Analysis of the current situation and influencing factors of nurse reform fatigue

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This fatigue adversely impacts their well-being, diminishes job satisfaction, elevates turnover rates, and undermines the quality of care provided. Aim To comprehend the fatigue levels experienced by clinical nurses amidst environmental changes and to analyze the factors influencing this fatigue. Methods A survey was conducted among 451 clinical nurses at a tertiary general hospital in Nantong city, utilizing the Change Fatigue Scale, Care Perception Scale, and Emotional Intelligence Scale. Results The change fatigue score was 19.01 ± 3.63, indicating a moderate level of fatigue. Change fatigue was inversely correlated with emotional intelligence and care perception (all P < 0.05). Multiple linear stepwise regression analysis revealed that monthly income, professional title, years of work, number of night shifts, care perception, and emotional intelligence were significant factors influencing the change fatigue experienced by clinical nurses amidst environmental changes (all P < 0.05). These factors collectively accounted for 76.1% of the total variation. Conclusion Clinical nurses exhibit moderate levels of change fatigue. Therefore, it is recommended that nursing managers pay close attention to this issue, in order to actively address the rapid changes brought about by the healthcare industry and, consequently, enhance the quality of nursing care. clinical nurse change fatigue emotional intelligence care perception influencing factors Background In the rapidly evolving medical environment, hospital relocation represents not merely the transformation of physical space but also a profound process involving workflow restructuring and the psychological adjustment of personnel [1] . As a crucial component of the medical service system, the physical and mental health status of clinical nurses is intimately tied to the quality of nursing care and patient safety [2] . However, the substantial changes brought about by hospital relocation often propel nurses into a psychological dilemma termed "change fatigue," which stems not only from the rapid alterations in the working environment but also encompasses adjustments in workflow, teamwork, patient management, and other facets [3] . Change fatigue is a prevalent psychological response among employees undergoing organizational change. It manifests as persistent stress, exhaustion, and fatigue. In severe cases, it may result in diminished work efficiency, increased nursing errors, and even heightened job burnout and turnover rates [4] . For clinical nurses, the impact of hospital relocation is particularly pronounced, affecting not only individuals but potentially the entire nursing team [5] . Emotional intelligence pertains to an individual's ability to identify, understand, express, and regulate their own and others' emotions. It is a significant factor influencing an individual's psychological adjustment capabilities when confronted with pressure and challenges [6] . Studies have demonstrated that individuals with high emotional intelligence are better equipped to manage their emotions and maintain a positive attitude, thereby mitigating the risk of change fatigue [7] . Therefore, examining the relationship between emotional intelligence and change fatigue among clinical nurses is crucial to understanding how they respond to the changes induced by hospital relocation. Furthermore, the perception of head nurse care is another pivotal factor influencing nurses' change fatigue. As the leader of the nursing team, the care and support provided by the head nurse play a vital role in the psychological adjustment and career development of nurses [8] . When nurses perceive care and support from their head nurse, they are more inclined to maintain a positive outlook in the face of change, thereby alleviating the severity of change fatigue [9] . Consequently, this study investigated the current situation regarding clinical nurses' change fatigue, analyzed the influencing factors, and explored their relationship with emotional intelligence and perceptions of head nurse care. The aim was to develop targeted management programs for nursing managers, enabling them to actively respond to the rapid changes in the healthcare industry and, consequently, enhance the quality of care. Methods Setting The survey was conducted at the People's Hospital of Rudong County, located in Nantong City, Jiangsu Province, China. Over the past three years, this hospital has undergone a significant transformation and successfully attained the status of a Grade B tertiary general hospital. This remarkable change has not only enhanced the hospital's hardware facilities and service levels but has also profoundly impacted the nursing staff, particularly by inducing a phenomenon known as "change fatigue." Study design, sample and procedure From July 2024 to August 2024, clinical nurses working in a tertiary general hospital in Nantong City were selected as the research subjects using the convenience sampling method. Inclusion criteria encompassed clinical registered nurses who had been working in clinical nursing for at least 6 months, had experienced the hospital relocation process, and provided informed consent. Exclusion criteria included training and practice nurses, as well as non-clinical workers such as administrative staff. This study was approved by the Ethics Committee of Rudong County People's Hospital of Nantong City (Approval No. 2022001). After obtaining approval from the hospital authority, the investigator, with the assistance of the hospital's nursing director, explained the purpose of the study to the nurses who met the inclusion criteria and obtained their informed consent. The nurses then completed the questionnaire anonymously. On-site, the investigator verified the completeness of the questionnaire content, promptly supplemented any omissions, and confirmed and corrected any logical errors. Questionnaire General information questionnaire Gather and document the personal information of clinical nurses, which includes their age, gender, educational background, professional title, years of clinical work experience, monthly frequency of night shifts, level of job satisfaction, willingness to resign, and participation in humanistic care training, among other relevant details. Care Factors Survey-Care Sense Questionnaire (Caring Factor Survey-Caring of Manager, CFS-CM) The CFS-CM was utilized to evaluate the level of care perceived by the head nurse over the past 2 weeks to 1 month. In 2019, Wang Ling [10] introduced this scale to the mainland and applied it to 1,161 clinical nurses in Beijing. The scale comprises 10 items, employing the Likert 7-point scoring method, where 1 represents "very disagree" and 7 signifies "very agree." A higher total score indicates a greater appreciation by the nurse for the role of the head nurse in nursing care. The Cronbach’s alpha coefficient for this scale was 0.961, and in the present study, it was found to be 0.983. Emotional Intelligence Scale (Wong Law Emotional Intelligence Scale, WLEIS) Yefei Wang [11] developed the Chinese Workplace Emotional Intelligence Scale (WLEIS), which assesses the emotional intelligence of research subjects within a specific work environment. This scale consists of 16 items divided into four dimensions: self-emotion perception, others' emotion perception, emotion management, and emotional application, with four items in each dimension. Utilizing the Likert 7-point scoring method, the score range is from 0 to 96 points. A higher score indicates a higher level of individual emotional intelligence. The overall Cronbach’s α coefficient for the scale was 0.860. In this study, the Cronbach’s α coefficient for the emotional intelligence scale was 0.916. Specifically, the Cronbach’s α coefficients for the self-emotion perception, others' emotion perception, emotion management (referred to here as emotional control for clarity), and emotional application dimensions were 0.740, 0.778, 0.736, and 0.724, respectively. Note that "Cronbac’s" should be corrected to "Cronbach’s" throughout. Six Change Fatigue Measurement Scale (The six-item Change Fatigue Measurement Scale) As developed by Beernerth [12] in 2011, the Six Change Fatigue Measurement Scales are designed to assess change fatigue among clinical nurses who have undergone changes in the hospital environment. This scale consists of 6 items, with scores ranging from 1 to 7 points, corresponding to "strongly disagree" to "strongly agree," resulting in a total score range of 6 to 42 points. A higher score indicates more severe change fatigue. The Cronbach’s α coefficient for the scale was 0.85, and in this study, it was found to be 0.910. Note that the phrase "As ted by" should be corrected to "As developed by." Statistical method When items within a scale were missing, a total score was calculated only if at least half of the questions were answered. For the missing items, the average score of the other items