Study on Current Status and Influencing Factors of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions

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Methods: Convenience sampling was employed between November 2024 and January 2025, recruiting 344 specialist nurses from 17 tertiary maternal and child health institutions within the Guangxi Zhuang Autonomous Region. A questionnaire comprising a general information form, the Specialist Nurse Work Engagement Scale, the Career Plateau Scale, and the Professional Pride Scale was administered. Latent profile analysis classified work engagement levels among these nurses, with univariate analysis and binary logistic regression examining factors influencing distinct profiles. Results: Two latent profiles emerged: low work engagement-low work recognition (41.9%) and high work engagement-high work agency (58.1%). Binary logistic regression analysis revealed that age, weekly night shift frequency, career plateau, and professional pride significantly influenced work engagement profiles (all P < 0.05). Conclusion: Heterogeneity exists in the work engagement levels of specialist nurses within maternal and child health institutions. Nursing managers should implement targeted strategies based on the distinct work engagement characteristics of these nurses, prioritising those with low seniority, high weekly night shift counts, career plateau experiences, and low professional pride. This approach aims to enhance work engagement among specialist nurses, thereby safeguarding the quality of nursing services. Trial registration: not applicable. Specialist nurses Work engagement Career plateau Professional pride Figures Figure 1 1 Introduction In 1990, American scholar Kahn [ 1 ] first introduced the concept of work engagement. Subsequently, Schaufeli et al [ 2 ] defined work engagement as a positive, dynamic state of work in which employees exhibit high energy levels and a strong sense of professional identification, characterised by vigour, dedication and absorption, constituting a positive experience. The National Health Commission, in its Maternal and Child Health Safety Action Enhancement Plan (2021–2025), mandates further improvements in maternal and child health services, refining the critical care system for high-risk pregnant women and newborns to deliver safe, effective, accessible, and compassionate high-quality maternal and child health services [ 3 ] . Specialist nurses within maternal and child health institutions play a crucial role in enhancing critical maternal care capabilities, strengthening safe childbirth practices, improving women's reproductive health, and safeguarding neonatal safety and wellbeing. Research indicates that nursing quality correlates with nurses' work engagement, with highly engaged nurses perceiving greater quality in their care delivery [ 4 ] . Research indicates that specialist nursing staff generally exhibit high levels of work engagement, though this is influenced by multiple factors [ 5 ] . A career plateau refers to a stage in an individual's professional journey where prospects for advancement become limited [ 6 ] . Studies suggest that encountering such plateaus adversely affects both nurses' career progression and organisational stability, hindering the optimal utilisation of nursing human resources and the full realisation of their professional potential [ 7 ] . Professional pride among nurses denotes the positive emotions experienced upon successfully completing nursing tasks [ 8 ] , contributing to enhanced professional standing, strengthened occupational identity, and increased job satisfaction [ 9 ] . However, no existing research has examined the work engagement status or heterogeneity among specialist nurses in maternal and child health institutions. This study surveyed specialist nurses from 17 tertiary maternal and child health institutions within the Guangxi Zhuang Autonomous Region to explore the characteristics of latent profile categories of work engagement and their influencing factors. The aim is to provide theoretical foundations for nursing managers in maternal and child health institutions to implement management strategies for specialist nurses. 2 Subjects and Methods 2.1 Study Subjects Convenience sampling was employed to select 344 specialist nurses from 17 tertiary maternal and child health care institutions within the Guangxi Zhuang Autonomous Region between November 2024 and January 2025.Inclusion criteria:①Nurses holding specialist nurse training completion certificates from the Chinese Nursing Association, Guangxi Professional Nurse Certification Committee, or Chinese Maternal and Child Health Association, with at least one year's post-certification experience; ② Practising at maternal and child health institutions within Guangxi, with over six months' continuous service in a specific department. Exclusion criteria: current temporary assignment to other hospital departments, sick leave, or further training. Based on the principle of a sample size being 5–10 times the maximum number of scale items [10], the maximum item count in this survey is the Specialist Nurse Work Engagement Scale (32 items). The calculated sample size ranges from 160 to 320 participants. Accounting for 20% invalid questionnaires, the estimated sample size is 192–384 participants, with 355 ultimately included. All methods in this study were performed in accordance with the Declaration of Helsinki. This study was reviewed and approved by the ethics committee of Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region( NO.20233-75 ). All participants provided informed consent and participated voluntarily. 2.2 Survey tool 2.2.1 General Information Questionnaire In accordance with the content and objectives of this study, a general demographic questionnaire has been designed based on clinical practice. This includes: gender, age, initial educational attainment, highest educational qualification, professional title, position, years of service, marital and childbearing status, current department, category of specialist nurse, night shift arrangements, participation in specialist nurse clinics, and designation as a key nursing research member within the department. 2.2.2 Specialty Nurse Work Engagement Scale This scale was developed by Schaufeli et al [ 11 ] Building upon this framework, Chinese scholars Qin Hui et al [ 12 ] adapted it to suit the professional characteristics of specialist nursing in China and the psychological traits of specialist nurses, creating a scale for measuring work engagement among specialist nurses within the Chinese cultural context. The scale comprises five dimensions: work attitude (8items), work value (6items), work recognition (4items), work initiative (9items), and work focus and enthusiasm (5items), totalling 32 items. Each item employs a 5-point Likert scale, scored from 1 to 5 corresponding to never, rarely, occasionally, often, and always respectively. The total score ranges from 32 to 160 points, with higher scores indicating greater work engagement. The overall Cronbach's α coefficient for the scale is 0.958, with split-half reliability of 0.895. The Cronbach's α coefficients for each dimension range from 0.827 to 0.905, with split-half reliability ranging from 0.766 to 0.868. 2.2.3 Career Plateau Questionnaire This scale was developed by Xie Baoguo et al [ 13 ] , comprising 16 items across three dimensions: hierarchical plateau (4items), content plateau (6items), and centralised plateau (6items). It includes 4 forward-scoring items and 12 reverse-scoring items. The scale employs a six-point Likert scale, where 1 denotes ‘strongly disagree’ and 6 denotes ‘strongly agree’. Higher scores indicate more severe career plateauing among the population. The overall Cronbach's α coefficient for the scale is 0.91, with individual dimension coefficients ranging from 0.84 to 0.87. 2.2.4 Nursing Professional Pride Scale This scale was developed by Jeon et al [ 14 ] in South Korea and subsequently adapted into Chinese by Yu Zijuan et al [ 15 ] .It comprises five dimensions: professional identity, role satisfaction, problem-solving role, sense of self-achievement, and intention to remain in employment, encompassing 27 items. The scale employs a five-point Likert scale, with responses ranging from “Strongly Disagree” to “Strongly Agree” scored from 1 to 5 respectively. Higher scores indicate greater levels of professional pride among nurses. The Chinese version of the Professional Pride Scale demonstrated a Cronbach's α coefficient of 0.929 and a test-retest reliability coefficient of 0.923. The Cronbach's α coefficients for the five dimensions ranged from 0.937 to 0.987. 2.3 Data collection methods All questionnaires for this survey were distributed via WenJuan Xing and completed anonymously. Upon collection, responses were meticulously reviewed and cross-checked to exclude invalid entries. Data entry was conducted through a dual-verification process to minimise errors, ensuring the integrity, authenticity and reliability of the findings. A total of 355 questionnaires were distributed, with 344 valid responses retrieved, representing an effective response rate of 96.9%. 2.4 Statistical methods Using scores across five dimensions of work engagement as manifest indicators, a latent profile model was constructed using Mplus 8.0 software. Profiles ranging from one to four were sequentially fitted. Profile model evaluation metrics: ① Information criteria: Akaike information criterion (AIC), Bayesian information criterion (BIC), and adjusted Bayesian information criterion (aBIC). Lower values for these three indicators indicate better model fit. ② Classification metrics: Entropy (entropy) ranges from 0 to 1, with higher values indicating superior model fit. ③ Likelihood ratio test metrics: The Likelihood Ratio Test (LMR) and Bootstrap-based Likelihood Ratio Test (BLRT). A P-value < 0.05 indicates that the kth model outperforms the (k-1)th model. Data analysis was conducted using SPSS 26.0 . Normally distributed quantitative data were presented as mean ± standard deviation, while categorical data were described using frequency and percentage. Inter-group variable differences were assessed using independent samples t-tests and chi-square tests respectively. Using the latent profile analysis classification results as the dependent variable, and the general characteristics, career plateau, and professional pride of specialist nurses in maternal and child health institutions as independent variables, binary logistic regression was employed to analyse influencing factors. A P value < 0.05 was considered statistically significant. 