Change of Workplace Violence Against Female Healthcare Workers in Central China: A Four-wave Cross-sectional Study

Change of Workplace Violence Against Female Healthcare Workers in Central China: A Four-wave 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 Change of Workplace Violence Against Female Healthcare Workers in Central China: A Four-wave Cross-sectional Study Chuning He, Min Zhang, Qianqian Luo, Na Chen, Yujie Liu, Yiming Huang, and 3 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6783232/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 28 Nov, 2025 Read the published version in BMC Public Health → Version 1 posted 13 You are reading this latest preprint version Abstract Background Workplace violence (WPV) is a widespread issue that harms the dignity and well-being of female healthcare workers globally. This study assesses changes in WPV against female employees in a central Chinese hospital over four waves of research from 2018 to 2022. Methods Cross-sectional surveys were conducted annually from 2018 to 2019 and 2021 to 2022, excluding 2020 due to COVID-19. The questionnaire, developed with the ILO and WHO, gathered data on demographics, experiences of physical and psychological violence, incident handling, and awareness of hospital policies. Results A total of 3,466 responses were collected, showing a significant reduction in both physical and psychological WPV. Physical violence incidence dropped from 7.82% in 2018 to 1.2% in 2022, and psychological violence decreased from 46.94–22.89%. Female healthcare workers with heightened concern about WPV were at higher risk for both types of violence. Patient contacts consistently correlated with higher psychological WPV. Factors like working in outpatient/emergency departments, unfamiliarity with WPV reporting, and lack of encouragement to report also contributed to violence, though not consistently significant. Despite declining violence rates, satisfaction with handling incidents, including physical violence and verbal abuse, remained low (below 25%), while satisfaction with sexual harassment handling improved significantly from 0–41.67%. Prevention measures, such as environmental improvements and patient screening, saw increased perception over the years. Conclusion The study shows a systematic decline in WPV against female healthcare workers, indicating the effectiveness of the hospital’s interventions. However, efforts are needed to improve satisfaction with incident handling and address barriers to reporting. The findings support the development of more effective, tailored WPV prevention strategies in healthcare settings. Workplace Violence Female Healthcare Workers Cross-sectional Study Figures Figure 1 Figure 2 Figure 3 Figure 4 Figure 5 Introduction A global agreement has been established to eradicate all kinds of violence against women, bolster their empowerment in professional settings, and foster their creative and leadership abilities[ 1] , as underscored by the Sustainable Development Goals, including SDG 5[ 2] and SDG 8[ 3] . One of the barriers to achieving these goals is Workplace Violence (WPV)[ 4] , which can manifest in forms of physical and psychological violence, with psychological violence further divided into verbal abuse, bullying, sexual harassment, and ethnic discrimination[ 5][6][7] . International studies conducted over the past 15 years in countries such as Italy, India, Bangladesh, Ethiopia, Nigeria, and Japan have shown that the main forms of workplace violence women face are psychological and sexual violence[ 8][9] . Many women experience both simultaneously, seriously undermining their dignity,value[ 10][11] and health[ 12][13][14] . Various international initiatives have been undertaken to address this issue. In 2019, the International Labour Organization (ILO) released Convention No. 190 on Violence and Harassment in the World of Work[ 15] and its accompanying Recommendation No. 206[ 16] , forming an international action framework to address violence and harassment in the labor world. Additionally, documents such as the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)[ 17] , the Beijing Declaration and Platform for Action[ 18] , and various UN and ILO guidelines collectively constitute an international legal framework to protect women’s rights and eliminate workplace violence[ 19] . Healthcare settings are particularly prone to violent incidents[ 20][21] , with distinct gender-specific characteristics[ 22][23][24][25] . According to a study by the American College of Cardiology, female healthcare workers are more likely than their male counterparts to experience workplace violence weekly and suffer more physical and psychological symptoms, and they are also more likely to consider changing jobs or leaving the healthcare industry after experiencing violence[ 26] . A prospective cohort study of emergency workers in the United States indicated that female emergency department workers experienced violence significantly more frequently than males (an average of 3 times per day versus 0.9 times per day)[ 27] . In a survey conducted in southern China between 2018 and 2019, the incidence of physical violence among 847 female healthcare workers was 4.0%, while psychological violence incidence was as high as 41.2%, especially verbal abuse (39.9%). A 2020 BMJ editorial pointed out that violence against female healthcare workers is the "tip of the iceberg" of gender power imbalance issues[ 28] . However, there are gaps in the current research, particularly in the continuous monitoring of various types of violence that female healthcare workers experience in the workplace. There is a lack of systematic measurement and documentation of how these acts of violence change over time. To address this research gap, this study conducted an consistent investigation into the violence experienced by female medical staff at a hospital in the Central China region. It compares the changes in the incidence of workplace violence in 2018, 2019, 2021 and 2022 at the pilot hospital, explores the influencing factors of workplace violence against women, and identifies effective measures to against workplace violence. It is important to note that due to the lockdown measures implemented during the COVID-19 pandemic in 2020, the collection of data for that year was compromised, leading to an absence of relevant statistical data. The goal is to continuously refine the hospital’s violence prevention and control measures and promote the integration of workplace violence prevention and control into the hospital’s occupational health protection system. In our research, we categorized individuals based on biological sex as "female" or "male" for the purpose of analysis. While a binary classification was used, we acknowledge and respect the full diversity of gender experiences and identities. Methods Study Settings and Subjects The subjects of this study were female healthcare workers at a general hospital in central region of China, including frontline clinical staff, administrative personnel, temporary employees, visiting doctors, medical students, and external staff involved in security and logistics services. The hospital is a large comprehensive institution that integrates patient care, education, research, clinical training, rehabilitation, and preventive healthcare. The inclusion criteria were obtaining informed consent and voluntary participation in the survey. The exclusion criteria were: ① individuals who had been absent from their positions for over a year due to vacation, training, etc.; and ②individuals who were unwilling to participate. Assessment Tools The survey utilized the "National Case Study Tools on Workplace Violence in the Health Sector (Chinese version) [ 29] ", a questionnaire jointly developed by several international organizations including ILO and WHO. With formal authorization from the ILO, our team translated the original English questionnaire into Chinese. Subsequently, we assessed the Chinese instrument's pretest and retest reliability and validity in Beijing and Shenzhen city, achieving a Cronbach's α of 0.83. The questionnaire mainly consists of four parts: ① demographic and professional characteristics of the respondents, including age, ethnicity, education level, departmental affiliation, occupation, job title, salary, etc.; ② the occurrence and response of physical violence in the workplace; ③ the occurrence and response of four types of psychological violence: verbal abuse, bullying/mobbin g , sexual harassment, and racial discrimination; and ④ an assessment of the hospital’s policies and interventions concerning violent incidents. Data Collection In June 2018, our research team initiated a baseline cross-sectional survey at the hospital, targeting healthcare workers to assess the prevalence and influencing factors of workplace violence experienced within the past year. Subsequent cross-sectional surveys were executed in July 2019, September 2021, and June 2022 using the identical questionnaire to monitor the trends and factors associated with hospital violence over the subsequent years. The criteria for participant inclusion and exclusion remained consistent across all four survey rounds. Therefore, this study is a four-wave cross-sectional study. In this study, the electronic version of the questionnaire was disseminated through social media platforms, specifically WeChat, to targeted work groups. The process involved active participation from project collaborators, who helped with the distribution of the questionnaire to ensure a broad reach within the relevant female healthcare workers from different apartments. However, no direct involvement of patients or the public was included in the design or conduct of the research. Quality Control In 2018, we conducted comprehensive training sessions in the hospital during the preparatory phase, focusing on the questionnaire’s structure and content, as well as clarifying the definitions of workplace violence and harassment among healthcare workers to ensure consistency in understanding these concepts and avoid potential sources of bias. During the survey, informed consent was firstly obtained from all respondents. Post-survey, our team members meticulously organized the responses, implemented rigorous data checks, and conducted systematic coding and analysis. Due to the relatively large sample size, questionnaires with inconsistent logic, missing information or completion times under 200 seconds were excluded. Statistical Analysis The collected electronic questionnaires were first imported into Microsoft Excel to establish a comprehensive database. Descriptive statistics were calculated for Socio-demographic characteristics of the respondents in the four-wave survey. A χ 2 test was conducted for univariate analysis in each wave to explore the potential association between exposure to workplace violence and respondents’ characteristics. The significant factors were involved in the binary logistic regression analysis, employing the forward stepwise (likelihood ratio) method. Additionally, a Mantel-Haenszel χ 2 test was applied to compare the trends in the rates of physical and psychological violence, and the changes in workplace violence victim satisfaction with the handling of these incidents and respondents’ recognition of anti-violence measures in the workplace among the four waves of survey. The analyses were based on a 95% CI, with a p-value of less than 0.05 indicating statistical significance. No sensitivity analysis was conducted, as the study design and analysis methods were straightforward, and the data did not involve complex assumptions or missing data that would necessitate such an analysis. IBM SPSS Statistics V.26.0 (SPSS Inc., Chicago, IL, USA) and Excel (Microsoft Corporation, Redmond, WA, USA) were used for all data analyzes. Results In the four waves of surveys, a total of 804, 851, 754, and 1,085 questionnaires were collected, yielding 793, 846, 748, and 1,079 valid responses, respectively. The corresponding valid response rates were 98.63%, 99.41%, 99.20%, and 99.45%. A total of 3,466 survey responses were collected, which may include several multiple submissions from the same participant. Socio-demographic Characteristics Supplementary materials 1 outlines the key socio-demographic characteristics of the surveyed population over the four-year period. A consistent majority, specifically over 80% in each survey wave, were under 40 years old. Age was divided into three groups based on the median of the outcome: under 31 years, 31-40 years, and over 40 years. In terms of organizational work arrangements, a significant portion of the participants were involved in shift work (ranging from 80.97% to 87.83%), night shifts (ranging from 55.74% to 68.30%), patient contact during work (ranging from 85.54% to 91.05%), and physical contact with patients (ranging from 53.94% to 67.65%). The level of concern regarding workplace violence fluctuated, peaking at 42.32% expressing concern in 2019. Between 57.12% and 66.08% of participants were aware of the hospital’s reporting process for workplace violence, with approximately half of them claiming to be familiar with the process (ranging from 46.53% to 52.92%). Moreover, a half of the surveyed healthcare workers, between 53.34% and 59.50%, felt encouraged to report incidents of workplace violence. Change of Prevalence for Workplace Violence in the Four Years Over the four waves of the survey, the overall incidence rates of physical violence, psychological violence, and the four subtypes of psychological violence (verbal abuse, bullying/mobbing, sexual harassment, and racial discrimination) in the workplace showed a downward trend, as