Bayan Alilyyani

Introduction: Empathy and moral sensitivity have been increasingly identified as important psychosocial resources that support the development of nursing students’ ethical awareness, relational practice, and professional identities. Strengthening nursing students’ capacity for empathic and morally sensitive practice within undergraduate education may also support their confidence in managing the complexity of clinical interactions and providing patient-centered care. This study aimed to examine an integrated structural model in which empathy and moral sensitivity were specified as exogenous constructs predicting undergraduate nursing students perceived professional preparedness for future nursing roles. Methods: This cross-sectional correlational study used path analysis based on partial least squares structural equation modeling (PLS-SEM) of data from 402 undergraduate nursing students enrolled in a Saudi Arabian nursing college. Participants completed validated instruments to assess empathy, moral sensitivity, and perceived professional preparedness for future nursing roles. Refined versions of all three instruments demonstrated high reliability and convergent validity. Results and Discussion: The path coefficients for the model were positive and significant, accounting for 70.3% of the variance in perceived professional preparedness. Both empathy ( β = 0.594, p < 0.001) and moral sensitivity ( β = 0.275, p < 0.001) positively predicted perceived professional preparedness.

Background: The application of artificial intelligence in healthcare requires a nuanced understanding of nurses’ attitudes, a construct not adequately measured by existing tools.Objective: This study aimed to develop and psychometrically evaluate the Comprehensive Attitude Toward Artificial intelligence in Nursing Scale, a multidimensional instrument covering cognitive, emotional, ethical, professional ethics, institutional, cultural, and educational dimensions.Methods: In this methodological study, data from 347 registered nurses were analyzed. Construct validity was examined using exploratory factor analysis and confirmatory factor analysis, while reliability was assessed using Cronbach’s alpha and test–retest intraclass correlation coefficient.Results: Results supported a robust seven-factor structure, which explained a point estimate of 73.9% of the total variance. The model fit indices reached the thresholds for good-to-excellent fit: χ²/df = 2.18, CFI = 0.94, and TLI = 0.93. Specifically, the Root Mean Square Error of Approximation (RMSEA) point estimate was 0.055 (90% Confidence Interval (CI) [0.049, 0.061]), and the Standardized Root Mean Square Residual (SRMR) point estimate was 0.048. The scale further demonstrated excellent internal consistency (Cronbach’s alpha point estimate = 0.94), high temporal stability Intraclass Correlation Coefficient (ICC point estimate = 0.88), and strong convergent and discriminant validity.Conclusions: The Comprehensive Attitude Toward Artificial intelligence in Nursing Scale provides a valid and reliable tool for assessing nurses’ multidimensional attitudes toward artificial intelligence, addressing important gaps in current measurement approaches. It offers researchers, educators, and administrators a practical instrument to guide interventions, curriculum development, and policy planning to support effective artificial intelligence integration into nursing practice.

This study aimed to examine the association between emotional intelligence and turnover intention among nurses in Saudi Arabia, as well as the indirect effect through job stress. Nursing shortages remain a critical global concern. Turnover intention among nurses is a key workforce issue associated with negative organizational and patient outcomes. A cross-sectional, non-experimental survey design was used. Data were collected from nurses across Saudi Arabia using an online questionnaire. Emotional intelligence, job stress, and turnover intention were measured using validated instruments. Data were analyzed using SPSS and the PROCESS macro. Emotional intelligence was negatively associated with job stress (B = -0.308, p < 0.001) and turnover intention (direct effect: B = -0.572, p < 0.001). Job stress was positively associated with turnover intention (B = 0.357, p = 0.012). A significant indirect effect of emotional intelligence on turnover intention through job stress was observed (B = -0.110, 95% CI [-0.215, -0.006]), indicating partial mediation. Emotional intelligence is associated with turnover intention both directly and indirectly through job stress. However, due to the cross-sectional design, causal relationships cannot be inferred.

Background: Conflict is an inherent feature of nursing practice and may arise from competing demands, diverse professional roles, resource constraints, and pressures in clinical decision‐making. Nurse leaders play an important role in managing workplace conflict and selecting conflict‐management approaches appropriate to different situations. Authentic leadership, characterized by relational transparency, ethical decision‐making, balanced processing, and self‐awareness, may be relevant to how nurse leaders approach and manage workplace conflict. Aims: This study aimed to examine the relationship between authentic leadership and conflict‐management styles among nurse leaders in Saudi Arabia. Specifically, it examined the associations between authentic leadership and collaborating, accommodating, competing, avoiding, and compromising conflict‐management styles. Methods: A cross‐sectional survey was conducted among 96 nurse leaders working in public healthcare institutions in Saudi Arabia. Data were collected using a demographic questionnaire, the Rahim Organizational Conflict Inventory–II, and the Authentic Leadership Questionnaire. Data were analyzed using descriptive statistics, Pearson correlations, and linear regression, with multivariable adjustment for selected covariates and false discovery rate correction for exploratory analyses. Results: Overall conflict management was significantly and positively associated with authentic leadership ( β = 0.469, R ² = 0.220, p < 0.001). Significant positive associations were also observed for collaborating ( β = 0.500, R ² = 0.250, p < 0.001), accommodating ( β = 0.431, R ² = 0.186, p < 0.001), avoiding ( β = 0.444, R ² = 0.197, p < 0.001), and compromising ( β = 0.472, R ² = 0.223, p < 0.001). In contrast, competing was not significantly associated with authentic leadership ( β = 0.185, R ² = 0.034, p = 0.071). Conclusions: Authentic leadership was positively associated with collaborating, accommodating, avoiding, and compromising conflict‐management styles, but not with competing. These findings indicate associations rather than causation and warrant further longitudinal research.