3 Results 3.1 Current Status of Specialist Nurses' Work Commitment, Career Plateaus, and Professional Pride in Maternal and Child Health Institutions In this study, the total work engagement score for specialist nurses in maternal and child health institutions was (145.4±14.3) points, indicating a relatively high level; the total career plateau score was (32.44±8.39) points, reflecting a moderate level; and the total professional pride score was (114.84±17.74) points, also indicating a moderate level. See Table 1. Table 1 Specialist Nurses' Work Engagement, Career Plateau, and Professional Pride Scores in Maternal and Child Health Care Institutions Indicator Project Entries (number) Total score Entries evenly distributed Specialty Nurse Work Engagement Scale Work attitude 8 37.78±3.07 4.72±0.38 Work Value 6 27.58±3.05 4.60±0.51 Work recognition 4 17.68±2.67 4.42±0.67 Work initiative 9 40.45±4.58 4.49±0.51 Work enthusiasm and focus 5 21.90±2.76 4.38±0.55 Total score 32 145.4±14.3 4.54±0.45 Career Plateau Questionnaire Hierarchical Plateau 4 9.93± 3.02 2.41±0.75 Content Plateau 6 10.83±2.98 1.81±0.50 Centralised Plateau 6 11.97±4.65 2.00±0.78 Total score 16 32.44±8.39 2.03±0.52 Nursing Professional Pride Scale Character Satisfaction 6 25.29±4.16 4.21±0.69 Professionalism 6 25.64±4.25 4.27±0.71 Intention to remain in post 5 20.96±3.60 4.19±0.72 Problem Solver 6 26.13±3.60 4.36±0.60 Self-fulfilment 4 16.81±3.00 4.20±0.75 Total score 27 114.84±17.74 4.25±0.66 3.2 A Potential Profile Category Model Analysis of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions Using the five dimensions of work engagement as manifest variables, a latent profile model comprising four categories was constructed. As the number of categories increased, the AIC, BIC, and aBIC values progressively decreased, with all four categories achieving entropy values exceeding 0.9. When retaining two categories, AIC, BIC, and aBIC values were relatively high. Retaining three categories yielded comparatively lower information evaluation metrics, with BLRT and LMR values reaching statistical significance (P 0.05). Therefore, after comprehensively considering both model fit metrics and the practical significance of clinical classification, the two-category model was ultimately determined as optimal. See Table 2. Table 2 Model Fitting Indices for Different Potential Profile Categories Model LL AIC BIC aBIC Entropy BLRT LMR Category probability（%） 1 -4417.992 8855.983 8894.389 8862.667 - - - 1 2 -3812.022 7656.044 7717.495 7666.739 0.956 ＜0.001 ＜0.05 41.86/58.14 3 -3629.656 7303.311 7387.805 7318.016 0.955 ＜0.001 ＜0.05 21.8/25.29/52.9 4 -3558.398 7172.795 7280.333 7191.510 0.961 ＜0.001 ＞0.05 2.3/19.48/25.29/52.91 3.3 Characteristics and Nomenclature of Potential Profile Categories for Specialist Nurses' Work Engagement in Maternal and Child Health Care Institutions The characteristics of the two latent profile categories for work engagement among specialist nurses in maternal and child health institutions are shown in Figure 1. Results indicate that Category C1 specialist nurses accounted for 41.9% (144 individuals), with relatively low scores across all work engagement dimensions and the lowest score in the work recognition dimension. This category is therefore named “Low Work Engagement Level - Low Work Recognition”. Category C2 specialised nurses constituted 58.1% (200 individuals), exhibiting relatively higher scores across all dimensions, particularly in the work agency dimension. This category was thus designated as high work engagement-high work agency. 3.4 Univariate Analysis of Potential Categories of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions Results indicate statistically significant differences in work engagement levels among specialist nurses across different maternal and child health institutions, as measured by age, weekly night shifts, status as departmental research lead, career plateau scores, and professional pride scores (all P < 0.05).See Table 3. Table 3 Univariate Analysis of Potential Categories of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions (n=344) Project C1（n=144） C2（n=200） x 2 / F value P Gender - 0.407 Female 143（99.31） 195（97.50） Male 1（0.69） 5（2.50） Age (years) 5.689 a 0.017 ＜ 35 65 （ 45.14 ） 65 （ 32.50 ） ≥35 79 （ 54.86 ） 135 （ 67.50 ） Initial Qualification 0.623 a 0.732 Technical Secondary School 48（33.33） 74（37.00） College Diploma 61（42.36） 83（41.50） Bachelor's Degree or Higher 35（24.31） 43（21.50） Highest Level of Education 0.125 a 0.724 College Diploma 10（6.94） 12（6.00） Bachelor's Degree or Higher 134（93.06） 188（94.00） Current Professional Title 1.787 a 0.409 Junior Level 30（20.83） 32（16.00） Intermediate Level 94（65.28） 133（66.50） Associate Senior Level or Higher 20（13.89） 35（17.50） Position 0.141 a 0.707 Nurse 101（70.14） 144（72.00） Nursing Team Leader or above 43（29.86） 56（28.00） Years of Experience 3.117 a 0.078 ＜15 83（57.64） 96（48.00） ≥15 61（42.36） 104（52.00） Marital Status 2.395 a 0.122 Married 25（17.36） 23（11.50） Other 119（82.64） 177（88.50） Parental Status 2.634 a 0.268 No children 31（21.53） 31（15.50） One child 52（36.11） 70（35.00） Two or more children 61（42.36） 99（49.50） Current Department 7.165 a 0.127 Obstetrics 29（20.14） 48（24.00） Gynaecology 5（3.47） 16（8.00） Paediatrics and Neonatology 47（32.64） 62（31.00） Emergency and Critical Care 30（20.83） 25（12.5） Other 33（22.92） 49（24.50） Specialist Nursing Category 3.992 a 0.407 Obstetrics 29（20.14） 46（23.00） Gynaecology 6（4.17） 15（7.50） Paediatrics and Neonatology 36（25.00） 38（19.00） Emergency and Critical Care 30（20.83） 35（17.50） Other 43（29.86） 66（33.00） Whether on night duty 2.023 a 0.155 Yes 102（70.83） 127（63.50） No 42（29.17） 73（36.50） Number of night shifts per week (units) 6.024 a 0.014 ＜3 80 （55.56） 137 （68.50） ≥3 64 （44.44） 63 （31.50） Whether participating in specialist nurse clinics 0.115 a 0.734 Yes 28（19.44） 36（18.00） No 116（80.56） 164（82.00） Whether serving as departmental research backbone 12.629 a ＜0.001 Yes 57 （39.58） 118 （59.00） No 87 （60.42） 82 （41.00） Career plateau score（ x̄ ±s，points） 37.55±7.20 28.76±7.17 11.200 b ＜0.001 Professional pride score（ x̄ ±s，points） 100.72±14.19 125.01±12.24 -16.980 b ＜0.001 Note ： a denotes the χ 2 value ， b denotes the F value 3.5 Multivariate Analysis of Potential Categories of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions Using the latent categories of work engagement among specialist nurses in maternal and child health institutions as the dependent variable, a binary logistic regression analysis was conducted with variables statistically significant in univariate analysis as independent variables. Variable coding is detailed in Table 4. Goodness-of-fit tests yielded Nagelkerke R² = 0.615, Cox & Snell R² = 0.457, and Hosmer-Lemeshow test P = 0.677, collectively indicating satisfactory model fit capable of explaining factors influencing specialist nurses' work commitment levels in maternal and child health institutions. See Table 5. Table 4 Assignment of Independent Variables Variable Assignment method Age 0=＜35，1=≥35 Number of night shifts per week 0=＜3，1=≥3 Whether a key research member of the department 0=No，1=Yes Professional pride Original value retained Original value retained Original value retained Table 5 Results of Binary Logistic Regression Analysis on Factors Influencing Work Commitment Among Specialist Nurses in Maternal and Child Health Care Institutions Independent Variables B 标准误 Wald χ 2 OR 95% CI P Constant -10.554 2.337 20.396 - - ＜0.01 Age 0.726 0.333 4.734 2.066 1.075～3.972 0.0300 Number of night shifts per week -0.773 0.331 5.459 0.462 0.242～0.883 0.019 Whether a key research member in the department -0.061 0.323 0.036 0.941 0.499～1.772 0.850 Career plateau total score -0.061 0.03 4.096 0.940 0.886～0.998 0.043 Career pride total score 0.113 0.015 57.149 1.119 1.087～1.152 ＜0.01 4 Discussion 4.1 Specialist nurses in maternal and child health institutions demonstrated higher levels of work engagement, with notable heterogeneity observed across the cohort Research findings indicate that the overall work engagement score for specialist nurses in maternal and child health institutions was (145.4 ± 14.3) points. Compared with the median scale score, this represents a high level overall and is significantly higher than relevant survey results for specialist nurses in other domestic regions [16] . This suggests that the work engagement level of specialist nurses in maternal and child health institutions with in the Guangxi Zhuang Autonomous Region is markedly higher than that of specialist nurses in other domestic regions. Latent profile analysis revealed heterogeneous work engagement levels among specialist nurses in maternal and child health institutions, categorised into two groups: the first group exhibits high work engagement and high work agency. Nurses in this category demonstrate high work engagement and proactive work agency, manifested through self-directed learning of specialist knowledge and skills, proactive problem-solving in clinical situations, and providing constructive professional advice to physicians. However, they experience low recognition, perceiving insufficient appreciation for their specialised nursing work from physicians, nursing colleagues, patients, and society. The second category exhibits low work engagement and low recognition. This aligns with Xu L's [5] survey findings, which also identified the recognition dimension as scoring lowest. Multiple contributing factors exist, including: specialist nurses in maternal and child health institutions lacking distinct professional advantages over general nurses; physicians possessing unclear perceptions of specialist nurses' professional scope; patients exhibiting gaps in understanding or misconceptions about ‘specialist nurses’; societal lack of public awareness regarding the value of specialist nursing; and undefined practice boundaries and fee structures for specialist nurses in certain regions. Nevertheless, these nurses demonstrate high work engagement, potentially because their intrinsic motivation for career choice and sense of professional growth outweigh the lack of external recognition. This suggests nursing managers should focus on such nurses, providing timely, targeted assistance and support. The National Nursing Development Plan (2021-2025) explicitly advocates strengthening nursing discipline development and advancing nursing talent cultivation [17] . Therefore, addressing the low recognition of specialist nurses and its underlying causes, the following recommendations are proposed: Maternal and child health institutions should provide platforms for specialist nurses to demonstrate their ‘specialist competencies,’ clarifying that “specialisation” represents the ‘advancement trajectory’ within the nursing profession; Specialist nurse promotion and performance schemes should be optimised; Multi-channel public education initiatives targeting patients and society should be implemented to promote home-based care delivery by specialist nurses; Responsibility and division of labour lists for specialist nurses should be developed to highlight their professional expertise and advantages; Relevant government departments should refine policies to clarify the scope of practice and fee structures for specialist nurses. 4.2 Factors Influencing the Work Commitment of Specialist Nurses in Maternal and Child Health Care Institutions 4.2.1 Age In this study, specialist nurses aged over 35 in maternal and child health institutions were more likely to be categorised as having high work engagement levels and high work agency, consistent with the findings of Zhao Ling et al. [18] . This indicates that nurses with longer service tenure possess richer clinical experience. When confronting complex issues, they are better equipped to strike a balance between identity constraints and professional mission. By actively demonstrating their capabilities in the workplace, they foster positive interactions with their professional roles, enabling higher levels of work engagement. However, as the reserve force for future nursing leadership, the work engagement levels of junior nurses directly impact nursing quality and the future development of the nursing profession [19] . Consequently, nursing managers should assist junior nurses in establishing positive self-perceptions and professional cognitive frameworks, reinforcing their identification with core nursing values and sense of professional accomplishment. This approach will effectively enhance their work engagement and safeguard the quality of nursing services. 