurses had more than 5 years of experience, had more than 4 night shifts per month, and slept for 7 hours per day. Moreover, about 55.5% of them worked less than 8 h per day, and 72% had worked for 6 years or more. About 55.5% of them reported low family support and 31.1% also perceived a mismatch between effort and reward. See Table 1 for details.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e----Insert Table 1 about here ----\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e3.2 Univariate analysis of organizational commitment, psychological detachment and thriving at work among nurses\u003c/p\u003e\n\u003cp\u003eAs showed in Table 2, the univariate analysis demonstrated significantly differences in organizational commitment and psychological detachment based on age, marital status, years of experience, average monthly night shifts, monthly income, average sleep duration, family support and effort-reward matching (\u003cem\u003eP\u003c/em\u003e\u0026lt;0.05). In terms of thriving at work, statistically significant variation were observed for gender, age, years of experience, average monthly night shifts, monthly income, average sleep duration, family support and effort-reward matching (\u003cem\u003eP\u003c/em\u003e\u0026lt;0.05).\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e----Insert Table 2 about here ----\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e3.3 Correlation analysis\u003c/p\u003e\n\u003cp\u003eThe score of organizational commitment, psychological detachment and thriving at work among nurses was (50.49±5.70), (13.04±2.60) and (47.28±14.03), separately. Pearson correlation analysis showed a significantly positive correlation between the total score of nurses’ organizational commitment, psychological detachment and thriving at work, as well as their dimensions. Complete details are given in Table 3.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e----Insert Table 3 about here ----\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e3.4\u0026nbsp;structural equation modeling\u003c/p\u003e\n\u003cp\u003eThe hypothesized measurement model included two latent factors and six observed variables based on the correlation between organizational commitment, psychological detachment and thriving at work of nurses. The model fit and parameter estimation were inferred by using the maximum likelihood method. Figure 1 displays that standardized factor loading of each item was above the minimum criteria 0.5 (0.77~0.99), which should be all retained in the prediction model.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp; As shown in Figure 2, we further adjusted the structural equation modeling considering modification indices. The fit indices revealed that the model was an \u0026nbsp;satisfactory fit to the data: chi-square to degrees of freedom ratio(CMIN/DF)= 2.454 adjusted goodness of fit (AGFI) = 0.967, normed fit index (NFI)= 0.994, incremental Fit Index (IFI) = 0.997, comparative fit index (CFI) = 0.997, standardized residual root mean square (SRMR) = 0.0139 and root mean square error of approximation (RMSEA) = 0.053.\u003c/p\u003e\n\u003cp\u003e3.5 Mediation effects test of psychological detachment\u003c/p\u003e\n\u003cp\u003eBased on the establishment of the above model, the Bootstrap procedure (sampling times =5000) and 95% confidence interval (CI) were used to test the mediating effect of psychological detachment. The results showed that organizational commitment has both direct and indirect effects on thriving at work. The direct effect of organizational commitment on thriving at work was 0.204, and the indirect effect of organizational commitment→psychological detachment→thriving at work was 0.234, accounting for 53.42% of the total effect. The 95%\u003cem\u003eCI\u003c/em\u003e of all path coefficient did not contain zero, which demonstrated that all path are significant and psychological detachment partially mediates between the organizational commitment and thriving at work (P\u0026lt;0.001), as shown in Table 4.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e----Insert Figure 1 about here ----\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e----Insert Figure 2 about here ----\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e----Insert Table 4 about here ----\u003c/em\u003e\u003c/p\u003e\n"},{"header":"Discussion","content":"\u003cp\u003eImproving the thriving at work of nursing staff is an important avenue to alleviate the strain of nursing human resources crisis. Although researchers and regulators are increasingly aware of the issue, there is consistently no feasible approach to address [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. Grounded in the social embeddedness of thriving at work model, this study aimed to analyze the current status, under-explored antecedents and the relationship mechanism with theoretically relevant variables of thriving among 512 nurses in Sichuan Province, China. Nurses with higher level of organizational commitment are more inclined to exhibit adequate thriving at work. Furthermore, organizational commitment can indirectly influence nurses\u0026rsquo; thriving through psychological detachment.\u003c/p\u003e\u003cp\u003eThe findings showed that the total score of nurses\u0026rsquo; organizational commitment was (50.49\u0026thinsp;\u0026plusmn;\u0026thinsp;5.70) in this survey. Our result is similar to findings in a previous cross-sectional study among Jordanian nursing staff, which reported a relatively high level of organizational commitment [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e]. From the analysis of three dimensions, the highest scores were found on effort commitment and the worst scores were obtained for retention commitment. We may speculate from this result that nurses generally demonstrate a proactive willingness to strive for their own professional development and organizational career advancement. Nevertheless, the dissatisfaction regarding rewards and autonomous practice may exert a detrimental influence on professional cognition and organizational emotion in the context of a rapidly evolving and demanding medical environment. Consequently, this could potentially impact their turnover intention [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e]. The score of psychological detachment among nurses in this study was (13.04\u0026thinsp;\u0026plusmn;\u0026thinsp;2.60), which was higher than the survey results of pediatric nurses in China. This dissimilitude might be related to the different source departments of the participants. The objects of pediatric care are children with no self-care ability or low self-care ability, and it is difficult to achieve psychological detachment under the condition