Internship is considered as a main requirement for nursing students in Saudi Arabia in order to acquire the degree in bachelor of nursing. Also, it is mandatory for them to be registered and qualified nurses in healthcare settings in Saudi Arabia. Thus, there is a need to understand their experiences during the internship to enhance their experiences and maximize the benefits of internship. The aim of this review was to understand and synthesize qualitative research systematically on the experiences of nursing interns during their internship in Saudi Arabia. This review used a qualitative systematic review methodology with thematic synthesis. Nine databases (ProQuest Dissertations & Theses, ERIC, Scopus, PsycINFO, PubMed, Web of Science, ABI/INFORM, CINAHIL, Saudi Digital Library (SDL)) were searched from 1 January 1967 to 1 December 2023, and 56 abstracts were screened. Two screening stages were applied to review studies. Only qualitative studies, conducted in Saudi Arabia, explained the experiences of nursing students during their internship, published in English were included. Thirteen studies were included in this review. Four themes were identified based on the nursing interns’ experience during their internship in Saudi Arabia which are challenges and growth opportunities in a nursing internship, the critical role of preceptorship in nursing internship, challenges and barriers faced by male nursing interns, and the impact of the COVID-19 pandemic on nursing interns. This review identifies the importance of understanding of nursing interns’ experiences and highlights the keys elements that are necessary to improve the internship experience. The usefulness of internships in the nursing profession can be greatly increased by addressing the interns’ concerns which in turns could enhance the outcomes related to interns, patients, and healthcare settings. This study recommends that preceptorship programs should be enhanced by including formal training for preceptors and structured support for interns. However, some limitations were found for this review, including geographical scope, heterogeneity of studies, potential publication bias.

The aim of this study was to explore the relationships between emotional intelligence, resilience, and turnover intention among emergency nurses. Nurses who work in emergency departments face many challenges; they consider these to be the most stressful settings compared with other healthcare departments. Thus, nurses need to be emotionally intelligent and psychologically resilient. This study used a descriptive, cross‐sectional approach to explore the relationships between study variables. It was conducted in four major hospitals in Taif City. The sample included all nurses working in the emergency departments of the selected hospitals. A sample of 202 male and female nurses was conveniently selected. The study relied on self‐administered questionnaires with four sections measuring demographic characteristics, emotional intelligence, psychological resilience, and intention to leave work. The study results showed that nurses possessed a high level of emotional intelligence, excelling in understanding others' emotions and using emotions for self‐motivation, while their abilities in regulating emotions and self‐assessment were slightly lower. Results of the psychological resilience scale also demonstrated a good ability to manage stress and crises, but some cognitive aspects, such as maintaining a positive attitude, needed improvement. Regarding intention to leave, the results showed nurses were reluctant to stay in their jobs due to concerns about pay and working conditions, as well as a lack of administrative support and insufficient opportunities for professional development. The results showed that intention to leave and emotional intelligence were strongly negatively correlated ( R ² = −0.735, p < 0.00001). Also, there was a negative correlation between intention to leave and psychological resilience ( R ² = −0.735, p < 0.00001). However, psychological resilience and emotional intelligence were positively and significantly correlated ( R ² = 0.699, p < 0.00001). The results highlighted that mental health and professional factors play an important role in nurses' decisions to stay or leave. The study shed important light on the factors affecting nurses' decisions to stay in or leave their jobs by thoroughly examining emotional intelligence and psychological resilience. Nurses in emergency departments need to pay attention to their mental health and factors that could affect their intention to leave their jobs.

Background: Dealing with the complex psychological aspects of patient care required a good leader to maintain healthy work environments. Even early in a nursing career, the call for leadership was an essential aspect to enhance the outcomes related to both nurses and patients, especially in the challenging field of mental health nursing. It is known that a supportive work environment is important for nurses working in mental healthcare settings. Purpose: The purpose of this study was to explore the role of nurse leaders in maintaining healthy work environments for nurses working in a mental health hospital in Taif, Saudi Arabia. Methods: This study used a descriptive‐qualitative design. Data were collected from nurse leaders at the Mental Health Hospital in Taif City, Saudi Arabia. Nonprobability, purposive sampling was applied to collect data. Data were collected through semistructured interviews. NVivo was used as a software management system to analyze the data. Results: Nine nurse leaders participated in this study. Thematic analysis was applied to determine the categories of narrative analysis. Based on the participants’ interviews, the findings were categorized into two main themes and six subthemes which are Facilitators to Maintain Healthy Work Environments: Ways to Maintain Healthy Work Environments, Building Teamwork, The Required Leadership Skills in Mental Health Hospitals, Entertainment; and Barriers to Keep the Environments Healthy: Mental Health Nurses’ Traits, and Burnout . Conclusion: Nurse leaders have an important role in maintaining a healthy work environment for mental health nurses, decreasing stress and workload, and improving nurses’ outcomes. Nurse leaders also have to pay attention to their staff’s mental health if they are in leadership positions in mental healthcare hospitals.

