Background: The rapid population growth in Saudi Arabia, projected to reach 39.5 million by 2030, have significantly pressured the healthcare system. Vision 2030’s healthcare transformation underscores the urgent need for reforms in Saudi nursing, emphasizing retention and professional development to ensure high-quality care. Purpose: This study examines factors influencing Saudi nurses' retention within a university hospital, focusing on job satisfaction, leadership, and work environment. Methods: Using a descriptive cross-sectional design, data was collected from 82 Saudi nurses. Results: Retention factors included the type of patients cared for (50%), workplace relationships (42.7%), and the feeling of making a difference (37.8%). Time off and professional development opportunities (28%) were also significant. Conversely, limited career promotion (69.5%) and inadequate salary (67.1%) were key reasons for leaving, alongside stressful conditions (48.8%), unsafe staffing (48.8%), and lack of leadership support (35.4%). Conclusions/Implications for Practice: Adapting Saudi healthcare policies to align with cultural and religious values is more crucial than ever. Policies that integrate these aspects are vital for supporting the predominantly nurse female workforce and ensuring their long-term engagement and satisfaction.

Due to their difficult profession, nurses often experience stress, anxiety, and sadness. High-stress units like the ICU and ER are especially stressful, although medium and low-stress departments such as Outpatient, and general hospital in patient wards may have their own pressures. This study compared nurses' stress, anxiety, and depression in high, medium, and low-stress hospital units in King Fahad Medical City. The study used the Depression, Anxiety, and Stress Scale (DASS-21) to measure psychological distress and a demographic and workplace questionnaire to measure workload, shift patterns, and sleep duration. SPSS was used for descriptive and inferential statistics like chi-square testing and regression analysis. Key findings showed that high-stress nurses reported significantly higher depression and stress than low-stress nurses. Interestingly, medium-stress departments had higher anxiety levels, defying stress preconceptions. Nationality and shift patterns affected mental health outcomes, with non-Saudi nurses and those working rotating shifts suffering more stress and anxiety. Mental health programs customized to each hospital unit's pressures are needed, according to the report. Workload management, stress-reduction, and sleep hygiene can reduce the psychological burden of nursing, especially in high-stress conditions.

Retirement presents a pivotal life transition that can offer both liberation and adversity. This qualitative study explores the personal experiences of Nigerian retirees, shedding light on post-retirement challenges. Using purposive sampling, an in-depth interviews were conducted involving two (2) focus group discussions with six (6) retirees as participants in each group, who are residents of Government Residential Area (G.R.A) Trans-Ekulu, Enugu State, Nigeria. The data of the study participants’ showed that majority served an average of 35 years in active service. Despite this, the study revealed that retirees struggle to balance their newfound freedom with (1) financial constraints, (2) health issues, (3) demands of family obligations, and (4) lack of proper records/profiling in active service. Also, participants expressed dissatisfaction of their pensions and gratuities arrangements, which are not properly managed by Pension Fund Administrators (PFAs). The study underscores the urgent need for comprehensive retirement education, transparent pension fund management, improved healthcare access, and institutional reforms aimed at easing the transition into retirement. Policy implications and suggestions for future research were examined to enhance retirees’ post-retirement success.