4.2.2 Number of Weekly Night Shifts Specialist nurses in maternal and child health institutions working ≥3 night shifts per week were more likely to be classified in the low work engagement-low job recognition group. The greater the number of weekly night shifts undertaken by nurses, the more severe their symptoms of empathic fatigue became [20] . Empathic fatigue denotes the negative emotional state arising from nurses' prolonged, repeated exposure to others' mental and physical suffering during patient care, representing a progressive and cumulative outcome [21] . Empathic fatigue exerts a direct negative predictive effect on work engagement; when nurses experience empathic fatigue, their work engagement levels diminish [22] . Furthermore, night-shift nurses face significantly higher demands regarding emergency skills and clinical judgement capabilities compared to day-shift nurses. Research indicates spontaneous human labour exhibits circadian rhythms, with labour initiation more frequently occurring at night [23] . Following the implementation of the three-child policy, the proportion of high-risk pregnancies has significantly increased [24] , implying corresponding growth in obstetric resource allocation and pressure. Night-shift nurses in obstetrics and neonatal departments consequently face increased responsibilities in caring for high-risk mothers and newborns. Furthermore, research indicates that frequent night shifts lead to mental strain, disrupted sleep patterns, and physical and mental exhaustion [25] , thereby inducing occupational burnout. Consequently, nursing managers should scientifically optimise rostering systems, improve the night shift working environment and support, and rationally allocate the workload of specialist nurses to alleviate night shift pressure and occupational burnout. 4.2.3Career Plateau The findings indicate that the career plateau level in the low work engagement-low work recognition group was significantly higher than that in the high work engagement-high work motivation group (B = -0.061, P < 0.05). Within this study, specialist nurses constituted 41.9% of the low work engagement-low work recognition group, approaching half the total cohort. Career plateau status not only directly impacts the work performance of primary healthcare personnel but also directly influences their intention to leave [26-27] . Evidently, specialist nurses in maternal and child health institutions currently face a core contradiction between their career development needs and the mismatch with current institutional provision. Research indicates that providing multidimensional organisational support enhances perceived organisational support, thereby mitigating career plateau phenomena and reducing turnover intentions among nurses [28] . Consequently, nursing managers should: firstly, strengthen organisational commitment by fostering supportive team environments to enhance specialist nurses' sense of belonging and alleviate career plateau effects; secondly, assist these nurses in overcoming career development bottlenecks by expanding professional pathways and establishing diversified promotion channels, thereby incentivising their advancement towards clinical nursing expertise. 4.2.4 Professional Pride The findings reveal that the professional pride levels of the high work engagement-high work recognition group were significantly higher than those of the low work engagement-low work recognition group (B=0.113, P＜0.01), consistent with the conclusions of Yu Zijuan et al. [29] . This study found that higher levels of professional pride among nurses signify greater recognition of their nursing role and heightened expectations for future career development. Consequently, they are more willing to invest greater effort in their work, fostering increased creativity to achieve their objectives. Evidently, professional pride serves as a key intrinsic motivator driving high commitment and creativity among nurses. Nursing managers may therefore prioritise enhancing professional pride as a core management objective. This can be achieved by recognising the role value of specialist nurses within maternal and child health institutions and clarifying career progression pathways, thereby fostering greater work engagement. 5 Summary Specialist nurses' work engagement within maternal and child health institutions can be categorised into two latent profiles: high work engagement-high work motivation and low work engagement-low work recognition. Nursing managers in these institutions should focus on specialist nurses with low seniority, high weekly night-shift counts, career plateauing, and low professional pride. Targeted interventions to enhance specialist nurses' work engagement are required to further elevate maternal and child health service standards. This study conducted a cross-sectional survey of 344 specialist nurses from 17 tertiary maternal and child health institutions within Guangxi Zhuang Autonomous Region only. The single source of sampling does not represent the national or other regional contexts. Future research may expand the sample scope, employ stratified sampling methods, and include medical institutions from different provinces to enhance the generalisability of findings. Declarations Author Contributions Made substantial contributions to conception and design, or acquisition of data, or analysis and interpretation of data: F. Huang, X.R. Lin, Z.F. Zhang, Y.E. Lai, J.M. Liu, W.P. Zhao 2 , M. Du, S.M. Cao, C.Y. Liang. Involved in drafting the manuscript or revising it critically for important intellectual content: F. Huang, X.R. Lin, Z.F. Zhang, Y.E. Lai, J.M. Liu, W.P. Zhao 2 , Y.L. Yao, Y. Wen, M. Du, S.M. Cao, C.Y. Liang. Given final approval of the version to be published; each author should have participated sufficiently in the work to take public responsibility for appropriate portions of the content: F. Huang, X.R. Lin, Z.F. Zhang, Y.E. Lai, J.M. Liu, W.P. Zhao 2 , Y.L. Yao, Y. Wen, M. Du, S.M. Cao, C.Y. Liang. Agreed to be accountable for all aspects of the work in ensuring that questions related to the accuracy or integrity of any part of the work are appropriately investigated and resolved: F. Huang, X.R. Lin, C.Y. Liang. Funding Information Self-funded scientific research project by the Health Commission of Guangxi Zhuang Autonomous Region (Z-A20240341) Acknowledgements We apperciate the participants for their contributions Conflict of Interest The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. 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Compassion fatigue, compassion satisfaction, and burnout: A study of nurses in a large Texas health-care system. J Nurs Scholarsh. 2022;54(6):720-727. Zhang Y, Peng Q, Dong W, Hou C, Chen C. Professional identity and sense of coherence affect the between compassion fatigue and work engagement among Chinese hospital nurses. BMC Nurs. 2023;22(1):472. Published 2023 Dec 13. Wang L, Ma X, Chen L, Jiang F, Zhou J. Neuraxial analgesia interfered with the circadian rhythm of labor: a propensity score matched cohort study. BMC Pregnancy Childbirth. 2022;22(1):6. Published 2022 Jan 3. Olcese J, Lozier S, Paradise C. Melatonin and the circadian timing of human parturition. Reprod Sci. 2013;20(2):168-174. Fu C, Wang Y, Shi X, Wang Y, Liu W, Wang G. Influence of psychological resilience on compassion fatigue in nurses in the operating room: a cross-sectional study in China. BMC Nurs. 2025;24(1):90. Published 2025 Jan 24. Yu X H, Yang X, Li M,et al.Analysis of the Multiple Mediating Effects on the Impact of Career Plateau Status on the Turnover Intention of Primary Medical Personnel in Jilin Province[J]. Medicine and Society, 2024, 37 (05): 86-92. Liu D, Yang X, Shi L. A Study on the Relationship Between Career Plateau,Job Satisfaction and Job Performance of Primary Healthcare Staffs[J]. Chinese Hospital Management, 2022, 42 (09): 32-35. Zhu H, Xu C, Jiang H, Li M. A qualitative study on the experiences and attributions for resigned nurses with career plateau. Int J Nurs Sci. 2021;8(3):325-331. Published 2021 May 31. Yu Z J, Han B R, WangS,et al.Mediating effect of nurses, professional pride on professional values and job engagement[J]. Chinese Nursing Management, 2023, 23 (11):1703-1707. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Under Review Version 1 posted Reviewers agreed at journal 14 Mar, 2026 Reviewers agreed at journal 12 Mar, 2026 Reviewers invited by journal 05 Mar, 2026 Editor invited by journal 11 Feb, 2026 Editor assigned by journal 10 Feb, 2026 Submission checks completed at journal 10 Feb, 2026 First submitted to journal 09 Feb, 2026 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8830074","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":601765503,"identity":"ff53eb24-c719-4e05-99b5-c0d7d6191fdd","order_by":0,"name":"Fang Huang","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Fang","middleName":"","lastName":"Huang","suffix":""},{"id":601765504,"identity":"a4cd9192-87ce-4234-ac4a-f33938f03475","order_by":1,"name":"Xingrong Lin","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Xingrong","middleName":"","lastName":"Lin","suffix":""},{"id":601765505,"identity":"3e7767e7-9fd5-4e9d-b7dd-4508705efdef","order_by":2,"name":"Zhongfang Zhang","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Zhongfang","middleName":"","lastName":"Zhang","suffix":""},{"id":601765506,"identity":"cdeda702-9485-4f26-b4ce-8bae38027227","order_by":3,"name":"Yue Lai","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Yue","middleName":"","lastName":"Lai","suffix":""},{"id":601765507,"identity":"714ca352-8bdd-4b58-9864-bb23e0c39279","order_by":4,"name":"Jinming Liu","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Jinming","middleName":"","lastName":"Liu","suffix":""},{"id":601765508,"identity":"f8bbd923-6e52-4fe8-8c85-eb87b94d8b44","order_by":5,"name":"Yinlian Yao","email":"","orcid":"","institution":"Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Yinlian","middleName":"","lastName":"Yao","suffix":""},{"id":601765509,"identity":"fc3e8831-b9dc-444a-9556-e38ec63464a2","order_by":6,"name":"Wenpiao Zhao","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Wenpiao","middleName":"","lastName":"Zhao","suffix":""},{"id":601765510,"identity":"c48b1c69-ceb3-40c3-b73f-720765c18565","order_by":7,"name":"Ya Wen","email":"","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":false,"prefix":"","firstName":"Ya","middleName":"","lastName":"Wen","suffix":""},{"id":601765511,"identity":"1e18acbd-5e02-4508-94c5-bd747c01eeeb","order_by":8,"name":"Min Du","email":"","orcid":"","institution":"Graduate School，Guangxi University of Chinese Medicine","correspondingAuthor":false,"prefix":"","firstName":"Min","middleName":"","lastName":"Du","suffix":""},{"id":601765512,"identity":"680a4564-0470-4443-a474-961e463d89e5","order_by":9,"name":"Simin Cao","email":"","orcid":"","institution":"Graduate School，Guangxi University of Chinese Medicine","correspondingAuthor":false,"prefix":"","firstName":"Simin","middleName":"","lastName":"Cao","suffix":""},{"id":601765513,"identity":"581155ee-61a5-482f-aa43-9c346ebfa7b8","order_by":10,"name":"Chunyan Liang","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAAyElEQVRIiWNgGAWjYBACxvbmgw8kKmx4+NkbiNTC3HMs2cDiTJqMZM8BIrWwz/BRk6hsO2xjcCOBSC28M3jYJG6cOcwjOfPxxhsMNTbRBLVIzu49bDmjIp2HXzqt2ILhWFpuAyEthnPOJd6WOGPNIzk7x0yCseEwYS32N3IMpP+2MfMY3DxDpBbGGTlGEpJtzjwGN3iI1QIKZIkzaTySPUC/JBDjF1hU2vOzH95440ONDWEtyMBAIoEU5RAtpOoYBaNgFIyCkQEANxZCMmk7t/kAAAAASUVORK5CYII=","orcid":"","institution":"Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region","correspondingAuthor":true,"prefix":"","firstName":"Chunyan","middleName":"","lastName":"Liang","suffix":""}],"badges":[],"createdAt":"2026-02-09 11:54:13","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-8830074/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-8830074/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":104416290,"identity":"fd827a8e-e8f5-4afc-98d9-23ed3d057b80","added_by":"auto","created_at":"2026-03-11 13:14:43","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":74074,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cstrong\u003ePotential Profile Characteristics of Specialist Nurses' Work Engagement in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-8830074/v1/356a237477a4a9760c28ef32.png"},{"id":104417594,"identity":"3d947e0b-a48e-4d36-b9c1-a3d8a6ef0f6a","added_by":"auto","created_at":"2026-03-11 13:20:16","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1644207,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8830074/v1/a0e52558-a149-48bd-9006-a40dc78f9bc6.