of the imbalance between job demand and work energy and time [\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e]. However, the sample of this study covered multiple clinical departments, which may have somewhat neutralized a few low-scorers and thus reported higher psychological detachment in contrast. Besides, results of the present study showed the mean score of nurses\u0026rsquo; thriving at work was (47.28\u0026thinsp;\u0026plusmn;\u0026thinsp;14.03), suggesting a moderate level. Different value was reported in a sequential explanatory study conducted in New Zealand, where healthcare nurses had higher level of thriving at work [\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e]. On the one hand, the display of thriving at work may vary with the different medical cultural background. On the other hand, there is still promotion space of thriving at work in Chinese public hospital nurses in comparison with some developed countries. Managers should pay attention to assess the status of thriving at work of nurses in time and further provide targeted intervention and prevention for individuals with insufficient thriving.\u003c/p\u003e\u003cp\u003eIn the present study, we also identified several sociodemographic characteristics and work-related variables associated with thriving at work of nurses on univariate analysis. The fact that male appears to perform better in thriving at work may be related to that nursing is considered a typically female group-dominated occupation. Studies have shown that the presence of minority role models (e.g., male role models) can increase the enthusiasm and positive work attitude of young male workers in occupations with a large gender gap (e.g., female dominance) [\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e]. In addition, similar to a previous study from Alexandria Main University Hospital in Egypt, we found that nurses with older and longer working experience exhibit more thriving at work [\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eNight shifts and sleep duration have also been found to be associated with thriving at work. Research has indicated that high-quality sleep can restore the physiological system to its baseline state through processes such as restoring cellular components, which serves as a crucial means of replenishing personal resources [\u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e]. Night shifts and inadequate sleep duration can disrupt an individual's sleep rhythm, leading to circadian clock dysregulation and sleep deprivation [\u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e]. Consequently, it becomes arduous to attain a positive work recovery experience and achieve thriving at work.\u003c/p\u003e\u003cp\u003eIn terms of monthly income, nurses with income\u0026thinsp;\u0026gt;\u0026thinsp;12000 demonstrated the highest thriving at work, which may be related to the higher perceived return of work by employees. This is also corroborated by the fact that nurses with a high effort-reward matching in the univariate analysis exhibited more thriving at work. Sound career development and scientific salary arrangements are crucial means of enhancing employees' career commitment and work enthusiasm [\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e]. Social exchange theory emphasizes that a state of continuous interdependence between an individual and organization is based on a series of exchanges in which the person receiving the reward feels subjected to interconnectedness [\u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e44\u003c/span\u003e]. Family support emerged as a protective factor for thriving at work. The finding indicated that nurses should duly recognize the significance of family life, proactively establish a family support network, and seek emotional sustenance.\u003c/p\u003e\u003cp\u003eIn line with the social embedding model of thriving at work, this research also centered on the influence of organizational commitment and psychological detachment on nurses' thriving at work. Correlation analysis in our study revealed a medium positive correlation between organizational commitment, psychological detachment and thriving at work. Moreover, the underlying relationship mechanism among these three aspects can be further investigated through the construction of a structural equation model. All paths within the model, encompassing [organizational commitment\u0026rarr;psychological detachment], [psychological detachment\u0026rarr;thriving at work], [organizational commitment\u0026rarr;thriving at work], [organizational commitment\u0026rarr;psychological detachment\u0026rarr;thriving at work] are statistically significant, suggesting that organizational commitment exerts both direct and indirect influences on thriving at work.\u003c/p\u003e\u003cp\u003eThe finding was consistent with prior research which indicated that organizational commitment perform direct positive effector function against the thriving at work [\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e45\u003c/span\u003e]. Organizational commitment serves as a direct reflection of perceived organizational support and identity, and constitutes a prerequisite for work engagement. Emotional commitment fosters a close emotional bond between employees and their profession as well as the organization, inspiring nurses to identify with organizational development goals and enhance their self-efficacy. This, in turn, motivates them to commit more fully to their work and engage in continuous learning, ultimately contributing to thriving at work [\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e, \u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e47\u003c/span\u003e]. Besides direct effect, organizational commitment can indirectly affect thriving at work through the partial mediation of psychological detachment. The inability to attain psychological detachment implies that individuals continue to exhibit work connectivity behaviors during non - working time [\u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e48\u003c/span\u003e]. Nevertheless, research has indicated that any form of work connectivity behavior during non-working time depletes personal resources that cannot be replenished promptly, which could give rise to adverse responses such as fatigue and negative work perceptions, as well as impeding the journey towards thriving [\u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e49\u003c/span\u003e, \u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e]. Both spatial and temporal detachment from work played a crucial role in restoring physical and mental health status to baseline levels, alleviating work fatigue, and safeguarding against the depletion of psychological resources. A cross-sectional study by de Wijn et al. also noted that psychological detachment can shield nurses from constant exposure to work stressors, mitigate work-related negative emotional experiences and enhance the restoration of cognitive resources, thereby enabling them to gain work energy support for the ultimate achievement of thriving at work [\u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e].