The Relationship Between Occupational Stigma Perception and Turnover Intention Among Clinical Nurses: A Cross-Sectional Study

The Relationship Between Occupational Stigma Perception and Turnover Intention Among Clinical Nurses: A Cross-Sectional Study | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article The Relationship Between Occupational Stigma Perception and Turnover Intention Among Clinical Nurses: A Cross-Sectional Study Hongqin Hu, Jie Bai, Feng Xiao, Lianglan Li This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6741809/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Aims To describe occupational stigma perception and turnover intention of clinical nurses in Chongqing and to clarify the relationship between them. Methods This is a cross-sectional survey of 1139 clinical nurses from tertiary hospitals in Chongqing, China, conducted between June and August 2023. Results The scores of occupational stigma perception and resignation intention were 20.22±4.71 and 13.37±3.90, respectively, and there was a positive correlation between occupational stigma perception and resignation intention ( β =0.195, P ＜0.05). Multiple linear regression analysis showed that gender, age, job title, number of night shifts per month, and perception of occupational stigma were the influencing factors of turnover intention ( P ＜0.05). Conclusion A higher perception of professional stigma among clinical nurses is associated with an increased intention to leave their jobs. Nursing managers should be attentive to the detrimental impact of occupational stigma on nurse retention and workforce stability. clinical nurse occupational stigma perception turnover intention nursing management Introduction Nurses play a critical role in shaping the future of the nursing profession, and maintaining a stable nursing workforce is essential for ensuring high-quality healthcare services. In recent years, the global shortage of nurses—largely driven by high attrition rates—has become a major concern for healthcare systems worldwide [1] . Among the contributing factors, the most widely recognized cause is nurses leaving the profession altogether [2] . Studies report alarmingly high turnover rates among registered nurses: 51%–56.1% in the United States, 44.3% in New Zealand, 22.7% in the United Kingdom, 19.9% in Canada, 15.1% in Australia, and 15% in Japan. [3, 4] . Turnover intention refers to an individual’s psychological inclination to leave their current organization or job, and it is considered a strong predictor of actual resignation behavior [5] . A global meta-analysis on nurse turnover intentions indicates that two out of every five nurses intend to leave their current positions, with national rates ranging from 24.8% to 43.8% [6] . In China, nurses working in tertiary hospitals often face significant professional demands, including high patient volumes, complex and critical cases, heavy workloads, and considerable psychological stress. Moreover, under the influence of traditional cultural values, nurses frequently experience low social status, weak professional identity, and disproportionate compensation. These factors contribute to negative psychological outcomes, such as job burnout and a heightened intention to resign. When turnover intention crosses a certain threshold, it often leads to actual resignation. This, in turn, exacerbates the nursing shortage, increases the workload on remaining staff, and fuels further turnover—creating a vicious cycle [7] . High turnover intention among nurses can undermine the quality of nursing care, threaten patient safety, and damage the reputation of healthcare institutions [8] . Additionally, frequent resignations impose substantial financial burdens on employers due to recruitment, training, and onboarding costs [9] . If nurses exit the profession entirely, it also leads to the underutilization of educational resources invested in their training [10, 11] . Therefore, it is essential to implement effective strategies to attract and retain nursing professionals in order to ensure universal health coverage and promote improved global health outcomes. Occupational stigma perception refers to the overall degree to which practitioners perceive that their occupations are socially stigmatized [12] . Ashforth and Kreiner have provided a detailed classification of occupational stigma, including bodily categories, work directly associated with aversive physical entities, or work performed in hazardous and dangerous environments such as nursing, slaughtering, and high-altitude cleaning; Social work often requires exposure to jobs that are stigmatized by the public or have low status in serving others, such as psychiatric healthcare workers, domestic workers, drivers, etc.; Moral work that violates social virtues or uses deception or violent means, such as sex workers, salespeople, etc. [13] . Studies by Zhou [14] and Wilders [15] has shown that perceived occupational stigma can directly or indirectly influence an individual’s intention to leave their job. According to a recent survey, 61.6% of nurses in China reported experiencing insults, verbal abuse, or threats in their clinical work over the past year [16] . Occupational stigma perception refers to the overall degree to which practitioners perceive that their occupations are socially stigmatized [12] . Ashforth and Kreiner have provided a detailed classification of occupational stigma, including bodily categories, work directly associated with aversive physical entities, or work performed in hazardous and dangerous environments such as nursing, slaughtering, and high-altitude cleaning; Social work often requires exposure to jobs that are stigmatized by the public or have low status in serving others, such as psychiatric healthcare workers, domestic workers, drivers, etc.; Moral work that violates social virtues or uses deception or violent means, such as sex workers, salespeople, etc. [13] . Studies by Zhou [14] and Wilders [15] have confirmed that the perception of professional stigma can directly or indirectly affect the willingness to leave a job. According to a survey, 61.6% of nurses have suffered insults, verbal abuse, and threatening behaviors in their clinical work in the paet year [16] . This makes nurses perceive that their profession is criticized by the outside world, and it is difficult to meet the psychological demands of self-esteem, honor, and image, which will stimulate their negative work attitudes and behaviors, and with time, gradually accumulate to form emotional exhaustion and eventually produce the willingness to leave due to emotional exhaustion [17] . A strong sense of professional stigma not only leads to the loss of nursing talents but also affects the service quality of China's medical team, which is not conducive to the prosperity and development of the medical system. At present, there are few studies on the correlation between perceived professional stigma and turnover intention among clinical nurses in China. [17] . Occupational stigma perception refers to the overall degree to which practitioners perceive that their occupations are socially stigmatized [12] . Ashforth and Kreiner have provided a detailed classification of occupational stigma, including bodily categories, work directly associated with aversive physical entities, or work performed in hazardous and dangerous environments such as nursing, slaughtering, and high-altitude cleaning; Social work often requires exposure to jobs that are stigmatized by the public or have low status in serving others, such as psychiatric healthcare workers, domestic workers, drivers, etc.; Moral work that violates social virtues or uses deception or violent means, such as sex workers, salespeople, etc. [13] . Studies by Zhou [14] and Wilders [15] have confirmed that the perception of professional stigma can directly or indirectly affect the willingness to leave a job. According to a survey, 61.6% of nurses have suffered insults, verbal abuse, and threatening behaviors in their clinical work in the paet year [16] . This makes nurses perceive that their profession is criticized by the outside world, and it is difficult to meet the psychological demands of self-esteem, honor, and image, which will stimulate their negative work attitudes and behaviors, and with time, gradually accumulate to form emotional exhaustion and eventually produce the willingness to leave due to emotional exhaustion [17] . A strong sense of professional stigma not only leads to the loss of nursing talents but also affects the service quality of China's medical team, which is not conducive to the prosperity and development of the medical system. At present, there are few studies on the correlation between perceived professional stigma and turnover intention among clinical nurses in China. Given this, this study aims to investigate the current situation of nurses' perception of occupational stigma and their turnover intention in China, analyze the impact of occupational stigma perception on their intention to resign, and provide a reference for improving the status of nursing talents and reducing nurses' turnover intention. 1 Method Design From June to August 2023, a convenience sampling method will be used to select 1-2 tertiary Grade A hospitals in the main urban area, western Chongqing, northeastern Chongqing, and southeastern Chongqing, respectively. Participants Nurses at seven hospitals in Chongqing, China, were recruited as the research participants. The inclusion criteria for this study were as follows: (1) registered nurses, (2) nurses with a minimum of one year of clinical experience, and (3) informed consent and voluntary participation in this study. The non-entry criteria were as follows: (1) nursing interns or trainees, (2) nurses who were not on duty during the survey period, and (3)nurses who declined to participate in this study. Instruments Demographic characteristics The demographic characteristics included gender, age, marital status, educational background, years of work, position, professional title, department, type of employment, monthly total income, and monthly night shift frequency. Occupational Stigma Perception The Occupational Stigma Perception Scale used by Shantz et al. [18] in the study was adopted, and Zhou et al. [14] applied it to the survey of occupational stigma perception among medical staff, which has good reliability and validity. Sentence adjustments have been made for the clinical nurse survey. This scale consists of six items and is rated on a Likert 5-point scale, ranging from "1 point: completely disagree" to "5 points: completely agree", with a total score of 5-30 points. The higher the total score, the higher the perception of occupational stigma. The Cronbach's alpha coefficient of the scale in this study is 0.812. Turnover intention The Turnover Intention Scale was developed by Michaels and Spector [19] . The scale includes three dimensions: the possibility of resignation from the present job (items 1 and 6), the motivation to seek other jobs (items 2 and 3), and the possibility of obtaining an external job (items 4 and 5), for a total of six items. The scale adopts the Likert 4-point scale range from 1 point for "never" to 4 points for "frequently", with a total score of 6-24 points. The severity of turnover intention is categorized into four levels: 0-6 indicates a very low level, 7-12 indicates a low level, 13-18 indicates a high level, and 19-24 indicates a very high level. The Cronbach's alpha of this research scale was 0.77. In this study, the Cronbach’s alpha was 0.859. Data collection The researchers made the questionnaire content into an electronic questionnaire and used unified instructions to explain the purpose and significance of this survey. After obtaining the nursing managers of each hospital, the nursing department will distribute electronic survey questionnaires to clinical nurses who meet the inclusion criteria. During the data collection phase, the researchers emphasized that participants voluntarily participated in this study and filled it in anonymously to protect their privacy. To improve the quality of the questionnaire and prevent duplicate filling, the same IP address can only be submitted once, all options are set as mandatory, and those with missing items cannot submit the questionnaire. A total of 1200 questionnaires were obtained in this survey, excluding questionnaires with non-standard filling and/or filling time less than 200 seconds. Among them, 1139 valid questionnaires were obtained, with an effective rate of 94.92%. Statistical analysis SPSS 26.0 software was used for data analysis. Quantitative data that conform to a normal distribution are represented by mean and standard deviation (`c± s), while qualitative data are represented by frequency. Two independent sample t-test, one-way analysis of variance(ANOVA), and regression analysis are used to analyze the influencing factors of turnover intention. The relationship between occupational stigma perception and turnover intention was analyzed using Spearman’s Pearson’s correlation analysis. P < 0.05 indicates that the difference is statistically significant. 2 Results Comparison of scores on clinical nurse turnover intention scales with different general information A total of 1139 clinical nurses were surveyed, including 36 males and 1103 females, with an average age of 33.09 ± 6.56 years. As shown in Table 1, there is a correlation between gender, age, marital status, years of work experience, position, professional title, establishment, monthly total income, monthly night shift frequency, and turnover intention. Table 1 Scoring of Turnover Intention of Clinical Nurses with Different Characteristics Variable number Turnover Intention( c±s) t / F Gender Male 36 12.028±4.018 -2.1 * female 1103 13.412±3.887 Age ≤25 75 14.200±3.876 32.016 ** 26～35 768 13.775±3.920 36～45 218 12.759±3.495 ≥46 78 10.269±3.056 Marital status Unmarried 260 14.108±4.057 6.133 ** Married 837 13.148±3.826 Others 42 13.210±3.803 Educational background College degree or below 142 12.683±3.954 2.701 Bachelor’s degree 986 13.457±3.886 Master’s degree or above 11 14.182±3.430 Years of working 1～5 238 14.067±3.990 31.897 ** 6～15 707 13.581±3.839 16～30 151 12.272±3.592 ≥31 43 9.837±2.672 Position Yes 81 10.780±3.012 7.846 ** No 1058 13.566±3.887 Professional title Junior RN 671 13.787±3.944 11.383 ** Middle RN 433 12.851±3.754 Senior RN 35 11.628±3.565 Department Medicine 342 13.661±3.865 1.2 Surgery 267 13.633±3.935 Gynaecology and obstetrics 119 13.185±3.707 Pediatrics 80 13.450±3.984 emergency department 75 12.987±3.532 outpatient service 28 12.643±3.434 operating theatre 19 12.947±3.358 ICU 46 13.435±4.549 Others 163 12.742±4.059 type of employment Nurse staffing 235 12.366±3.757 -4.461 ** Contract nurse 903 13.629±3.894 Monthly income total ≤3000 yuan 7 16.286±5.251 3.205 * 3001～5000 yuan 129 14.202±4.043 5001～7000 yuan 444 13.403±3.918 7001～9000 yuan 378 13.185±3.765 ＞9000 yuan 181 12.956±3.861 Monthly night shift frequency 0 321 12.050±3.425 30.738 ** 1～3 542 13.792±3.962 ≥4 276 14.069±3.927 Note ： * P＜0.05, ** P＜0.001. 2.1 Occupational stigma perception and turnover intention among clinical nurses The research results show that the total score of occupational stigma perception of clinical nurses was 20.22±4.71. The total score of the turnover intention scale was 13.37 ± 3.90, and the scores of each dimension from high to low were as follows: the possibility of obtaining an external jobs (2.74 ± 0.64), the motivation to seek other jobs (1.99 ± 0.84), and the possibility of resignation from the present job (1.95 ± 0.82). 2.3 Correlation analysis between occupational stigma perception and turnover intention among clinical nurses The occupational stigma perception among clinical nurses is positively correlated with turnover intention and its three dimensions(Table 2) (r=0.272, 0.29, 0.248, 0.131, P<0.001). Table 2 Correlation analysis between occupational stigma perception and turnover intention among clinical nurses Variables OSP TI TI Ⅰ TI Ⅱ TI Ⅲ OSP 1 TI 0.272 ** 1 TI Ⅰ 0.290 ** 0.910 ** 1 TI Ⅱ 0.248 ** 0.903 ** 0.801 ** 1 TI Ⅲ 0.131 ** 0.686 ** 0.431 ** 0.404 ** 1 Note: OSP=occupational stigma perception, TI=turnover intention. ** P＜0.001. 2.4 Multiple linear regression analysis of the impact of clinical nurses' turnover intention Perform stratified regression with the total score (original value) of clinical nurses' turnover intention as the dependent variable. Model 1 includes variables with statistical significance in univariate analysis for linear regression analysis, and dummy variables are set for categorical variables in the independent variables(Table 3); Model 2 incorporates occupational stigma perception based on Model 1. The results of multiple linear regression analysis are shown in Table 4. Gender, age, position, monthly night shift frequency, and occupational stigma perception are all influencing factors of turnover intention (P<0.05). Table 3 Multiple Logistic Regression Analysis Assignment Table variable assignment X1 Gender Male=1，Female=2 X2 Age ≤25=1，26～35=2，36～45=3，≥46=4 X3 Marital status Unmarried=1,Married=2,Others=3 X4 Years of working 1～5=1，6～15=2,16～30=3，≥31=4 X5 Position Yes=1,No=2 X6 Professional title Junior RN=1，Middle RN=2，Senior RN=3 X7 type of employment Nurse staffing=1，Contract nurse=2 X8 Monthly income total ≤3000 yuan=1,3001～5000 yuan=2,5001～7000yuan=3,7001～9000 yuan=4,＞9000 yuan=5 X9 Monthly night shift frequency 0=1，1～3=2，≥4=3 Table 4 Multiple linear regression analysis of the impact of clinical nurses' turnover intention （ n=1139 ） Model β SE β' t P 1 — 11.840 1.771 6.686 ＜0.001 Gender 1.594 0.644 0.072 2.476 0.013 Age -0.718 0.270 -0.125 -2.660 0.008 Married status 0.072 0.270 0.009 0.265 0.791 Years of working -0.457 0.278 -0.082 -1.646 0.100 Job title -0.935 0.307 -0.101 -3.048 0.002 Professional title 0.326 0.213 0.059 1.534 0.125 type of employment -0.059 0.344 -0.006 -0.172 0.863 Monthly income total -0.003 0.140 -0.001 -0.020 0.984 monthly night shift frequency 0.605 0.170 0.112 3.565 ＜0.001 2 — 8.272 1.773 4.666 ＜0.001 Gender 1.253 0.627 0.056 1.999 0.046 Age -0.760 0.262 -0.133 -2.898 0.004 Married status 0.195 0.263 0.024 0.740 0.459 Years of working -0.422 0.270 -0.076 -1.565 0.118 Job title -0.788 0.298 -0.085 -2.640 0.008 Professional title 0.320 0.207 0.058 1.551 0.121 type of employment 0.029 0.334 0.003 0.088 0.930 Monthly income total 0.044 0.136 0.010 0.320 0.749 monthly night shift frequency 0.418 0.166 0.078 2.509 0.012 occupational stigma perception 0.195 0.023 0.235 8.293 ＜0.001 Note:R 2 =0.134, adjusted R 2 =0.126; F=17.394, P＜0.001. 3 Discussions 3.1 Clinical nurses have a high level of occupational stigma perception. The results of this study showed that the score of occupational stigma perception of nurses was 20.22 ± 4.71, which is lower than the findings reported by Wu [20] in a related survey of healthcare workers. This may be related to Wu's different research scope and survey subjects. There are several reasons for the perception of occupational stigma among nurses: (1) Some members of the public magnify the deviant behavior of a small number of nurses that is not in line with their own roles as the overall misconduct of the nursing community, thereby changing the public's image of the nursing community; (2)The functional departments of relevant organizations neglect the influence of the nursing industry and the accurate shaping of the image of nurses; (3)The limitations, backwardness, and rigidity of the nurse media image constructed by online media can easily lead to negative public evaluation of the nursing industry. The stereotype of the nursing industry by social citizens in the past, the need for emotional expression during medical treatment, and the herd mentality are related reasons. The impact of public perception of self-occupational stigma largely depends on individual self-definition and organizational support [21] . Therefore, nurses should do their job well, refute professional stigma by demonstrating their professional skills and contributions, and cleverly resolve nurse-patient conflicts through positive words and actions in order to build a good nurse-patient relationship. Secondly, nursing managers should pay attention to the psychological state of nurses, understand their clinical demands, enhance their professional confidence by providing positive professional values and accurate beliefs to nurses, encourage nurses to actively seek psychological counseling support when encountering professional stigma, and provide timely psychological assistance to severe cases. Thirdly, leveraging the power of online media to strengthen the promotion of positive images of nurses, promote intergroup connections, eliminate cognitive barriers and information barriers between nurses and patients, and highlight the professionalism, necessity, and outstanding contributions of nurses in the medical team. Finally, policies are an important factor in shaping the public's perception and evaluation of specific professions [22] . By improving relevant laws and regulations, prejudice and discrimination against nurses can be reduced, and a social and political environment suitable for their career development can be created. 