Since nursing leadership is acknowledged as a critical determinant of health care outcomes, this study assesses job burnout, embracing emotional exhaustion, depersonalization, and personal accomplishment, as well as overall job engagement among leaders in the nursing field. Notably, the study proposes to compare the nurse leaders’ well-being by evaluating job burnout as occupational exhaustion (OE), depersonalization/loss of empathy (DP), and personal accomplishment assessment (PA) indices of work-related well-being in Prince Sultan Military Medical City in Riyadh. The cross-sectional design of the work includes 177 participants being nurse leaders, with the help of instruments such as the Maslach Burnout Inventory and the Work Engagement Scale. Studies show that 53.7% of the respondents had moderate job burnout, and 24.9 % had high job burnout. Consequently, 49.7% of the nurse leaders described moderate work engagement and 35.0% strong. The co-relational analysis depicts an insignificant negative coefficient between job burnout and work engagement. However, the evidence of the study revealed that age and work experience have positive and direct effects on job burnout and that age, work experience, and marital status have positive indirect effects on work engagement. This paper underscores the importance of preventing and mitigating burnout among nurse leaders to improve the well-being of the workers with the view of increasing patient outcomes amid enduring workforce scarcity in healthcare. Potential strategies to enhance the role resources for promoting the adaptive functioning of nurse leaders at work are examined.