shown in Figure 1. The total incidence rate of physical violence decreased from 7.82% in 2018 to 1.2% in 2022, while the incidence rate of psychological violence decreased from 46.94% to 22.89%. Among them, there was a high degree of overlap between the incidence rate of psychological violence and the incidence rate of verbal abuse, indicating that verbal abuse was the main form of psychological violence in the workplace at this hospital, followed by bullying/mobbing, with relatively lower incidence rates of sexual harassment and racial discrimination. The utilization of the Mantel-Haenszel χ 2 test for trend to the incidence rates of five distinct types of WPV across the years 2018 to 2022 yielded significant results. This statistical significance indicates a monotonically decreasing trend in the occurrence of physical and psychological WPV over the study period, suggesting a systematic decline rather than random variation. The evolving trends in violence incidence rates across different occupations and departments were also examined respectively. Figure 2 presents the significant trends in the rates of physical violence, categorized by occupational(a) and departmental(b) factors. Notably, while there was a temporary increase in physical violence against medical technology and administrative staff in 2019 and 2021, a statistically significant and consistent decline was observed among female doctors, with rates dropping from 10.67% to 1.75%, and female nurses, with rates dropping from 8.27% to 0.98% over the four years. In terms of departmental differences, female healthcare workers in the emergency and outpatient departments experienced a markedly higher prevalence of physical violence compared to the other four departments, yet also with the most pronounced reduction (from 21.84% to 1.91%), followed by internal medicine. Meanwhile, the incidence of physical violence in internal medicine, surgery, and emergency departments showed a statistically significant downward trend. For psychological violence, the related results are illustrated in Figure 3. A general descending trend in psychological violence across these factors is observed over the years. Notably, the incidence rates among female doctors and nurses were consistently higher compared to female medical technology and administrative staff, with the nurses experiencing the most substantial reduction in incidence rates. Across different departments, the emergency and outpatient departments have predominantly reported the highest overall incidence rates of psychological violence. However, a noteworthy shift occurred within the administrative department: it recorded the highest incidence rate among the five departments in 2021 at 50.00%, followed by a sharp decline to the lowest incidence rate among all departments in 2022, at 17.65%. Changes of Factors related to Workplace Violence in the Four Years Using χ 2 tests and binary logistic regression, we explored the factors related to workplace violence against female healthcare workers from 2018 to 2022 (Supplementary materials 2.& 3.). Table1 illustrates the binary logistic regression results of physical violence against female healthcare workers over the four-year period. The factors associated with physical violence across the four surveys include age, occupation, department, contact with patients, level of worry about WPV, and not encouraged to report WPV, varying each year. In the 4-wave survey, the level of concern about WPV has been a significant associated factor, with female healthcare workers who reported extremely high concern showing a higher risk of experiencing physical violence in all the years. In 2018 and 2019, healthcare workers in outpatient and emergency departments suffered more physical violence compared to other departments. However, from 2021 onwards, this difference between departments was no longer significant. Furthermore, results from 2021 indicate that compared to technical and administrative staff, the risk of doctors and nurses suffering physical violence had a reversed decrease, with an OR of 0.08 (95% CI, 0.01 to 0.63) for doctors and an OR of 0.08 (95% CI, 0.01 to 0.51) for nurses in that year. Table1. Binary logistic regression of physical violence from 2018 to 2022 Significant Variables 2018 2019 2021 2022 Exposure n (%) OR (95%CI) Exposure n (%) OR (95%CI) Exposure n (%) OR (95%CI) Exposure n (%) OR (95%CI) Worry about WPV Zero 0 (0.00) - 0 - 0 (0.00) - 0 (0.00) - Low 3 (2.36) ref. 1 (0.66) ref. 0 (0.00) - 1 (0.33) ref. Moderate 14 (5.30) 2.20 (0.62~7.85) 6 (2.23) 2.58 (0.30~21.89) 2 (0.76) ref. 2 (0.62) 1.95 (0.18~21.69) High 11 (11.83) 4.54 (1.21~17.04) 6 (5.31) 5.72 (0.67~48.98) 4 (4.26) 7.67 (1.28~45.95) 3 (3.37) 9.22 (0.94~90.70) Extremely high 34 (14.41) 6.00 (1.78~20.18) 21 (8.57) 7.99 (1.04~61.33) 7 (4.67) 7.93 (1.53~41.16) 7 (4.67) 13.87 (1.67~115.21) Department Administration department 4 (2.85) ref. 2 (1.24) ref. - - - - Internal medicine 24 (8.45) 2.75 (0.92~8.19) 15 (4.41) 2.00 (1.44~9.17) - - - - Surgery 13 (5.10) 1.41 (0.45~4.46) 5 (2.30) 1.07 (1.20~5.75) - - - - Outpatient and emergency 19 (21.84) 6.17 (1.98~19.22) 12 (11.54) 5.87 (1.23~28.07) - - - - Technical support 2 (8.00) 3.17 (0.52~19.17) 0 (0.00) - - - - - Have contacts with patients No - - 3 (1.06) ref. - - - - Yes - - 31 (5.52) 4.69 (1.36~16.15) - - - - Encouraged to report WPV Yes - - 13 (2.76) ref. - - - - No - - 21 (5.60) 2.28 (1.09~4.76) - - - - Occupation Technical support and administration - - - - 2 (6.25) ref. - - Doctor - - - - 3 (1.80) 0.08 ( 0.01 ～ 0.63 ) - - Nurse - - - - 8 (1.46) 0.08 ( 0.01 ～ 0.51 ) - - Age (y) 41～ - - - - - - 5 (3.50) ref. <31 - - - - - - 3 (0.77) 0.27 (0.06~1.19) 31～ - - - - - - 5 (0.91) 0.24 (0.07~0.87) Annotations: WPV: workplace violence. Due to the absence of individuals who reported "zero" worry about WPV experiencing physical violence over the four years, and the absence of individuals reporting "low" worry about WPV experiencing physical violence in 2021, this factor was referenced against "low" in 2018, 2019, and 2022, and against "moderate" in 2021. The factors associated with psychological violence against female healthcare workers were more numerous than those associated with physical violence, as shown in Table 2, including age, occupation, salary, department, contact with patients (including direct contact), level of worry about WPV, not aware or not familiar of the procedures for reporting WPV and not encouraged to report WPV, as shown in FS5. Similar to the results of physical violence, the level of worry about WPV is a significant risk factor in all years, indicating a consistent correlation between female healthcare workers’ perceived concern and actual psychological violence suffered. In addition, having contact with patients—especially directly—was associated with a higher incidence of WPV across the four years. In multiple years, female healthcare workers in outpatient and emergency departments (2018, 2021) and those who were unaware (2018) or unfamiliar (2019, 2022) with the WPV reporting process were at a higher risk of experiencing WPV. The results from the four years are generally consistent. Table 2. Binary logistic regression of psychological violence from 2018 to 2022 Significant Variables 2018 2019 2021 2022 Exposure n (%) OR (95%CI) Exposure n (%) OR (95%CI) Exposure n (%) OR (95%CI) Exposure n (%) OR (95%CI) Worry about WPV Zero 12 (16.44) ref. 8 (11.76) ref. 8 (9.76) ref. 9 (4.21) ref. Low 46 (36.22) 2.62 ( 1.26 ～ 5.48 ) 32 (21.19) 1.67 (0.71～3.92) 26 (16.25) 1.30 (0.54~3.12) 49 (16.28) 3.72 (1.75~7.87) Moderate 114 (43.18) 3.33 (1.68～6.61) 99 (36.80) 3.50 ( 1.57 ～ 7.79 ) 68 (25.95) 2.60 (1.16~5.83) 84 (25.85) 6.61 (3.18~13.74) High 52 (55.91) 5.14 ( 2.39 ～ 11.06 ) 70 (61.95) 10.48 ( 4.46 ～ 24.65 ) 52 (55.32) 8.40 (3.51~20.06) 35 (39.34) 10.46 (4.64~23.62) Extremely high 149 (63.14) 6.74 ( 3.36 ～ 13.51 ) 140 (57.14) 7.77 ( 3.49 ～ 17.30 ) 72 (48.00) 6.29 (2.75~14.35) 70 (46.67) 14.60 (6.83~31.24) Have contacts with patients No - - 16 (18.60) ref. 4 (8.51) ref. 9 (5.80) ref. Yes - - 333 (43.82) 2.43 ( 1.31 ～ 4.49 ) 222 (31.67) 2.93 (0.97～8.91) 238 (25.79) 4.27 (2.07~8.78) Have direct physical contacts/interactions with patients No 95 (36.54) ref. - - - - - - Yes 278 (52.16) 1.58 (1.10~2.27) - - - - - - Department Technical support 43 (30.28) ref. - - 15 (14.42) ref. - - Internal medicine 138 (48.59) 1.70 (1.06~2.73) - - 87 (30.00) 1.49 (0.77~2.87) - - Surgery 124 (48.63) 1.53 (0.94~2.50) - - 66 (27.97) 1.66 (0.85~3.24) - - Outpatient and emergency 56 (64.37) 2.79 (1.52~5.10) - - 53 (49.07) 3.87 (1.88~7.97) - - Administration department 12 (48.00) 2.66 (1.04~6.80) - - 5 (50.00) 3.92 (0.84~18.24) - - Familiar of the procedures for reporting WPV Yes - - - - 81 (22.31) ref. 97 (16.99) ref. No - - - - 145 (37.66) 2.09 ( 1.47 ～ 2.98 ) 150 (29.53) 1.95 (1.43~2.67) Aware of the procedures for reporting WPV Yes 196 (43.33) ref. - - - - - - No 177 (52.06) 1.43 (1.06~1.94) - - - - - - Occupation Technical support and administration - - 24 (26.97) ref. - - - - Doctor - - 67 (41.10) 1.21 (0.65～2.26) - - - - Nurse - - 258 (43.43) 1.84 ( 1.06 ～ 3.21 ) - - - - Encouraged to report WPV Yes - - 166 (35.24) ref. - - - - No - - 183 (48.80) 2.02 ( 1.49 ～ 2.75 ) - - - - Salary (yuan/M) <4000 - - - - 84 (26.92) ref. - - 4000～ - - - - 108 (31.03) 1.14 (0.78～1.65) - - 6000～ - - - - 34 (38.64) 2.11 ( 1.20 ～ 3.68 ) - - Age (y) 41～ - - - - - - 45 (31.47) ref. <31 - - - - - - 65 (16.75) 0.37 (0.22~0.60) 31～ - - - - - - 137 (25.00) 0.54 (0.34~0.85) Annotations: WPV: workplace violence. Changes in satisfaction among victims regarding the handling of the WPV Incidents The hospital employs various methods to address workplace violence incidents, including reporting to authorities, legal prosecution, termination of treatment, verbal warnings. Victim satisfaction with the handling of these incidents is assessed on a scale from 1 (very dissatisfied) to 5 (very satisfied), where scores of 1 to 3 are classified as "Dissatisfied and Below", scores of 4 to 5 as "Satisfied and Above". As shown in Figure 4, the satisfaction of victims with the handling of workplace violence incidents has remained relatively low over the four years. In the case of physical violence, verbal abuse, and bullying/mobbing incidents, the proportion of respondents who were "satisfied" or "very satisfied" with the handling was below 25% over the four years, and the changes over the four years were not statistically significant at the 0.05 level of significance. Regarding the handling of racial discrimination incidents, satisfaction level were low in the first three years; for instance, in 2021, both victims expressed dissatisfaction. However, in 2022, three out of four female healthcare workers who experienced racial discrimination were satisfied with the way the incidents were handled, although this increase was not statistically significant(P>0.05). Sexual harassment was the only type of workplace violence where the change in satisfaction over the four years was statistically significant; satisfaction rates were 0% in 2018 (0/16) and 2019 (0/12), but increased to 20% (1/5) in 2021 and further increased to 41.67% (5/12) in 2022. Changes in recognition of perceived anti-violence measures in the workplace According to the Workplace Violence in the Health Sector Country Case Study, workplace violence prevention measures can be summarized into thirteen categories [ 29 ] , as shown in Table 3. Table 3. Workplace Violence Prevention Measures Categories of Measures Explanation Security measures Including guards, alarm systems, and portable phones. Surroundings improvement Including enhancing lighting, managing noise, regulating temperature, ensuring food availability, maintaining cleanliness, and ensuring privacy. Restrict public access Controlling access to work areas to reduce unauthorized entry. Patient screening Documenting and being aware of patients’ previous aggressive behaviors. Patient protocols Including control and restraint procedures, transportation, medication, activity planning, and information access. Restrict exchange of money at the workplace Avoiding cash transactions, such as patient fees, in the workplace. Increased staff numbers The addition of more employees in a workplace to enhance service efficiency and ensure safety. Check-in procedures for staff Implementing sign-in systems, especially for home care services. Special equipment or clothing Using uniforms and personal protective equipment. Changed shifts or rotas Changing work schedules to improve work organization. Reduced periods of working alone Minimizing the amount of time employees spend working by themselves to enhance safety. Training Providing training on workplace violence prevention, coping strategies, communication skills, conflict resolution, and self-defense. Human Resource Development Investing in career advancement training, workshops, achievement rewards, and fostering a healthy work environment. Over the past four years, surveys have been conducted annually among the female healthcare workers at this hospital to understand which types of workplace violence prevention measures they believe are in place. The results are shown in Figure 5. Throughout the four years, security measures have been perceived by the most healthcare workers, followed by improvements in the work environment; whereas the perception of the check-in procedures and human resource development measures are relatively low. By comparison, the recognizing effectiveness of restrict public assess measures and check-in procedures for staff have shown statistically significant changes over the four years, which may be related to the crowd control measures taken by hospitals in the