within the scale was assigned. The reliability of the scales was assessed using the Cronbach's α internal consistency coefficient. The distribution of sample characteristics and discontent regarding change fatigue was evaluated for all study respondents. Descriptive statistics were presented in terms of frequencies, mean values, and standard deviations (SDs). Logistic regression analysis was employed to identify the characteristics of those who exhibited high discontent with their change fatigue. Results were deemed statistically significant at a p-value of less than 0.05, using two-tailed tests. Statistical analyses were conducted using SPSS version 26.0. Results Respondent characteristics In this study, a total of 451 questionnaires were distributed, and all 451 were collected as valid responses, resulting in an effective recovery rate of 100%. The demographic information is presented in Table 1. Table 1 Change fatigue, care perception, and emotional intelligence scores of clinical nurses (n=451) project Total score The entries are equally divided Self-emotional perception 19.62±3.07 4.90±0.77 emotional control 17.69±3.76 4.42±0.94 Emotional use 18.43±3.357 4.60±0.84 Other peoples emotional perception 18.65±3.208 4.66±0.80 Total emotional intelligence score 74.39±11.84 4.65±0.74 Care perception 43.08±7.50 6.15±1.07 Change fatigue 19.01±3.63 3.17±0.61 Descriptive results for Comparison of change-based fatigue scores of clinical nurses with different characteristics are presented in Table 2. Table 2 Comparison of different characteristics (n=451) project N Change fatigue score statistics p sex t=-0.128 0.918 man 2 18.91±1.11 woman 449 19.02±3.64 professional ranks and titles t=11.218 <0.05 Nurse and below 253 20.52±2.71 Nurse in charge and above 198 17.09±3.77 overtime (at least once a month for the past 12 months) t=4.145 <0.05 yes 430 19.17±3.57 deny 21 15.86±3.57 Have the intention to resign t=4.254 <0.05 have 135 20.11±3.16 not have 316 18.55±3.73 age F=21.38 40 62 17.56±3.91 marriage F=14.747 <0.05 unmarried 115 20.53±3.01 married 329 18.47±3.7 Divorce / Widowed 7 19.93±2.84 record of formal schooling t=5.106 <0.05 junior college education 139 20.29±3.1 Bachelor degree or above 312 18.45±3.71 working life F=31.615 15 96 16.49±3.95 fertility circumstance F=14.55 <0.05 Unbred 225 18.12±3.99 A child 200 19.96±3.01 Two children and above 26 19.48±2.85 monthly income F=72.911 <0.05 8000 150 16.16±3.49 Monthly night shift F=35.25 7 <0.05 0 100 16.04±3.63 1～3 44 19.78±2.88 4～9 287 19.86±3.25 ≥10 20 20.02±2.55 Is there any preparation N F=-9.255 <0.05 yes 245 17.68±3.8 deny 206 20.6±2.66 Correlation coefficient of change fatigue, care perception and emotional intelligence among clinical nurses See Table 3. Table 3 Correlation coefficient of change fatigue and care perception and emotional intelligence among clinical nurses project Change fatigue Self-emotional perception emotional control Emotional use Other peoples emotional perception emotional inteligence Care perception Change fatigue 1 -.644** -.595** -.562** -.556** -.666** -.765** Self-emotional perception - 1 .648** .671** .642** .830** .354** emotional control - - 1 .779** .725** .903** .401** Emotional use - - - 1 .757** .911** .372** Other peoples emotional perception - - - - 1 .883** .326** emotional inteligence - - - - - 1 .413** Care perception - - - - - - 1 Note: * *: P <0.0 01. Multivariate analysis of change fatigue among clinical nurses Multiple linear regression analysis was conducted with the clinical nurses' change fatigue score serving as the dependent variable, and variables that exhibited statistically significant differences in the univariate analysis were included as independent variables. The results of the collinearity diagnosis revealed that the variance inflation factor ranged from 1.310 to 2.413, indicating the absence of multicollinearity among the variables. The outcomes of the multiple linear regression analysis showed that monthly income, professional title, years of work experience, number of night shifts, care perception, and emotional intelligence were the primary factors influencing change fatigue among clinical nurses (all P < 0.05). These factors collectively accounted for 77.6% of the total variation. See Table 4. Table 4 Multiple linear regression analysis of Clinical Nurses (N=451) β Standard error β’ t p (constant) 39.804 0.821 48.475 0 Care perception -0.243 0.014 -0.502 -17.648 0 emotional inteligence -0.123 0.008 -0.4 -15.457 0 monthly income -0.428 0.106 -0.131 -4.047 0 professional ranks and titles -0.98 0.261 -0.134 -3.751 0 working life 0.268 0.083 0.113 3.243 0.001 Monthly night shift 0.255 0.113 0.062 2.254 0.025 pour:R 2 =0.7 64, adjusted for R 2 =0.7 61； F=2 40.155， P<0.001。 Discussion Change fatigue of clinical nurses is at a medium level The change fatigue score of clinical nurses in this study, who experienced environmental changes, was 19.01 ± 3.63, which was higher than the moderate level found in a study by Fernemark H [13] among Swedish doctors. This difference may be attributed to the distinct populations of the study subjects. Research indicates that nurses tend to experience change fatigue three times more frequently in the healthcare system [14] . In the healthcare system, nurses, as the primary group in direct contact with patients, not only bear the burden of heavy nursing tasks but also need to constantly adapt to new workflows, technological updates, and information system changes. To alleviate change fatigue among nurses, medical institutions should rationally arrange change plans, provide training and support, strengthen communication, and prioritize the physical and mental health of nurses [5] . A review by Brown [15] on the relationship between resilience training and nurse change fatigue suggests that resilience can be a key measure to mitigate change fatigue. Additionally, the change diary, serving as a preventive and predictive tool, can effectively reduce the occurrence of nurse change fatigue by using a weekly timeline to count, evaluate, and coordinate various changes within the organization. This aims to proactively assess and arrange the organization's change process [15] . The influencing factors of change fatigue among clinical nurses Monthly income This study found that the monthly income of clinical nurses was negatively correlated with their change fatigue (β = -0.428, P < 0.05), indicating that nurses with higher monthly incomes experienced relatively less change fatigue. This result suggests that economic factors play a significant role in nurses' responses to job changes, and that a higher income may assist nurses in better coping with the stress associated with change and reducing fatigue. Income serves not only as a primary motivator for nurses in their work but also as a reflection of their work value and family economy. The income level directly influences the quality of life of nurses [16] . It is recommended that managers optimize the nurse compensation system and increase income to mitigate change fatigue. Additionally, strengthening psychological support and communication is crucial to encourage nurses' active participation in change decision-making. Professional title The results of this study demonstrated that the professional title of clinical nurses affects their change fatigue (β = -0.98, P < 0.05). Specifically, nurses with higher professional titles experienced less change fatigue, which is attributed to their advantages of higher income, attention to career development, rich experience, and strong adaptability. Nurses holding high professional titles typically earn higher incomes, prioritize their career development, possess extensive work experience, and demonstrate robust adaptability, enabling them to more effectively address the challenges posed by job changes. Furthermore, they may possess a more mature psychological state and more efficient coping mechanisms, allowing them to better maintain psychological balance and reduce the stress, fatigue, and burnout associated with change. It is recommended that managers focus on the professional title promotion system, provide nurses with more career development opportunities, and strengthen psychological support to assist nurses at all levels in effectively responding to reforms and maintaining psychological balance. Years of service The results of this study indicate that the working years of clinical nurses impact their change fatigue (β = -0.268, P < 0.05). Contrary to what might be expected, a longer working life is associated with heavier change fatigue. This can be attributed to several factors: the accumulation of physical and mental fatigue due to prolonged adaptation to ever-changing work environments, technologies, and processes [17] ; the increased family responsibilities and personal pressures that accompany the accumulation of work experience, which hinder their ability to adapt to change; long-term intensive work leading to job burnout, thereby diminishing their acceptance and responsiveness to change; and finally, deficiencies in the management and