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Study on Current Status and Influencing Factors of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions","fulltext":[{"header":"1 Introduction","content":"\u003cp\u003eIn 1990, American scholar Kahn\u003csup\u003e[\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]\u003c/sup\u003e first introduced the concept of work engagement. Subsequently, Schaufeli et al\u003csup\u003e[\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]\u003c/sup\u003e defined work engagement as a positive, dynamic state of work in which employees exhibit high energy levels and a strong sense of professional identification, characterised by vigour, dedication and absorption, constituting a positive experience. The National Health Commission, in its Maternal and Child Health Safety Action Enhancement Plan (2021\u0026ndash;2025), mandates further improvements in maternal and child health services, refining the critical care system for high-risk pregnant women and newborns to deliver safe, effective, accessible, and compassionate high-quality maternal and child health services\u003csup\u003e[\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]\u003c/sup\u003e. Specialist nurses within maternal and child health institutions play a crucial role in enhancing critical maternal care capabilities, strengthening safe childbirth practices, improving women's reproductive health, and safeguarding neonatal safety and wellbeing. Research indicates that nursing quality correlates with nurses' work engagement, with highly engaged nurses perceiving greater quality in their care delivery\u003csup\u003e[\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]\u003c/sup\u003e. Research indicates that specialist nursing staff generally exhibit high levels of work engagement, though this is influenced by multiple factors\u003csup\u003e[\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]\u003c/sup\u003e. A career plateau refers to a stage in an individual's professional journey where prospects for advancement become limited\u003csup\u003e[\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]\u003c/sup\u003e. Studies suggest that encountering such plateaus adversely affects both nurses' career progression and organisational stability, hindering the optimal utilisation of nursing human resources and the full realisation of their professional potential\u003csup\u003e[\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]\u003c/sup\u003e. Professional pride among nurses denotes the positive emotions experienced upon successfully completing nursing tasks\u003csup\u003e[\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]\u003c/sup\u003e, contributing to enhanced professional standing, strengthened occupational identity, and increased job satisfaction\u003csup\u003e[\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]\u003c/sup\u003e. However, no existing research has examined the work engagement status or heterogeneity among specialist nurses in maternal and child health institutions. This study surveyed specialist nurses from 17 tertiary maternal and child health institutions within the Guangxi Zhuang Autonomous Region to explore the characteristics of latent profile categories of work engagement and their influencing factors. The aim is to provide theoretical foundations for nursing managers in maternal and child health institutions to implement management strategies for specialist nurses.\u003c/p\u003e"},{"header":"2 Subjects and Methods","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003e2.1 Study Subjects\u003c/h2\u003e \u003cp\u003eConvenience sampling was employed to select 344 specialist nurses from 17 tertiary maternal and child health care institutions within the Guangxi Zhuang Autonomous Region between November 2024 and January 2025.Inclusion criteria:①Nurses holding specialist nurse training completion certificates from the Chinese Nursing Association, Guangxi Professional Nurse Certification Committee, or Chinese Maternal and Child Health Association, with at least one year's post-certification experience; ② Practising at maternal and child health institutions within Guangxi, with over six months' continuous service in a specific department. Exclusion criteria: current temporary assignment to other hospital departments, sick leave, or further training. Based on the principle of a sample size being 5\u0026ndash;10 times the maximum number of scale items [10], the maximum item count in this survey is the Specialist Nurse Work Engagement Scale (32 items). The calculated sample size ranges from 160 to 320 participants. Accounting for 20% invalid questionnaires, the estimated sample size is 192\u0026ndash;384 participants, with 355 ultimately included. All methods in this study were performed in accordance with the Declaration of Helsinki. This study was reviewed and approved by the ethics committee of Maternal and Child Health Hospital of Guangxi Zhuang Autonomous Region(\u003cb\u003eNO.20233-75\u003c/b\u003e). All participants provided informed consent and participated voluntarily.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003e2.2 Survey tool\u003c/h2\u003e \u003cdiv id=\"Sec5\" class=\"Section3\"\u003e \u003ch2\u003e2.2.1 General Information Questionnaire\u003c/h2\u003e \u003cp\u003eIn accordance with the content and objectives of this study, a general demographic questionnaire has been designed based on clinical practice. This includes: gender, age, initial educational attainment, highest educational qualification, professional title, position, years of service, marital and childbearing status, current department, category of specialist nurse, night shift arrangements, participation in specialist nurse clinics, and designation as a key nursing research member within the department.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section3\"\u003e \u003ch2\u003e2.2.2 Specialty Nurse Work Engagement Scale\u003c/h2\u003e \u003cp\u003eThis scale was developed by Schaufeli et al\u003csup\u003e[\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]\u003c/sup\u003eBuilding upon this framework, Chinese scholars Qin Hui et al\u003csup\u003e[\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]\u003c/sup\u003eadapted it to suit the professional characteristics of specialist nursing in China and the psychological traits of specialist nurses, creating a scale for measuring work engagement among specialist nurses within the Chinese cultural context. The scale comprises five dimensions: work attitude (8items), work value (6items), work recognition (4items), work initiative (9items), and work focus and enthusiasm (5items), totalling 32 items. Each item employs a 5-point Likert scale, scored from 1 to 5 corresponding to never, rarely, occasionally, often, and always respectively. The total score ranges from 32 to 160 points, with higher scores indicating greater work engagement. The overall Cronbach's α coefficient for the scale is 0.958, with split-half reliability of 0.895. The Cronbach's α coefficients for each dimension range from 0.827 to 0.905, with split-half reliability ranging from 0.766 to 0.868.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec7\" class=\"Section3\"\u003e \u003ch2\u003e2.2.3 Career Plateau Questionnaire\u003c/h2\u003e \u003cp\u003eThis scale was developed by Xie Baoguo et al\u003csup\u003e[\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]\u003c/sup\u003e, comprising 16 items across three dimensions: hierarchical plateau (4items), content plateau (6items), and centralised plateau (6items). It includes 4 forward-scoring items and 12 reverse-scoring items. The scale employs a six-point Likert scale, where 1 denotes \u0026lsquo;strongly disagree\u0026rsquo; and 6 denotes \u0026lsquo;strongly agree\u0026rsquo;. Higher scores indicate more severe career plateauing among the population. The overall Cronbach's α coefficient for the scale is 0.91, with individual dimension coefficients ranging from 0.84 to 0.87.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section3\"\u003e \u003ch2\u003e2.2.4 Nursing Professional Pride Scale\u003c/h2\u003e \u003cp\u003eThis scale was developed by Jeon et al\u003csup\u003e[\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]\u003c/sup\u003ein South Korea and subsequently adapted into Chinese by Yu Zijuan et al\u003csup\u003e[\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]\u003c/sup\u003e.It comprises five dimensions: professional identity, role satisfaction, problem-solving role, sense of self-achievement, and intention to remain in employment, encompassing 27 items. The scale employs a five-point Likert scale, with responses ranging from \u0026ldquo;Strongly Disagree\u0026rdquo; to \u0026ldquo;Strongly Agree\u0026rdquo; scored from 1 to 5 respectively. Higher scores indicate greater levels of professional pride among nurses. The Chinese version of the Professional Pride Scale demonstrated a Cronbach's α coefficient of 0.929 and a test-retest reliability coefficient of 0.923. The Cronbach's α coefficients for the five dimensions ranged from 0.937 to 0.987.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003e2.3 Data collection methods\u003c/h2\u003e \u003cp\u003eAll questionnaires for this survey were distributed via WenJuan Xing and completed anonymously. Upon collection, responses were meticulously reviewed and cross-checked to exclude invalid entries. Data entry was conducted through a dual-verification process to minimise errors, ensuring the integrity, authenticity and reliability of the findings. A total of 355 questionnaires were distributed, with 344 valid responses retrieved, representing an effective response rate of 96.9%.