COVID-19. Discussion This study presents a comprehensive examination of the patterns and dynamics of workplace violence against female healthcare workers in a central Chinese hospital from 2018 to 2022, with the exception of 2020. The findings highlight several critical aspects of WPV and the effectiveness of interventions over the study period. The overall incidence of workplace violence, mainly composed of psychological violence, showed a significant decline in the four waves, indicating the success of implemented interventions. On a more specific dimension, the incidence rates of violence have shown some fluctuations. The physical violence rates against technical and administrative staff have been on an upward trend from 2018 to 2021, followed by a decline in 2022. The psychological violence experienced by administrative staff have significantly increased from 2019 to 2021, and then dropped to a low point in 2022. These changes could be related to the COVID-19 pandemic from 2020 to 2022. On one hand, China implemented policies requiring regular nucleic acid testing for the public, with the collection and testing of nucleic acid samples primarily handled by technical and administrative personnel, which may have increased their contact with patients and the likelihood of workplace violence[ 30] ; on the other hand, the healthcare system was impacted by the pandemic, with administrative staff potentially facing greater pressure and challenges in policy formulation and execution[ 31] . Violence against women is preventable[ 32] . To prevent violence, we need to identify and mitigate the risk factors and amplify the protective factors. In our study, several factors were found related to the occurrence of WPV, including age, occupation type, department, level of concern about violence, patient contact, physical contact with patients, salary, not aware or not familiar of the procedures for reporting WPV and lack of encouragement to report incidents. These results are consistent with previous research findings[ 33][34][ 2 ] . In this study, A greater number of factors influence psychological violence than physical violence, which may be attributed to a higher incidence rate of psychological violence. In our study, high levels of concern about violence were positively correlated with increased incidences, suggesting that the hospital’s cultural atmosphere regarding violence is crucial and can significantly impact the work patterns and mindsets of female healthcare workers. Specifically, individuals with higher levels of concern about violence tend to be more sensitive to violent behaviors and have lower thresholds for defining what constitutes a violent incident, leading to a higher reporting of violent events in this self-assessment questionnaire. This further underscores the importance of fostering a positive and safe work environment, mitigating violence threats, and enhancing healthcare workers’ awareness and coping abilities regarding violence issues. Also, lack of awareness or unfamiliarity with the WPV reporting process increased the risk for female healthcare workers in certain years, which indicate the existence of reporting barriers in the hospital. Notably, the data reveals that individuals who were more aware and familiar with the reporting procedures and encouraged to report, experienced a lower incidence of violence. This correlation corroborates the findings of past studies[ 35] . Consequently, it highlights the imperative need to develop a thorough, efficient, and exhaustive system for reporting incidents of violence, coupled with the cultivation of a supportive environment. Despite the decline in violence rates, satisfaction with the handling of incidents remained low, with less than 25% of respondents expressing satisfaction. This persistent dissatisfaction underscores the need for more systematic and comprehensive policies and interventions. The slight uptick in satisfaction for sexual harassment in the third and fourth year is a positive note, indicating potential improvements in handling such sensitive cases. To further enhance the satisfaction of victims with the handling of violent incidents, a more systematic approach should be adopted[ 36] , including the establishment of a comprehensive response mechanism, providing victims with adequate rest time, offering professional psychological support and therapeutic services, and setting up feedback and evaluation mechanisms[ 37] . The consistent high perception of security measures as being in place underscores the importance that healthcare workers place on physical safety. This suggests that the hospital’s efforts in this area, such as increased security personnel, Closed Circuit Television Camera surveillance, and access control, are being recognized and appreciated by its female workforce. The monotonic increase in the perception effectiveness of public access control and check-in procedures for staff may be related to the COVID-19 pandemic. To effectively control the epidemic and protect medical workers working in the epidemic, China has actively adopted a series of protective policies, such as strictly restricting non-essential personnel from entering and leaving hospital areas, implementing a hierarchical and classified public access control system, and strengthening the screening process before admission, using high-tech means such as health code verification, temperature detection, and epidemiological investigation [ 30 ] . Despite the positive trends, the relatively low perception of check-in procedures and human resource development measures highlights where the hospital needs to work. Encouraging open communication and feedback from healthcare workers can help identify additional concerns or suggestions for improvement. In China, gender equality issues have been increasingly prioritized. China ratified the UN CEDAW in September 1980, becoming one of the early adopters of the convention[ 38] . Laws such as the Labor Law[ 39] , the Labor Contract Law[ 40] , and the Law on the Protection of Women’s Rights and Interests[ 41] explicitly grant women equal rights with men, prohibit sexual harassment, and stipulate legal responsibilities for infringing on women’s rights. China has also established labor protection regulations for female workers, including provisions for menstruation, pregnancy, childbirth, and lactation[ 42] . On the other hand, in the area of occupational health protection for medical personnel, China has also made progress. In terms of policy, national standards now include healthcare worker protection, with policies addressing occupational hazards, improving remuneration, and enhancing safety measures [ 45 ] . The Healthy China strategy[ 43] and COVID-19 response policies[ 44] further emphasize the protection and care of healthcare workers. Legislative achievements in China have fortified the occupational protection of healthcare workers. The Mental Health Law underscores the importance of safeguarding the well-being of mental health professionals[ 45] . Meanwhile, the Civil Code plays a pivotal role in curbing workplace violence and harassment against medical staff[ 46] . The Basic Medical and Health Care and Promotion Law builds upon these protections by offering detailed guidelines for the occupational health of healthcare workers[ 47] . Lastly, the Doctor Law solidifies the rights of doctors to a secure and respectful work environment[ 48] . Society-wide efforts, involving public security, credit systems, and academic research, are driving the development and enforcement of policies against workplace violence in medical institutions[ 49] . These national-level initiatives may systematically influence the awareness and management practices of local hospitals, leading to a decrease in workplace violence and enhanced protection of the rights of female workers. While China has made strides in enhancing security measures and training to maintain medical order, there is a notable gap in the legislative approach to workplace violence in medical institutions[ 50] . The consistent high perception of security measures indicates that the current measures primarily focus on increasing security forces, adopting a public security perspective rather than a workplace-specific one. This approach overlooks the need for a more comprehensive occupational health and safety framework, which includes approving relevant conventions and managing risks from occupational hazards. The ILO conventions and recommendations on violence and harassment offer a scientific evidence-based approach that aligns with international labor standards[ 51] . They present a unified concept of violence and harassment, clarify the responsibilities of all stakeholders, and advocate for inclusive, systematic, and gender-equal preventive measures. Compared to 45 countries and regions that have made legislative progress[ 52] , China’s legislation lacks a consistent definition of workplace violence, specific laws, and supporting technical standards. The legal system has yet to fully integrate the occupational hazards caused by psychological violence into its scope and the national occupational disease classification. Future research should encompass multiple healthcare institutions and extend over longer periods to yield more generalizable and enduring solutions. Understanding long-term trends and the efficacy of interventions across diverse settings will be essential. Moreover, while general interventions are necessary, targeted measures addressing specific types of violence, such as sexual harassment and ethnic discrimination, should be prioritized based on their unique dynamics and the observed improvement in satisfaction levels[ 53] . Additionally, addressing psychological concerns is paramount, necessitating the provision of mental health support and fostering a reporting culture free from stigma[ 30 ] . These findings highlight the ongoing necessity for continuous improvement and adaptation of WPV prevention strategies to ensure a safe and supportive working environment for female healthcare workers. The progress made thus far is promising, but sustained efforts are required to effectively tackle the remaining challenges. To our knowledge, this is the first multi-year cross-sectional study on workplace violence in hospitals in China, and one of the few studies that research workplace violence from a female perspective. This study’s strengths lie in its pioneering approach and the comprehensive analysis of data over several years, providing valuable insights into the trends and factors associated with workplace violence in a healthcare setting. However, there are limitations to consider. Cross-sectional studies are inherently limited in their ability to infer causality, and our observations are confined to a single hospital, which may not be representative of all healthcare settings in China. Conclusion The four-year longitudinal study reveals a significant decline in the prevalence of workplace violence against female healthcare workers in a central Chinese hospital, reflecting the effectiveness of strategic interventions. Despite this progress, the study identifies persistent challenges, including low satisfaction with the handling of incidents and the reporting barriers. The findings emphasize the need for ongoing monitoring, improvement of reporting mechanisms and the incidents handling procedures. This study serves as a pivotal step towards the continuous refinement of WPV prevention strategies, advocating for a safe, equitable, and supportive work environment for female healthcare workers. Declarations Supplementary Materials: File S1: Socio-demographic characteristics of the female healthcare workers from 2018 to 2022. File S2: Frequency distributions and univariate analysis of physical violence from 2018 to 2022. File S3: Frequency distributions and univariate analysis of psychological violence from 2018 to 2022. Author Contributions: Conceptualization: M.Z. and C.H.; Methodology: C.H. and Q.L.; Software: C.H. and Q.L.; Validation: C.H. and M.Z.; Formal analysis: C.H., Q.L. and Y.H.; Investigation: C.H., Q.L., N.C., Y.L, Y.H., and F.W.; Data curation: C.H., Q.L. and Y.T.; Writing—original draft preparation: C.H.; Writing—review and editing: C.H.,X.F. and M.Z.; Supervision: M.Z.; Project administration:M.Z. All authors have read and agreed to the published version of the manuscript. Funding: This work is supported by the Peking Union Medical College Grant Agreement (No. 2020P053GW006). The APC was funded by the Peking Union Medical College. Ethics approval: This study was automatically approved by the Ethical Review Committee of the Chinese Academy of Medical Sciences according to internalregulations (number of approval: School of Public Health 03010702). All personal identifiers (name, contact) were removed from the data set for analyses. The study was conducted in accordance with the Declaration of Helsinki and approved by the Chinese Academy of Medical Sciences & Peking Union Medical College (protocol code CAMS&PUMC-IEC-2022-044; approval date 12 April 2022). Informed Consent Statement: Informed consent was obtained from all subjects involved in the study. Written informed consent has been obtained from the participants to publish this paper. Data Availability Statement: All data generated or analyzed during this study are included in this published article and its Supplementary Information Files. Acknowledgments: The authors would also like to acknowledge the in-kind contributions from the health worker teams at the Third People’s Hospital of Zhengzhou, for their invaluable support and assistance in the implementation of this survey. Meanwhile, the authors would like to thank the other staff who involve in the study at the Hospital for their contribution. Conflicts of Interest: The authors declare no conflicts of interest. The funders had no role in the design of the study; in the collection, analyses, or interpretation of data; in the writing of the manuscript; or in the decision to publish the results. References Anita R, Tina K, L G D, et al. Achieving Gender and Social Equality： More Than Gender Parity Is Needed[J]. Academic medicine： journal of the Association of American Medical Colleges, 2019, 94(11)：1658-1664. United Nations.Goal 5: Achieve gender equality and empower all women and girls.