support system during times of change, such as the absence of clear change goals, strategies, and effective communication mechanisms, which further exacerbate nurses' change fatigue [18] . Consequently, managers must implement corresponding measures, such as providing necessary support and resources, optimizing change plans, and enhancing communication mechanisms, to alleviate nurses' change fatigue. Night shift in months The results of this study revealed that the number of clinical nurses affects their change fatigue (β = 0.255, P < 0.05). Similarly, a study by Sarıgül [14] demonstrated comparable findings, showing that an increase in monthly night shifts leads to heightened fatigue. This may be attributed to night shift work disrupting the normal biological clock, thereby increasing work stress and physiological burden, and making nurses more susceptible to feelings of fatigue and burnout when confronted with job changes. In light of this, the study suggests that hospitals should optimize the night shift system by reducing the number of night shifts, strengthening health management and psychological support, and enhancing the work environment and resource support to alleviate nurses' change fatigue. Care perception The results of this study indicated that clinical nurses perceived head nurse care items as generally moderate (6.15 ± 1.07), which aligns with previous survey findings among psychiatric nurses in this group [8]. This similarity suggests potential commonalities in nurses' perceptions of care across different departments or nursing fields. The change fatigue of clinical nurses was negatively correlated with the perceived level of care (r = -0.765, P < 0.001) and was significantly affected by the level of perceived head nurse care (β = -0.243, P < 0.001), indicating that as the level of care provided by head nurses increased, clinical nurses experienced lower levels of fatigue. Watson, a theorist of human nature and care [19] , noted that care is infectious to both participants and observers. By offering care and support, head nurses can foster a more harmonious and supportive working atmosphere [20] , effectively assisting nurses in coping with the pressures of change and reducing their sense of fatigue [21] . To mitigate the potential harm to nurses, management needs to strengthen effective communication with frontline nurses and ensure timely assistance during critical moments. In addition to establishing a solid, long-term communication bridge, management should actively engage in organizational change, comprehensively control the pace of change, rationally allocate tasks, and have a keen insight into the key stages of fatigue during the change process, allowing for the deployment of preventive measures in advance [5] . Furthermore, management should be vigilant about nurses' overtime behavior during organizational change and avoid blindly praising such behavior, as this could inadvertently promote the spread of a "super nurse" culture [22] . Emotional intelligence The results of this study revealed that clinical nurses' emotional intelligence scores were at a medium level (4.65 ± 0.74), which is consistent with findings reported by Yu[ 23] . This similarity further verifies the stability and universality of emotional intelligence across different studies and samples. Emotional intelligence, defined as an individual's ability to identify, understand, utilize, and manage their own and others' emotions, is particularly crucial for nurses, a profession that necessitates frequent interaction with patients and their families [24] . The study found that clinical nurses' change fatigue was negatively correlated with their emotional intelligence level (r = -0.666, P < 0.001) and was significantly affected by it (β = -0.123, P < 0.001). Specifically, for each unit increase in emotional intelligence level, the degree of change fatigue was notably reduced. This further underscores the vital role of emotional intelligence in mitigating change fatigue. Emotional intelligence not only aids nurses in better understanding and regulating their emotions but also facilitates effective communication with colleagues, patients, and their families, thereby reducing the negative emotions and stress associated with change [25] . In response to this phenomenon, the study offers the following recommendations: Firstly, organizations should conduct targeted emotional intelligence training to enhance nurses' emotional recognition, regulation, and social skills. Secondly, they should establish and improve psychological support systems to provide professional psychological counseling and guidance for nurses with lower emotional intelligence. Lastly, management should take into account nurses' emotional intelligence levels and adopt more detailed and humanized change management strategies [26] . Conclusion In this study, clinical nurses exhibited moderate levels of change fatigue, with influencing factors encompassing monthly income, professional title, years of experience, number of monthly night shifts, care perception, and emotional intelligence. However, due to constraints related to manpower and time, the impact of varying times on clinical nurses' change fatigue was not explored. Furthermore, the study only included nurses from a single tertiary hospital, resulting in an underrepresented sample. Additionally, the influencing factors considered may have been inadequate. It is hoped that future studies will expand the sample size and dynamically analyze potential predictors of change fatigue to develop more effective interventions. Declarations Ethical approval This study has been approved by the Ethics Committee of XXX County People's Hospital in Nantong, Jiangsu Province, China (No. 2022001). Funding No funding. 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Hospital of China, 2023,27 (04): 67-70. Wang Lingwen, Bu Xiumei, Sun Shihan, et al. The factors influencing emotional intelligence and intervention strategies of nurses [J]. General Practice Care, 2023,21:759-763. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-5894321","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":414572876,"identity":"429f9346-82e2-4a62-b257-9c19c50781b9","order_by":0,"name":"Ming Yu","email":"","orcid":"","institution":"Affiliated Rudong Hospital of Xinglin College，Nantong University","correspondingAuthor":false,"prefix":"","firstName":"Ming","middleName":"","lastName":"Yu","suffix":""},{"id":414572877,"identity":"a879c05c-edaf-4c5d-b36d-130c39f7ba7c","order_by":1,"name":"Jing Ji","email":"","orcid":"","institution":"Affiliated Rudong Hospital of Xinglin College，Nantong University","correspondingAuthor":false,"prefix":"","firstName":"Jing","middleName":"","lastName":"Ji","suffix":""},{"id":414572878,"identity":"4940fc8a-52b0-4a40-b89f-a0c2632854ea","order_by":2,"name":"Dongying kan","email":"","orcid":"","institution":"Affiliated Rudong Hospital of Xinglin College，Nantong University","correspondingAuthor":false,"prefix":"","firstName":"Dongying","middleName":"","lastName":"kan","suffix":""},{"id":414572881,"identity":"64959641-2ee5-4faa-a98d-0cc80ae786e0","order_by":3,"name":"Dandan Gu","email":"","orcid":"","institution":"Nantong Tongzhou District Traditional Chinese Medicine Hospital","correspondingAuthor":false,"prefix":"","firstName":"Dandan","middleName":"","lastName":"Gu","suffix":""},{"id":414572883,"identity":"97e841ad-d78a-41d0-b323-c68b1fbbe065","order_by":4,"name":"Suping Cai","email":"","orcid":"","institution":"Affiliated Rudong Hospital of Xinglin College，Nantong University","correspondingAuthor":false,"prefix":"","firstName":"Suping","middleName":"","lastName":"Cai","suffix":""},{"id":414572885,"identity":"039f3bd5-3de3-494d-927a-bae3f7a3d44d","order_by":5,"name":"Ronghui Geng","email":"","orcid":"","institution":"Affiliated Rudong Hospital of Xinglin College，Nantong University","correspondingAuthor":false,"prefix":"","firstName":"Ronghui","middleName":"","lastName":"Geng","suffix":""},{"id":414572887,"identity":"c63e230c-c0ab-43bd-8a4a-ff107d66c770","order_by":6,"name":"lingling Jiang","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAApklEQVRIiWNgGAWjYJACCQYGGx5+/gbStKTJSM44QJqWwzYGDQlEKje4dvbh7cq28zwGDAcYP3zMIUbL7XRjy7Ntt3nMmRuYJWduI0pLGptkI1CLZcMBNmZeErSc4zE4kECalgMkaJG8ncZs2XAumUdyxsFm4vzCdzuN8WZDmZ09P3/zwQ8fidGicABIMLKBmIwNRKgHAnmwuj/EKR4Fo2AUjIIRCgBeezYs+/D9kQAAAABJRU5ErkJggg==","orcid":"","institution":"Affiliated Rudong Hospital of Xinglin College，Nantong University","correspondingAuthor":true,"prefix":"","firstName":"lingling","middleName":"","lastName":"Jiang","suffix":""}],"badges":[],"createdAt":"2025-01-24 09:38:12","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-5894321/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-5894321/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":101390542,"identity":"3ef86ddf-35bb-4139-97c0-491569c34494","added_by":"auto","created_at":"2026-01-29 08:15:45","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1013023,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5894321/v1/c45cc790-5e6d-4701-a3df-ad842c44776c.