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/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.

Background: Mental health problems are highly prevalent among university students in Saudi Arabia; however, help-seeking behaviors remain low despite the availability of mental health services. There is limited evidence regarding students’ intentions to seek help and preferred sources of support, especially formal or informal sources. This study examined help-seeking intentions for mental health problems among university students. Methods: This cross-sectional descriptive study was conducted using an online self-administered questionnaire. Participants were 248 undergraduate students from various Riyadh universities. Help-seeking intentions were assessed using the General Help-Seeking Questionnaire. SPSS software was used to perform independent t-tests to assess differences in preferred sources across demographic groups, and Pearson’s correlation analyses were conducted to examine relationships between preferred sources and demographic variables. Multiple linear regression analyses were conducted to examine demographic and academic predictors of intentions to seek help from formal and informal sources. Results: Students demonstrated a low overall propensity to seek help. Online sources were the most preferred help-seeking option, followed by mothers, friends, and general physicians, whereas faculty, relatives, and religious persons were the least preferred. Preferred help-seeking sources differed by gender. Seeking help from mental health specialists was positively correlated with age and grade point average. Additionally, the regression analysis for formal help-seeking was significant, explaining 8.4% of the variance, with gender as the only significant predictor. Conclusions: These findings suggest the need for targeted interventions to improve students’ help-seeking behaviors. Universities should prioritize mental health literacy initiatives, stigma reduction strategies, and accessible support pathways, particularly by integrating digital and hybrid services and enhancing the role of faculty and institutional support systems in promoting timely and appropriate help-seeking.

Nursing students faced learning losses during the COVID-19 pandemic due to the transition to virtual classes, inadequate communication, and reliance on virtual clinical training as a prerequisite for clinical practice. This study aimed to investigate the extent of learning loss experienced by nursing students and examine the impact of simulation-based learning (SBL) on mitigating this learning loss and on students’ confidence, satisfaction, and performance before and after the SBL program. This quasi-experimental study used a within- and between-subjects design. Data were collected from January 2022 to May 2023 from 177 nursing students before and after the SBL program. The Learning Loss scale and Simulation Training Evaluation Questionnaire were used. Substantial learning losses were observed in nurses’ knowledge, professional attitude, and skills before the intervention. The intervention group had significantly higher knowledge, professional attitude, and professional skills than the control group. The intervention significantly improved nursing students’ confidence, expectations/satisfaction, and performance. The regression model revealed that age and weeks in internship were significant predictors of learning loss. Prior distance education experience did not show any significant association with learning loss. Thus, SBL is useful in crisis situations; it enhances nursing students’ knowledge, professional attitudes, and professional skills. Course designers should consider integrating SBL into nursing curricula as an innovative teaching strategy to compensate for possible learning losses. This approach will help prepare graduates to enter the workforce with the ability to quickly adapt and practice confidently in clinical settings to ensure patient safety.

Evaluating consumer expectations and perceptions of established services is crucial to assessing the quality of drive through pharmacy services. Therefore, this study aimed to assess public perceptions of pharmacist image and the perceived advantages and disadvantages in response to the establishment of drive through pharmacy services. A cross-sectional quantitative study was conducted among individuals living in Riyadh, the capital of Saudi Arabia, in 2024. The study took place from March to July 2024. The questionnaire consisted of 5 sections and a total of 28 items. The mean age of the respondents was 58.4 years (standard deviation = 10.4; range: 20–83 years). Approximately 60% of respondents believed that pharmacists maintain an appropriate balance between patient care and the business aspects of their profession. Moreover, 55.2% agreed that prescriptions are likely to be processed more quickly at drive through pharmacies compared with traditional settings. Notably, 88.4% (n = 296) recognized drive through pharmacies as particularly beneficial for serving individuals who are ill, elderly, or physically disabled. The mean score for the public image of pharmacists was 10.9 ± 2.1 (median = 11), while the mean perceived benefit score for drive through pharmacies was 26.5 ± 4.06 (median = 28). In contrast, the mean score for perceived drawbacks was 24.1 ± 5.4 (median = 24). Overall, the current study provided a preliminary insight into people’s perceptions of the role of pharmacists, as well as the benefits and drawbacks of drive through pharmacy services, which had not yet been published. A majority of respondents felt that pharmacists strike a good balance and prioritize patient health over commercial matters.