(2015). Available online at: https://unric.org/en/sdg-5/(accessed September 5, 2024) United Nations.Goal 8: Promote inclusive and sustainable economic growth, employment and decent work for all.(2015). 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Supplementary Files FileS1.docx FileS2.docx FileS3.docx Cite Share Download PDF Status: Published Journal Publication published 28 Nov, 2025 Read the published version in BMC Public Health → Version 1 posted Editorial decision: Revision requested 11 Aug, 2025 Reviews received at journal 29 Jul, 2025 Reviews received at journal 22 Jul, 2025 Reviewers agreed at journal 21 Jul, 2025 Reviewers agreed at journal 17 Jul, 2025 Reviewers agreed at journal 16 Jul, 2025 Reviewers agreed at journal 16 Jul, 2025 Reviewers agreed at journal 14 Jul, 2025 Reviewers invited by journal 09 Jul, 2025 Editor assigned by journal 01 Jul, 2025 Editor invited by journal 05 Jun, 2025 Submission checks completed at journal 05 Jun, 2025 First submitted to journal 05 Jun, 2025 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. 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Workplace Violence (WPV)[\u003csup\u003e4]\u003c/sup\u003e, which can manifest in forms of physical and psychological violence, with psychological violence further divided into verbal abuse, bullying, sexual harassment, and ethnic discrimination[\u003csup\u003e5][6][7]\u003c/sup\u003e. International studies conducted over the past 15 years in countries such as Italy, India, Bangladesh, Ethiopia, Nigeria, and Japan have shown that the main forms of workplace violence women face are psychological and sexual violence[\u003csup\u003e8][9]\u003c/sup\u003e. Many women experience both simultaneously, seriously undermining their dignity,value[\u003csup\u003e10][11]\u003c/sup\u003e and health[\u003csup\u003e12][13][14]\u003c/sup\u003e. Various international initiatives have been undertaken to address this issue. In 2019, the International Labour Organization (ILO) released \u003cem\u003eConvention No. 190 on Violence and Harassment in the World of Work[\u003csup\u003e15]\u003c/sup\u003e\u003c/em\u003e and its accompanying Recommendation No. 206[\u003csup\u003e16]\u003c/sup\u003e, forming an international action framework to address violence and harassment in the labor world. Additionally, documents such as the United Nations \u003cem\u003eConvention on the Elimination of All Forms of Discrimination Against Women (CEDAW)[\u003csup\u003e17]\u003c/sup\u003e\u003c/em\u003e, \u003cem\u003ethe Beijing Declaration and Platform for Action[\u003csup\u003e18]\u003c/sup\u003e\u003c/em\u003e, and various UN and ILO guidelines collectively constitute an international legal framework to protect women\u0026rsquo;s rights and eliminate workplace violence[\u003csup\u003e19]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eHealthcare settings are particularly prone to violent incidents[\u003csup\u003e20][21]\u003c/sup\u003e, with distinct gender-specific characteristics[\u003csup\u003e22][23][24][25]\u003c/sup\u003e. According to a study by the American College of Cardiology, female healthcare workers are more likely than their male counterparts to experience workplace violence weekly and suffer more physical and psychological symptoms, and they are also more likely to consider changing jobs or leaving the healthcare industry after experiencing violence[\u003csup\u003e26]\u003c/sup\u003e. A prospective cohort study of emergency workers in the United States indicated that female emergency department workers experienced violence significantly more frequently than males (an average of 3 times per day versus 0.9 times per day)[\u003csup\u003e27]\u003c/sup\u003e. In a survey conducted in southern China between 2018 and 2019, the incidence of physical violence among 847 female healthcare workers was 4.0%, while psychological violence incidence was as high as 41.2%, especially verbal abuse (39.9%). A 2020 BMJ editorial pointed out that violence against female healthcare workers is the \u0026quot;tip of the iceberg\u0026quot; of gender power imbalance issues[\u003csup\u003e28]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eHowever, there are gaps in the current research, particularly in the continuous monitoring of various types of violence that female healthcare workers experience in the workplace. There is a lack of systematic measurement and documentation of how these acts of violence change over time. To address this research gap, this study conducted an consistent investigation into the violence experienced by female medical staff at a hospital in the Central China region. It compares the changes in the incidence of workplace violence in 2018, 2019, 2021 and 2022 at the pilot hospital, explores the influencing factors of workplace violence against women, and identifies effective measures to against workplace violence. It is important to note that due to the lockdown measures implemented during the COVID-19 pandemic in 2020, the collection of data for that year was compromised, leading to an absence of relevant statistical data. The goal is to continuously refine the hospital\u0026rsquo;s violence prevention and control measures and promote the integration of workplace violence prevention and control into the hospital\u0026rsquo;s occupational health protection system.\u003c/p\u003e\n\u003cp\u003eIn our research, we categorized individuals based on biological sex as \u0026quot;female\u0026quot; or \u0026quot;male\u0026quot; for the purpose of analysis. While a binary classification was used, we acknowledge and respect the full diversity of gender experiences and identities.\u003c/p\u003e"},{"header":"Methods","content":"\u003cp\u003e\u003cstrong\u003e\u003cem\u003eStudy Settings and Subjects\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe subjects of this study were female healthcare workers at a general hospital in central region of China, including frontline clinical staff, administrative personnel, temporary employees, visiting doctors, medical students, and external staff involved in security and logistics services. The hospital is a large comprehensive institution that integrates patient care, education, research, clinical training, rehabilitation, and preventive healthcare. The inclusion criteria were obtaining informed consent and voluntary participation in the survey. The exclusion criteria were: ①\u0026nbsp;individuals who had been absent from their positions for over a year due to vacation, training, etc.; and ②individuals who were unwilling to participate.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eAssessment Tools\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe survey utilized the \"National Case Study Tools on Workplace Violence in the Health Sector (Chinese version)\u0026nbsp;[\u003csup\u003e29]\u003c/sup\u003e\", a questionnaire jointly developed by several international organizations including ILO and WHO. With formal authorization from the ILO, our team translated the original English questionnaire into Chinese. Subsequently, we assessed the Chinese instrument's pretest and retest reliability and validity in Beijing and Shenzhen city, achieving a Cronbach's α of 0.83. The questionnaire mainly consists of four parts: ①\u0026nbsp;demographic and professional characteristics of the respondents, including age, ethnicity, education level, departmental affiliation, occupation, job title, salary, etc.; ②\u0026nbsp;the occurrence and response of physical violence in the workplace; ③\u0026nbsp;the occurrence and response of four types of psychological violence: verbal abuse, bullying/mobbin\u003cu\u003eg\u003c/u\u003e, sexual harassment, and racial discrimination; and ④ an assessment of the hospital’s policies and interventions concerning violent incidents.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eData Collection\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn June 2018, our research team initiated a baseline cross-sectional survey at the hospital, targeting healthcare workers to assess the prevalence and influencing factors of workplace violence experienced within the past year. Subsequent cross-sectional surveys were executed in July 2019, September 2021, and June 2022 using the identical questionnaire to monitor the trends and factors associated with hospital violence over the subsequent years. The criteria for participant inclusion and exclusion remained consistent across all four survey rounds. Therefore, this study is a four-wave cross-sectional study. In this study, the electronic version of the questionnaire was disseminated through social media platforms, specifically WeChat, to targeted work groups. The process involved active participation from project collaborators, who helped with the distribution of the questionnaire to ensure a broad reach within the relevant female healthcare workers from different apartments. However, no direct involvement of patients or the public was included in the design or conduct of the research.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eQuality Control\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn 2018, we conducted comprehensive training sessions in the hospital during the preparatory phase, focusing on the questionnaire’s structure and content, as well as clarifying the definitions of workplace violence and harassment among healthcare workers to ensure consistency in understanding these concepts and avoid potential sources of bias. During the survey, informed consent was firstly obtained from all respondents. Post-survey, our team members meticulously organized the responses, implemented rigorous data checks, and conducted systematic coding and analysis. Due to the relatively large sample size, questionnaires with inconsistent logic, missing information or completion times under 200 seconds were excluded.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eStatistical Analysis\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe collected electronic questionnaires were first imported into Microsoft Excel to establish a comprehensive database. Descriptive statistics were calculated for Socio-demographic characteristics of the respondents in the four-wave survey. A χ\u003csup\u003e2\u003c/sup\u003e test was conducted for univariate analysis in each wave to explore the potential association between exposure to workplace violence and respondents’ characteristics. The significant factors were involved in the binary logistic regression analysis, employing the forward stepwise (likelihood ratio) method.\u0026nbsp;Additionally, a Mantel-Haenszel χ\u003csup\u003e2\u003c/sup\u003e test was applied to compare the trends in the rates of physical and psychological violence, and the changes in workplace violence victim satisfaction with the handling of these incidents and respondents’ recognition of anti-violence measures in the workplace among the four waves of survey. The analyses were based on a 95% CI, with a p-value of less than 0.05 indicating statistical significance. No sensitivity analysis was conducted, as the study design and analysis methods were straightforward, and the data did not involve complex assumptions or missing data that would necessitate such an analysis. IBM SPSS Statistics V.26.0 (SPSS Inc., Chicago, IL, USA) and Excel (Microsoft Corporation, Redmond, WA, USA) were used for all data analyzes.\u0026nbsp;\u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003eIn the four waves of surveys, a total of 804, 851, 754, and 1,085 questionnaires were collected, yielding 793, 846, 748, and 1,079 valid responses, respectively. The corresponding valid response rates were 98.63%, 99.41%, 99.20%, and 99.45%. A total of 3,466 survey responses were collected, which may include several multiple submissions from the same participant.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eSocio-demographic Characteristics\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSupplementary materials 1 outlines the key socio-demographic characteristics of the surveyed population over the four-year period. A consistent majority, specifically over 80% in each survey wave, were under 40 years old. Age was divided into three groups based on the median of the outcome: under 31 years, 31-40 years, and over 40 years. In terms of organizational work arrangements, a significant portion of the participants were involved in shift work (ranging from 80.97% to 87.83%), night shifts (ranging from 55.74% to 68.30%), patient contact during work (ranging from 85.54% to 91.05%), and physical contact with patients (ranging from 53.94% to 67.65%). The level of concern regarding workplace violence fluctuated, peaking at 42.32% expressing concern in 2019. Between 57.12% and 66.08% of participants were aware of the hospital\u0026rsquo;s reporting process for workplace violence, with approximately half of them claiming to be familiar with the process (ranging from 46.53% to 52.92%). Moreover, a half of the surveyed healthcare workers, between 53.34% and 59.50%, felt encouraged to report incidents of workplace violence.