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Analysis of the current situation and influencing factors of nurse reform fatigue","fulltext":[{"header":"Background","content":"\u003cp\u003eIn the rapidly evolving medical environment, hospital relocation represents not merely the transformation of physical space but also a profound process involving workflow restructuring and the psychological adjustment of personnel \u003csup\u003e[1]\u003c/sup\u003e. As a crucial component of the medical service system, the physical and mental health status of clinical nurses is intimately tied to the quality of nursing care and patient safety\u003csup\u003e\u0026nbsp;[2]\u003c/sup\u003e. However, the substantial changes brought about by hospital relocation often propel nurses into a psychological dilemma termed \u0026quot;change fatigue,\u0026quot; which stems not only from the rapid alterations in the working environment but also encompasses adjustments in workflow, teamwork, patient management, and other facets \u003csup\u003e[3]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eChange fatigue is a prevalent psychological response among employees undergoing organizational change. It manifests as persistent stress, exhaustion, and fatigue. In severe cases, it may result in diminished work efficiency, increased nursing errors, and even heightened job burnout and turnover rates\u003csup\u003e\u0026nbsp;[4]\u003c/sup\u003e. For clinical nurses, the impact of hospital relocation is particularly pronounced, affecting not only individuals but potentially the entire nursing team\u003csup\u003e\u0026nbsp;[5]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eEmotional intelligence pertains to an individual\u0026apos;s ability to identify, understand, express, and regulate their own and others\u0026apos; emotions. It is a significant factor influencing an individual\u0026apos;s psychological adjustment capabilities when confronted with pressure and challenges\u003csup\u003e\u0026nbsp;[6]\u003c/sup\u003e. Studies have demonstrated that individuals with high emotional intelligence are better equipped to manage their emotions and maintain a positive attitude, thereby mitigating the risk of change fatigue \u003csup\u003e[7]\u003c/sup\u003e. Therefore, examining the relationship between emotional intelligence and change fatigue among clinical nurses is crucial to understanding how they respond to the changes induced by hospital relocation.\u003c/p\u003e\n\u003cp\u003eFurthermore, the perception of head nurse care is another pivotal factor influencing nurses\u0026apos; change fatigue. As the leader of the nursing team, the care and support provided by the head nurse play a vital role in the psychological adjustment and career development of nurses \u003csup\u003e[8]\u003c/sup\u003e. When nurses perceive care and support from their head nurse, they are more inclined to maintain a positive outlook in the face of change, thereby alleviating the severity of change fatigue \u003csup\u003e[9]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eConsequently, this study investigated the current situation regarding clinical nurses\u0026apos; change fatigue, analyzed the influencing factors, and explored their relationship with emotional intelligence and perceptions of head nurse care. The aim was to develop targeted management programs for nursing managers, enabling them to actively respond to the rapid changes in the healthcare industry and, consequently, enhance the quality of care.\u003c/p\u003e"},{"header":"Methods","content":"\u003cp\u003e\u003cstrong\u003eSetting\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe survey was conducted at the People\u0026apos;s Hospital of Rudong County, located in Nantong City, Jiangsu Province, China. Over the past three years, this hospital has undergone a significant transformation and successfully attained the status of a Grade B tertiary general hospital. This remarkable change has not only enhanced the hospital\u0026apos;s hardware facilities and service levels but has also profoundly impacted the nursing staff, particularly by inducing a phenomenon known as \u0026quot;change fatigue.\u0026quot;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eStudy design, sample and procedure\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eFrom July 2024 to August 2024, clinical nurses working in a tertiary general hospital in Nantong City were selected as the research subjects using the convenience sampling method. Inclusion criteria encompassed clinical registered nurses who had been working in clinical nursing for at least 6 months, had experienced the hospital relocation process, and provided informed consent. Exclusion criteria included training and practice nurses, as well as non-clinical workers such as administrative staff. This study was approved by the Ethics Committee of Rudong County People\u0026apos;s Hospital of Nantong City (Approval No. 2022001).\u003c/p\u003e\n\u003cp\u003eAfter obtaining approval from the hospital authority, the investigator, with the assistance of the hospital\u0026apos;s nursing director, explained the purpose of the study to the nurses who met the inclusion criteria and obtained their informed consent. The nurses then completed the questionnaire anonymously. On-site, the investigator verified the completeness of the questionnaire content, promptly supplemented any omissions, and confirmed and corrected any logical errors.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eQuestionnaire\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eGeneral information questionnaire\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eGather and document the personal information of clinical nurses, which includes their age, gender, educational background, professional title, years of clinical work experience, monthly frequency of night shifts, level of job satisfaction, willingness to resign, and participation in humanistic care training, among other relevant details.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCare Factors Survey-Care Sense Questionnaire (Caring Factor Survey-Caring of Manager, CFS-CM)\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe CFS-CM was utilized to evaluate the level of care perceived by the head nurse over the past 2 weeks to 1 month. In 2019, Wang Ling\u003csup\u003e[10]\u003c/sup\u003e introduced this scale to the mainland and applied it to 1,161 clinical nurses in Beijing. The scale comprises 10 items, employing the Likert 7-point scoring method, where 1 represents \u0026quot;very disagree\u0026quot; and 7 signifies \u0026quot;very agree.\u0026quot; A higher total score indicates a greater appreciation by the nurse for the role of the head nurse in nursing care. The Cronbach\u0026rsquo;s alpha coefficient for this scale was 0.961, and in the present study, it was found to be 0.983.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEmotional Intelligence Scale (Wong Law Emotional Intelligence Scale, WLEIS)\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eYefei Wang\u003csup\u003e[11]\u003c/sup\u003e developed the Chinese Workplace Emotional Intelligence Scale (WLEIS), which assesses the emotional intelligence of research subjects within a specific work environment. This scale consists of 16 items divided into four dimensions: self-emotion perception, others\u0026apos; emotion perception, emotion management, and emotional application, with four items in each dimension. Utilizing the Likert 7-point scoring method, the score range is from 0 to 96 points. A higher score indicates a higher level of individual emotional intelligence. The overall Cronbach\u0026rsquo;s \u0026alpha; coefficient for the scale was 0.860. In this study, the Cronbach\u0026rsquo;s \u0026alpha; coefficient for the emotional intelligence scale was 0.916. Specifically, the Cronbach\u0026rsquo;s \u0026alpha; coefficients for the self-emotion perception, others\u0026apos; emotion perception, emotion management (referred to here as emotional control for clarity), and emotional application dimensions were 0.740, 0.778, 0.736, and 0.724, respectively. Note that \u0026quot;Cronbac\u0026rsquo;s\u0026quot; should be corrected to \u0026quot;Cronbach\u0026rsquo;s\u0026quot; throughout.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSix Change Fatigue Measurement Scale (The six-item Change Fatigue Measurement Scale)\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAs developed by Beernerth\u003csup\u003e[12]\u003c/sup\u003e in 2011, the Six Change Fatigue Measurement Scales are designed to assess change fatigue among clinical nurses who have undergone changes in the hospital environment. This scale consists of 6 items, with scores ranging from 1 to 7 points, corresponding to \u0026quot;strongly disagree\u0026quot; to \u0026quot;strongly agree,\u0026quot; resulting in a total score range of 6 to 42 points. A higher score indicates more severe change fatigue. The Cronbach\u0026rsquo;s \u0026alpha; coefficient for the scale was 0.85, and in this study, it was found to be 0.910. Note that the phrase \u0026quot;As ted by\u0026quot; should be corrected to \u0026quot;As developed by.