Nurse turnover presents a significant challenge for healthcare organizations worldwide, impacting patient care quality and organizational stability. Understanding the determinants of nurse turnover, particularly job satisfaction, intention to stay, organizational commitment, and general self-efficacy, is crucial for developing effective retention strategies. This study aimed to explore the relationships among job satisfaction, intention to stay, organizational commitment, general self-efficacy, and demographic variables. A cross-sectional, correlational research design was employed, with data collected through validated questionnaires distributed to a total convenience sample of 227 clinical nurses in Riyadh, Saudi Arabia between July 2023 and August 2023. Validated measurement tools, including the Job Satisfaction Index, the Intent to Stay Scale, the Organizational Commitment Scale, and the General Self-Efficacy Scale, were utilized. Descriptive statistics were employed to summarize demographic information, and a correlation analysis was conducted to explore the relationships between the study variables. The findings revealed moderate levels of job satisfaction, intention to stay, organizational commitment, and general self-efficacy among the clinical nurses, with significant positive correlations observed among these variables as well as the nurses’ sociodemographic characteristics. Notably, clinical nurses constituted a significant portion of the sample, suggesting the need for targeted interventions tailored to this demographic group as well as non-Saudi nurses (expatriate nurses), particularly in enhancing their organizational commitment and self-efficacy. The study found significant and positive associations between the four study variables and the nurses’ demographic characteristics. Tailored interventions addressing job satisfaction, intent to stay, organizational commitment, self-efficacy, and demographic variables are essential for mitigating nurse turnover. By fostering a supportive work environment and implementing targeted retention strategies informed by demographic insights and determinants of turnover, healthcare organizations can enhance nurse retention rates and ensure a stable and fulfilled nursing workforce.

Nursing turnover has emerged as an urgent concern with a substantial influence on the financial efficiency and quality of care in healthcare frameworks worldwide. This study determined important factors associated with nurses’ intentions to leave and what would bring them back. This was a cross-sectional, multisite study of nurses in three public hospitals. Convenience sampling was used to recruit 205 nurses from the selected hospitals. A questionnaire was used to measure demographic and professional background information, current job satisfaction, and the intention to leave work and return. Bivariate and multivariate analyses were run using SPSS. This study revealed that both job satisfaction (M = 47.26, SD = 11.59, range: 19–76) and intent to leave a current job (M = 14.18, SD = 4.36, range: 4–20) were reported at moderate levels. There were significant differences reported between the scores of nationality and job satisfaction (p < 0.05) and between the means of income level and intention to leave (p < 0.05). There was also a significant, negative association between satisfaction and intention to leave (r = −0.551, p < 0.05). In regression, income level (β = 0.159, p = 0.021), incentives (β = 0.186, p = 0.002), hospital type (β = 0.189, p = 0.005), and intention to leave (β = −0.454, p < 0.001) significantly influenced satisfaction. Gender (β = −0.122, p = 0.037) and nationality (β = −0.210, p = 0.007) were found to influence the intention to leave among participants significantly. In conclusion, this study indicated that job satisfaction and intention to leave are important factors affecting nurses’ enthusiasm. Incentives also had a positive impact on increasing nurses’ satisfaction levels. Future research studies should investigate what factors might lead to improved monthly salaries and provide more incentives among nurses.

Background: Nursing research in Saudi Arabia can be evaluated based on productivity as well as the quality of publications. The scope of scientific inquiry in nursing research expands to include clinical, health system, and outcome-based research, education, and administration. Aim: The purpose of this article is to track the development of nursing research in the Kingdom of Saudi Arabia. Design: Systematic review. Methods: This study used keywords, databases including MEDLINE, CINAHL, and PubMed to search for published articles on nursing in Saudi Arabia. The search resulted in the identification of 681 publications, from which 360 articles met the inclusion criteria and were included in the review. Results: The highest percentage of studies (56.7% of articles) focused on nursing clinical practice, and 76.0% of the studies were conducted in a hospital setting, followed by an educational setting. Most of the studies were quantitative and non-funded. More than 50.0% of the studies were first authored by Saudi scholars. Conclusions: This study concluded that nursing research in Saudi Arabia is still in its infancy, with notable improvements in the last 5 years. This correlated with an increasing number of nurses holding postgraduate degrees. With the Saudi government’s strong support, the number of scientific research papers published on Saudi nursing has steadily increased over the last year.