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eChange of Prevalence for Workplace Violence in the Four Years\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eOver the four waves of the survey, the overall incidence rates of physical violence, psychological violence, and the four subtypes of psychological violence (verbal abuse, bullying/mobbing, sexual harassment, and racial discrimination) in the workplace showed a downward trend, as shown in Figure 1. The total incidence rate of physical violence decreased from 7.82% in 2018 to 1.2% in 2022, while the incidence rate of psychological violence decreased from 46.94% to 22.89%. Among them, there was a high degree of overlap between the incidence rate of psychological violence and the incidence rate of verbal abuse, indicating that verbal abuse was the main form of psychological violence in the workplace at this hospital, followed by bullying/mobbing, with relatively lower incidence rates of sexual harassment and racial discrimination. The utilization of the Mantel-Haenszel \u0026chi;\u003csup\u003e2\u003c/sup\u003e test for trend to the incidence rates of five distinct types of WPV across the years 2018 to 2022 yielded significant results. This statistical significance indicates a monotonically decreasing trend in the occurrence of physical and psychological WPV over the study period, suggesting a systematic decline rather than random variation.\u003c/p\u003e\n\u003cp\u003eThe evolving trends in violence incidence rates across different occupations and departments were also examined respectively. Figure 2 presents the significant trends in the rates of physical violence, categorized by occupational(a) and departmental(b) factors. Notably, while there was a temporary increase in physical violence against medical technology and administrative staff in 2019 and 2021, a statistically significant and consistent decline was observed among female doctors, with rates dropping from 10.67% to 1.75%, and female nurses, with rates dropping from 8.27% to 0.98% over the four years. In terms of departmental differences, female healthcare workers in the emergency and outpatient departments experienced a markedly higher prevalence of physical violence compared to the other four departments, yet also with the most pronounced reduction (from 21.84% to 1.91%), followed by internal medicine. Meanwhile, the incidence of physical violence in internal medicine, surgery, and emergency departments showed a statistically significant downward trend.\u003c/p\u003e\n\u003cp\u003eFor psychological violence, the related results are illustrated in Figure 3. A general descending trend in psychological violence across these factors is observed over the years. Notably, the incidence rates among female doctors and nurses were consistently higher compared to female medical technology and administrative staff, with the nurses experiencing the most substantial reduction in incidence rates. Across different departments, the emergency and outpatient departments have predominantly reported the highest overall incidence rates of psychological violence. However, a noteworthy shift occurred within the administrative department: it recorded the highest incidence rate among the five departments in 2021 at 50.00%, followed by a sharp decline to the lowest incidence rate among all departments in 2022, at 17.65%.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eChanges of Factors related to Workplace Violence in the Four Years\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eUsing\u0026nbsp;\u0026chi;\u003csup\u003e2\u003c/sup\u003e tests and binary logistic regression, we explored the factors related to workplace violence against female healthcare workers from 2018 to 2022 (Supplementary materials 2.\u0026amp; 3.).\u003c/p\u003e\n\u003cp\u003eTable1 illustrates the binary logistic regression results of physical violence against female healthcare workers over the four-year period. The factors associated with physical violence across the four surveys include age, occupation, department, contact with patients, level of worry about WPV, and not encouraged to report WPV, varying each year. In the 4-wave survey, the level of concern about WPV has been a significant associated factor, with female healthcare workers who reported extremely high concern showing a higher risk of experiencing physical violence in all the years. In 2018 and 2019, healthcare workers in outpatient and emergency departments suffered more physical violence compared to other departments. However, from 2021 onwards, this difference between departments was no longer significant. Furthermore, results from 2021 indicate that compared to technical and administrative staff, the risk of doctors and nurses suffering physical violence had a reversed decrease, with an OR of 0.08 (95% CI, 0.01 to 0.63) for doctors and an OR of 0.08 (95% CI, 0.01 to 0.51) for nurses in that year.\u003c/p\u003e\n\u003cp\u003eTable1. Binary logistic regression of physical violence from 2018 to 2022\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"703\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" rowspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eSignificant Variables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 19.4995%;\"\u003e\n \u003cp\u003e2018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 20.2795%;\"\u003e\n \u003cp\u003e2019\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 19.4995%;\"\u003e\n \u003cp\u003e2021\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 11.9974%;\"\u003e\n \u003cp\u003e2022\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.1797%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eWorry about WPV\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eZero\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e0 (0.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e0\u0026nbsp;(0.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e0 (0.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e3 (2.36)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e1\u0026nbsp;(0.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e0\u0026nbsp;(0.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e1 (0.33)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e14 (5.30)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e2.20 (0.62~7.85)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e6\u0026nbsp;(2.23)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e2.58\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.30~21.89)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e2\u0026nbsp;(0.76)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e2 (0.62)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e1.95\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.18~21.69)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e11 (11.83)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e4.54\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.21~17.04)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e6\u0026nbsp;(5.31)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e5.72\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.67~48.98)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e4\u0026nbsp;(4.26)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e7.67\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.28~45.95)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e3 (3.37)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e9.22\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.94~90.70)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eExtremely high\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e34 (14.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.00\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.78~20.18)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e21\u0026nbsp;(8.57)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e7.99\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.04~61.33)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e7\u0026nbsp;(4.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e7.93\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.53~41.16)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e7 (4.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e13.87\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.67~115.21)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eAdministration department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e4 (2.85)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e2 (1.24)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eInternal medicine\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e24 (8.45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e2.75 (0.92~8.19)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e15 (4.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.00 (1.44~9.17)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eSurgery\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e13 (5.10)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e1.41 (0.45~4.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e5\u0026nbsp;(2.30)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.07 (1.20~5.75)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eOutpatient and emergency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e19 (21.84)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.17\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.98~19.22)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e12\u0026nbsp;(11.54)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e5.87\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.23~28.07)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eTechnical support\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e2 (8.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e3.17\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.52~19.17)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e0 (0.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eHave contacts with patients\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e3\u0026nbsp;(1.06)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e31\u0026nbsp;(5.52)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e4.69\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.36~16.15)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eEncouraged to report WPV\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e13\u0026nbsp;(2.76)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e21\u0026nbsp;(5.60)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.28 (1.09~4.76)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eOccupation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eTechnical support and\u003c/p\u003e\n \u003cp\u003eadministration\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e2\u0026nbsp;(6.25)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eDoctor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e3\u0026nbsp;(1.80)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.08\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e0.01\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e0.63\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003eNurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e8\u0026nbsp;(1.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.08\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e0.01\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e0.51\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 13.5197%;\"\u003e\n \u003cp\u003eAge (y)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003e41～\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e5 (3.50)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003e\u0026lt;31\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e3 (0.77)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e0.27 (0.06~1.19)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.78%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.7397%;\"\u003e\n \u003cp\u003e31～\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7098%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.5697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 11.4397%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.0598%;\"\u003e\n \u003cp\u003e5 (0.91)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 12.3497%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.24 (0.07~0.87)\u003c/strong\u003e\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\u003eAnnotations: WPV: workplace violence. Due to the absence of individuals who reported \u0026quot;zero\u0026quot; worry about WPV experiencing physical violence over the four years, and the absence of individuals reporting \u0026quot;low\u0026quot; worry about WPV experiencing physical violence in 2021, this factor was referenced against \u0026quot;low\u0026quot; in 2018, 2019, and 2022, and against \u0026quot;moderate\u0026quot; in 2021.\u003c/p\u003e\n\u003cp\u003eThe factors associated with psychological violence against female healthcare workers were more numerous than those associated with physical violence, as shown in Table 2, including age, occupation, salary, department, contact with patients (including direct contact), level of worry about WPV, not aware or not familiar of the procedures for reporting WPV and not encouraged to report WPV, as shown in FS5. Similar to the results of physical violence, the level of worry about WPV is a significant risk factor in all years, indicating a consistent correlation between female healthcare workers\u0026rsquo; perceived concern and actual psychological violence suffered. In addition, having contact with patients\u0026mdash;especially directly\u0026mdash;was associated with a higher incidence of WPV across the four years. In multiple years, female healthcare workers in outpatient and emergency departments (2018, 2021) and those who were unaware (2018) or unfamiliar (2019, 2022) with the WPV reporting process were at a higher risk of experiencing WPV. The results from the four years are generally consistent.