3.2 The current situation of clinical nurses' turnover intention is unsatisfactory, which affects the stability and construction of the nursing talent team. The results of this study indicate that the total score on the Turnover Intention Scale was 13.37 ± 3.90, with 42.58% of nurses exhibiting a high level of turnover intention. Turnover intention was significantly associated with gender, age, job position, and monthly frequency of night shifts.Specifically, female nurses reported a higher intention to leave the profession compared to their male counterparts. This may be related to the traditional gender roles prevalent in Chinese society, where women often shoulder multiple responsibilities and must balance family obligations with professional demands. When confronted with competing expectations from patients, work, and family, female nurses are more susceptible to emotional exhaustion and may consider resignation as a means to restore their physical and mental well-being, which is compromised by work-family conflict [23] . Furthermore, as nursing specialization has progressed, the unique advantages and growing importance of male nurses have become more evident. Male nurses tend to possess a stronger sense of professional identity and a more affirmative perception of their occupational role, which may contribute to lower turnover intention [24] . The findings of this study indicate that younger nurses exhibit a stronger intention to leave their jobs, consistent with the results of previous research [25] . As nurses age, they accumulate professional knowledge and clinical experience, becoming essential contributors to clinical practice. To retain these experienced professionals, hospitals often offer a more structured and stable career progression [26] . In contrast, younger nurses face problems such as unfamiliar environments, patient questioning, high workloads, heavy tasks, and low incomes, in addition to the fact that this group of nurses has not yet developed a systematic and clear understanding of nursing and is therefore more prone to leaving behavior. The results of this study show that the higher the position the lower the willingness to leave. Nurses' positions are inextricably linked to age. Nurses with lower positions have higher work intensity and life pressure, insufficient positive incentives, and a mismatch between their own expectations and the degree of recognition, and they are prone to burnout, which ultimately develops into turnover intention [27] . The results of this study show that nurses who work night shifts have a higher willingness to leave than nurses who do not work night shifts, and the higher the number of night shifts per month, the higher the willingness to leave. It is consistent with the findings of Huang [28] . Frequent night shifts deprive nurses of their sense of family involvement and reduce the time they spend with their family and friends, resulting in their disengagement from their roles in the family and severing family and work. The night shift system in China is usually an independent night shift system. The independent night shift system makes nurses resist sleepiness and fatigue, but also have to face sudden changes in the patient's condition, unexpected health care events and other conditions, which require them to bear a greater psychological load. It has been confirmed that frequent night shifts also directly cause sleep disorders, endocrine disorders, cardiovascular diseases, cancer and other physical problems [29-31] . It is recommended that nursing managers should also pay attention to the physical and mental health of clinically vulnerable nurses under the condition of focusing on the quality of nursing services, listen to nurses' feedback about their work in a timely manner, and formulate targeted intervention programs in order to alleviate the negative emotions of clinical nurses regarding their willingness to leave their jobs and to alleviate the contradiction between supply, demand, and turnover of nursing personnel. 3.3 Reducing clinical nurses' perception of occupational stigma helps to improve nurses' turnover intention. The acceptance, identification, and internalization of occupational stigma perceptions tend to make practitioners show self-depreciation and emotional internalization in their work perceptions, forming negative self-perceptions and negative emotion-driven behaviors, such as low work quality and high turnover intention, in their behaviors [32] . The results of this study showed that clinical nurses' perceived occupational stigma was significantly and positively correlated with willingness to leave (P < 0.001), which is consistent with the findings of Shi. [33] . Under the influence of the tense doctor-patient relationship and the social environment of ‘valuing doctors over nurses’, nurses are often subjected to belittling, demeaning, abusive, negative, and stigmatizing behaviors in their daily work [34] . Perceived occupational stigma is positively correlated with perceived discrimination and rejection by nurses. Severe perception of occupational stigma not only triggers psychological problems such as anxiety and depression but also weakens nurses' occupational health and professional identity, biases their perception of the profession and psychological structure, and ultimately leads to burnout and willingness to leave [35-37] . At the same time, the family is the core of an individual's social life, and the discrimination suffered by family members because of the nurses' profession is also a factor that leads to nurses' willingness to leave the profession. When nurses perceive that their family members are stigmatized or discriminated against because of their professional status, they may feel ‘family implicated stigma’, which may lead to a willingness to leave the job to get rid of the negative effects of their family members' profession [38] . In addition, negative feedback from family members about their careers has a direct role in their professional attitudes and work withdrawal behaviors [39] . Nursing managers should pay attention to the importance of the influence of perceived occupational stigma on turnover intention and consider the interaction of different levels of factors and apply a combination of different types of intervention strategies in order to achieve a better and faster rebuilding of the image of the nursing profession, reducing the perceived occupational stigma of nurses, and thus stabilizing the nursing workforce. 4 Conclusion This study found through a survey of clinical nurses that the turnover intention and occupational stigma perception of clinical nurses in Chongqing are both at a high level, and there is a significant positive correlation between the two. At present, there is insufficient attention paid to the impact of occupational stigma perception and turnover intention in research. It is recommended to improve the nurse security system and enhance the status of nurses. This study is only a cross-sectional survey. In the future, a longitudinal study design combined with qualitative analysis can be used to further explore the relationship between nurses' perception of occupational stigma and their turnover intention. Declarations Availability of Data and Materials The data supporting the results of this study can be provided within the manuscript or supplementary information. Acknowledgements We particularly acknowledge the staff who assisted in conducting this survey and all participants who participated in it. Funding Chongqing Medical University Affiliated Yongchuan Hospital ‘Double Hundred Plan’project( YJHL20240) Author Information Authors and Affiliations School of Nursing, Chongqing Medical University, Chongqing, China Hongqin Hu,Jie Bai Yongchuan Hospital, Chongqing Medical University Feng Xiao,Lianglan Li Contributions HHQ、XF、LLL participated in the research design,HHQ wrote the main manuscript text ,BJ participated in the distribution of questionnaires and the organization of data. Corresponding author Corresponding to Hongqin Hu,E-mail: [email protected] . Ethics declarations Human ethics and consent to participate. This study was exempted from ethical review by the Medical Research Ethics Committee of Yongchuan Hospital affiliated with Chongqing Medical University.But this study strictly adhered to the ethical principles of the Declaration of Helsinki.Before distributing questionnaires to participants, we obtained informed consent from the hospital’s nursing management department. We thoroughly explained the purpose and significance of the study to all participants, ensuring they understood the research content. On this basis, we obtained informed consent from all participants. To protect the privacy of participants, all data were anonymized. Consent to publish Not applicable. Clinical trial number Not applicable. Competing interests The authors declare no competing interests. References NARDI D A, GYURKO C C. 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Differences in cortisol profiles and circadian adjustment time between nurses working night shifts and regular day shifts: A prospective longitudinal study[J]. Int J Nurs Stud, 2015,52(7): 1193-1201. LIN X, CHEN W, WEI F, et al. Night-shift work increases morbidity of breast cancer and all-cause mortality: a meta-analysis of 16 prospective cohort studies[J]. Sleep Med, 2015,16(11): 1381-1387. P F, M G, L M, et al. The impact of shift work on the psychological and physical health of nurses in a general hospital: a comparison between rotating night shifts and day shifts.[J]. Risk Manag Healthc Policy, 2016,9: 203-211. YANG L, ZHANG S, LENG J, et al. Development of the Nurse Occupational Stigma Scale[J]. Psychol Res Behav Manag, 2022,15: 1627-1636. SHI X L, LI L Y, FAN Z G. Psychiatrists' occupational stigma conceptualization, measurement, and intervention: A literature review[J]. World J Psychiatry, 2023,13(6): 298-318. CAO J. A study on nurses’ turnover intention, associated factors and the pathways to voluntary turnover behavior (Doctorate dissertation)[D]. Jilin University, 2022. A S, E B J. Service employees and self-verification: The roles of occupational stigma consciousness and core self-evaluations.[J]. Human Relations, 2014,67(12): 1439-1465. M S J, W L L, M L J Y. Changing experiences of work dirtiness, occupational disidentification, and employee withdrawal.[J]. Journal of Applied Psychology, 2018,103(10): 1086. ZHOU Y, HUANG X, OU K. Activity or avoidance: Occupational stigma, self-evaluation and task performance.[J]. Foreign Economics & Management, 2020,42(08): 50-67. JI H, YAN J, GUO W. "How and when does occupational stigma promote intent to leave? The mediation effect of family implicated stigma and the moderating effect of family involvement."[J]. Acta Psychologica Sinica, 2022,54(2): 182. BENJAMIN O, BERNSTEIN D, MOTZAFI-HALLER P. Emotional politics in cleaning work: The case of Israel[J]. Human Relations, 2011,64(3): 337-357. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted 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-6741809","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":479484173,"identity":"eacb1b0a-b9ae-423b-b25d-994c6d833a28","order_by":0,"name":"Hongqin Hu","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA0UlEQVRIiWNgGAWjYBACfv7mgw8/8LDJ8bM3HyBOi+SMY8nGEjJ8xpI9xxKI02JwIEdNgsdGLnHDjRwDIl124AybhESOWeLMGTkfb7xhsJPTbSCgg7G597BFwZk0436et5st5zAkG5sdIKCFmeFc4g2gP2Rntuduk+ZhOJC4jZAWNoYcAwnef/8ZNxzIeUacFh6GHCMJHh42xQ0nctiI0yIhAQpkHjZQIBtbzjEgwi/25xFR+fDGmwo7OYJaUK3kITZqkLSQqmMUjIJRMApGBAAAmgJEmIVwBmcAAAAASUVORK5CYII=","orcid":"","institution":"Chongqing Medical University","correspondingAuthor":true,"prefix":"","firstName":"Hongqin","middleName":"","lastName":"Hu","suffix":""},{"id":479484174,"identity":"19522dd7-4635-4a7b-9ae3-f5761ff64981","order_by":1,"name":"Jie Bai","email":"","orcid":"","institution":"Chongqing Medical University","correspondingAuthor":false,"prefix":"","firstName":"Jie","middleName":"","lastName":"Bai","suffix":""},{"id":479484175,"identity":"cc01c3b5-474f-4b67-a833-b0adc3a6d95c","order_by":2,"name":"Feng Xiao","email":"","orcid":"","institution":"Yongchuan Hospital,Chongqing Medical Universtity","correspondingAuthor":false,"prefix":"","firstName":"Feng","middleName":"","lastName":"Xiao","suffix":""},{"id":479484176,"identity":"cdbc00cb-1b37-410d-9488-56c1f9a0dd9d","order_by":3,"name":"Lianglan Li","email":"","orcid":"","institution":"Yongchuan Hospital,Chongqing Medical Universtity","correspondingAuthor":false,"prefix":"","firstName":"Lianglan","middleName":"","lastName":"Li","suffix":""}],"badges":[],"createdAt":"2025-05-25 05:13:13","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6741809/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6741809/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":86741445,"identity":"4c8406b3-9ff2-4c92-94a1-faad1b608490","added_by":"auto","created_at":"2025-07-15 06:54:19","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":767147,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6741809/v1/e19081d8-4581-4d2a-b6c1-1ed6f206a80c.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Relationship Between Occupational Stigma Perception and Turnover Intention Among Clinical Nurses: A Cross-Sectional Study","fulltext":[{"header":"Introduction","content":"\u003cp\u003eNurses play a critical role in shaping the future of the nursing profession, and maintaining a stable nursing workforce is essential for ensuring high-quality healthcare services. In recent years, the global shortage of nurses\u0026mdash;largely driven by high attrition rates\u0026mdash;has become a major concern for healthcare systems worldwide\u003csup\u003e[1]\u003c/sup\u003e. Among the contributing factors, the most widely recognized cause is nurses leaving the profession altogether\u003csup\u003e[2]\u003c/sup\u003e. Studies report alarmingly high turnover rates among registered nurses: 51%\u0026ndash;56.1% in the United States, 44.3% in New Zealand, 22.7% in the United Kingdom, 19.9% in Canada, 15.1% in Australia, and 15% in Japan.\u003csup\u003e[3, 4]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eTurnover intention refers to an individual\u0026rsquo;s psychological inclination to leave their current organization or job, and it is considered a strong predictor of actual resignation behavior\u003csup\u003e[5]\u003c/sup\u003e. A global meta-analysis on nurse turnover intentions indicates that two out of every five nurses intend to leave their current positions, with national rates ranging from 24.8% to 43.8%\u003csup\u003e[6]\u003c/sup\u003e. In China, nurses working in tertiary hospitals often face significant professional demands, including high patient volumes, complex and critical cases, heavy workloads, and considerable psychological stress. Moreover, under the influence of traditional cultural values, nurses frequently experience low social status, weak professional identity, and disproportionate compensation. These factors contribute to negative psychological outcomes, such as job burnout and a heightened intention to resign.\u0026nbsp;When turnover intention crosses a certain threshold, it often leads to actual resignation. This, in turn, exacerbates the nursing shortage, increases the workload on remaining staff, and fuels further turnover\u0026mdash;creating a vicious cycle\u003csup\u003e[7]\u003c/sup\u003e. High turnover intention among nurses can undermine the quality of nursing care, threaten patient safety, and damage the reputation of healthcare institutions\u003csup\u003e[8]\u003c/sup\u003e. Additionally, frequent resignations impose substantial financial burdens on employers due to recruitment, training, and onboarding costs\u003csup\u003e[9]\u003c/sup\u003e. If nurses exit the profession entirely, it also leads to the underutilization of educational resources invested in their training\u003csup\u003e[10, 11]\u003c/sup\u003e. Therefore, it is essential to implement effective strategies to attract and retain nursing professionals in order to ensure universal health coverage and promote improved global health outcomes.\u003c/p\u003e\n\u003cp\u003eOccupational stigma perception refers to the overall degree to which practitioners perceive that their occupations are socially stigmatized\u003csup\u003e[12]\u003c/sup\u003e. Ashforth and Kreiner have provided a detailed classification of occupational stigma, including bodily categories, work directly associated with aversive physical entities, or work performed in hazardous and dangerous environments such as nursing, slaughtering, and high-altitude cleaning; Social work often requires exposure to jobs that are stigmatized by the public or have low status in serving others, such as psychiatric healthcare workers, domestic workers, drivers, etc.; Moral work that violates social virtues or uses deception or violent means, such as sex workers, salespeople, etc.\u003csup\u003e[13]\u003c/sup\u003e.\u0026nbsp;Studies by Zhou\u003csup\u003e[14]\u003c/sup\u003e and Wilders\u003csup\u003e[15]\u003c/sup\u003e has shown that perceived occupational stigma can directly or indirectly influence an individual\u0026rsquo;s intention to leave their job. According to a recent survey, 61.6% of nurses in China reported experiencing insults, verbal abuse, or threats in their clinical work over the past year\u003csup\u003e[16]\u003c/sup\u003e. Occupational stigma perception refers to the overall degree to which practitioners perceive that their occupations are socially stigmatized\u003csup\u003e[12]\u003c/sup\u003e. Ashforth and Kreiner have provided a detailed classification of occupational stigma, including bodily categories, work directly associated with aversive physical entities, or work performed in hazardous and dangerous environments such as nursing, slaughtering, and high-altitude cleaning; Social work often requires exposure to jobs that are stigmatized by the public or have low status in serving others, such as psychiatric healthcare workers, domestic workers, drivers, etc.; Moral work that violates social virtues or uses deception or violent means, such as sex workers, salespeople, etc.\u003csup\u003e[13]\u003c/sup\u003e.\u0026nbsp;Studies by Zhou\u003csup\u003e[14]\u003c/sup\u003e and Wilders\u003csup\u003e[15]\u003c/sup\u003e have confirmed that the perception of professional stigma can directly or indirectly affect the willingness to leave a job.\u0026nbsp;According to a survey, 61.6% of nurses have suffered insults, verbal abuse, and threatening behaviors in their clinical work in the paet year\u003csup\u003e[16]\u003c/sup\u003e. This makes nurses perceive that their profession is criticized by the outside world, and it is difficult to meet the psychological demands of self-esteem, honor, and image, which will stimulate their negative work attitudes and behaviors, and with time, gradually accumulate to form emotional exhaustion and eventually produce the willingness to leave due to emotional exhaustion\u003csup\u003e[17]\u003c/sup\u003e. A strong sense of professional stigma not only leads to the loss of nursing talents but also affects the service quality of China\u0026apos;s medical team, which is not conducive to the prosperity and development of the medical system. At present, there are few studies on the correlation between perceived professional stigma and turnover intention among clinical nurses in China.\u003csup\u003e[17]\u003c/sup\u003e. Occupational stigma perception refers to the overall degree to which practitioners perceive that their occupations are socially stigmatized\u003csup\u003e[12]\u003c/sup\u003e. Ashforth and Kreiner have provided a detailed classification of occupational stigma, including bodily categories, work directly associated with aversive physical entities, or work performed in hazardous and dangerous environments such as nursing, slaughtering, and high-altitude cleaning; Social work often requires exposure to jobs that are stigmatized by the public or have low status in serving others, such as psychiatric healthcare workers, domestic workers, drivers, etc.; Moral work that violates social virtues or uses deception or violent means, such as sex workers, salespeople, etc.\u003csup\u003e[13]\u003c/sup\u003e.\u0026nbsp;Studies by Zhou\u003csup\u003e[14]\u003c/sup\u003e and Wilders\u003csup\u003e[15]\u003c/sup\u003e have confirmed that the perception of professional stigma can directly or indirectly affect the willingness to leave a job.\u0026nbsp;According to a survey, 61.6% of nurses have suffered insults, verbal abuse, and threatening behaviors in their clinical work in the paet year\u003csup\u003e[16]\u003c/sup\u003e. This makes nurses perceive that their profession is criticized by the outside world, and it is difficult to meet the psychological demands of self-esteem, honor, and image, which will stimulate their negative work attitudes and behaviors, and with time, gradually accumulate to form emotional exhaustion and eventually produce the willingness to leave due to emotional exhaustion\u003csup\u003e[17]\u003c/sup\u003e. A strong sense of professional stigma not only leads to the loss of nursing talents but also affects the service quality of China\u0026apos;s medical team, which is not conducive to the prosperity and development of the medical system. At present, there are few studies on the correlation between perceived professional stigma and turnover intention among clinical nurses in China.\u003c/p\u003e\n\u003cp\u003eGiven this, this study aims to investigate the current situation of nurses\u0026apos; perception of occupational stigma and their turnover intention in China, analyze the impact of occupational stigma perception on their intention to resign, and provide a reference for improving the status of nursing talents and reducing nurses\u0026apos; turnover intention.\u003c/p\u003e"},{"header":"1 Method","content":"\u003cp\u003eDesign\u003c/p\u003e\n\u003cp\u003eFrom June to August 2023, a convenience sampling method will be used to select 1-2 tertiary Grade A hospitals in the main urban area, western Chongqing, northeastern Chongqing, and southeastern Chongqing, respectively.\u003c/p\u003e\n\u003cp\u003eParticipants\u003c/p\u003e\n\u003cp\u003eNurses at seven hospitals in Chongqing, China, were recruited as the research participants. The inclusion criteria for this study were as follows: (1) registered nurses, (2) nurses with a minimum of one year of clinical experience, and (3) informed consent and voluntary participation in this study. The non-entry criteria were as follows: (1) nursing interns or trainees, (2) nurses who were not on duty during the survey period, and (3)nurses who declined to participate in this study.