Background: Although extensive research on appropriate treatments has been conducted, how nurses provide care to patients at the end-of-life (EOL) is unclear, particularly among intensive care unit (ICU) nurses in Saudi Arabia. Purpose: To explore intensive care unit nurses’ experiences in providing end-of-life care in Saudi Arabia. Methods: This study utilized an exploratory, descriptive, qualitative approach. A purposive sampling technique was used to recruit ICU nurses (n = 10) working in ICUs at a tertiary teaching hospital in Riyadh, Saudi Arabia. Using a semi-structured interview guide, ten individual interviews were conducted. Data were analyzed using thematic analysis. The trustworthiness of this study was ensured by following Lincoln and Guba’s (1985) criteria. Findings: Four major themes related to ICU nurses’ experiences of providing EOL care emerged, including: “feeling challenged but driven”, “holistic caring”, “collaborative working ethics”, and “caring for the undying and dying”. Conclusions: This study adds to the body of knowledge about the experience of ICU nurses caring for EOL patients. It offers valuable insights into challenges, coping strategies, holistic caring, collaboration, and the management of critical or dying patients at EOL in the ICUs.

Background: Professional values are the foundation of nursing practice. Current research evidence on the influence of professional values on clinical competence among acute care nurses in the clinical area is lacking. Purpose: The purpose of this study was to examine the professional values and self-reported clinical competence among acute care nurses. Methods: This quantitative study used a cross-sectional, correlational design. A convenience sample of 403 nurses was recruited to answer the survey utilizing the Nurses Professional Values Scale-3 and the Nurse Competence Scale. The Pearson correlation coefficient was computed to test the relationship between study variables, and a stepwise multiple regression analysis was then performed to investigate the predictors of nurses’ professional values and clinical competence. Results: The professional value of “caring” received the highest mean score, followed by “professionalism”, while the factor “activism” was rated the lowest. Education was a significant predictor of all three factors of professional values. For clinical competence, “managing situations” was rated as the highest dimension, while “ensuring quality” was rated as the lowest. Moderate positive correlations were revealed between the three factors of professional values and all dimensions of nurses’ clinical competence. Area of practice and “activism” were the only significant predictors of the nurses’ clinical competence. Conclusions: Nurses perceived all three factors of professional values with high importance in influencing their clinical competence. These findings can contribute to the development of educational interventions to improve and sustain professional values and clinical competence among acute care nurses.

Background: Articulating a clear scope of practice for all nursing categories is essential for improving patient safety, quality of care, and nurse retention. However, this is not the case in many countries, including Saudi Arabia. This study aimed to analyze the actual scope of practice for nursing staff in Saudi Ministry of Health hospitals. Methods: The study used a cross-sectional exploratory design. The sampling method used in the study was the quota sampling technique. The scale utilized in this study was the Actual Scope of Practice (ASCOP) scale. Data were collected in March 2021 through an electronic form questionnaire completed by 286 nurses in two hospitals in Al-Hasa province in Saudi Arabia. Results: The overall mean score for ASCOP was 4.64 out of 6. When participants were grouped according to select characteristics (various nursing staff categories, educational levels, years of experience, nationality, gender, and type of work setting), the results revealed no statistically significant differences in overall ASCOP mean scores, except for gender and nationality. Conclusions: The overall mean scores of nursing activities performed in practice do not significantly differ across nurses with different professional categories (health assistant, nursing technician, nursing specialist, and senior nursing specialist), indicating no clear scope of practice for each nursing category, in turn leading to role overlap among them in practice. The current study’s findings can guide decision-makers to develop a clear scope of practice for nurses. The findings should also urge the decision-makers to reevaluate the usefulness of having multiple professional categories of nurses who are allowed to carry out almost the same job duties.