\u003c/p\u003e\n\u003ch3\u003eLimitation\u003c/h3\u003e\n\u003cp\u003eThe present study is associated with several limitations. First, owing to constraints in manpower and time, the participants in this research were solely recruited from six tertiary hospitals in Sichuan Province. Thus, careful consideration must be given to the limitations of the research context when summarizing the research findings. The generalizability of the results to other populations and countries should be meticulously evaluated to enhance the external validity of the findings. Another limitation of this study lies in the inherent constraint of the cross-sectional design, as it precludes the inference of causal relationships between variables. In the future, it is essential to further validate this model through longitudinal studies to comprehend the dynamic impacts of organizational commitment and psychological detachment on nurses' thriving at work. Furthermore, the fact that the majority of nurses in China are female, with women accounting for over 90% of the total participants in this study, is also a limitation. Future research could ensure gender parity in the sample size. Finally, the data in this study were obtained through self-report, which may be susceptible to social desirability bias and recall bias. Whenever feasible, future research is recommended to collect data at multiple time points or employ objective measurement methods to improve data accuracy.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThis research uncovered multiple demographic characteristics and work-related elements associated with thriving at work among nurses, and thriving at work maintain at a moderate level. Moreover, grounded in the social embedding model of thriving at work, a structural equation model was established to explore the relationships between nurses' organizational commitment, psychological detachment, and thriving at work. The findings indicate that organizational commitment not only exerts a direct influence on thriving but also has an indirect impact on it through the mediating role of psychological detachment. Based on this relationship mechanism, nursing managers can enhance nurses' organizational commitment by appropriately delegating power and cultivating inclusive and authentic leadership styles. Simultaneously, nurses can also attain psychological detachment by decomposing and refining work tasks, scientifically scheduling non-working time, and actively engaging in social life, ultimately achieving thriving at work.\u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cp\u003eJD-R: job demands-resources\u003c/p\u003e\n\u003cp\u003eSTROBE: The Strengthening the Reporting of Observational Studies in Epidemiology\u003c/p\u003e\n\u003cp\u003eCMIN/DF: chi-square to degrees of freedom ratio\u003c/p\u003e\n\u003cp\u003eAGFI: adjusted goodness of fit\u003c/p\u003e\n\u003cp\u003eNFI: normed fit index\u003c/p\u003e\n\u003cp\u003eIFI: incremental Fit Index\u003c/p\u003e\n\u003cp\u003eCFI: comparative fit index\u003c/p\u003e\n\u003cp\u003eSRMR: standardized residual root mean square\u003c/p\u003e\n\u003cp\u003eRMSEA: root mean square error of approximation\u003c/p\u003e\n\u003cp\u003eCI: confidence interval\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eEthical approval was reviewed and granted by the Hospital Research Ethics Committee of Third People\u0026apos;s Hospital of Chengdu before study commencement (number: 2024-S-300). Prior to inclusion in our research, informed consent was obtained from all participants. Furthermore, participants were duly informed that their data would be fully anonymized, solely utilized for academic research purposes, and that they reserved the right to withdraw from the study at any time. The entire research process strictly adhered to the Helsinki Declaration.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of data and materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used and/or analysed during the current study available from the corresponding author on reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was supported by Sichuan Applied Psychology Research Center of Chengdu Medical College (Number: CSXL-23408).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors\u0026apos; contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eMan Jin, Rong Qian: Methodology, Formal analysis, Investigation, Data curation, Writing - original Draft.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJuan Long: Conceptualization, Methodology, Project administration.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHui Liao: Conceptualization, Validation, Supervision.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eRenbo Wei: Conceptualization, Methodology, Validation, Writing - review \u0026amp; editing.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eShuangying Yang, Chen Liu: Validation, Data curation, Writing - review \u0026amp; editing. Min Zhang, Xu Liu: Investigation, Resources, Supervision.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe would like to thank all the nurses and coordinators participating in this study for investing the valuable time in this study.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eSsennyonjo A, Ssengooba F, Criel B, Titeca K, Van Belle S. \u0026apos;Writing budgets for meetings and teas?\u0026apos;: a multitheoretical analysis of intragovernmental coordination for multisectoral action for health in Uganda. BMJ Glob Health. 2022;7(2):e007990. \u003c/li\u003e\n\u003cli\u003eHu H, Wang C, Lan Y, Wu X. Nurses\u0026apos; turnover intention, hope and career identity: the mediating role of job satisfaction. BMC Nurs. 2022;21(1):43. \u003c/li\u003e\n\u003cli\u003eSil\u0026eacute;n M, Skytt B, Engstr\u0026ouml;m M. 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J Nurs Manag. 2022;30(7):2116\u0026ndash;25.\u003c/li\u003e\n\u003cli\u003eYuan T, Ren H, Yin X, Liang L, Fei J, Liu X, Zheng C, Wang H, Gao J, Mei S, Li H. How does psychosocial safety climate cross-level influence work engagement and job burnout: the roles of organization-based self-esteem and psychological detachment. BMC Nurs. 2024;23(1):389. \u003c/li\u003e\n\u003cli\u003eYang FZ，Ding JL，Ma RQ，et al. Recovery experience: a concept for maintaining quality of life and its mediating effect among female nurses in China. Psychol Res Behav Manag, 2020, 13: 831-841.