\u003c/p\u003e\n\u003cp\u003eInstruments\u003c/p\u003e\n\u003cp\u003eDemographic characteristics\u003c/p\u003e\n\u003cp\u003eThe demographic characteristics included gender, age, marital status, educational background, years of work, position, professional title, department, type of employment, monthly total income, and monthly night shift frequency.\u003c/p\u003e\n\u003cp\u003eOccupational Stigma Perception\u003c/p\u003e\n\u003cp\u003eThe Occupational Stigma Perception Scale used by Shantz et al.\u003csup\u003e[18]\u003c/sup\u003e in the study was adopted, and Zhou et al.\u003csup\u003e[14]\u003c/sup\u003e applied it to the survey of occupational stigma perception among medical staff, which has good reliability and validity. Sentence adjustments have been made for the clinical nurse survey. This scale consists of six items and is rated on a Likert 5-point scale, ranging from \"1 point: completely disagree\" to \"5 points: completely agree\", with a total score of 5-30 points. The higher the total score, the higher the perception of occupational stigma. The Cronbach's alpha coefficient of the scale in this study is 0.812.\u003c/p\u003e\n\u003cp\u003eTurnover intention\u003c/p\u003e\n\u003cp\u003eThe Turnover Intention Scale was developed by Michaels and Spector\u003csup\u003e[19]\u003c/sup\u003e. The scale includes three dimensions: the possibility of resignation from the present job (items 1 and 6), the motivation to seek other jobs (items 2 and 3), and the possibility of obtaining an external job (items 4 and 5), for a total of six items. The scale adopts the Likert 4-point scale range from 1 point for \"never\" to 4 points for \"frequently\", with a total score of 6-24 points. The severity of turnover intention is categorized into four levels: 0-6 indicates a very low level, 7-12 indicates a low level, 13-18 indicates a high level, and 19-24 indicates a very high level. The Cronbach's alpha of this research scale was 0.77. In this study, the Cronbach’s alpha was 0.859.\u003c/p\u003e\n\u003cp\u003eData collection\u003c/p\u003e\n\u003cp\u003eThe researchers made the questionnaire content into an electronic questionnaire and used unified instructions to explain the purpose and significance of this survey. After obtaining the nursing managers of each hospital, the nursing department will distribute electronic survey questionnaires to clinical nurses who meet the inclusion criteria. During the data collection phase, the researchers emphasized that participants voluntarily participated in this study and filled it in anonymously to protect their privacy. To improve the quality of the questionnaire and prevent duplicate filling, the same IP address can only be submitted once, all options are set as mandatory, and those with missing items cannot submit the questionnaire. A total of 1200 questionnaires were obtained in this survey, excluding questionnaires with non-standard filling and/or filling time less than 200 seconds. Among them, 1139 valid questionnaires were obtained, with an effective rate of 94.92%.\u003c/p\u003e\n\u003cp\u003eStatistical analysis\u003c/p\u003e\n\u003cp\u003eSPSS 26.0 software was used for data analysis. Quantitative data that conform to a normal distribution are represented by mean and standard deviation (`c± s), while qualitative data are represented by frequency. Two independent sample t-test, one-way analysis of variance(ANOVA), and regression analysis are used to analyze the influencing factors of turnover intention. The relationship between occupational stigma perception and turnover intention was analyzed using Spearman’s Pearson’s correlation analysis. P \u0026lt; 0.05 indicates that the difference is statistically significant.\u003c/p\u003e"},{"header":"2 Results","content":"\u003cp\u003eComparison of scores on clinical nurse turnover intention scales with different general information\u003c/p\u003e\n\u003cp\u003eA total of 1139 clinical nurses were surveyed, including 36 males and 1103 females, with an average age of 33.09 \u0026plusmn; 6.56 years. As shown in Table 1, there is a correlation between gender, age, marital status, years of work experience, position, professional title, establishment, monthly total income, monthly night shift frequency, and turnover intention.\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"109%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 100px;\"\u003e\n \u003cp\u003eTable 1 Scoring of Turnover Intention of Clinical Nurses with Different Characteristics\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 59px;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003enumber\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003eTurnover Intention(\u003cimg src=\"data:image/png;base64,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\" width=\"18\" height=\"34\"\u003ec\u0026plusmn;s)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e\u003cem\u003et\u003c/em\u003e/\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e36\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.028\u0026plusmn;4.018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e-2.1\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003efemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e1103\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.412\u0026plusmn;3.887\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026le;25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e75\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e14.200\u0026plusmn;3.876\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e32.016\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e26～35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e768\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.775\u0026plusmn;3.920\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e36～45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e218\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.759\u0026plusmn;3.495\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026ge;46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e78\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e10.269\u0026plusmn;3.056\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eUnmarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e260\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e14.108\u0026plusmn;4.057\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e6.133\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e837\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.148\u0026plusmn;3.826\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eOthers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.210\u0026plusmn;3.803\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eEducational background\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eCollege degree or below\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e142\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.683\u0026plusmn;3.954\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e2.701\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eBachelor\u0026rsquo;s degree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e986\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.457\u0026plusmn;3.886\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eMaster\u0026rsquo;s degree or above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e14.182\u0026plusmn;3.430\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eYears of working\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e1～5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e238\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e14.067\u0026plusmn;3.990\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e31.897\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e6～15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e707\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.581\u0026plusmn;3.839\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e16～30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e151\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.272\u0026plusmn;3.592\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026ge;31\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e9.837\u0026plusmn;2.672\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003ePosition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e81\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e10.780\u0026plusmn;3.012\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e7.846\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e1058\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.566\u0026plusmn;3.887\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eProfessional title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eJunior RN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e671\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.787\u0026plusmn;3.944\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e11.383\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eMiddle RN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e433\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.851\u0026plusmn;3.754\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eSenior RN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e11.628\u0026plusmn;3.565\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eMedicine\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e342\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.661\u0026plusmn;3.865\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e1.