\u0026quot;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eStatistical method\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWhen items within a scale were missing, a total score was calculated only if at least half of the questions were answered. For the missing items, the average score of the other items within the scale was assigned. The reliability of the scales was assessed using the Cronbach\u0026apos;s \u0026alpha; internal consistency coefficient. The distribution of sample characteristics and discontent regarding change fatigue was evaluated for all study respondents. Descriptive statistics were presented in terms of frequencies, mean values, and standard deviations (SDs).\u003c/p\u003e\n\u003cp\u003eLogistic regression analysis was employed to identify the characteristics of those who exhibited high discontent with their change fatigue. Results were deemed statistically significant at a p-value of less than 0.05, using two-tailed tests. Statistical analyses were conducted using SPSS version 26.0.\u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003e\u003cstrong\u003eRespondent characteristics\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn this study, a total of 451 questionnaires were distributed, and all 451 were collected as valid responses, resulting in an effective recovery rate of 100%. The demographic information is presented in Table 1.\u0026nbsp;\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 100%;\"\u003e\n \u003cp\u003eTable 1 Change fatigue, care perception, and emotional intelligence scores of clinical nurses (n=451)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eproject\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003eTotal score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003eThe entries are equally divided\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eSelf-emotional perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e19.62\u0026plusmn;3.07\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e4.90\u0026plusmn;0.77\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eemotional control\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e17.69\u0026plusmn;3.76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e4.42\u0026plusmn;0.94\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eEmotional use\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e18.43\u0026plusmn;3.357\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e4.60\u0026plusmn;0.84\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eOther peoples emotional perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e18.65\u0026plusmn;3.208\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e4.66\u0026plusmn;0.80\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eTotal emotional intelligence score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e74.39\u0026plusmn;11.84\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e4.65\u0026plusmn;0.74\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eCare perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e43.08\u0026plusmn;7.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e6.15\u0026plusmn;1.07\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 37.9061%;\"\u003e\n \u003cp\u003eChange fatigue\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 20.7581%;\"\u003e\n \u003cp\u003e19.01\u0026plusmn;3.63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 41.3357%;\"\u003e\n \u003cp\u003e3.17\u0026plusmn;0.61\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\u003eDescriptive results for Comparison of change-based fatigue scores of clinical nurses with different characteristics are presented in Table 2.\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv align=\"center\"\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" align=\"\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 482px;\"\u003e\n \u003cp\u003eTable 2 Comparison of different characteristics (n=451)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eproject\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003eChange fatigue score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003estatistics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\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 style=\"width: 175px;\"\u003e\n \u003cp\u003esex\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003et=-0.128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e0.918\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eman\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e18.91\u0026plusmn;1.11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003ewoman\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e449\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.02\u0026plusmn;3.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eprofessional ranks and titles\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003et=11.218\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eNurse and below\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e253\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.52\u0026plusmn;2.71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eNurse in charge and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e198\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e17.09\u0026plusmn;3.77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eovertime (at least once a month for the past 12 months)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003et=4.145\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eyes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e430\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.17\u0026plusmn;3.57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003edeny\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e15.86\u0026plusmn;3.57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eHave the intention to resign\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003et=4.254\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003ehave\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e135\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.11\u0026plusmn;3.16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003enot have\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e316\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e18.55\u0026plusmn;3.73\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eage\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=21.38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e\u0026le;25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.82\u0026plusmn;3.11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e26～30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e126\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.26\u0026plusmn;2.32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e31～40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e193\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e18.02\u0026plusmn;3.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e\u0026gt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e17.56\u0026plusmn;3.91\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003emarriage\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=14.747\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eunmarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e115\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.53\u0026plusmn;3.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003emarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e329\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e18.47\u0026plusmn;3.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eDivorce / Widowed\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.93\u0026plusmn;2.84\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003erecord of formal schooling\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003et=5.106\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 175px;\"\u003e\n \u003cp\u003ejunior college education\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 35px;\"\u003e\n \u003cp\u003e139\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.29\u0026plusmn;3.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\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: 175px;\"\u003e\n \u003cp\u003eBachelor degree or above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 35px;\"\u003e\n \u003cp\u003e312\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e18.45\u0026plusmn;3.71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eworking life\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=31.615\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e1～3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e138\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.15\u0026plusmn;3.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e4～6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.07\u0026plusmn;2.