\u003c/li\u003e\n\u003cli\u003eWeigelt O, Seidel JC, Erber L, et al. Too Committed to Switch Off-Capturing and Organizing the Full Range of Work-Related Rumination from Detachment to Overcommitment. Int J Environ Res Public Health. 2023;20(4):3573.\u003c/li\u003e\n\u003cli\u003eHowes LMA, Goodman-Delahunty JB. Predicting Career Stability and Mobility: Embeddedness and Boundarylessness[J]. J Career Dev 2015;3:244\u0026ndash;59.\u003c/li\u003e\n\u003cli\u003eKim EY, Chang SO. Exploring nurse perceptions and experiences of resilience: a meta-synthesis study. BMC Nurs. 2022;21(1):26.\u003c/li\u003e\n\u003cli\u003eLiu XQ, Wang X. Unlocking the power of physical activity in easing psychological distress. World J Psychiatry. 2024;14(1):1-7. \u003c/li\u003e\n\u003cli\u003evon Elm E, Altman DG, Egger M, Pocock SJ, G\u0026oslash;tzsche PC, Vandenbroucke JP; STROBE Initiative. The Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) statement: guidelines for reporting observational studies. J Clin Epidemiol. 2008;61(4):344-9. \u003c/li\u003e\n\u003cli\u003eWolf EJ, Harrington KM, Clark SL, Miller MW. Sample Size Requirements for Structural Equation Models: An Evaluation of Power, Bias, and Solution Propriety. Educ Psychol Meas. 2013 ;76(6):913-934. doi: 10.1177/0013164413495237. \u003c/li\u003e\n\u003cli\u003eChang CS, Chang HC. Perceptions of internal marketing and organizational commitment by nurses. J Adv Nurs. 2009;65(1):92-100. \u003c/li\u003e\n\u003cli\u003eCheng B, Hou YH, Wu QX, et al. Introduction and evaluation of the reliability and validity of Chinese version organizational commitment questionnaire[J]. Chinese Nursing Management, 2017;17(2): 209-213.\u003c/li\u003e\n\u003cli\u003eONNENTAG S，FRITZ C.The Recovery Experience Questionnaire: development and validation of a measure for assessing recuperation and unwinding from work[J]. J Occup Health Psych, 2007; 12(3): 204-221.\u003c/li\u003e\n\u003cli\u003eLU De-zhi, LI Ji-ming, SHI Guang-ying, et al. Measurement of Psychological Detachment and its Influence on the Turnover Intention of Nursing Staffs in the Public Hospital.[J]Chinese Hospital Management, 2018; 38(7): 65-66, 69.\u003c/li\u003e\n\u003cli\u003ePorath C, Spreitzer G, Gibson C, et al. Thriving at work: Toward its measurement, construct validation,and theoretical refinement. Journal of Organizational Behavior, 2012; 33(2):250-275.\u003c/li\u003e\n\u003cli\u003eHan Y, Liu G. Influence of Authentic Leadership and Leader-member Fitness on Thriving at Work: From Social Embedded Perspective. Journal of business of economics, 2020; (3): 28-40. \u003c/li\u003e\n\u003cli\u003eZhao SH, Shi Y, Sun ZN, et al. Impact of workplace violence against nurses\u0026apos; thriving at work, job satisfaction and turnover intention: A cross-sectional study. J Clin Nurs. 2018; 27(13-14): 2620-2632. \u003c/li\u003e\n\u003cli\u003eAlbasal NA, Eshah N, Minyawi HE, Albashtawy M, Alkhawaldeh A. Structural and psychological empowerment and organizational commitment among staff nurses in Jordan. Nurs Forum. 2022;57(4):624-631. \u003c/li\u003e\n\u003cli\u003eWubetie A, Taye B, Girma B. Magnitude of turnover intention and associated factors among nurses working in emergency departments of governmental hospitals in Addis Ababa, Ethiopia: a cross-sectional institutional based study. BMC Nurs. 2020;14(19):97. \u003c/li\u003e\n\u003cli\u003eCho H, Han K, Baek H. Teamwork, psychological detachment from work during nonwork time, and burnout experienced by hospital-based nurses. Int Nurs Rev. 2024 Nov 27. \u003c/li\u003e\n\u003cli\u003eMoloney W, Cheung G, Jacobs S. Key elements to support primary healthcare nurses to thrive at work: A mixed-methods sequential explanatory study. J Adv Nurs. 2024; 80(9): 3812-3824.\u003c/li\u003e\n\u003cli\u003eRuzycki SM, Fletcher S, Earp M, Bharwani A, Lithgow KC. Trends in the Proportion of Female Speakers at Medical Conferences in the United States and in Canada, 2007 to 2017. JAMA Netw Open. 2019;2(4):e192103.\u003c/li\u003e\n\u003cli\u003eAtalla ADG, Mahmoud Elseesy NA, El-Ashry AM, Sharif LS, Mahsoon A, Aljohani WF, Sobhi Mohamed SM. Unraveling the synergy: how organizational intelligence fuel soft skills and nurses\u0026apos; thriving: a cross-sectional study. BMC Nurs. 2024;23(1):315.\u003c/li\u003e\n\u003cli\u003eETLAND J, BAKKER AB, ESPEVIK R, et al. Daily work pressure and task performance: the moderating role of recovery and sleep[J]. Front Psychol, 2022;13:857318.\u003c/li\u003e\n\u003cli\u003eGUSTAVSSON K, JERNAJCZYK W, WICHNIAK A. Insomnia partially mediates the relationship of occupational stress with mental health among shift working nurses and midwives in Polish hospitals[J].Nat Sci Sleep, 2022;14:1989-1999.\u003c/li\u003e\n\u003cli\u003eZou Y, Wang H, Chen Y, Xie H, Chen Y, Wang G. Factors influencing quality of life and work of male nurses in Hainan Province: logistic regression analysis. Am J Transl Res. 2022; 14(4): 2367-2375.\u003c/li\u003e\n\u003cli\u003eReissing, E. D., \u0026amp; VanZuylen, H. (2015). Sexuality, theories of. In Wright, J. D. (Ed), International encyclopedia of the social, \u0026amp; behavioral sciences (2nd ed., pp. 846\u0026ndash;852). Elsevier.\u003c/li\u003e\n\u003cli\u003eMOLONEY W，FIELDES J，JACOBS S.An integrative review of how healthcare organizations can support hospital nurses to thrive at work. Int J Environ Res Public Health, 2020; 17(23): 8757.\u003c/li\u003e\n\u003cli\u003eMCDONNELL GA, POPE AW, FORD JS.Associations among perceived parent and peer support, self-esteem, and cancer related worry in adolescent and young adult cancer survivors[J].J Adolesc Young Adult Oncol, 2021;10(2):209-216.\u003c/li\u003e\n\u003cli\u003eOrgamb\u0026iacute;dez A, Borrego Y, V\u0026aacute;zquez-Aguado O. Self-efficacy and organizational commitment among Spanish nurses: the role of work engagement. Int Nurs Rev. 2019; 66(3): 381-388. \u003c/li\u003e\n\u003cli\u003ePark Y A, Fritz C, Jex S M. Relationships Between Work－Home Segmentation and Psychological Detachment from Work: The Ｒole of Communication Technology Use at Home [J]. Journal of Occupational Health Psychology, 2011; 16(4) : 457－67．\u003c/li\u003e\n\u003cli\u003eDerks D，Van Mierlo H，Schmitz E B． A Diary Study on Work －Ｒelated Smartphone Use，Psychological Detachment and Exhaustion: Examining the Role of the Perceived Segmentation Norm[J]．Journal of Occupational Health Psychology, 2014; 19(1) :74－84.\u003c/li\u003e\n\u003cli\u003eSONNENTAG S, FRITZ C.Recovery from job stress: The stressor-detachment model as an integrative framework[J].J Organ Beha, 2015;36(s1):S72-S103.