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003e2.4 Statistical methods\u003c/h2\u003e \u003cp\u003eUsing scores across five dimensions of work engagement as manifest indicators, a latent profile model was constructed using Mplus 8.0 software. Profiles ranging from one to four were sequentially fitted. Profile model evaluation metrics: ① Information criteria: Akaike information criterion (AIC), Bayesian information criterion (BIC), and adjusted Bayesian information criterion (aBIC). Lower values for these three indicators indicate better model fit. ② Classification metrics: Entropy (entropy) ranges from 0 to 1, with higher values indicating superior model fit. ③ Likelihood ratio test metrics: The Likelihood Ratio Test (LMR) and Bootstrap-based Likelihood Ratio Test (BLRT). A P-value\u0026thinsp;\u0026lt;\u0026thinsp;0.05 indicates that the kth model outperforms the (k-1)th model. Data analysis was conducted using \u003cem\u003eSPSS 26.0\u003c/em\u003e. Normally distributed quantitative data were presented as mean\u0026thinsp;\u0026plusmn;\u0026thinsp;standard deviation, while categorical data were described using frequency and percentage. Inter-group variable differences were assessed using independent samples t-tests and chi-square tests respectively. Using the latent profile analysis classification results as the dependent variable, and the general characteristics, career plateau, and professional pride of specialist nurses in maternal and child health institutions as independent variables, binary logistic regression was employed to analyse influencing factors. A P value\u0026thinsp;\u0026lt;\u0026thinsp;0.05 was considered statistically significant.\u003c/p\u003e \u003c/div\u003e"},{"header":"3 Results","content":"\u003cp\u003e\u003cstrong\u003e3.1 Current Status of Specialist Nurses\u0026apos; Work Commitment, Career Plateaus, and Professional Pride in Maternal and Child Health Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn this study, the total work engagement score for specialist nurses in maternal and child health institutions was (145.4\u0026plusmn;14.3) points, indicating a relatively high level; the total career plateau score was (32.44\u0026plusmn;8.39) points, reflecting a moderate level; and the total professional pride score was (114.84\u0026plusmn;17.74) points, also indicating a moderate level. See Table 1.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 1 \u0026nbsp;Specialist Nurses\u0026apos; Work Engagement, Career Plateau, and Professional Pride Scores in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 104px;\"\u003e\n \u003cp\u003eIndicator\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eProject\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eEntries (number)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 114px;\"\u003e\n \u003cp\u003eTotal score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 114px;\"\u003e\n \u003cp\u003eEntries evenly distributed\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"6\" valign=\"top\" style=\"width: 104px;\"\u003e\n \u003cp\u003eSpecialty Nurse Work Engagement Scale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eWork attitude\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e37.78\u0026plusmn;3.07\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.72\u0026plusmn;0.38\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eWork Value\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e27.58\u0026plusmn;3.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.60\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eWork recognition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e17.68\u0026plusmn;2.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.42\u0026plusmn;0.67\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eWork initiative\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e40.45\u0026plusmn;4.58\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.49\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eWork enthusiasm and focus\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e21.90\u0026plusmn;2.76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.38\u0026plusmn;0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eTotal score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e145.4\u0026plusmn;14.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.54\u0026plusmn;0.45\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 104px;\"\u003e\n \u003cp\u003eCareer Plateau Questionnaire\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eHierarchical Plateau\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e9.93\u0026plusmn; 3.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e2.41\u0026plusmn;0.75\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eContent Plateau\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e10.83\u0026plusmn;2.98\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e1.81\u0026plusmn;0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eCentralised Plateau\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e11.97\u0026plusmn;4.65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e2.00\u0026plusmn;0.78\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eTotal score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e32.44\u0026plusmn;8.39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e2.03\u0026plusmn;0.52\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"6\" valign=\"top\" style=\"width: 104px;\"\u003e\n \u003cp\u003eNursing Professional Pride Scale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eCharacter Satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e25.29\u0026plusmn;4.16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.21\u0026plusmn;0.69\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eProfessionalism\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e25.64\u0026plusmn;4.25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.27\u0026plusmn;0.71\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eIntention to remain in post\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e20.96\u0026plusmn;3.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.19\u0026plusmn;0.72\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eProblem Solver\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e26.13\u0026plusmn;3.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.36\u0026plusmn;0.60\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eSelf-fulfilment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e16.81\u0026plusmn;3.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.20\u0026plusmn;0.75\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003eTotal score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 122px;\"\u003e\n \u003cp\u003e27\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e114.84\u0026plusmn;17.74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 114px;\"\u003e\n \u003cp\u003e4.25\u0026plusmn;0.66\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.2 A Potential Profile Category Model Analysis of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eUsing the five dimensions of work engagement as manifest variables, a latent profile model comprising four categories was constructed. As the number of categories increased, the AIC, BIC, and aBIC values progressively decreased, with all four categories achieving entropy values exceeding 0.9. When retaining two categories, AIC, BIC, and aBIC values were relatively high. Retaining three categories yielded comparatively lower information evaluation metrics, with BLRT and LMR values reaching statistical significance (P \u0026lt; 0.05). Retaining four categories resulted in LMR values failing to reach statistical significance (P \u0026gt; 0.05). Therefore, after comprehensively considering both model fit metrics and the practical significance of clinical classification, the two-category model was ultimately determined as optimal. See Table 2.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 2 \u0026nbsp; Model Fitting Indices for Different Potential Profile Categories\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"641\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003eModel\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 70px;\"\u003e\n \u003cp\u003eLL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003eAIC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003eBIC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003eaBIC\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003eEntropy\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003eBLRT\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003eLMR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 139px;\"\u003e\n \u003cp\u003eCategory probability（%）\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 70px;\"\u003e\n \u003cp\u003e-4417.992\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e8855.983\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e8894.389\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e8862.667\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 139px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 70px;\"\u003e\n \u003cp\u003e-3812.022\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e7656.044\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e7717.495\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e7666.739\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.956\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e＜0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 139px;\"\u003e\n \u003cp\u003e41.86/58.14\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 70px;\"\u003e\n \u003cp\u003e-3629.656\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e7303.311\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e7387.805\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e7318.016\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.955\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e＜0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 139px;\"\u003e\n \u003cp\u003e21.8/25.29/52.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 70px;\"\u003e\n \u003cp\u003e-3558.398\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e7172.795\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e7280.333\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e7191.510\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.961\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 52px;\"\u003e\n \u003cp\u003e＞0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 139px;\"\u003e\n \u003cp\u003e2.3/19.48/25.29/52.91\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\u003e\u003cstrong\u003e3.3 Characteristics and Nomenclature of Potential Profile Categories for Specialist Nurses\u0026apos; Work Engagement in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe characteristics of the two latent profile categories for work engagement among specialist nurses in maternal and child health institutions are shown in Figure 1. Results indicate that Category C1 specialist nurses accounted for 41.9% (144 individuals), with relatively low scores across all work engagement dimensions and the lowest score in the work recognition dimension. This category is therefore named \u0026ldquo;Low Work Engagement Level - Low Work Recognition\u0026rdquo;. Category C2 specialised nurses constituted 58.1% (200 individuals), exhibiting relatively higher scores across all dimensions, particularly in the work agency dimension. This category was thus designated as high work engagement-high work agency.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.4 Univariate Analysis of Potential Categories of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eResults indicate statistically significant differences in work engagement levels among specialist nurses across different maternal and child health institutions, as measured by age, weekly night shifts, status as departmental research lead, career plateau scores, and professional pride scores (all P \u0026lt; 0.05).See Table 3.