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e7～10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.74\u0026plusmn;3.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e11～15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e17.15\u0026plusmn;3.43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e\u0026gt;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e96\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e16.49\u0026plusmn;3.95\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003efertility circumstance\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=14.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eUnbred\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e225\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e18.12\u0026plusmn;3.99\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eA child\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e200\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.96\u0026plusmn;3.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eTwo children and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.48\u0026plusmn;2.85\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003emonthly income\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=72.911\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e\u0026lt;4000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e79\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e21.45\u0026plusmn;2.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e4001～6000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e150\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.21\u0026plusmn;2.75\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e6001～8000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e72\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.82\u0026plusmn;2.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e\u0026gt;8000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e150\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e16.16\u0026plusmn;3.49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eMonthly night shift\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=35.25 7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e100\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e16.04\u0026plusmn;3.63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e1～3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.78\u0026plusmn;2.88\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e4～9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e287\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e19.86\u0026plusmn;3.25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003e\u0026ge;10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.02\u0026plusmn;2.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eIs there any preparation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eF=-9.255\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026lt;0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003eyes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e245\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e17.68\u0026plusmn;3.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 175px;\"\u003e\n \u003cp\u003edeny\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 35px;\"\u003e\n \u003cp\u003e206\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 136px;\"\u003e\n \u003cp\u003e20.6\u0026plusmn;2.66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 63px;\"\u003e\n \u003cp\u003e\u0026nbsp;\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\u003eCorrelation coefficient of change fatigue, care perception and emotional intelligence among clinical nurses\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSee Table 3.\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" style=\"width: 689px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTable 3 Correlation coefficient of change fatigue and care perception and emotional intelligence among clinical nurses\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eproject\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003eChange fatigue\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 103px;\"\u003e\n \u003cp\u003eSelf-emotional perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003eemotional control\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74px;\"\u003e\n \u003cp\u003eEmotional use\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 107px;\"\u003e\n \u003cp\u003eOther peoples emotional perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003eemotional inteligence\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 73px;\"\u003e\n \u003cp\u003eCare perception\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eChange fatigue\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 103px;\"\u003e\n \u003cp\u003e-.644**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e-.595**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74px;\"\u003e\n \u003cp\u003e-.562**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 107px;\"\u003e\n \u003cp\u003e-.556**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e-.666**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e-.765**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eSelf-emotional perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 72px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 103px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e.648**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74px;\"\u003e\n \u003cp\u003e.671**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 107px;\"\u003e\n \u003cp\u003e.642**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e.830**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e.354**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eemotional control\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 103px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74px;\"\u003e\n \u003cp\u003e.779**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 107px;\"\u003e\n \u003cp\u003e.725**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e.903**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e.401**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eEmotional use\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 103px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 77px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 107px;\"\u003e\n \u003cp\u003e.757**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e.911**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e.372**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eOther peoples emotional perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 103px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 77px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 74px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 107px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e.883**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e.326**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eemotional inteligence\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 103px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 77px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 74px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 107px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e.413**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003eCare perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 103px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 77px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 74px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 107px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 77px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 73px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" style=\"width: 689px;\"\u003e\n \u003cp\u003eNote: * *: P \u0026lt;0.0 01.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003eMultivariate analysis of change fatigue among clinical nurses\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eMultiple linear regression analysis was conducted with the clinical nurses\u0026apos; change fatigue score serving as the dependent variable, and variables that exhibited statistically significant differences in the univariate analysis were included as independent variables. The results of the collinearity diagnosis revealed that the variance inflation factor ranged from 1.310 to 2.413, indicating the absence of multicollinearity among the variables. The outcomes of the multiple linear regression analysis showed that monthly income, professional title, years of work experience, number of night shifts, care perception, and emotional intelligence were the primary factors influencing change fatigue among clinical nurses (all P \u0026lt; 0.05). These factors collectively accounted for 77.6% of the total variation. See Table 4.