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eSurgery\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e267\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.633\u0026plusmn;3.935\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eGynaecology and obstetrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e119\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.185\u0026plusmn;3.707\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003ePediatrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e80\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.450\u0026plusmn;3.984\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eemergency department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e75\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.987\u0026plusmn;3.532\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eoutpatient service\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.643\u0026plusmn;3.434\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eoperating theatre\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.947\u0026plusmn;3.358\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eICU\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.435\u0026plusmn;4.549\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eOthers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e163\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.742\u0026plusmn;4.059\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003etype of employment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eNurse staffing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e235\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.366\u0026plusmn;3.757\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e-4.461\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003eContract nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e903\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.629\u0026plusmn;3.894\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eMonthly income total\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026le;3000 yuan\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e16.286\u0026plusmn;5.251\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e3.205\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e3001～5000 yuan\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e129\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e14.202\u0026plusmn;4.043\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e5001～7000 yuan\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e444\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.403\u0026plusmn;3.918\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e7001～9000 yuan\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e378\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.185\u0026plusmn;3.765\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e＞9000 yuan\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e181\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.956\u0026plusmn;3.861\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003eMonthly night shift frequency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e321\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e12.050\u0026plusmn;3.425\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e30.738\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e1～3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e542\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e13.792\u0026plusmn;3.962\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 30px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026ge;4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9px;\"\u003e\n \u003cp\u003e276\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e14.069\u0026plusmn;3.927\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e \u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eNote ：\u003csup\u003e*\u003c/sup\u003e P＜0.05, \u003csup\u003e**\u003c/sup\u003e P＜0.001.\u003c/p\u003e\n\u003cp\u003e2.1 Occupational stigma perception and turnover intention among clinical nurses\u003c/p\u003e\n\u003cp\u003eThe research results show that the total score of occupational stigma perception of clinical nurses was 20.22\u0026plusmn;4.71. The total score of the turnover intention scale was 13.37 \u0026plusmn; 3.90, and the scores of each dimension from high to low were as follows: the possibility of obtaining an external jobs (2.74 \u0026plusmn; 0.64), the motivation to seek other jobs (1.99 \u0026plusmn; 0.84), and the possibility of resignation from the present job (1.95 \u0026plusmn; 0.82).\u003c/p\u003e\n\u003cp\u003e2.3 Correlation analysis between occupational stigma perception and turnover intention among clinical nurses\u003c/p\u003e\n\u003cp\u003eThe occupational stigma perception among clinical nurses is positively correlated with turnover intention and its three dimensions(Table 2) (r=0.272, 0.29, 0.248, 0.131, P\u0026lt;0.001).\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"548\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"6\" style=\"width: 548px;\"\u003e\n \u003cp\u003eTable 2\u0026nbsp;Correlation analysis between occupational stigma perception and turnover intention among clinical nurses\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 132px;\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 76px;\"\u003e\n \u003cp\u003eOSP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 66px;\"\u003e\n \u003cp\u003eTI\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 95px;\"\u003e\n \u003cp\u003eTI Ⅰ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 85px;\"\u003e\n \u003cp\u003eTI Ⅱ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 95px;\"\u003e\n \u003cp\u003eTI Ⅲ\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 132px;\"\u003e\n \u003cp\u003eOSP\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 85px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 132px;\"\u003e\n \u003cp\u003eTI\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.272\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 85px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 132px;\"\u003e\n \u003cp\u003eTI Ⅰ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.290\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.910\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 85px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 132px;\"\u003e\n \u003cp\u003eTI Ⅱ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.248\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.903\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e0.801\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 85px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 132px;\"\u003e\n \u003cp\u003eTI Ⅲ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.131\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.686\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e0.431\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 85px;\"\u003e\n \u003cp\u003e0.404\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"6\" valign=\"top\" style=\"width: 548px;\"\u003e\n \u003cp\u003eNote: OSP=occupational stigma perception, TI=turnover intention.\u003c/p\u003e\n \u003cp\u003e** P＜0.001.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e2.4 Multiple linear regression analysis of the impact of clinical nurses\u0026apos; turnover intention\u003c/p\u003e\n\u003cp\u003ePerform stratified regression with the total score (original value) of clinical nurses\u0026apos; turnover intention as the dependent variable. Model 1 includes variables with statistical significance in univariate analysis for linear regression analysis, and dummy variables are set for categorical variables in the independent variables(Table 3); Model 2 incorporates occupational stigma perception based on Model 1. The results of multiple linear regression analysis are shown in Table 4. Gender, age, position, monthly night shift frequency, and occupational stigma perception are all influencing factors of turnover intention (P\u0026lt;0.05).\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"616\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 616px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTable 3 Multiple Logistic Regression Analysis Assignment Table\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 255px;\"\u003e\n \u003cp\u003evariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003eassignment\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003eMale=1，Female=2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003e\u0026le;25=1，26～35=2，36～45=3，\u0026ge;46=4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003eUnmarried=1,Married=2,Others=3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eYears of working\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003e1～5=1，6～15=2,16～30=3，\u0026ge;31=4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003ePosition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003eYes=1,No=2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eProfessional title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003eJunior RN=1，Middle RN=2，Senior RN=3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003etype of employment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003eNurse staffing=1，Contract nurse=2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eMonthly income total\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003e\u0026le;3000 yuan=1,3001～5000 yuan=2,5001～7000yuan=3,7001～9000 yuan=4,＞9000 yuan=5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003eX9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 212px;\"\u003e\n \u003cp\u003eMonthly night shift frequency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 361px;\"\u003e\n \u003cp\u003e0=1，1～3=2，\u0026ge;4=3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"548\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"7\" style=\"width: 548px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTable 4 Multiple linear regression analysis of the impact of clinical nurses\u0026apos; turnover intention\u003c/strong\u003e\u003cstrong\u003e（\u003c/strong\u003e\u003cstrong\u003en=1139\u003c/strong\u003e\u003cstrong\u003e）\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 51px;\"\u003e\n \u003cp\u003eModel\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 147px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u003cem\u003e\u0026beta;\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 66px;\"\u003e\n \u003cp\u003eSE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 66px;\"\u003e\n \u003cp\u003e\u003cem\u003e\u0026beta;\u0026apos;\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 66px;\"\u003e\n \u003cp\u003e\u003cem\u003et\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 76px;\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003e\u0026mdash;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e11.840\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e1.771\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e6.686\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e1.594\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.644\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.072\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e2.476\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.013\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.718\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.270\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.125\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-2.660\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.008\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eMarried status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.072\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.270\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.009\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.265\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.791\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eYears of