\u003c/p\u003e\n\u003cp\u003eTable 2. Binary logistic regression of psychological violence from 2018 to 2022\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"690\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" rowspan=\"2\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eSignificant Variables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.7433%;\"\u003e\n \u003cp\u003e2018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003e2019\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.2532%;\"\u003e\n \u003cp\u003e2021\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 9.3456%;\"\u003e\n \u003cp\u003e2022\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 7.0731%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.7843%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.6702%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.5027%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.6702%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.697%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.0731%;\"\u003e\n \u003cp\u003eExposure n (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5562%;\"\u003e\n \u003cp\u003eOR (95%CI)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eWorry about WPV\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eZero\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e12 (16.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e8\u0026nbsp;(11.76)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e8\u0026nbsp;(9.76)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e9 (4.21)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e46 (36.22)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.62\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e1.26\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e5.48\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e32\u0026nbsp;(21.19)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e1.67\u003c/p\u003e\n \u003cp\u003e(0.71～3.92)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e26\u0026nbsp;(16.25)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e1.30\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.54~3.12)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e49 (16.28)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e3.72\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.75~7.87)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e114 (43.18)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e3.33\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.68～6.61)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e99\u0026nbsp;(36.80)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e3.50\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e1.57\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e7.79\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e68\u0026nbsp;(25.95)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.60\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(1.16~5.83)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e84 (25.85)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.61 (3.18~13.74)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e52 (55.91)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e5.14\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e2.39\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e11.06\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e70\u0026nbsp;(61.95)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e10.48\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e(\u003c/strong\u003e\u003cstrong\u003e4.46\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e24.65\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e52\u0026nbsp;(55.32)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e8.40 (3.51~20.06)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e35 (39.34)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e10.46 (4.64~23.62)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eExtremely high\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e149 (63.14)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.74\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e3.36\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e13.51\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e140\u0026nbsp;(57.14)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e7.77\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e(\u003c/strong\u003e\u003cstrong\u003e3.49\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e17.30\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e72\u0026nbsp;(48.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.29 (2.75~14.35)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e70 (46.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e14.60 (6.83~31.24)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eHave contacts with patients\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e16\u0026nbsp;(18.60)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e4\u0026nbsp;(8.51)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e9 (5.80)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e333\u0026nbsp;(43.82)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.43\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e(\u003c/strong\u003e\u003cstrong\u003e1.31\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e4.49\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e222\u0026nbsp;(31.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e2.93\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.97～8.91)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e238 (25.79)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e4.27 (2.07~8.78)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eHave direct physical contacts/interactions with patients\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e95 (36.54)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e278 (52.16)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.58 (1.10~2.27)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eTechnical support\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e43 (30.28)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e15\u0026nbsp;(14.42)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eInternal medicine\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e138 (48.59)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.70 (1.06~2.73)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e87\u0026nbsp;(30.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e1.49 (0.77~2.87)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eSurgery\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e124 (48.63)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e1.53 (0.94~2.50)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e66\u0026nbsp;(27.97)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e1.66 (0.85~3.24)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eOutpatient and emergency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e56 (64.37)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.79 (1.52~5.10)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e53\u0026nbsp;(49.07)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e3.87 (1.88~7.97)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eAdministration department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e12 (48.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.66 (1.04~6.80)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e5\u0026nbsp;(50.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e3.92 (0.84~18.24)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eFamiliar of the \u0026nbsp; \u0026nbsp; procedures for reporting WPV\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e81\u0026nbsp;(22.31)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e97 (16.99)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e145\u0026nbsp;(37.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.09\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e(\u003c/strong\u003e\u003cstrong\u003e1.47\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e2.98\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e150 (29.53)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.95 (1.43~2.67)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eAware of the \u0026nbsp; \u0026nbsp; procedures for reporting WPV\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e196 (43.33)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e177 (52.06)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.43 (1.06~1.94)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eOccupation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eTechnical support and\u003c/p\u003e\n \u003cp\u003eadministration\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e24 (26.97)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eDoctor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e67 (41.10)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e1.21\u003c/p\u003e\n \u003cp\u003e(0.65～2.26)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eNurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e258 (43.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.84\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e1.06\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e3.21\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eEncouraged to report WPV\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e166\u0026nbsp;(35.24)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 0.9127%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 14.2603%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e183\u0026nbsp;(48.80)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.02\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;(\u003c/strong\u003e\u003cstrong\u003e1.49\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e2.75\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eSalary (yuan/M)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 2.1676%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.0054%;\"\u003e\n \u003cp\u003e\u0026lt;4000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e84\u0026nbsp;(26.92)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 2.1676%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.0054%;\"\u003e\n \u003cp\u003e4000～\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e108\u0026nbsp;(31.03)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e1.14\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(0.78～1.65)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 2.1676%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.0054%;\"\u003e\n \u003cp\u003e6000～\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e34\u0026nbsp;(38.64)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.11\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e(\u003c/strong\u003e\u003cstrong\u003e1.20\u003c/strong\u003e\u003cstrong\u003e～\u003c/strong\u003e\u003cstrong\u003e3.68\u003c/strong\u003e\u003cstrong\u003e)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 15.1729%;\"\u003e\n \u003cp\u003eAge (y)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 2.1676%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.0054%;\"\u003e\n \u003cp\u003e41～\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e45 (31.47)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003eref.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 2.1676%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.0054%;\"\u003e\n \u003cp\u003e\u0026lt;31\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e65 (16.75)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.37 (0.22~0.60)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 2.1676%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.0054%;\"\u003e\n \u003cp\u003e31～\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.7843%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 6.5027%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 8.6702%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.697%;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.0731%;\"\u003e\n \u003cp\u003e137 (25.00)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.5829%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.54 (0.34~0.85)\u003c/strong\u003e\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\u003eAnnotations: WPV: workplace violence.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eChanges in satisfaction among victims regarding the handling of the WPV Incidents\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe hospital employs various methods to address workplace violence incidents, including reporting to authorities, legal prosecution, termination of treatment, verbal warnings. Victim satisfaction with the handling of these incidents is assessed on a scale from 1 (very dissatisfied) to 5 (very satisfied), where scores of 1 to 3 are classified as \u0026quot;Dissatisfied and Below\u0026quot;, scores of 4 to 5 as \u0026quot;Satisfied and Above\u0026quot;. As shown in Figure 4, the satisfaction of victims with the handling of workplace violence incidents has remained relatively low over the four years. In the case of physical violence, verbal abuse, and bullying/mobbing incidents, the proportion of respondents who were \u0026quot;satisfied\u0026quot; or \u0026quot;very satisfied\u0026quot; with the handling was below 25% over the four years, and the changes over the four years were not statistically significant at the 0.05 level of significance. Regarding the handling of racial discrimination incidents, satisfaction level were low in the first three years; for instance, in 2021, both victims expressed dissatisfaction. However, in 2022, three out of four female healthcare workers who experienced racial discrimination were satisfied with the way the incidents were handled, although this increase was not statistically significant(P\u0026gt;0.05). Sexual harassment was the only type of workplace violence where the change in satisfaction over the four years was statistically significant; satisfaction rates were 0% in 2018 (0/16) and 2019 (0/12), but increased to 20% (1/5) in 2021 and further increased to 41.67% (5/12) in 2022.