Several studies have been conducted to investigate the barriers to implementing evidence-based practice (EBP) worldwide. In Saudi Arabia, a few studies were conducted in hospital and mental health settings, and no study has explored the topic in primary healthcare settings. This study aimed to examine the barriers perceived by primary healthcare nurses in implementing EBP. This study employed a correlational and cross-sectional design. A total of 284 nurses were surveyed using the BARRIERS scale. Regression analysis was performed to identify the effects of predictor variables on the four subscales. The overall raw score on the BARRIERS scale was 86.21 (standard deviation = 16.15). The highest mean score was reported in the organizational subscale, followed by the innovation and communication subscales, whereas the lowest mean score was reported in the adopter subscale. The findings showed that the three top-ranked barriers were: (1) results of the studies are not generalizable to nurses’ setting, (2) facilities are inadequate, and (3) physicians do not cooperate with the implementation. Findings showed that nurses encounter organizational-related barriers to a moderate extent and EBP implementation varies depending on gender, level of education, and job position. There is a need to create and implement educational interventions and programs to overcome the barriers to effective EBP implementation among primary healthcare nurses.

Background: The World Health Organization (WHO) has defined burnout as an occupational phenomenon resulting from unsuccessfully managed chronic workplace stress. The well-being of healthcare professionals is the foundation for the health of patients and organizations. In Saudi Arabia, nursing plays a pivotal role in the healthcare sector, with both local and expatriate nurses taking part in various clinical and high-pressure services. However, rapid growth in healthcare facilities, staff shortages, and patient loads are adversely impacting stress levels among nurses. Methods: This study used a mix of research methods to survey 1,747 nurses (with a 90% response rate) from three major hospitals (King Fahad Medical City, King Saud Medical City, and King Faisal Specialist Hospital and Research Center), two smaller hospitals (Prince Mohammed Bin Abdulaziz Hospital and Al Habib Medical Group (HMG)-Al Suwaidi Hospital branch), and five primary healthcare centers, selecting participants randomly. Survey questionnaires collected data to evaluate the significance of the proposed burnout-combating strategies in relation to nursing administration, workload, and hospital administration responsibilities. Qualitative data were gathered through semi-structured interviews with 90 nurses to investigate and explore burnout triggers, implications, and coping mechanisms. Findings: A majority of the nurses (87.9%) indicated that assessing their needs and listening to their feedback could help them manage and prevent burnout. In comparison, 89.7% believed that their leaders should enhance the work environment and conditions, while 87% suggested adjusting the nurse-to-patient ratio to improve patient satisfaction. Conversely, 6.8% of the participants held a negative perception that each additional patient per nurse was associated with an increase in the mortality rate, whereas 3.4% felt that granting nurses more control over their schedules and conducting departmental meetings to discuss health could help alleviate work pressure. We identified three themes: factors that trigger burnout symptoms, the implications of burnout, and suggested coping mechanisms. Additionally, they highlighted the prevalence and likelihood of burnout triggers, implications, and coping strategies, providing critical insights for nurse leaders, workload management, and hospital administrators. Conclusion: Nurse leaders, along with workload management strategies and hospital administrators, play a crucial role in mitigating and overcoming burnout. Establishing a healthy work environment is recognized as the most effective strategy for combating burnout, followed by implementing mental health education and training programs to enhance adaptive and cognitive resilience, promote health improvement, and strengthen resistance to burnout. Further research is needed to evaluate the effectiveness of these coping strategies for other healthcare professionals and to explore how cultural diversity, religious beliefs, and social factors may influence burnout triggers, consequences, and the development of self-coping mechanisms. Implications for practice: Healthcare leaders should remain vigilant and prioritize strengthening resilience in hospital settings. Changes in institutional policies are essential to upholding suitable staffing ratios to reduce workload stress, implementing equitable scheduling practices to enhance work-life balance, and ensuring consistent, uninterrupted breaks to promote mental and physical rejuvenation. Organizations must implement policies that directly address the factors contributing to burnout. Clinical trial number: Not applicable.

Background: The productivity of nurses and patient healthcare is highly influenced by nurses’ stress-related factors and job satisfaction. Nursing is the least preferred career opportunities for Saudi residents as compared to other options. Nurses’ perceptions of intention to quit contributes to their shortage in Saudi health care institutions.Purpose: The study aimed to examine the relationship between work-related stress and job satisfaction among Saudi nurses working at a public hospital.Methods: The research used a cross-sectional design that collected data from samples of 297 nurses working at a specified public hospital and aged over than 20 years old. Convenient sampling was employed to recruit the samples. Data were collected using the Expanded Nursing Stress Scale (ENSS) and Job Satisfaction Scale (JSS). The Statistical Package for Social Sciences (SPSS) version 20.0 was applied, and Pearson’s correlation test was to identify the relationship between variables.Results: The results indicated that the nurses at the hospital where the study took place experienced low levels of stress with a mean value of 2.1995. Besides, the nature of work indicated maximum job satisfaction with a mean value of 15.666, whereas minimum job satisfaction levels (11.569), were related to benefits provided to nurses. A positive correlation was found between the level of stress and satisfaction with a p-value of 0.041.Conclusion: The stress factors were highly correlated with job satisfaction. The identification of stress factors is important as it may create a negative impact on patients’ care and their well-being. It is suggested that changes in managerial affairs and policies are essential for implementing beneficial strategies that may assist in resolving the issue.