\u003c/li\u003e\n\u003cli\u003ede Wijn AN, van der Doef MP. Patient-related stressful situations and stress-related outcomes in emergency nurses: A cross-sectional study on the role of work factors and recovery during leisure time. Int J Nurs Stud. 2020;107:103579. \u003c/li\u003e\n\u003c/ol\u003e"},{"header":"Tables","content":"\u003ctable id=\"Tab1\" border=\"1\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eParticipant characteristics\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eCategory\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eFrequency\u003c/p\u003e\n \u003cp\u003e(%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e488\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e95.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e12.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e25ཞ29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e124\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e30ཞ39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e261\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e51.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e12.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eUnmarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e152\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e29.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003emarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e348\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e68.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eDivorced/widowed\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e2.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEducation level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJunior college\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e127\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eUndergraduate and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e385\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e75.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYears of experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026le;\u0026thinsp;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e157\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e30.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6ཞ10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e189\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e36.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e11ཞ15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e83\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e16.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e83\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e16.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eAverage monthly Night shifts (times)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0\u0026thinsp;~\u0026thinsp;4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e227\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e44.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026thinsp;~\u0026thinsp;8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e190\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e37.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e95\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e18.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMonthly income (RMB)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;6000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e10.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6001\u0026ndash;8000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e191\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e37.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8001\u0026ndash;10000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e138\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e27.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10001\u0026ndash;12000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e26.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;12000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e9.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eAverage sleep duration per day(h)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e212\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e41.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e300\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFamily support\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e284\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e55.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMedium\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e126\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e102\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e19.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEffort-reward matching\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMismatch\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e159\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e31.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eGeneral\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e225\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e43.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePerfect match\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e25.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv align=\"char\" class=\"colspec\"\u003e\u003cbr\u003e\u003c/div\u003e\n \u003ctable id=\"Tab2\" border=\"1\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eResults of univariate analysis of organizational commitment, psychological detachment and thriving at work of nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eCategory\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\" colspan=\"3\"\u003e\n \u003cp\u003eOrganizational commitment\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\" colspan=\"3\"\u003e\n \u003cp\u003ePsychological detachment\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\" colspan=\"3\"\u003e\n \u003cp\u003eThriving at work\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean (SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003et\u003c/em\u003e/\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean (SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003et\u003c/em\u003e/\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean(SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003et\u003c/em\u003e /\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.179\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.858\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.129\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.897\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e2.096\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.037\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.21(0.