The Saudi government is currently facing multiple challenges in achieving “The Gold Standard” in nursing practice. This is not limited to educational challenges, staffing shortage, paucity of international and national benchmark evidence, absence of clear and defined scope of nursing practice, and lack of appropriate policies and regulations. This study presented a comprehensive plan for developing a policy based on current challenges, recognition of policy goals, assessment of potential options and alternatives, identification of stakeholders, proposition of recommended solutions, and implementation of the framework to transform nursing standards and link these changes with the Saudi Vision 2030. However, amendments are required in the present strategic plan for the better management of the nursing profession. It is doubtful that the current nursing profession status quo is capable of meeting the golden standards for health care. Thus, the transformation of the nursing profession in Saudi Arabia is necessary.

Objective In consideration of the current nursing shortage in Saudi Arabia, we aimed to investigate the association among perceptions of work environment, communication satisfaction, and intentions to quit nursing profession among nurses. In addition, we aimed to investigate the mediating effect of communication satisfaction on the association between nurses’ perception of work environment and their intentions to quit nursing profession. Methods This predictive correlational study was conducted at one of the major hospitals in Saudi Arabia from January 2020 to March 2020. It included a convenience sample of 367 full-time registered nurses who completed three types of close-ended questionnaires. We used IBM SPSS version 24.0 to analyze the collected data. Regression analyses were used to test the study’s hypotheses. All regression assumptions were assessed and confirmed. Significance for all tests was set at p ≤ .05. Results The findings indicated an affirmative association between work environment perception and communication satisfaction (b = .764, p < .05) among nurses. In addition, findings showed that work environment perception (b = −.187, p < .05) and communication satisfaction (b = −.226, p < .05) have negative impacts on the nurses’ intentions to quit; indicating that as work environment perception or communication satisfaction increases, the intention to quit decreases among nurses. Further, a mediation effect of communication satisfaction on the relationship between work environment perception and intention to quit was confirmed. Conclusion This study presents a novel conceptual framework developed based on the literature about the predisposing factors for nurses’ intentions to quit nursing profession. Our results suggest that work environment perception and communication satisfaction among the most contributing factors for nurses resignation. Effective communication was established as a crucial factor for establishing attractive and healthy working environment. Nursing managers can benefit by applying these findings to develop appropriate strategies to inhibit the shortage of nurses in Saudi Arabia.

Low recruitment of Saudi nationals into the nursing profession, coupled with a growing population, has led to a severe nursing shortage in Saudi Arabia, particularly of nurses with advanced qualifications in clinical nursing. While the role of nurse practitioner has been successfully integrated into the healthcare systems of the U.S., Canada, the UK and Australia for decades, the advanced practice registered nurse (APRN), which includes nurse practitioners and clinical nursing specialists, is still not being implemented effectively in Saudi Arabia due to a variety of regulatory, institutional and cultural barriers. The author looks at some of those barriers and offers recommendations of how they might be overcome. Given that in many parts of the world, nurse practitioners are considered an essential component to meeting healthcare demands, the author considers the question of whether APRNs can find a role in Saudi Arabia’s healthcare system.

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Objectives: To assess nurses' knowledge and attitudes toward pain management in intensive care units )ICUs( in Saudi Arabia.

Introduction An occupational stress was reported as an inhibitor of optimal performance among nurses. Emotional intelligence (EI) has emerged as a successful behavioral buffer against occupational stress and as a facilitator for better performance. This study aimed to investigate the potential relationship between nurses' EI and their work performance; and to examine the mediating role of occupational stress. Design A predictive correlational design was adopted. Method Self‐reported questionnaires were administered to 391 full‐time bedside nurses recruited from one of the big hospitals in Saudi Arabia, between April and June 2021. Data were coded and analyzed using IBM SPSS version 25.0. Simple and multiple linear regression analyses were used to test the hypotheses. The significance level for all tests was set at p ≤ 0.05. Bonferroni correction method was used to control the family‐wise error rate. Results The findings revealed an affirmative association between nurses' EI and work performance (β = 0.69, p < 0.001; r2 = 0.483). Additionally, an inverse association was established between nurses' EI and their perception of occupational stress (β = −0.54, p < 0.001; r2 = 0.286), and between nurses' perception of occupational stress and work performance (β = −0.52; p < 0.001; r2 = 0.226). Additionally, our results showed that occupational stress played a mediating role in the relationship between nurses' EI and work performance. Conclusion This study presented a novel framework that includes two factors affecting work performance among nurses in Saudi Arabia. Our results suggest that EI is vital for effective work performance among nurses. Additionally, EI was found to be a useful coping strategy against occupational stress. Clinical Relevance EI has been described as a valuable asset for better performance and effective group cohesiveness among nurses. Optimal nurses᾽ performance leads to meeting patients᾽ needs and organizational goals.

Background and Objectives: Emotional intelligence refers to a social skill, which enables individual to better regulate emotions and cope up with the different demands and environmental pressures. This assists in enhancing professional competence enabling better delivery of services. This paper aimed to examine the consequences of emotional intelligence in the nursing profession by presenting its concepts, definitions, models, and implications. Methods: A literature review study was made and articles were searched from various databases including Scopus, EMBASE, ProQuest, PsychINFO, and CINAHL, using key terms "emotional intelligence," "nursing," and "concept analysis" from 2000 to 2019. Twenty articles were included following their compliance with the inclusion and exclusion criteria and removing of the duplications. Results: Social and personal attributes affect emotional intelligence. Self-awareness, relationships, self-management, and social awareness are other important components of emotional intelligence. The nursing professional explains a social and personal aspect that emotional intelligence entails and further portrays a meaningful role of emotional intelligence in both the sensitivity and moral dimension of clinical practice. Conclusion: The nursing professionals who possess increased emotional intelligence experience few emotional psychosomatic symptoms and emotional exhaustion, greater workshop collaboration and teamwork, more satisfaction with their jobs, fewer unidentified patient care needs, and better emotional health.

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