Hyperthyroidism is one of the primary dysfunctional thyroid diseases that results from abnormally high thyroid hormone secretion. It leads to metabolic derangement that manifests as heightened vital functions and metabolism and hyperdynamic blood circulation. Hyperthyroidism jeopardizes one’s quality of life and hampers the patient’s job performance. The disease is chronic but diagnosable and treatable and can be kept under control medically. We aimed to estimate the prevalence of suspected hyperthyroidism cases among a population sample in Jeddah city by using Wayne’s scoring and delineation of factors associated with the disease. A cross-sectional study design was used. A total of 346 participants were conveniently selected from two shopping malls in Jeddah city during a five-day health awareness campaign. The data were collected by certified physicians, according to Wayne’s score inventory. The study included 194 women (56.1%) and 152 men (43.9%). The participants’ ages ranged from 16 to 56 years. The Wayne’s scores showed 80.6% were euthyroid, 18.2% equivocal, and 1.2% have hyperthyroidism. Bronchial asthma was significantly associated with hyperthyroidism in men, while obesity was significantly associated with hyperthyroidism in women. Age, gender, level of education, and family history of chronic diseases, including thyroid disorders, were not significantly associated with hyperthyroidism. Wayne’s scoring for hyperthyroidism, which is a noninvasive tool, in addition to its detection of hyperthyroidism cases, can predict patients with equivocal results or those that might be subclinical for further medical assessment and follow-up. A Wayne’s score can give the results of hyperthyroidism comparable to the results obtained by biochemical investigations. This tool is not in common use, but it is quite useful and should be put into broader usage.

Nurses often work under high stress and heavy workloads, making it critical to understand factors that influence their motivation, psychosocial safety climate (PSC), and work engagement (WE). Objectives: To assess nurses’ levels of motivation, PSC, and WE; examine relationships among these variables; and test whether PSC mediates the association between motivation and WE. Methods: A descriptive correlational study was conducted with 318 nurses from Assiut University Hospital, Egypt, using validated scales for motivation, PSC, and WE. Data were analyzed using descriptive statistics, Pearson’s correlations, multivariate regression, and mediation analysis (bootstrapped, 5000 resamples). Statistical significance was set at p < 0.05. Results: Nurses reported moderate motivation (M = 118.1, SD = 16.4), moderate WE (M = 22.7, SD = 5.8), and low PSC perception (M = 60.5, SD = 16.6). Motivation was positively correlated with PSC (r = 0.48, 95% CI [0.39, 0.56], p < 0.001). Motivation-WE correlation was small and non-significant (r = 0.10, 95% CI [−0.01, 0.21], p = 0.08). Mediation analysis showed PSC partially mediated the motivation-WE link (indirect effect = 0.07, 95% CI [0.02, 0.14]), though the effect size was small. Conclusions: Motivation and PSC reinforce each other, but neither strongly predicts WE in this setting. Targeted strategies to strengthen PSC and intrinsic motivation may indirectly enhance engagement and retention.

Background: Career plateauing is an increasingly recognized workforce challenge in nursing, associated with reduced motivation, professional growth, and retention. While organizational support and role-related factors are known to influence nurses’ work outcomes, their combined effect on career plateauing remains insufficiently explored, particularly in university hospital settings. Aim: This study aimed to examine the effect of perceived organizational support, role clarity, and role ambiguity on career plateauing among staff nurses working in university hospitals. Methods: A descriptive correlational cross-sectional design was employed. Data were collected from 210 staff nurses working in two Egyptian university hospitals using four validated instruments: a demographic data sheet, the Perceived Organizational Support Scale, the Role Clarity and Role Ambiguity Questionnaire, and the Career Plateauing Scale. Data were analyzed using Pearson correlation and univariate and multivariate linear regression analyses with SPSS version 27. Results: Most nurses reported moderate levels of organizational support (85.2%) and career plateauing (84.3%). Role ambiguity demonstrated a significant negative correlation with career plateauing (r = −0.441, p < 0.01), while organizational support and role clarity were positively associated with plateauing perceptions. Multivariate regression analysis revealed that role ambiguity was the strongest predictor of both hierarchical and job content plateauing (p < 0.001), followed by role clarity and organizational support. Conclusions: Reducing role ambiguity may alleviate perceptions of career plateauing among nurses. However, increased organizational support and role clarity alone may heighten awareness of limited advancement opportunities if not accompanied by tangible career development pathways. Nursing leaders should focus on clarifying roles while creating realistic and transparent opportunities for professional growth.

Background: Sustainable leadership has emerged as a critical approach for promoting long-term organizational effectiveness and workforce well-being in healthcare settings. However, empirical evidence linking sustainable leadership to workplace integration and resilience among nurses remains limited. Objective: This study aimed to examine the association between sustainable leadership and both workplace integration and resilience among staff nurses. Methods: A descriptive cross-sectional correlational design was used. Data were collected from 200 staff nurses working in intensive and intermediate care units at a tertiary healthcare institution. Standardized instruments were used to measure sustainable leadership, workplace integration, and resilience. Data were analyzed using descriptive statistics, Pearson correlation, and linear regression analysis. Results: Sustainable leadership was positively associated with workplace integration (r = 0.43, p < 0.001) and resilience (r = 0.24, p < 0.001). Regression analysis indicated that sustainable leadership was associated with workplace integration (β = 0.43, R² = 0.18, p < 0.001) and resilience (β = 0.24, R² = 0.10, p < 0.001), explaining a modest proportion of variance in both outcomes. Conclusions: Sustainable leadership is significantly associated with improved workplace integration and resilience among nurses. Healthcare organizations should adopt sustainable leadership practices such as providing consistent mentorship and professional development chances to improve workplace integration, and implementing supportive supervision and wellness initiatives to improve nurse resilience. However, the relatively low explained variance suggests that additional individual and organizational factors contribute to these outcomes. Therefore, sustainable leadership should be integrated with complementary strategies, including peer support programs and workload management interventions, to comprehensively strengthen workforce integration and resilience.