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.26(0.63)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.10(1.40)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.19(0.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.24(0.89)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.31(1.17)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e7.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e6.969\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.373\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.005\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.07(0.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.13(0.65)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.83(1.06)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e25ཞ29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.15(0.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.22(0.60)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.63(1.32)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e30ཞ39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.22(0.51)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.23(0.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.62(1.51)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.42(0.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.60(0.58)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.29(1.29)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e7.770\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.623\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.027\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e2.385\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.093\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eUnmarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.09(0.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.15(0.62)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.64(1.25)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003emarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.25(0.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.30(0.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.74(1.47)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eDivorced/widowed\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.42(0.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.49(0.51)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.55(0.84)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEducation level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.939\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.348\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.099\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.272\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.909\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.057\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJunior college\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.24(0.45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.31(0.60)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.93(1.27)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eUndergraduate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.20(0.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.24(0.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.66(1.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eYears of experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e16.636\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.092\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.002\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.478\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.004\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026le;\u0026thinsp;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.05(0.42)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.16(0.61)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.66(1.22)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6ཞ10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.18(0.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.21(0.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.55(1.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e11ཞ15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.28(0.47)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.38(0.58)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.78(1.52)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.48(0.450\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.45(0.70)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.20(1.42)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"3\"\u003e\n \u003cp\u003eAverage monthly night shifts (times)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e56.284\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e29.718\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e20.122\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0\u0026thinsp;~\u0026thinsp;4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.41(0.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.47(0.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.13(1.35)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026thinsp;~\u0026thinsp;8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.12(0.36)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.17(0.55)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.51(1.30)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.89(0.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e2.93(0.59)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.19(1.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eMonthly income (RMB)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e22.151\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e8.795\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.903\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;6000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.90(0.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.08(0.55)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.48(1.26)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6001\u0026ndash;8000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.17(0.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.13(0.69)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.45(1.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8001\u0026ndash;10000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.16(0.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.30(0.60)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.01(1.39)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10001\u0026ndash;12000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.27(0.45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.35(0.