Saudi nursing students are trained in theoretical and clinical nursing competencies for four years before transition to newly graduated nurses through a one-year internship program. The transition period is crucial as nursing students have low confidence without adequate clinical experience. Validate and culturally adapt the Arabic version of the Self-Efficacy for Clinical Evaluation Scale (SECS) and explore nursing interns perceived confidence (self-efficacy). Cross-sectional. Four public tertiary training hospitals in Riyadh, Saudi Arabia. A survey was conducted among nursing interns. Validity, reliability, and the cultural relevance of the Arabic-translated instrument was determined. Tests for differences and correlations were undertaken. Perceived self-efficacy and impor.tance of learning objectives. 300 Saudi nursing interns. The Arabic version of SECS was successfully adapted cross-culturally and was valid. Reliability tests showed Cronbach's a=.95 for confidence and Cronbach's a=0.96 for the importance subscales. The overall mean (SD) for perceived confidence and importance of clinical evaluation were 3.7 (0.9) and 4.1 (0.8), respectively. Gender (P less than .001), length of internship (P=.009), and training hospital (P less than .001) were significantly correlated and had a medium effect size with perceived self-efficacy. Gaining knowledge that the gender, length of intern.ship and area of training affect the perceptions of the Saudi nursing interns towards self-efficacy can help preceptors formulate better strategies in developing nursing intern competence and gaining self-efficacy as they move from the academic to clinical nursing practice. The knowledge gathered in this study should be beneficial to nursing administrators, faculty, and mentors/preceptors. Results may not be generalizable due to the limitations in the setting and there are other factors not included in the study that may have explained variances in perceived self-efficacy. None.

Previous studies showed that student nurses faced difficulties in clinical practice; thus, this study examined the clinical challenges encountered by Saudi nationals and the implications to learning outcomes using the descriptive cross-sectional approach. The study was conducted in nursing college in a university in Riyadh, Saudi Arabia. The survey questionnaires were completed by 220 conveniently selected student nurses who were enrolled in Bachelor’s Degree in Nursing from the academic level 5 to 8. Data analysis was done through the Statistical Package for the Social Sciences version 23. Clinical evaluation was perceived as the most common challenge, whereas competency development as the least. Significant associations were found between age and evaluation, academic level and competency development, and grade point average and learning outcomes. Nursing competency development significantly varied with civil status and stream of study. Students in the Regular Nursing Program faced more challenges in achieving learning outcomes then their counterparts. Overall, the challenges were perceived as occasional. Resolving clinical obstacles is crucial in helping student nurses achieve positive learning outcomes.

Background/Objective: Transformational leadership (TL) by nurse managers is a modifiable organizational factor consistently linked to improved staff outcomes. However, evidence from the Arab Gulf region, particularly the Kingdom of Saudi Arabia (KSA), is limited. This study aimed to assess the relationship between nurse managers’ TL and staff nurses’ intent to stay and determine which TL dimensions predict intent to stay. Methods: A cross-sectional online survey was conducted among staff nurses at a three-hospital academic medical city in Riyadh, KSA. A total of 523 eligible respondents successfully completed the survey, utilizing probabilistic cluster sampling to guarantee representation from various nursing units within the medical city. Nurse managers’ TL was assessed across five dimensions by using the multifactor leadership questionnaire, and staff nurses’ intention to stay was measured using intent to stay scale. Descriptive statistics summarized the respondents’ demographic profile, nurse managers’ TL and staff nurses’ intent to stay. Normality was evaluated using Shapiro–Wilk and Kolmogorov–Smirnov tests. Relationships were examined using Spearman’s rank correlation, and multivariable ridge regression modeled the predictive contributions of the overall TL and its five dimensions to intent to stay. Results were considered significant if p < 0.05. Results: Nurse managers’ TL exhibited a positive association with staff nurses’ intention to stay in their current positions (r = 0.22, p < 0.001). Moreover, every dimension of TL demonstrated a strong positive relationship with the intent to stay (all p-values < 0.001). Multivariable ridge regression analysis revealed that the overall TL was a significant predictor of the intent to stay (β = 0.13, p < 0.001). Conclusions: The findings corroborate prior evidence linking TL to retention intentions. This underscores the practical salience of leadership competencies and attributes of nursing leaders, particularly TL, which recognizes the individual needs of staff nurses. This recognition subsequently fosters retention intentions, cultivates supportive nursing work environment, and enhances overall organizational success.

Introduction: To examine mother-infant bonding, feeding practices, and postnatal care experiences of mothers diagnosed with COVID-19 in hospital settings from 2020 to 2022. Methods: A mixed-methods research design was conducted, involving 117 participants in a cross-sectional online survey...