Background: Considering the positive influence of simulation from previous literature may encourage educators to regard it as a valuable teaching strategy in nursing schools. This literature review aims to investigate whether the use of simulation improves undergraduate nurses’ self-confidence during clinical practice. Methodology: This study employed a literature-based design. Five academic databases, including CINAHL, EBSCO, ProQuest, PubMed and Medline, were utilised to extract relevant studies using appropriate keywords and Boolean operators. Studies published in the last 15 years (2005–2020) were included in the search. Studies were retrieved using the Exclusion and Inclusion criteria. The Critical Appraisal Skills Programme (CASP) was used to critically appraise the studies. Results: A total of 15 primary research studies were extracted for review. Four major themes emerged from the review: Improved self-confidence to carry out clinical tasks, Increased ability to work in teams, Improved self-confidence to perform community work and Improved self-confidence in communicating with patients and team members. Conclusion: Clinical simulation is a useful tool in increasing the self-confidence of nursing students to perform clinical tasks, make clinical judgements, communicate with patients and team members and improve their teamwork. To improve the quality of care received by patients, it is recommended that clinical simulations be integrated into the nursing curriculum in Saudi Arabia. Increasing the confidence of students has been shown to be associated with greater confidence in performing clinical tasks.

Emergency department nurses play a critical role in providing quality care to patients, and gauging the degree of their burnout and its root causes holds significant importance. This study investigated the demographics and other factors associated with burnout, job satisfaction, and turnover among nurses in the Emergency Department (ED) in the Hail region of Saudi Arabia. A cross-sectional correlational method was employed. It included 370 nurses in the ED of seven hospitals in Hail region of the Kingdom of Saudi Arabia using self-selected volunteer sampling via WhatsApp professional groups. Data were collected using standard questionnaires to measure burnout, job satisfaction, and turnover intention, from December 2025- January 2026. A conventional response rate could not be calculated due to unknown group membership. Female nurses reported lower job satisfaction than male nurses (B = − 1.19, p = .037). Mid-career and experienced nurses reported lower satisfaction than new graduates (B = − 2.05, p < .001; B = − 2.38, p < .001), and higher burnout (B = 8.63, p = .009; B = 11.02, p = .001). Nurses with master’s degrees reported higher burnout than those with bachelor’s degrees (B = 7.84, p = .011). Nurses in large hospitals reported lower burnout (B = − 15.43, p = .013) yet also lower job satisfaction (B = − 3.38, p = .025) than those in small hospitals. Nurses in peer support and professional development reported lower turnover intention than those in mentorship programs (B = − 0.35, p = .038; B = − 0.42, p = .008), but also lower job satisfaction (B = − 2.85, p < .001; B = − 3.77, p < .001). Job satisfaction was negatively correlated with burnout (r = –.589, p < .001) and turnover intention (r = –.569, p < .001), while burnout was positively correlated with turnover intention (r = .683, p < .001). New graduate nurses reported higher satisfaction and lower burnout than experienced nurses. Master’s degree holders demonstrate higher burnout than their counterparts. Smaller hospitals have both better job satisfaction and higher burnout, indicating two separate JD-R paths. Both peer support and continuing education demonstrated a lower level of turnover intention compared to mentorship programs, but related to low job satisfaction. Compared to public hospital, private hospital nurses demonstrated higher turnover intentions in multi-variable analyses. Low job satisfaction was extremely related to high burnout and high turnover intentions and supports the importance of addressing these issues to help retain nurses. Caution should be applied when considering these results to a larger population due to the voluntary nature of the sample from the Hail Region.

Background: Returning to work after childbirth is one of the major factors leading to early cessation of breastfeeding. Article 154 of the Saudi Labor Law gives employed nursing mothers the right to a daily breastfeeding break. However, little information is available regarding employed mothers’ experiences of returning to work while breastfeeding. To date, no qualitative studies have examined this transition experience among employed mothers in Hail City. Methods: This study employed a qualitative descriptive phenomenological design based on Husserl’s transcendental phenomenology and Colaizzi’s seven-step model. The researchers recruited 13 breastfeeding mothers (aged 27 to 32 years), who worked in various sectors such as government, education, healthcare, and private sectors, via purposeful and snowballing methods. Interviews were carried out face-to-face in Arabic, lasted approximately 30 to 50 min, and occurred one to eight months after the mothers returned to work. Saturation was reached when three consecutive interviews did not produce any new code or theme. All interviews were audiotaped and transcribed verbatim in Arabic and translated into English, with the translation verified by a bilingual researcher who cross-checked a random sample of transcripts against the original Arabic audio recordings to ensure conceptual and linguistic accuracy. Data analysis was completed using Colaizzi’s seven steps, with NVivo software used only to manage the data. Trustworthiness was established using Lincoln and Guba’s criteria, including member checking, triangulation of sources, thick description, maintenance of an audit trail, and reflexive bracketing. Five of the 13 mothers reviewed and confirmed the summary of findings during member checking. Results: Five themes described the essential structure of the experience: (1) return anticipation, preparation, and quiet resolve; (2) the workplace as an unaccommodating space, with twelve of thirteen mothers lacking a lactation room, and most reporting no protected time and no safe milk storage; (3) the gulf between the law on paper and the law in practice: only two mothers knew of their Article 154 entitlement, and in participants’ accounts access rested on informal arrangements with supervisors rather than on stated workplace policy; (4) straddling two worlds, the guilt, anxiety, and divided identity of performing maternal and professional roles at the same time; and (5) circles of support, with family help, coworker solidarity, and personal determination described as key facilitators. Taken together, the accounts of the participants in this sample pointed to a fundamental structure of solitary negotiation. Mothers continued breastfeeding largely through personal and family effort, with little institutional support available to them. Conclusions: In this sample of employed mothers in Hail City, breastfeeding after return to work was sustained largely through personal and family effort rather than enforceable rights. These findings are specific to one city and one group of mothers, so they may not apply to other settings. They still point to the possible value of enforcing and raising awareness of Article 154, providing workplace lactation facilities, training supervisors, and offering anticipatory breastfeeding counseling during maternity leave.