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.72(1.24)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;12000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.69(0.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.67(0.75)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.28(1.38)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eAverage sleep duration(h/d)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-3.375\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-4.909\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-3.99\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026le;\u0026thinsp;7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.12(0.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.09(0.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.43(1.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.27(0.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.37(0.61)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.94(1.30)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFamily support\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.691\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.004\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e14.796\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e15.737\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.15(0.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.13(0.69)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.46(1.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMedium\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.26(0.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.35(0.55)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.84(1.37)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.31(0.40)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.50(0.72)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.33(1.14)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"2\"\u003e\n \u003cp\u003eEffort-reward matching\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e23.800\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e33.252\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e25.505\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMismatch\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.02(0.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e2.94(0.63)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.11(1.37)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eGeneral\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.24(0.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.38(0.58)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.95(1.24)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePerfect match\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.39(0.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.46(0.64)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5.11(1.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv align=\"char\" class=\"colspec\"\u003e\u003cbr\u003e\u003c/div\u003e\n \u003ctable id=\"Tab3\" border=\"1\" class=\"fr-table-selection-hover\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eMeans, standard deviation (SD) and correlations of organizational commitment, psychological detachment and thriving at work\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eItem\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eScore (M\u0026thinsp;\u0026plusmn;\u0026thinsp;SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.Organizational commitment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e50.49\u0026thinsp;\u0026plusmn;\u0026thinsp;5.70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.Value commitment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e16.93\u0026thinsp;\u0026plusmn;\u0026thinsp;2.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.934\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.Effort commitment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e17.04\u0026thinsp;\u0026plusmn;\u0026thinsp;1.95\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.953\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.856\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4.Retention commitment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e16.53\u0026thinsp;\u0026plusmn;\u0026thinsp;2.10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.928\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.774\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.831\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5.Psychological detachment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e13.04\u0026thinsp;\u0026plusmn;\u0026thinsp;2.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.479\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.433\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.435\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.477\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6.Thriving at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e47.28\u0026thinsp;\u0026plusmn;\u0026thinsp;14.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.442\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.385\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.387\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.468\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.559\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7.Learning\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24.40\u0026thinsp;\u0026plusmn;\u0026thinsp;7.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.450\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.407\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.396\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.459\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.0602\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.943\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8.Vitality\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e22.88\u0026thinsp;\u0026plusmn;\u0026thinsp;7.39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.382\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.318\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.331\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.422\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.451\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.941\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.775\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003ctfoot\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"10\"\u003e\u003csup\u003e**\u003c/sup\u003e\u003cem\u003eP\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0 .001\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tfoot\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv align=\"char\" class=\"colspec\"\u003e\u003cbr\u003e\u003c/div\u003e\n \u003ctable id=\"Tab4\" border=\"1\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eDirect and indirect effects for the model\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eEffect\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eModel pathways\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eStandardized effect (\u003cem\u003e\u0026beta;\u003c/em\u003e)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e95%CI\u003c/em\u003e lower limit\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e95%CI\u003c/em\u003eupper limit\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eDirect effect\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eOrganizational commitment\u003c/p\u003e\n \u003cp\u003e\u0026rarr;Psychological detachment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.457\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.362\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.532\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePsychological detachment\u003c/p\u003e\n \u003cp\u003e\u0026rarr;Thriving at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.513\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.403\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.625\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eOrganizational commitment\u003c/p\u003e\n \u003cp\u003e\u0026rarr;Thriving at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.204\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.091\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.319\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eIndirect effect\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eOrganizational commitment\u0026rarr;\u003c/p\u003e\n \u003cp\u003ePsychological detachment\u0026rarr;Thriving at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.234\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.155\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.317\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTotal effect\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eOrganizational commitment\u0026rarr;Thriving at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.438\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.357\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.511\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Nurses, Organizational commitment, Psychological detachment, Thriving at work, Mediation effect","lastPublishedDoi":"10.21203/rs.3.rs-6918964/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6918964/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThriving at work refers to a positive development state, which contributes to enhance work adaptability and improve work performance. however, most existing studies focus on the management of organizational behavior among nurses from a negative perspective, with relatively few researches approaching the topic from the perspective of positive psychology. This study aims to determine the current situation and factors of thriving at work among nurses, as well as examine the relationship mechanism between the organizational commitment, psychological detachment and thriving at work.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study is a quantitative cross-sectional research using an online survey. Convenience sampling was employed to recruit 512 nurses from six tertiary hospitals in Sichuan Province, China, using general information questionnaire, Chinese version organizational commitment questionnaire, psychological detachment from work scale and thriving at work scale between July and December 2024.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe score of organizational commitment, psychological detachment and thriving at work among nurses was (50.49±5.70), (13.04±2.60) and (47.28±14.03), separately. There are statistically significant differences between groups of different gender, age, years of experience, average monthly night shifts, monthly income, average sleep duration, family support and effort-reward matching (\u003cem\u003eP\u003c/em\u003e\u0026lt;0.05). Additionally, the structural equation modeling indicate that psychological detachment played a mediating role between organizational commitment and thriving at work (\u003cem\u003eβ\u003c/em\u003e =0.234, \u003cem\u003eP\u003c/em\u003e\u0026lt;0.001).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe thriving at work of nurses is at a moderate level. The organizational commitment not only exerts a direct influence on thriving but also has an indirect impact on it through the mediating role of psychological detachment. Nursing managers can enhance nurses' organizational commitment by appropriately delegating power and cultivating inclusive and authentic leadership styles. Nurses can also attain psychological detachment by decomposing and refining work tasks and scientifically scheduling non-working time, ultimately achieving thriving at work.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trial number\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable\u003c/p\u003e","manuscriptTitle":"Relationship between organizational commitment and thriving at work of nurses: the mediating effect of psychological detachment","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-09-05 13:36:40","doi":"10.21203/rs.3.rs-6918964/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"editorInvitedReview","content":"","date":"2025-11-09T10:28:29+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-10-17T16:08:27+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"199814301332358522989285455832646990570","date":"2025-10-12T15:08:44+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"264076146892739919074977705945669362500","date":"2025-09-29T08:35:02+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-08-29T14:23:23+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-06-27T19:29:40+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-06-26T02:00:28+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-06-26T01:57:06+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"f48fdd45-4c1b-4fdc-bdf3-cd7d6fcdc7c4","owner":[],"postedDate":"September 5th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2025-09-05T13:36:40+00:00","versionOfRecord":[],"versionCreatedAt":"2025-09-05 13:36:40","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6918964","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6918964","identity":"rs-6918964","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}