\u003c/p\u003e\n\u003cdiv align=\"\"\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"6\" style=\"width: 489px;\"\u003e\n \u003cp\u003eTable 4 Multiple linear regression analysis of Clinical Nurses (N=451)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e\u003cem\u003e\u0026beta;\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003eStandard error\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e\u003cem\u003e\u0026beta;\u0026rsquo;\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e\u003cem\u003et\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\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\u003e\n \u003cp\u003e(constant)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e39.804\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.821\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e48.475\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003eCare perception\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.243\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.014\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.502\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-17.648\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003eemotional inteligence\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.123\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.008\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-15.457\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003emonthly income\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.428\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.106\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.131\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-4.047\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003eprofessional ranks and titles\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.98\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.261\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-0.134\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e-3.751\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003eworking life\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.268\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.083\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.113\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e3.243\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd\u003e\n \u003cp\u003eMonthly night shift\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.255\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.113\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.062\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e2.254\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd\u003e\n \u003cp\u003e0.025\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"6\"\u003e\n \u003cp\u003epour:R\u003csup\u003e2\u003c/sup\u003e=0.7 64, adjusted for R\u003csup\u003e2\u003c/sup\u003e=0.7 61； F=2 40.155， P\u0026amp;lt;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"},{"header":"Discussion","content":"\u003cp\u003e\u003cstrong\u003eChange fatigue of clinical nurses is at a medium level\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe change fatigue score of clinical nurses in this study, who experienced environmental changes, was 19.01 \u0026plusmn; 3.63, which was higher than the moderate level found in a study by Fernemark H\u003csup\u003e[13]\u003c/sup\u003e among Swedish doctors. This difference may be attributed to the distinct populations of the study subjects. Research indicates that nurses tend to experience change fatigue three times more frequently in the healthcare system\u003csup\u003e[14]\u003c/sup\u003e. In the healthcare system, nurses, as the primary group in direct contact with patients, not only bear the burden of heavy nursing tasks but also need to constantly adapt to new workflows, technological updates, and information system changes.\u003c/p\u003e\n\u003cp\u003eTo alleviate change fatigue among nurses, medical institutions should rationally arrange change plans, provide training and support, strengthen communication, and prioritize the physical and mental health of nurses\u003csup\u003e[5]\u003c/sup\u003e. A review by Brown\u003csup\u003e[15]\u003c/sup\u003e on the relationship between resilience training and nurse change fatigue suggests that resilience can be a key measure to mitigate change fatigue. Additionally, the change diary, serving as a preventive and predictive tool, can effectively reduce the occurrence of nurse change fatigue by using a weekly timeline to count, evaluate, and coordinate various changes within the organization. This aims to proactively assess and arrange the organization\u0026apos;s change process\u003csup\u003e[15]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eThe influencing factors of change fatigue among clinical nurses\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMonthly income\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study found that the monthly income of clinical nurses was negatively correlated with their change fatigue (\u0026beta; = -0.428, P \u0026lt; 0.05), indicating that nurses with higher monthly incomes experienced relatively less change fatigue. This result suggests that economic factors play a significant role in nurses\u0026apos; responses to job changes, and that a higher income may assist nurses in better coping with the stress associated with change and reducing fatigue. Income serves not only as a primary motivator for nurses in their work but also as a reflection of their work value and family economy. The income level directly influences the quality of life of nurses\u003csup\u003e[16]\u003c/sup\u003e. It is recommended that managers optimize the nurse compensation system and increase income to mitigate change fatigue. Additionally, strengthening psychological support and communication is crucial to encourage nurses\u0026apos; active participation in change decision-making.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eProfessional title\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe results of this study demonstrated that the professional title of clinical nurses affects their change fatigue (\u0026beta; = -0.98, P \u0026lt; 0.05). Specifically, nurses with higher professional titles experienced less change fatigue, which is attributed to their advantages of higher income, attention to career development, rich experience, and strong adaptability. Nurses holding high professional titles typically earn higher incomes, prioritize their career development, possess extensive work experience, and demonstrate robust adaptability, enabling them to more effectively address the challenges posed by job changes. Furthermore, they may possess a more mature psychological state and more efficient coping mechanisms, allowing them to better maintain psychological balance and reduce the stress, fatigue, and burnout associated with change. It is recommended that managers focus on the professional title promotion system, provide nurses with more career development opportunities, and strengthen psychological support to assist nurses at all levels in effectively responding to reforms and maintaining psychological balance.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eYears of service\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe results of this study indicate that the working years of clinical nurses impact their change fatigue (\u0026beta; = -0.268, P \u0026lt; 0.05). Contrary to what might be expected, a longer working life is associated with heavier change fatigue. This can be attributed to several factors: the accumulation of physical and mental fatigue due to prolonged adaptation to ever-changing work environments, technologies, and processes \u003csup\u003e[17]\u003c/sup\u003e; the increased family responsibilities and personal pressures that accompany the accumulation of work experience, which hinder their ability to adapt to change; long-term intensive work leading to job burnout, thereby diminishing their acceptance and responsiveness to change; and finally, deficiencies in the management and support system during times of change, such as the absence of clear change goals, strategies, and effective communication mechanisms, which further exacerbate nurses\u0026apos; change fatigue \u003csup\u003e[18]\u003c/sup\u003e. Consequently, managers must implement corresponding measures, such as providing necessary support and resources, optimizing change plans, and enhancing communication mechanisms, to alleviate nurses\u0026apos; change fatigue.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eNight shift in months\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe results of this study revealed that the number of clinical nurses affects their change fatigue (\u0026beta; = 0.255, P \u0026lt; 0.05). Similarly, a study by Sarıg\u0026uuml;l \u003csup\u003e[14]\u003c/sup\u003e demonstrated comparable findings, showing that an increase in monthly night shifts leads to heightened fatigue. This may be attributed to night shift work disrupting the normal biological clock, thereby increasing work stress and physiological burden, and making nurses more susceptible to feelings of fatigue and burnout when confronted with job changes. In light of this, the study suggests that hospitals should optimize the night shift system by reducing the number of night shifts, strengthening health management and psychological support, and enhancing the work environment and resource support to alleviate nurses\u0026apos; change fatigue.