working\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.457\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.278\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.082\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-1.646\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.100\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eJob title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.935\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.307\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.101\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-3.048\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.002\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eProfessional title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.326\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.213\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.059\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e1.534\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.125\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003etype of employment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.059\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.344\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.006\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.172\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.863\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eMonthly income total\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.003\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.140\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.020\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.984\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003emonthly night shift frequency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.605\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.170\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.112\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e3.565\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003e\u0026mdash;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e8.272\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e1.773\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e4.666\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e1.253\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.627\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.056\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e1.999\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.046\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.760\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.262\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.133\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-2.898\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.004\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eMarried status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.195\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.263\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.024\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.740\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.459\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eYears of working\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.422\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.270\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.076\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-1.565\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.118\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eJob title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-0.788\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.298\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-0.085\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e-2.640\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.008\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eProfessional title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.320\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.207\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.058\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e1.551\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.121\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003etype of employment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.029\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.334\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.003\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.088\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.930\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eMonthly income total\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.044\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.136\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.010\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.320\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.749\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003emonthly night shift frequency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.418\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.166\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.078\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e2.509\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.012\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 147px;\"\u003e\n \u003cp\u003eoccupational stigma perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.195\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.023\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e0.235\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 66px;\"\u003e\n \u003cp\u003e8.293\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 76px;\"\u003e\n \u003cp\u003e＜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\n\u003cp\u003eNote:R\u003csup\u003e2\u003c/sup\u003e=0.134, adjusted R\u003csup\u003e2\u003c/sup\u003e=0.126; F=17.394, P＜0.001.\u003c/p\u003e"},{"header":"3 Discussions","content":"\u003cp\u003e3.1 Clinical nurses have a high level of occupational stigma perception.\u003c/p\u003e\n\u003cp\u003eThe results of this study showed that the score of occupational stigma perception of nurses was 20.22 ± 4.71, which is lower than the findings reported by Wu\u003csup\u003e[20]\u003c/sup\u003e in a related survey of healthcare workers. This may be related to Wu's different research scope and survey subjects.\u003c/p\u003e\n\u003cp\u003eThere are several reasons for the perception of occupational stigma among nurses: (1) Some members of the public magnify the deviant behavior of a small number of nurses that is not in line with their own roles as the overall misconduct of the nursing community, thereby changing the public's image of the nursing community; (2)The functional departments of relevant organizations neglect the influence of the nursing industry and the accurate shaping of the image of nurses; (3)The limitations, backwardness, and rigidity of the nurse media image constructed by online media can easily lead to negative public evaluation of the nursing industry. The stereotype of the nursing industry by social citizens in the past, the need for emotional expression during medical treatment, and the herd mentality are related reasons. The impact of public perception of self-occupational stigma largely depends on individual self-definition and organizational support\u003csup\u003e[21]\u003c/sup\u003e. Therefore, nurses should do their job well, refute professional stigma by demonstrating their professional skills and contributions, and cleverly resolve nurse-patient conflicts through positive words and actions in order to build a good nurse-patient relationship. Secondly, nursing managers should pay attention to the psychological state of nurses, understand their clinical demands, enhance their professional confidence by providing positive professional values and accurate beliefs to nurses, encourage nurses to actively seek psychological counseling support when encountering professional stigma, and provide timely psychological assistance to severe cases. Thirdly, leveraging the power of online media to strengthen the promotion of positive images of nurses, promote intergroup connections, eliminate cognitive barriers and information barriers between nurses and patients, and highlight the professionalism, necessity, and outstanding contributions of nurses in the medical team. Finally, policies are an important factor in shaping the public's perception and evaluation of specific professions\u003csup\u003e[22]\u003c/sup\u003e. By improving relevant laws and regulations, prejudice and discrimination against nurses can be reduced, and a social and political environment suitable for their career development can be created.\u003c/p\u003e\n\u003cp\u003e3.2 The current situation of clinical nurses' turnover intention is unsatisfactory, which affects the stability and construction of the nursing talent team.\u003c/p\u003e\n\u003cp\u003eThe results of this study indicate that the total score on the Turnover Intention Scale was 13.37 ± 3.90, with 42.58% of nurses exhibiting a high level of turnover intention. Turnover intention was significantly associated with gender, age, job position, and monthly frequency of night shifts.Specifically, female nurses reported a higher intention to leave the profession compared to their male counterparts. This may be related to the traditional gender roles prevalent in Chinese society, where women often shoulder multiple responsibilities and must balance family obligations with professional demands. When confronted with competing expectations from patients, work, and family, female nurses are more susceptible to emotional exhaustion and may consider resignation as a means to restore their physical and mental well-being, which is compromised by work-family conflict\u003csup\u003e[23]\u003c/sup\u003e. Furthermore, as nursing specialization has progressed, the unique advantages and growing importance of male nurses have become more evident. Male nurses tend to possess a stronger sense of professional identity and a more affirmative perception of their occupational role, which may contribute to lower turnover intention\u003csup\u003e[24]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eThe findings of this study indicate that younger nurses exhibit a stronger intention to leave their jobs, consistent with the results of previous research\u003csup\u003e[25]\u003c/sup\u003e. As nurses age, they accumulate professional knowledge and clinical experience, becoming essential contributors to clinical practice. To retain these experienced professionals, hospitals often offer a more structured and stable career progression\u003csup\u003e[26]\u003c/sup\u003e. In contrast, younger nurses face problems such as unfamiliar environments, patient questioning, high workloads, heavy tasks, and low incomes, in addition to the fact that this group of nurses has not yet developed a systematic and clear understanding