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 3 \u0026nbsp; Univariate Analysis of Potential Categories of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions (n=344)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"580\" class=\"fr-table-selection-hover\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eProject\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003eC1（n=144）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003eC2（n=200）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003ex\u003csup\u003e2\u003c/sup\u003e/\u003cem\u003eF\u0026nbsp;\u003c/em\u003evalue\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.407\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e143（99.31）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e195（97.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e1（0.69）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e5（2.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eAge (years)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e5.689\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.017\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e＜\u003c/strong\u003e\u003cstrong\u003e35\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e65\u003c/strong\u003e\u003cstrong\u003e（\u003c/strong\u003e\u003cstrong\u003e45.14\u003c/strong\u003e\u003cstrong\u003e）\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e65\u003c/strong\u003e\u003cstrong\u003e（\u003c/strong\u003e\u003cstrong\u003e32.50\u003c/strong\u003e\u003cstrong\u003e）\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026ge;35\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e79\u003c/strong\u003e\u003cstrong\u003e（\u003c/strong\u003e\u003cstrong\u003e54.86\u003c/strong\u003e\u003cstrong\u003e）\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e135\u003c/strong\u003e\u003cstrong\u003e（\u003c/strong\u003e\u003cstrong\u003e67.50\u003c/strong\u003e\u003cstrong\u003e）\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eInitial Qualification\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.623\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.732\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eTechnical Secondary School\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e48（33.33）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e74（37.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eCollege Diploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e61（42.36）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e83（41.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s Degree or Higher\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e35（24.31）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e43（21.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eHighest Level of Education\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.125\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.724\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eCollege Diploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e10（6.94）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e12（6.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s Degree or Higher\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e134（93.06）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e188（94.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eCurrent Professional Title\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e1.787\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.409\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eJunior Level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e30（20.83）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e32（16.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eIntermediate Level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e94（65.28）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e133（66.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eAssociate Senior Level or Higher\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e20（13.89）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e35（17.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003ePosition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.141\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.707\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e101（70.14）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e144（72.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNursing Team Leader or above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e43（29.86）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e56（28.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eYears of Experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e3.117\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.078\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e＜15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e83（57.64）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e96（48.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e\u0026ge;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e61（42.36）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e104（52.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eMarital Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e2.395\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.122\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e25（17.36）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e23（11.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eOther\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e119（82.64）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e177（88.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eParental Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e2.634\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.268\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNo children\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e31（21.53）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e31（15.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eOne child\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e52（36.11）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e70（35.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eTwo or more children\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e61（42.36）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e99（49.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eCurrent Department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e7.165\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.127\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eObstetrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e29（20.14）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e48（24.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eGynaecology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e5（3.47）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e16（8.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003ePaediatrics and Neonatology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e47（32.64）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e62（31.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eEmergency and Critical Care\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e30（20.83）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e25（12.5）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eOther\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e33（22.92）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e49（24.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eSpecialist Nursing Category\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e3.992\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.407\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eObstetrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e29（20.14）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e46（23.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eGynaecology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e6（4.17）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e15（7.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003ePaediatrics and Neonatology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e36（25.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e38（19.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eEmergency and Critical Care\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e30（20.83）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e35（17.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eOther\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e43（29.86）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e66（33.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eWhether on night duty\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e2.023\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.155\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e102（70.83）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e127（63.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e42（29.17）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e73（36.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNumber of night shifts per week (units)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e6.024\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.014\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e＜3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e80\u003c/strong\u003e（55.56）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e137\u003c/strong\u003e（68.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003e\u0026ge;3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e64\u003c/strong\u003e（44.44）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e63\u003c/strong\u003e（31.50）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eWhether participating in specialist nurse clinics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.115\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e0.734\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e28（19.44）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e36（18.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e116（80.56）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e164（82.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eWhether serving as departmental research backbone\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e12.629\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e57\u003c/strong\u003e（39.58）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e118\u003c/strong\u003e（59.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e87\u003c/strong\u003e（60.42）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e82\u003c/strong\u003e（41.00）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eCareer plateau score（ x̄ \u0026plusmn;s，points）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e37.55\u0026plusmn;7.20\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e28.76\u0026plusmn;7.17\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e11.200\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 218px;\"\u003e\n \u003cp\u003eProfessional pride score（ x̄ \u0026plusmn;s，points）\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e100.72\u0026plusmn;14.19\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e125.01\u0026plusmn;12.24\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 75px;\"\u003e\n \u003cp\u003e-16.980\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 65px;\"\u003e\n \u003cp\u003e＜0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003eNote\u003c/strong\u003e\u003cstrong\u003e：\u003c/strong\u003e\u003cstrong\u003e\u003csup\u003ea\u003c/sup\u003e\u003c/strong\u003e\u003cstrong\u003edenotes the\u003cem\u003e\u0026chi;\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003evalue\u003c/strong\u003e\u003cstrong\u003e，\u003c/strong\u003e\u003cstrong\u003e\u003csup\u003eb\u003c/sup\u003e\u003c/strong\u003e\u003cstrong\u003edenotes the\u003cem\u003eF\u003c/em\u003evalue\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.5 Multivariate Analysis of Potential Categories of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eUsing the latent categories of work engagement among specialist nurses in maternal and child health institutions as the dependent variable, a binary logistic regression analysis was conducted with variables statistically significant in univariate analysis as independent variables. Variable coding is detailed in Table 4. Goodness-of-fit tests yielded Nagelkerke R\u0026sup2; = 0.615, Cox \u0026amp; Snell R\u0026sup2; = 0.457, and Hosmer-Lemeshow test P = 0.677, collectively indicating satisfactory model fit capable of explaining factors influencing specialist nurses\u0026apos; work commitment levels in maternal and child health institutions. See Table 5.