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eChanges in recognition of perceived anti-violence measures in the workplace\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAccording to the Workplace Violence in the Health Sector Country Case Study, workplace violence prevention measures can be summarized into thirteen categories\u003csup\u003e[\u003c/sup\u003e\u003csup\u003e29\u003c/sup\u003e\u003csup\u003e]\u003c/sup\u003e, as shown in Table 3.\u003c/p\u003e\n\u003cp\u003eTable 3. Workplace Violence Prevention Measures\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eCategories of Measures\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eExplanation\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eSecurity measures\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eIncluding guards, alarm systems, and portable phones.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eSurroundings improvement\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eIncluding enhancing lighting, managing noise, regulating temperature, ensuring food availability, maintaining cleanliness, and ensuring privacy.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eRestrict public access\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eControlling access to work areas to reduce unauthorized entry.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003ePatient screening\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eDocumenting and being aware of patients\u0026rsquo; \u0026nbsp;previous aggressive behaviors.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003ePatient protocols\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eIncluding control and restraint procedures, transportation, medication, activity planning, and information access.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eRestrict exchange of money at the workplace\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eAvoiding cash transactions, such as patient fees, in the workplace.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eIncreased staff numbers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eThe addition of more employees in a workplace to enhance service efficiency and ensure safety.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eCheck-in procedures for staff\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eImplementing sign-in systems, especially for home care services.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eSpecial equipment or clothing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eUsing uniforms and personal protective equipment.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eChanged shifts or rotas\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eChanging work schedules to improve work organization.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eReduced periods of working alone\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eMinimizing the amount of time employees spend working by themselves to enhance safety.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eTraining\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eProviding training on workplace violence prevention, coping strategies, communication skills, conflict resolution, and self-defense.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eHuman Resource Development\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 389px;\"\u003e\n \u003cp\u003eInvesting in career advancement training, workshops, achievement rewards, and fostering a healthy work environment.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003eOver the past four years, surveys have been conducted annually among the female healthcare workers at this hospital to understand which types of workplace violence prevention measures they believe are in place. The results are shown in Figure 5. Throughout the four years, security measures have been perceived by the most healthcare workers, followed by improvements in the work environment; whereas the perception of the check-in procedures and human resource development measures are relatively low. By comparison, the recognizing effectiveness of restrict public assess measures and check-in procedures for staff have shown statistically significant changes over the four years, which may be related to the crowd control measures taken by hospitals in the COVID-19.\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eThis study presents a comprehensive examination of the patterns and dynamics of workplace violence against female healthcare workers in a central Chinese hospital from 2018 to 2022, with the exception of 2020. The findings highlight several critical aspects of WPV and the effectiveness of interventions over the study period. The overall incidence of workplace violence, mainly composed of psychological violence, showed a significant decline in the four waves, indicating the success of implemented interventions. On a more specific dimension, the incidence rates of violence have shown some fluctuations. The physical violence rates against technical and administrative staff have been on an upward trend from 2018 to 2021, followed by a decline in 2022. The psychological violence experienced by administrative staff have significantly increased from 2019 to 2021, and then dropped to a low point in 2022. These changes could be related to the COVID-19 pandemic from 2020 to 2022. On one hand, China implemented policies requiring regular nucleic acid testing for the public, with the collection and testing of nucleic acid samples primarily handled by technical and administrative personnel, which may have increased their contact with patients and the likelihood of workplace violence[\u003csup\u003e30]\u003c/sup\u003e; on the other hand, the healthcare system was impacted by the pandemic, with administrative staff potentially facing greater pressure and challenges in policy formulation and execution[\u003csup\u003e31]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eViolence against women is preventable[\u003csup\u003e32]\u003c/sup\u003e. To prevent violence, we need to identify and mitigate the risk factors and amplify the protective factors. In our study, several factors were found related to the occurrence of WPV, including age, occupation type, department, level of concern about violence, patient contact, physical contact with patients, salary, not aware or not familiar of the procedures for reporting WPV and lack of encouragement to report incidents. These results are consistent with previous research findings[\u003csup\u003e33][34][\u003c/sup\u003e\u003csup\u003e2\u003c/sup\u003e\u003csup\u003e]\u003c/sup\u003e. In this study, A greater number of factors influence psychological violence than physical violence, which may be attributed to a higher incidence rate of psychological violence. In our study, high levels of concern about violence were positively correlated with increased incidences, suggesting that the hospital\u0026rsquo;s cultural atmosphere regarding violence is crucial and can significantly impact the work patterns and mindsets of female healthcare workers. Specifically, individuals with higher levels of concern about violence tend to be more sensitive to violent behaviors and have lower thresholds for defining what constitutes a violent incident, leading to a higher reporting of violent events in this self-assessment questionnaire. This further underscores the importance of fostering a positive and safe work environment, mitigating violence threats, and enhancing healthcare workers\u0026rsquo; awareness and coping abilities regarding violence issues. Also, lack of awareness or unfamiliarity with the WPV reporting process increased the risk for female healthcare workers in certain years, which indicate the existence of reporting barriers in the hospital. Notably, the data reveals that individuals who were more aware and familiar with the reporting procedures and encouraged to report, experienced a lower incidence of violence. This correlation corroborates the findings of past studies[\u003csup\u003e35]\u003c/sup\u003e. Consequently, it highlights the imperative need to develop a thorough, efficient, and exhaustive system for reporting incidents of violence, coupled with the cultivation of a supportive environment.\u003c/p\u003e\n\u003cp\u003eDespite the decline in violence rates, satisfaction with the handling of incidents remained low, with less than 25% of respondents expressing satisfaction. This persistent dissatisfaction underscores the need for more systematic and comprehensive policies and interventions. The slight uptick in satisfaction for sexual harassment in the third and fourth year is a positive note, indicating potential improvements in handling such sensitive cases. To further enhance the satisfaction of victims with the handling of violent incidents, a more systematic approach should be adopted[\u003csup\u003e36]\u003c/sup\u003e, including the establishment of a comprehensive response mechanism, providing victims with adequate rest time, offering professional psychological support and therapeutic services, and setting up feedback and evaluation mechanisms[\u003csup\u003e37]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eThe consistent high perception of security measures as being in place underscores the importance that healthcare workers place on physical safety. This suggests that the hospital\u0026rsquo;s efforts in this area, such as increased security personnel, Closed Circuit Television Camera surveillance, and access control, are being recognized and appreciated by its female workforce. The monotonic increase in the perception effectiveness of public access control and check-in procedures for staff may be related to the COVID-19 pandemic. To effectively control the epidemic and protect medical workers working in the epidemic, China has actively adopted a series of protective policies, such as strictly restricting non-essential personnel from entering and leaving hospital areas, implementing a hierarchical and classified public access control system, and strengthening the screening process before admission, using high-tech means such as health code verification, temperature detection, and epidemiological investigation\u003csup\u003e[\u003c/sup\u003e\u003csup\u003e30\u003c/sup\u003e\u003csup\u003e]\u003c/sup\u003e. Despite the positive trends, the relatively low perception of check-in procedures and human resource development measures highlights where the hospital needs to work. Encouraging open communication and feedback from healthcare workers can help identify additional concerns or suggestions for improvement.\u003c/p\u003e\n\u003cp\u003eIn China, gender equality issues have been increasingly prioritized. China ratified the UN CEDAW in September 1980, becoming one of the early adopters of the convention[\u003csup\u003e38]\u003c/sup\u003e. Laws such as the Labor Law[\u003csup\u003e39]\u003c/sup\u003e, the Labor Contract Law[\u003csup\u003e40]\u003c/sup\u003e, and the Law on the Protection of Women\u0026rsquo;s Rights and Interests[\u003csup\u003e41]\u003c/sup\u003e explicitly grant women equal rights with men, prohibit sexual harassment, and stipulate legal responsibilities for infringing on women\u0026rsquo;s rights. China has also established labor protection regulations for female workers, including provisions for menstruation, pregnancy, childbirth, and lactation[\u003csup\u003e42]\u003c/sup\u003e. On the other hand, in the area of occupational health protection for medical personnel, China has also made progress. In terms of policy, national standards now include healthcare worker protection, with policies addressing occupational hazards, improving remuneration, and enhancing safety measures\u003csup\u003e[\u003c/sup\u003e\u003csup\u003e45\u003c/sup\u003e\u003csup\u003e]\u003c/sup\u003e. The Healthy China strategy[\u003csup\u003e43]\u003c/sup\u003e and COVID-19 response policies[\u003csup\u003e44]\u003c/sup\u003e further emphasize the protection and care of healthcare workers. Legislative achievements in China have fortified the occupational protection of healthcare workers. The \u003cem\u003eMental Health Law\u003c/em\u003e underscores the importance of safeguarding the well-being of mental health professionals[\u003csup\u003e45]\u003c/sup\u003e. Meanwhile, the \u003cem\u003eCivil Code\u003c/em\u003e plays a pivotal role in curbing workplace violence and harassment against medical staff[\u003csup\u003e46]\u003c/sup\u003e. The \u003cem\u003eBasic Medical and Health Care and Promotion Law\u003c/em\u003e builds upon these protections by offering detailed guidelines for the occupational health of healthcare workers[\u003csup\u003e47]\u003c/sup\u003e. Lastly, the \u003cem\u003eDoctor Law\u003c/em\u003e solidifies the rights of doctors to a secure and respectful work environment[\u003csup\u003e48]\u003c/sup\u003e. Society-wide efforts, involving public security, credit systems, and academic research, are driving the development and enforcement of policies against workplace violence in medical institutions[\u003csup\u003e49]\u003c/sup\u003e. These national-level initiatives may systematically influence the awareness and management practices of local hospitals, leading to a decrease in workplace violence and enhanced protection of the rights of female workers.