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCare perception\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe results of this study indicated that clinical nurses perceived head nurse care items as generally moderate (6.15 \u0026plusmn; 1.07), which aligns with previous survey findings among psychiatric nurses in this group [8]. This similarity suggests potential commonalities in nurses\u0026apos; perceptions of care across different departments or nursing fields. The change fatigue of clinical nurses was negatively correlated with the perceived level of care (r = -0.765, P \u0026lt; 0.001) and was significantly affected by the level of perceived head nurse care (\u0026beta; = -0.243, P \u0026lt; 0.001), indicating that as the level of care provided by head nurses increased, clinical nurses experienced lower levels of fatigue.\u003c/p\u003e\n\u003cp\u003eWatson, a theorist of human nature and care \u003csup\u003e[19]\u003c/sup\u003e, noted that care is infectious to both participants and observers. By offering care and support, head nurses can foster a more harmonious and supportive working atmosphere\u003csup\u003e\u0026nbsp;[20]\u003c/sup\u003e, effectively assisting nurses in coping with the pressures of change and reducing their sense of fatigue\u003csup\u003e\u0026nbsp;[21]\u003c/sup\u003e. To mitigate the potential harm to nurses, management needs to strengthen effective communication with frontline nurses and ensure timely assistance during critical moments. In addition to establishing a solid, long-term communication bridge, management should actively engage in organizational change, comprehensively control the pace of change, rationally allocate tasks, and have a keen insight into the key stages of fatigue during the change process, allowing for the deployment of preventive measures in advance \u003csup\u003e[5]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eFurthermore, management should be vigilant about nurses\u0026apos; overtime behavior during organizational change and avoid blindly praising such behavior, as this could inadvertently promote the spread of a \u0026quot;super nurse\u0026quot; culture\u003csup\u003e\u0026nbsp;[22]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEmotional intelligence\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe results of this study revealed that clinical nurses\u0026apos; emotional intelligence scores were at a medium level (4.65 \u0026plusmn; 0.74), which is consistent with findings reported by Yu[\u003csup\u003e23]\u003c/sup\u003e. This similarity further verifies the stability and universality of emotional intelligence across different studies and samples. Emotional intelligence, defined as an individual\u0026apos;s ability to identify, understand, utilize, and manage their own and others\u0026apos; emotions, is particularly crucial for nurses, a profession that necessitates frequent interaction with patients and their families\u003csup\u003e\u0026nbsp;[24]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eThe study found that clinical nurses\u0026apos; change fatigue was negatively correlated with their emotional intelligence level (r = -0.666, P \u0026lt; 0.001) and was significantly affected by it (\u0026beta; = -0.123, P \u0026lt; 0.001). Specifically, for each unit increase in emotional intelligence level, the degree of change fatigue was notably reduced. This further underscores the vital role of emotional intelligence in mitigating change fatigue. Emotional intelligence not only aids nurses in better understanding and regulating their emotions but also facilitates effective communication with colleagues, patients, and their families, thereby reducing the negative emotions and stress associated with change \u003csup\u003e[25]\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eIn response to this phenomenon, the study offers the following recommendations: Firstly, organizations should conduct targeted emotional intelligence training to enhance nurses\u0026apos; emotional recognition, regulation, and social skills. Secondly, they should establish and improve psychological support systems to provide professional psychological counseling and guidance for nurses with lower emotional intelligence. Lastly, management should take into account nurses\u0026apos; emotional intelligence levels and adopt more detailed and humanized change management strategies \u003csup\u003e[26]\u003c/sup\u003e.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eIn this study, clinical nurses exhibited moderate levels of change fatigue, with influencing factors encompassing monthly income, professional title, years of experience, number of monthly night shifts, care perception, and emotional intelligence. However, due to constraints related to manpower and time, the impact of varying times on clinical nurses\u0026apos; change fatigue was not explored. Furthermore, the study only included nurses from a single tertiary hospital, resulting in an underrepresented sample. Additionally, the influencing factors considered may have been inadequate. It is hoped that future studies will expand the sample size and dynamically analyze potential predictors of change fatigue to develop more effective interventions.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthical approval\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study has been approved by the Ethics Committee of XXX County People\u0026apos;s Hospital in Nantong, Jiangsu Province, China (No. 2022001).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNo funding.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDeclaration of competing interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors would like to thank all the employees who participated in the study.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eChen A J, Richards M R, Shriver R. 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General Practice Care, 2023,21:759-763.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"clinical nurse, change fatigue, emotional intelligence, care perception, influencing factors","lastPublishedDoi":"10.21203/rs.3.rs-5894321/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5894321/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground\u003cbr\u003e\n \u003c/strong\u003eAs the healthcare environment undergoes rapid evolution, nurses frequently confront multifaceted changes, resulting in significant change fatigue. This fatigue adversely impacts their well-being, diminishes job satisfaction, elevates turnover rates, and undermines the quality of care provided.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAim\u003cbr\u003e\n \u003c/strong\u003eTo comprehend the fatigue levels experienced by clinical nurses amidst environmental changes and to analyze the factors influencing this fatigue.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods\u003cbr\u003e\n \u003c/strong\u003eA survey was conducted among 451 clinical nurses at a tertiary general hospital in Nantong city, utilizing the Change Fatigue Scale, Care Perception Scale, and Emotional Intelligence Scale.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003cbr\u003e\n \u003c/strong\u003eThe change fatigue score was 19.01 ± 3.63, indicating a moderate level of fatigue. Change fatigue was inversely correlated with emotional intelligence and care perception (all P \u0026lt; 0.05). Multiple linear stepwise regression analysis revealed that monthly income, professional title, years of work, number of night shifts, care perception, and emotional intelligence were significant factors influencing the change fatigue experienced by clinical nurses amidst environmental changes (all P \u0026lt; 0.05). These factors collectively accounted for 76.1% of the total variation.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003cbr\u003e\n \u003c/strong\u003eClinical nurses exhibit moderate levels of change fatigue. Therefore, it is recommended that nursing managers pay close attention to this issue, in order to actively address the rapid changes brought about by the healthcare industry and, consequently, enhance the quality of nursing care.\u003c/p\u003e","manuscriptTitle":"Analysis of the current situation and influencing factors of nurse reform fatigue","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-01-29 08:15:30","doi":"10.21203/rs.3.rs-5894321/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"eead0e54-9273-4948-92b7-759a975ac8f4","owner":[],"postedDate":"January 29th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2026-01-29T08:15:30+00:00","versionOfRecord":[],"versionCreatedAt":"2026-01-29 08:15:30","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-5894321","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-5894321","identity":"rs-5894321","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}