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 4 \u0026nbsp; Assignment of Independent Variables\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 266px;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 182px;\"\u003e\n \u003cp\u003eAssignment method\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 266px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 182px;\"\u003e\n \u003cp\u003e0=＜35，1=\u0026ge;35\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 266px;\"\u003e\n \u003cp\u003eNumber of night shifts per week\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 182px;\"\u003e\n \u003cp\u003e0=＜3，1=\u0026ge;3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 266px;\"\u003e\n \u003cp\u003eWhether a key research member of the department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 182px;\"\u003e\n \u003cp\u003e0=No，1=Yes\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 266px;\"\u003e\n \u003cp\u003eProfessional pride\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 182px;\"\u003e\n \u003cp\u003eOriginal value retained\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 266px;\"\u003e\n \u003cp\u003e\u0026nbsp;Original value retained\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 182px;\"\u003e\n \u003cp\u003eOriginal value retained\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\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 5 \u0026nbsp; Results of Binary Logistic Regression Analysis on Factors Influencing Work Commitment Among Specialist Nurses in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"573\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 158px;\"\u003e\n \u003cp\u003eIndependent Variables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cem\u003eB\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e标准误\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e\u003cem\u003eWald \u0026chi;\u003csup\u003e2\u003c/sup\u003e\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e\u003cem\u003eOR\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 101px;\"\u003e\n \u003cp\u003e\u003cem\u003e95% CI\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 158px;\"\u003e\n \u003cp\u003eConstant\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e-10.554\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e2.337\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e20.396\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 53px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e＜0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 158px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e0.726\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e0.333\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e4.734\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e2.066\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 101px;\"\u003e\n \u003cp\u003e1.075～3.972\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e0.0300\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 158px;\"\u003e\n \u003cp\u003eNumber of night shifts per week\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.773\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e0.331\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e5.459\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e0.462\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 101px;\"\u003e\n \u003cp\u003e0.242～0.883\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e0.019\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 158px;\"\u003e\n \u003cp\u003eWhether a key research member in the department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.061\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e0.323\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e0.036\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e0.941\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 101px;\"\u003e\n \u003cp\u003e0.499～1.772\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e0.850\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 158px;\"\u003e\n \u003cp\u003eCareer plateau total score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e-0.061\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e0.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e4.096\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e0.940\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 101px;\"\u003e\n \u003cp\u003e0.886～0.998\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e0.043\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 158px;\"\u003e\n \u003cp\u003eCareer pride total score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e0.113\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 65px;\"\u003e\n \u003cp\u003e0.015\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 69px;\"\u003e\n \u003cp\u003e57.149\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e1.119\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 101px;\"\u003e\n \u003cp\u003e1.087～1.152\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e＜0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e"},{"header":"4 Discussion","content":"\u003cp\u003e\u003cstrong\u003e4.1 Specialist nurses in maternal and child health institutions demonstrated higher levels of work engagement, with notable heterogeneity observed across the cohort\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eResearch findings indicate that the overall work engagement score for specialist nurses in maternal and child health institutions was (145.4 \u0026plusmn; 14.3) points. Compared with the median scale score, this represents a high level overall and is significantly higher than relevant survey results for specialist nurses in other domestic regions\u003csup\u003e\u0026nbsp;[16]\u003c/sup\u003e. This suggests that the work engagement level of specialist nurses in maternal and child health institutions with in the Guangxi Zhuang Autonomous Region is markedly higher than that of specialist nurses in other domestic regions.\u003c/p\u003e\n\u003cp\u003eLatent profile analysis revealed heterogeneous work engagement levels among specialist nurses in maternal and child health institutions, categorised into two groups: the first group exhibits high work engagement and high work agency. Nurses in this category demonstrate high work engagement and proactive work agency, manifested through self-directed learning of specialist knowledge and skills, proactive problem-solving in clinical situations, and providing constructive professional advice to physicians. However, they experience low recognition, perceiving insufficient appreciation for their specialised nursing work from physicians, nursing colleagues, patients, and society. The second category exhibits low work engagement and low recognition. This aligns with Xu L\u0026apos;s \u003csup\u003e[5]\u003c/sup\u003e survey findings, which also identified the recognition dimension as scoring lowest. Multiple contributing factors exist, including: specialist nurses in maternal and child health institutions lacking distinct professional advantages over general nurses; physicians possessing unclear perceptions of specialist nurses\u0026apos; professional scope; patients exhibiting gaps in understanding or misconceptions about \u0026lsquo;specialist nurses\u0026rsquo;; societal lack of public awareness regarding the value of specialist nursing; and undefined practice boundaries and fee structures for specialist nurses in certain regions. Nevertheless, these nurses demonstrate high work engagement, potentially because their intrinsic motivation for career choice and sense of professional growth outweigh the lack of external recognition. This suggests nursing managers should focus on such nurses, providing timely, targeted assistance and support. The National Nursing Development Plan (2021-2025) explicitly advocates strengthening nursing discipline development and advancing nursing talent cultivation \u003csup\u003e[17]\u003c/sup\u003e. Therefore, addressing the low recognition of specialist nurses and its underlying causes, the following recommendations are proposed: Maternal and child health institutions should provide platforms for specialist nurses to demonstrate their \u0026lsquo;specialist competencies,\u0026rsquo; clarifying that \u0026ldquo;specialisation\u0026rdquo; represents the \u0026lsquo;advancement trajectory\u0026rsquo; within the nursing profession; Specialist nurse promotion and performance schemes should be optimised; Multi-channel public education initiatives targeting patients and society should be implemented to promote home-based care delivery by specialist nurses; Responsibility and division of labour lists for specialist nurses should be developed to highlight their professional expertise and advantages; Relevant government departments should refine policies to clarify the scope of practice and fee structures for specialist nurses.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.2 Factors Influencing the Work Commitment of Specialist Nurses in Maternal and Child Health Care Institutions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.2.1 Age\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn this study, specialist nurses aged over 35 in maternal and child health institutions were more likely to be categorised as having high work engagement levels and high work agency, consistent with the findings of Zhao Ling et al.\u003csup\u003e[18]\u003c/sup\u003e. This indicates that nurses with longer service tenure possess richer clinical experience. When confronting complex issues, they are better equipped to strike a balance between identity constraints and professional mission. By actively demonstrating their capabilities in the workplace, they foster positive interactions with their professional roles, enabling higher levels of work engagement. However, as the reserve force for future nursing leadership, the work engagement levels of junior nurses directly impact nursing quality and the future development of the nursing profession\u003csup\u003e[19]\u003c/sup\u003e. Consequently, nursing managers should assist junior nurses in establishing positive self-perceptions and professional cognitive frameworks, reinforcing their identification with core nursing values and sense of professional accomplishment. This approach will effectively enhance their work engagement and safeguard the quality of nursing services.