0.05). Significantly less amount of hemorrhage was found in women who delivered after 2 hours of massive hemorrhage than those within 2 hours (P

Objective To observe the effects of renin - angiotensin system ( RAS ) and steroid hormones onpregnancy in in vitro fertilization and embryo transfer(IVF-ET). Methods .53 tubal infertility women underwent IV F-ET under control of ovarian hyperstimulation with GnRHa/FSH/hMG/hCG. Plasma total renin, serum estradiol(E2),progesterone(P) and testosterone(T) were measured on the day of injection of injection of hCG and 36h after hCG( before getting the oocytes). ResultsPlasma total renin level on the day of hCG in pregnant group was higher than that in nonpregnant group(P<0.05), E2 and P lower than that in nonpregnant group(P<0.05, P<0.01). Plasma total renin and E2 levels 36h after hCG in pregnant group were lower than that in nonpregnant group( P<0.05). There was no difference in other hormones between the two groups. ConclusionThe high concentration of total renin on the day of hCG injection and its low concentration 36h after hCG administration are probably conducive to pregnancy.

Objective To describe the prevalence of workplace violence against nurses in emergency departments,and investigate its related cognition and demands of nurses. Methods A total of 385 emergency department nurses from 13 general hospitals in Beijing were recruited by convenient sampling method and were investigated with the Version of Hospital Workplace Violence Questionnaire in February to October 2014. Results The prevalence of workplace violence against nurses was 89.9% during the past 12 months. The incidence of verbal abuse,threat, physical assault and sexual assault were 89.9%,70.6%,20.5% and 3.9% respectively. The responses of nurses were mainly "tolerance and avoidance","explain patiently" and "ask for help";81.6% of the nurses considered that workplace violence was inevitable in the workplace,and 78.7% of the nurses thought the hospital was not capable of dealing with workplace violence in the past. The nurses demanded that the hospital to increase the prevention of workplace violence training,to set up a sector to deal with violence events,or to take on workplace violence policy of "zero tolerance". Conclusions Workplace violence against nurses is prevalent in emergency departments. Nurses hope the hospital to have more positive attitude against workplace violence and take more measures to prevent and deal with it. Further intervention should be conducted to reduce workplace violence against nurses by individuals,hospitals,the government and the whole society.

Objective? To investigate the status of professional identity,job burnout and organizational affective commitment of dental clinic nurses and analyze their correlation. Methods? Cross-sectional study was carry out on 275 dental clinic nurses from 14 Class Ⅲ hospitals in Beijing, as measured by Professional Identity Scale, the Revised Edition of the Maslach Burnout Inventory-General Survey and the Affective Commitment Scale(ACS). The statistical analysis performed by SPSS 24.0 and Amos 21.0 software. Results? The score of Professional Identity Scale of 237 dental clinic nurses was(121.34±20.34), moreover the nurse who working in general hospitals exhibited higher score than in dental-specialized hospitals,the difference was statistically significan(t P=0.041). The score of the Revised Edition of the Maslach Burnout Inventory-General Survey of 237 dental clinic nurses was (1.96±1.02),the average score of entries of ACS was (4.07±0.79). The results of the analysis showed that the professional identity scores of nurses with different working years were statistically different (P＜0.05). The scores of nurses with different working years, academic qualifications and professional titles were statistically different on Job burnout (P＜0.05). Moderate correlations were found among the scores of professional identity, job burnout and organizational affective commitment (P＜0.001), while organizational affective commitment had an intermediate effect between professional identity and job burnout, accounting for 31.5% of total effects. Conclusions? The status of professional identity and organizational affective commitment of dental clinic nurses in tertiary hospitals is at moderate-to-high level, and the status of job burnout in most of them is at low-to-moderate level. Moderate correlations are found among them, while organizational affective commitment plays an intermediate role between professional identity and job burnout. In order to reduce job burnout and establish harmonious and stable working environment, nurse administrators should implement intervention to improve professional identity and enhance organizational affective commitment.