of nursing and is therefore more prone to leaving behavior. The results of this study show that the higher the position the lower the willingness to leave. Nurses' positions are inextricably linked to age. Nurses with lower positions have higher work intensity and life pressure, insufficient positive incentives, and a mismatch between their own expectations and the degree of recognition, and they are prone to burnout, which ultimately develops into turnover intention\u003csup\u003e[27]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eThe results of this study show that nurses who work night shifts have a higher willingness to leave than nurses who do not work night shifts, and the higher the number of night shifts per month, the higher the willingness to leave. It is consistent with the findings of Huang\u003csup\u003e[28]\u003c/sup\u003e. Frequent night shifts deprive nurses of their sense of family involvement and reduce the time they spend with their family and friends, resulting in their disengagement from their roles in the family and severing family and work. The night shift system in China is usually an independent night shift system. The independent night shift system makes nurses resist sleepiness and fatigue, but also have to face sudden changes in the patient's condition, unexpected health care events and other conditions, which require them to bear a greater psychological load. It has been confirmed that frequent night shifts also directly cause sleep disorders, endocrine disorders, cardiovascular diseases, cancer and other physical problems\u003csup\u003e[29-31]\u003c/sup\u003e. It is recommended that nursing managers should also pay attention to the physical and mental health of clinically vulnerable nurses under the condition of focusing on the quality of nursing services, listen to nurses' feedback about their work in a timely manner, and formulate targeted intervention programs in order to alleviate the negative emotions of clinical nurses regarding their willingness to leave their jobs and to alleviate the contradiction between supply, demand, and turnover of nursing personnel.\u003c/p\u003e\n\u003cp\u003e3.3 Reducing clinical nurses' perception of occupational stigma helps to improve nurses' turnover intention.\u003c/p\u003e\n\u003cp\u003eThe acceptance, identification, and internalization of occupational stigma perceptions tend to make practitioners show self-depreciation and emotional internalization in their work perceptions, forming negative self-perceptions and negative emotion-driven behaviors, such as low work quality and high turnover intention, in their behaviors\u003csup\u003e[32]\u003c/sup\u003e. The results of this study showed that clinical nurses' perceived occupational stigma was significantly and positively correlated with willingness to leave (P \u0026lt; 0.001), which is consistent with the findings of Shi.\u003csup\u003e[33]\u003c/sup\u003e. Under the influence of the tense doctor-patient relationship and the social environment of ‘valuing doctors over nurses’, nurses are often subjected to belittling, demeaning, abusive, negative, and stigmatizing behaviors in their daily work\u003csup\u003e[34]\u003c/sup\u003e. Perceived occupational stigma is positively correlated with perceived discrimination and rejection by nurses. Severe perception of occupational stigma not only triggers psychological problems such as anxiety and depression but also weakens nurses' occupational health and professional identity, biases their perception of the profession and psychological structure, and ultimately leads to burnout and willingness to leave\u003csup\u003e[35-37]\u003c/sup\u003e. At the same time, the family is the core of an individual's social life, and the discrimination suffered by family members because of the nurses' profession is also a factor that leads to nurses' willingness to leave the profession. When nurses perceive that their family members are stigmatized or discriminated against because of their professional status, they may feel ‘family implicated stigma’, which may lead to a willingness to leave the job to get rid of the negative effects of their family members' profession\u003csup\u003e[38]\u003c/sup\u003e. In addition, negative feedback from family members about their careers has a direct role in their professional attitudes and work withdrawal behaviors\u003csup\u003e[39]\u003c/sup\u003e. Nursing managers should pay attention to the importance of the influence of perceived occupational stigma on turnover intention and consider the interaction of different levels of factors and apply a combination of different types of intervention strategies in order to achieve a better and faster rebuilding of the image of the nursing profession, reducing the perceived occupational stigma of nurses, and thus stabilizing the nursing workforce.\u003c/p\u003e"},{"header":"4 Conclusion","content":"\u003cp\u003eThis study found through a survey of clinical nurses that the turnover intention and occupational stigma perception of clinical nurses in Chongqing are both at a high level, and there is a significant positive correlation between the two. At present, there is insufficient attention paid to the impact of occupational stigma perception and turnover intention in research. It is recommended to improve the nurse security system and enhance the status of nurses. This study is only a cross-sectional survey. In the future, a longitudinal study design combined with qualitative analysis can be used to further explore the relationship between nurses\u0026apos; perception of occupational stigma and their turnover intention.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAvailability of Data and Materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe data supporting the results of this study can be provided within the manuscript or supplementary information.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe particularly acknowledge the staff who assisted in conducting this survey and all participants who participated in it.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eChongqing Medical University Affiliated Yongchuan Hospital \u0026lsquo;Double Hundred Plan\u0026rsquo;project( YJHL20240)\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor Information\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors and Affiliations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSchool of Nursing, Chongqing Medical University, Chongqing, China\u003c/p\u003e\n\u003cp\u003eHongqin Hu,Jie Bai\u003c/p\u003e\n\u003cp\u003eYongchuan Hospital, Chongqing Medical University\u003c/p\u003e\n\u003cp\u003eFeng Xiao,Lianglan Li\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eContributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eHHQ、XF、LLL participated in the research design,HHQ wrote the main manuscript text ,BJ participated in the distribution of questionnaires and the organization of data.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCorresponding author\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eCorresponding to Hongqin Hu,E-mail:[email protected].\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics declarations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eHuman ethics and consent to participate.\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was exempted from ethical review by the Medical Research Ethics Committee of Yongchuan Hospital affiliated with Chongqing Medical University.But this study strictly adhered to the ethical principles of the Declaration of Helsinki.Before distributing questionnaires to participants, we obtained informed consent from the hospital\u0026rsquo;s nursing management department. We thoroughly explained the purpose and significance of the study to all participants, ensuring they understood the research content. On this basis, we obtained informed consent from all participants. To protect the privacy of participants, all data were anonymized.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent to publish\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trial number\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\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"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eNARDI D A, GYURKO C C. The global nursing faculty shortage: status and solutions for change[J]. J Nurs Scholarsh, 2013,45(3): 317-326.\u003c/li\u003e\n\u003cli\u003eLIU W, ZHAO S, SHI L, et al. 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Human Relations, 2011,64(3): 337-357.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"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":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"clinical nurse, occupational stigma perception, turnover intention, nursing management","lastPublishedDoi":"10.21203/rs.3.rs-6741809/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6741809/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eAims\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTo describe occupational stigma perception and turnover intention of clinical nurses in Chongqing and to clarify the relationship between them.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis is a cross-sectional survey of 1139 clinical nurses from tertiary hospitals in Chongqing, China, conducted between June and August 2023.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe scores of occupational stigma perception and resignation intention were 20.22±4.71 and 13.37±3.90, respectively, and there was a positive correlation between occupational stigma perception and resignation intention (\u003cem\u003eβ\u003c/em\u003e=0.195, \u003cem\u003eP\u003c/em\u003e＜0.05). Multiple linear regression analysis showed that gender, age, job title, number of night shifts per month, and perception of occupational stigma were the influencing factors of turnover intention (\u003cem\u003eP\u003c/em\u003e＜0.05).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA higher perception of professional stigma among clinical nurses is associated with an increased intention to leave their jobs. Nursing managers should be attentive to the detrimental impact of occupational stigma on nurse retention and workforce stability.\u003c/p\u003e","manuscriptTitle":"The Relationship Between Occupational Stigma Perception and Turnover Intention Among Clinical Nurses: A Cross-Sectional Study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-07-03 12:51:11","doi":"10.21203/rs.3.rs-6741809/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"8a7ffdd8-77a4-476a-9b84-24573e176974","owner":[],"postedDate":"July 3rd, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2025-07-15T06:53:39+00:00","versionOfRecord":[],"versionCreatedAt":"2025-07-03 12:51:11","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6741809","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6741809","identity":"rs-6741809","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}