\u003c/p\u003e\n\u003cp\u003eWhile China has made strides in enhancing security measures and training to maintain medical order, there is a notable gap in the legislative approach to workplace violence in medical institutions[\u003csup\u003e50]\u003c/sup\u003e. The consistent high perception of security measures indicates that the current measures primarily focus on increasing security forces, adopting a public security perspective rather than a workplace-specific one. This approach overlooks the need for a more comprehensive occupational health and safety framework, which includes approving relevant conventions and managing risks from occupational hazards. The ILO conventions and recommendations on violence and harassment offer a scientific evidence-based approach that aligns with international labor standards[\u003csup\u003e51]\u003c/sup\u003e. They present a unified concept of violence and harassment, clarify the responsibilities of all stakeholders, and advocate for inclusive, systematic, and gender-equal preventive measures. Compared to 45 countries and regions that have made legislative progress[\u003csup\u003e52]\u003c/sup\u003e, China\u0026rsquo;s legislation lacks a consistent definition of workplace violence, specific laws, and supporting technical standards. The legal system has yet to fully integrate the occupational hazards caused by psychological violence into its scope and the national occupational disease classification.\u003c/p\u003e\n\u003cp\u003eFuture research should encompass multiple healthcare institutions and extend over longer periods to yield more generalizable and enduring solutions. Understanding long-term trends and the efficacy of interventions across diverse settings will be essential. Moreover, while general interventions are necessary, targeted measures addressing specific types of violence, such as sexual harassment and ethnic discrimination, should be prioritized based on their unique dynamics and the observed improvement in satisfaction levels[\u003csup\u003e53]\u003c/sup\u003e. Additionally, addressing psychological concerns is paramount, necessitating the provision of mental health support and fostering a reporting culture free from stigma[\u003csup\u003e30\u003c/sup\u003e\u003csup\u003e]\u003c/sup\u003e. These findings highlight the ongoing necessity for continuous improvement and adaptation of WPV prevention strategies to ensure a safe and supportive working environment for female healthcare workers. The progress made thus far is promising, but sustained efforts are required to effectively tackle the remaining challenges.\u003c/p\u003e\n\u003cp\u003eTo our knowledge, this is the first multi-year cross-sectional study on workplace violence in hospitals in China, and one of the few studies that research workplace violence from a female perspective. This study\u0026rsquo;s strengths lie in its pioneering approach and the comprehensive analysis of data over several years, providing valuable insights into the trends and factors associated with workplace violence in a healthcare setting. However, there are limitations to consider. Cross-sectional studies are inherently limited in their ability to infer causality, and our observations are confined to a single hospital, which may not be representative of all healthcare settings in China.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe four-year longitudinal study reveals a significant decline in the prevalence of workplace violence against female healthcare workers in a central Chinese hospital, reflecting the effectiveness of strategic interventions. Despite this progress, the study identifies persistent challenges, including low satisfaction with the handling of incidents and the reporting barriers. The findings emphasize the need for ongoing monitoring, improvement of reporting mechanisms and the incidents handling procedures. This study serves as a pivotal step towards the continuous refinement of WPV prevention strategies, advocating for a safe, equitable, and supportive work environment for female healthcare workers.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eSupplementary Materials:\u003c/strong\u003e File S1: Socio-demographic characteristics of the female healthcare workers from 2018 to 2022. File S2: Frequency distributions and\u0026nbsp;univariate analysis\u0026nbsp;of physical violence from 2018 to 2022. File S3: Frequency distributions and\u0026nbsp;univariate analysis\u0026nbsp;of psychological violence from 2018 to 2022.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor Contributions:\u0026nbsp;\u003c/strong\u003eConceptualization: M.Z. and C.H.; Methodology: C.H. and Q.L.; Software: C.H. and Q.L.; Validation: C.H. and M.Z.; Formal analysis: C.H., Q.L. and Y.H.; Investigation: C.H., Q.L., N.C., Y.L, Y.H., and F.W.; Data curation: C.H., Q.L. and Y.T.; Writing\u0026mdash;original draft preparation: C.H.; Writing\u0026mdash;review and editing: C.H.,X.F. and M.Z.; Supervision: M.Z.; Project administration:M.Z. All authors have read and agreed to the published version of the manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding:\u003c/strong\u003e This work is supported by the Peking Union Medical College Grant Agreement (No. 2020P053GW006). The APC was funded by the Peking Union Medical College.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics approval:\u0026nbsp;\u003c/strong\u003eThis study was automatically approved by the Ethical Review\u003c/p\u003e\n\u003cp\u003eCommittee of the Chinese Academy of Medical Sciences according to internalregulations (number of approval: School of Public Health 03010702). All personal identifiers (name, contact) were removed from the data set for analyses. The study was conducted in accordance with the Declaration of Helsinki and approved by the Chinese Academy of Medical Sciences \u0026amp; Peking Union Medical College (protocol code CAMS\u0026amp;PUMC-IEC-2022-044; approval date 12 April 2022).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eInformed Consent Statement:\u003c/strong\u003e Informed consent was obtained from all subjects involved in the study. Written informed consent has been obtained from the participants to publish this paper.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData Availability Statement:\u0026nbsp;\u003c/strong\u003eAll data generated or analyzed during this study are included in this published article and its Supplementary Information Files.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgments:\u0026nbsp;\u003c/strong\u003eThe authors would also like to acknowledge the in-kind contributions from the health worker teams at the Third People\u0026rsquo;s Hospital of Zhengzhou, for their invaluable support and assistance in the implementation of this survey. Meanwhile, the authors would like to thank the other staff who involve in the study at the Hospital for their contribution.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConflicts of Interest:\u003c/strong\u003e The authors declare no conflicts of interest. The funders had no role in the design of the study; in the collection, analyses, or interpretation of data; in the writing of the manuscript; or in the decision to publish the results.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n \u003cli\u003eAnita R, Tina K, L G D, et al. Achieving Gender and Social Equality： More Than Gender Parity Is Needed[J]. Academic medicine： journal of the Association of American Medical Colleges, 2019, 94(11)：1658-1664.\u003c/li\u003e\n \u003cli\u003eUnited Nations.Goal 5: Achieve gender equality and empower all women and girls.(2015). Available online at: https://unric.org/en/sdg-5/(accessed September 5, 2024)\u003c/li\u003e\n \u003cli\u003eUnited Nations.Goal 8: Promote inclusive and sustainable economic growth, employment and decent work for all.(2015). 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Mayo Clinic Proceedings： Innovations, Quality \u0026amp; Outcomes, 2021, 5(3)：548-559.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-public-health","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"pubh","sideBox":"Learn more about [BMC Public Health](http://bmcpublichealth.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/pubh/default.aspx","title":"BMC Public Health","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Workplace Violence, Female Healthcare Workers, Cross-sectional Study","lastPublishedDoi":"10.21203/rs.3.rs-6783232/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6783232/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e\u003cp\u003eWorkplace violence (WPV) is a widespread issue that harms the dignity and well-being of female healthcare workers globally. This study assesses changes in WPV against female employees in a central Chinese hospital over four waves of research from 2018 to 2022.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e\u003cp\u003eCross-sectional surveys were conducted annually from 2018 to 2019 and 2021 to 2022, excluding 2020 due to COVID-19. The questionnaire, developed with the ILO and WHO, gathered data on demographics, experiences of physical and psychological violence, incident handling, and awareness of hospital policies.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e\u003cp\u003eA total of 3,466 responses were collected, showing a significant reduction in both physical and psychological WPV. Physical violence incidence dropped from 7.82% in 2018 to 1.2% in 2022, and psychological violence decreased from 46.94\u0026ndash;22.89%. Female healthcare workers with heightened concern about WPV were at higher risk for both types of violence. Patient contacts consistently correlated with higher psychological WPV. Factors like working in outpatient/emergency departments, unfamiliarity with WPV reporting, and lack of encouragement to report also contributed to violence, though not consistently significant. Despite declining violence rates, satisfaction with handling incidents, including physical violence and verbal abuse, remained low (below 25%), while satisfaction with sexual harassment handling improved significantly from 0\u0026ndash;41.67%. Prevention measures, such as environmental improvements and patient screening, saw increased perception over the years.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e\u003cp\u003eThe study shows a systematic decline in WPV against female healthcare workers, indicating the effectiveness of the hospital\u0026rsquo;s interventions. However, efforts are needed to improve satisfaction with incident handling and address barriers to reporting. The findings support the development of more effective, tailored WPV prevention strategies in healthcare settings.\u003c/p\u003e","manuscriptTitle":"Change of Workplace Violence Against Female Healthcare Workers in Central China: A Four-wave Cross-sectional Study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-07-14 10:35:25","doi":"10.21203/rs.3.rs-6783232/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-08-11T04:59:29+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-07-29T09:36:38+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-07-23T03:29:29+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"228673446596674339240124935051047331842","date":"2025-07-21T07:47:04+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"159998998393494167053582636998648091398","date":"2025-07-17T07:06:44+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"167208448602761255875917453766885692783","date":"2025-07-17T00:37:05+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"292560458725452443532840997496706957161","date":"2025-07-16T09:17:35+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"92906062164736044375223338560747380830","date":"2025-07-14T06:45:14+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-07-09T06:36:11+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-07-01T06:05:53+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-06-05T17:16:48+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-06-05T10:12:39+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Public Health","date":"2025-06-05T07:50:54+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-public-health","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"pubh","sideBox":"Learn more about [BMC Public Health](http://bmcpublichealth.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/pubh/default.aspx","title":"BMC Public Health","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"5cf509c3-13eb-41b6-a8db-24f23c5f94fd","owner":[],"postedDate":"July 14th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[],"tags":[],"updatedAt":"2025-12-01T16:06:56+00:00","versionOfRecord":{"articleIdentity":"rs-6783232","link":"https://doi.org/10.1186/s12889-025-25379-0","journal":{"identity":"bmc-public-health","isVorOnly":false,"title":"BMC Public Health"},"publishedOn":"2025-11-28 15:58:01","publishedOnDateReadable":"November 28th, 2025"},"versionCreatedAt":"2025-07-14 10:35:25","video":"","vorDoi":"10.1186/s12889-025-25379-0","vorDoiUrl":"https://doi.org/10.1186/s12889-025-25379-0","workflowStages":[]},"version":"v1","identity":"rs-6783232","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6783232","identity":"rs-6783232","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}