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.2.2 Number of Weekly Night Shifts\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSpecialist nurses in maternal and child health institutions working \u0026ge;3 night shifts per week were more likely to be classified in the low work engagement-low job recognition group. The greater the number of weekly night shifts undertaken by nurses, the more severe their symptoms of empathic fatigue became\u003csup\u003e[20]\u003c/sup\u003e. Empathic fatigue denotes the negative emotional state arising from nurses\u0026apos; prolonged, repeated exposure to others\u0026apos; mental and physical suffering during patient care, representing a progressive and cumulative outcome\u003csup\u003e[21]\u003c/sup\u003e. Empathic fatigue exerts a direct negative predictive effect on work engagement; when nurses experience empathic fatigue, their work engagement levels diminish\u003csup\u003e\u0026nbsp;[22]\u003c/sup\u003e. Furthermore, night-shift nurses face significantly higher demands regarding emergency skills and clinical judgement capabilities compared to day-shift nurses. Research indicates spontaneous human labour exhibits circadian rhythms, with labour initiation more frequently occurring at night\u003csup\u003e[23]\u003c/sup\u003e. Following the implementation of the three-child policy, the proportion of high-risk pregnancies has significantly increased\u003csup\u003e[24]\u003c/sup\u003e, implying corresponding growth in obstetric resource allocation and pressure. Night-shift nurses in obstetrics and neonatal departments consequently face increased responsibilities in caring for high-risk mothers and newborns. Furthermore, research indicates that frequent night shifts lead to mental strain, disrupted sleep patterns, and physical and mental exhaustion\u003csup\u003e[25]\u003c/sup\u003e, thereby inducing occupational burnout. Consequently, nursing managers should scientifically optimise rostering systems, improve the night shift working environment and support, and rationally allocate the workload of specialist nurses to alleviate night shift pressure and occupational burnout.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.2.3Career Plateau\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe findings indicate that the career plateau level in the low work engagement-low work recognition group was significantly higher than that in the high work engagement-high work motivation group (B = -0.061, P \u0026lt; 0.05). Within this study, specialist nurses constituted 41.9% of the low work engagement-low work recognition group, approaching half the total cohort. Career plateau status not only directly impacts the work performance of primary healthcare personnel but also directly influences their intention to leave \u003csup\u003e[26-27]\u003c/sup\u003e. Evidently, specialist nurses in maternal and child health institutions currently face a core contradiction between their career development needs and the mismatch with current institutional provision. Research indicates that providing multidimensional organisational support enhances perceived organisational support, thereby mitigating career plateau phenomena and reducing turnover intentions among nurses \u003csup\u003e[28]\u003c/sup\u003e. Consequently, nursing managers should: firstly, strengthen organisational commitment by fostering supportive team environments to enhance specialist nurses\u0026apos; sense of belonging and alleviate career plateau effects; secondly, assist these nurses in overcoming career development bottlenecks by expanding professional pathways and establishing diversified promotion channels, thereby incentivising their advancement towards clinical nursing expertise.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.2.4 Professional Pride\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe findings reveal that the professional pride levels of the high work engagement-high work recognition group were significantly higher than those of the low work engagement-low work recognition group (B=0.113, P＜0.01), consistent with the conclusions of Yu Zijuan et al. \u003csup\u003e[29]\u003c/sup\u003e. This study found that higher levels of professional pride among nurses signify greater recognition of their nursing role and heightened expectations for future career development. Consequently, they are more willing to invest greater effort in their work, fostering increased creativity to achieve their objectives. Evidently, professional pride serves as a key intrinsic motivator driving high commitment and creativity among nurses. Nursing managers may therefore prioritise enhancing professional pride as a core management objective. This can be achieved by recognising the role value of specialist nurses within maternal and child health institutions and clarifying career progression pathways, thereby fostering greater work engagement.\u003c/p\u003e"},{"header":"5 Summary","content":"\u003cp\u003eSpecialist nurses' work engagement within maternal and child health institutions can be categorised into two latent profiles: high work engagement-high work motivation and low work engagement-low work recognition. Nursing managers in these institutions should focus on specialist nurses with low seniority, high weekly night-shift counts, career plateauing, and low professional pride. Targeted interventions to enhance specialist nurses' work engagement are required to further elevate maternal and child health service standards. This study conducted a cross-sectional survey of 344 specialist nurses from 17 tertiary maternal and child health institutions within Guangxi Zhuang Autonomous Region only. The single source of sampling does not represent the national or other regional contexts. Future research may expand the sample scope, employ stratified sampling methods, and include medical institutions from different provinces to enhance the generalisability of findings.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAuthor Contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eMade substantial contributions to conception and design, or acquisition of data, or analysis and interpretation of data: F. Huang, X.R. Lin, Z.F. Zhang, Y.E. Lai, J.M. Liu, W.P. Zhao\u003csup\u003e2\u003c/sup\u003e, M. Du, S.M. Cao, C.Y. Liang. Involved in drafting the manuscript or revising it critically for important intellectual content: F. Huang, X.R. Lin, Z.F. Zhang, Y.E. Lai, J.M. Liu, W.P. Zhao\u003csup\u003e2\u003c/sup\u003e, Y.L. Yao, Y. Wen, M. Du, S.M. Cao, C.Y. Liang. Given final approval of the version to be published; each author should have participated sufficiently in the work to take public responsibility for appropriate portions of the content: F. Huang, X.R. Lin, Z.F. Zhang, Y.E. Lai, J.M. Liu, W.P. Zhao\u003csup\u003e2\u003c/sup\u003e, Y.L. Yao, Y. Wen, M. Du, S.M. Cao, C.Y. Liang. Agreed to be accountable for all aspects of the work in ensuring that questions related to the accuracy or integrity of any part of the work are appropriately investigated and resolved: F. Huang, X.R. Lin, C.Y. Liang.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding Information\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSelf-funded scientific research project by the Health Commission of Guangxi Zhuang Autonomous Region (Z-A20240341)\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe apperciate the participants for their contributions\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConflict of Interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData Availability Statement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe dataset used or analyzed during the current study is available from the corresponding author upon reasonable request.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eKahn W A.Psychological conditions of personal engagement and disengagement at work[J].Academy of management journal,1990,33(4):692-724.\u003c/li\u003e\n\u003cli\u003eSchaufeli W B,Salanova M,Gonzalez-RomaV,et al.The measurement of engagement and burnout:A two sample confirmatory factor anylytic approach[J].Journal of happiness studies,2002,3(1):71-92.\u003c/li\u003e\n\u003cli\u003eLu Z C,Song B,Gao Q et al. 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Chinese Nursing Management, 2023, 23 (11):1703-1707.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Specialist nurses, Work engagement, Career plateau, Professional pride","lastPublishedDoi":"10.21203/rs.3.rs-8830074/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8830074/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eObjective:\u003c/strong\u003eTo explore the potential profiles and influencing factors of work engagement among specialist nurses in maternal and child health institutions, providing evidence to enhance this nursing group's work engagement levels. \u003cstrong\u003eMethods:\u003c/strong\u003eConvenience sampling was employed between November 2024 and January 2025, recruiting 344 specialist nurses from 17 tertiary maternal and child health institutions within the Guangxi Zhuang Autonomous Region. A questionnaire comprising a general information form, the Specialist Nurse Work Engagement Scale, the Career Plateau Scale, and the Professional Pride Scale was administered. Latent profile analysis classified work engagement levels among these nurses, with univariate analysis and binary logistic regression examining factors influencing distinct profiles. \u003cstrong\u003eResults:\u003c/strong\u003e Two latent profiles emerged: low work engagement-low work recognition (41.9%) and high work engagement-high work agency (58.1%). Binary logistic regression analysis revealed that age, weekly night shift frequency, career plateau, and professional pride significantly influenced work engagement profiles (all P \u0026lt; 0.05).\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion:\u003c/strong\u003e Heterogeneity exists in the work engagement levels of specialist nurses within maternal and child health institutions. Nursing managers should implement targeted strategies based on the distinct work engagement characteristics of these nurses, prioritising those with low seniority, high weekly night shift counts, career plateau experiences, and low professional pride. This approach aims to enhance work engagement among specialist nurses, thereby safeguarding the quality of nursing services.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTrial registration: \u003c/strong\u003enot applicable.\u003c/p\u003e","manuscriptTitle":"Study on Current Status and Influencing Factors of Work Engagement Among Specialist Nurses in Maternal and Child Health Care Institutions","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-03-11 11:59:55","doi":"10.21203/rs.3.rs-8830074/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"reviewerAgreed","content":"296914477884157882288335305605582393739","date":"2026-03-15T03:10:09+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"73625617138051486581362869260568534255","date":"2026-03-12T16:13:12+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2026-03-05T14:25:28+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2026-02-11T10:32:25+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2026-02-10T12:20:43+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2026-02-10T12:15:51+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2026-02-09T11:30:23+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"cf77b122-4248-4b43-b527-bad0fb506ab0","owner":[],"postedDate":"March 11th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2026-03-11T11:59:55+00:00","versionOfRecord":[],"versionCreatedAt":"2026-03-11 11:59:55","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8830074","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8830074","identity":"rs-8830074","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}