Hyperbaric oxygen therapy (HBOT) has emerged as an effective treatment or adjunct therapy for various disorders, prioritizing improving oxygen delivery to tissues. This qualitative inquiry aims to explore the psychological experiences of patients undergoing their first hyperbaric session, focusing on the emotional responses and information needs of patients. The study addresses the gap in understanding patient experiences and seeks to contribute to holistic care approaches and improved health outcomes for patients undergoing HBOT. Using a phenomenological-hermeneutical approach, this study engaged 6 participants from KAASH in Taif City who had undergone at least 1 HBOT session. Data were collected through in-person interviews using a semistructured guide, focusing on patients’ initial HBOT experiences. Giorgi 4-step method was applied for data analysis, allowing for rich descriptions and thematic categorization of the participants’ lived experiences. The analysis is centered around “Walking into the unknown” with emerged subthemes (feeling anxious or being calm; immediate or evolving outcomes; formal orientation and management; success stories and self-learning) organized under 2 revised categories, “Transitioning from fear to reassurance” and “Navigating the path of understanding.” The study also highlighted the critical role of healthcare providers in addressing information gaps and enhancing patient preparedness. The findings revealed the importance of comprehensive patient education and effective communication by healthcare providers to alleviate initial fears and improve treatment experiences for HBOT patients. Future research should expand to other regions and include healthcare providers’ perspectives to further validate these findings and enhance HBOT practices. Integrating psychological support into the treatment process may also benefit patients, promoting holistic care and improving overall health outcomes.

Background: Nurse leaders have a crucial impact in healthcare settings. Hospitals require qualified nurses with leadership skills to provide healthy work environments and enhance the outcomes related to staff nurses and patients. This study aimed to investigate the effect of nursing experience on leadership skills among staff nurses and intern nursing students. Methods: A mixed methods design was applied (quantitative survey design for quantitative part and open-ended questions for qualitative part). Convenience sampling of staff nurses and intern nursing students in Saudi Arabia was applied. There were148 participants who completed the survey of the quantitative part, and 50 of them completed the qualitative part. Participants completed the Leadership Practice Inventory Questionnaire. SPSS v26 was used to analyze quantitative part, and thematic analysis was used to analyze qualitative part. Results: This study found a significance difference among participating groups regarding to the years of experience (F = 5.05, p = 0.00). Three themes were found for the qualitative part which were strategies to enhance leadership skills, factors affecting leadership skills, and obstacles facing participants related to leadership skills. The qualitative data also revealed that participants found that clinical supervision and education ways to enhance the leadership skills, while work pressure, work environment and communication were obstacles of developing their leadership skills. Conclusion: Leadership skills are considered as a significant component of the function of qualified nurses and should be viewed as central to intern nursing students’ learning development. Moreover, leadership skills are essential for the patient and organization outcomes. Nursing colleges and educators play an important role in enhancing to leadership skills as well as experience. Nurse leaders can create healthy care environments that have high quality and safety for patients. Management systems in healthcare organizations must motivate and support clinical leaders who can recognize both individual and clinical requirements and address current issues in their field.

Background. Several studies identified that emotional intelligence skills are important indicators for nurse engagement and performance. Issues related to nursing performance in healthcare organizations have been gaining greater attention because they influence the effectiveness of improvement approaches to maintain high-quality care. This study aimed to investigate the relationships between emotional intelligence and nurses’ work performance and work engagement. Methods. A quantitative, descriptive, correlational design was used to evaluate the relationships between the study variables. Data were gathered from 150 nurses working at Madinah Cardiac Center, Saudi Arabia. Three scales were used to measure the study variables which were Emotional Intelligence Scale, Job Performance Scale, and Utrecht Work Engagement Scale in addition to demographics. SPSS was used to analyze data. Results. The results of this study showed that emotional intelligence has a total mean of 3.77 (SD = 0.598), nurses’ performance 3.65 (SD = 0.503), and work engagement 4.29 (SD = 1.04). The results also showed that there is a positive and significant relationship between emotional intelligence and nurses’ work performance (R² = 0.657, ). Also, it was found that emotional intelligence has a positive and significant relationship with nurses’ work engagement (R² = 0.621, ). Conclusions. This paper highlights the influence of emotional intelligence in nurses’ improved performance and engagement in work. The field of nursing is associated with care and compassion; thus, it needs a high level of emotional intelligence. Nurses need to enhance their emotional intelligence skills by attending workshops. Nurse leaders also have a role in that by building a culture for nurses that is driven by applying emotional intelligence in the workplaces.