Objective: This review is aimed to examine nurses' work motivation and factors affecting it.Methodology: Cochrane library, MEDLINE, PubMed, Science Direct, Cumulative Index Nursing and Allied Health Literature (CINAHL), ProQuest and Ovid databases were searched, covering the period 2011 to 2017. Studies were included if they concerned nurses' work motivation and the factors affecting it. Results:In the yielded studies, nurses' work motivation is affected by several personal and organisational factors. Nurses' age, years of experience, autonomy, educational level and administrative positions were found as personal characteristics that affect nurses' work motivation level. Moreover, nurses' empowerment, work engagement, pay and financial benefits, supervision, promotion, contingent rewards, supportive relationship (co-workers), communication and nature of work were identified in the literature as organizational factors affecting nurses' work motivation. Conclusion:This review confirmed that nurses' work motivation was often affected by several personal and organizational factors which are crucial in affecting the level of nurses' work motivation.

Family caregivers of people with mental disorders face a number of burdens and stressors, such as associative stigma and burnout. These burdens are often a result of their caring role coupled with insufficient support or ineffective coping strategies, which can affect their quality of life and biopsychosocial integrity that, in turn, may affect the care they provide. This study aimed to explore the experiences of family caregivers of people with mental disorders, through examining the burdens that they face and the coping strategies that they use. Using a descriptive qualitative approach, 13 semi-structured interviews were conducted with members of the Saudi public, recruited through popular social media platforms and analyzed using thematic analysis. Five main themes were constructed from the data: Type of care, Challenges, Coping and support, Perceptions of public awareness, and Messages to others. The findings emphasize the different types of burdens that caregivers experience, and their needs that require a range of responses such as educational training on effective coping strategies, and psychological support in the form of counseling or group therapy. This study highlights the voice of caregivers and their message to the public, in order to correct the misconceptions surrounding mental disorders and those associated with them.

Backgroun d:Reporting errors in healthcare organizations is aimed to detect patient safety and quality of care issues. Reporting errors is frequently used as a general term for patient safety event reporting systems, which depend on those involved in events to provide detailed information. This study aimed to identify barriers of reporting errors at one tertiaryhospital in Saudi Arabia from the perspective of nurses themselves. Methodology:A descriptive cross-sectional study was conducted. The data were collected by a questionnaire that was distributed among 154 nurses varying between male and female staff nurses working at the tertiary hospital. A descriptive statistical analysis was used to analyze the data.Results: Nurses revealed that there are several barriers to report incidents; however, lack of time and complexity of works were the main barriers for nurses to report incidents within the hospital units particularly for nurses who have 11-20 years of experience. Conclusion:Conducting this study has several advantages. Firstly, to identify the common barriers of reporting errors in clinical practice among nurses. Secondly, identifying the barriers and strategies of reporting incidents will enhance the patient safety across the organization and encourage the staff to report the errors.

Background: Evidence-based practice is important in improving the overall quality of patient care, enhance nursing practice and increase the confidence in decision-making. Evidence-based practice is a technique used in solving clinical issues regarding patient care by integrating well-designed evidence with patient preferences, patient assessments, and health professionals. This review aims to explore barriers that confront nursing in the implementation of evidence-based practice. Consequently, by determining some of the barriers to the implementation of EBP among nurses, health care systems can form solutions that allow the health centers to avoid such issues and execute the approach among health care providers. Methods: peer review was undertaken following a literature search in the databases involved CINAHL, MEDLINE and EBSCO Web of Science databases. Included studies were from October 2018 to December 2018, English language and peerreviewed studies that aimed to explore the organizational and individual barriers within the healthcare setting. The quality appraisal tool was used to appraise all the included studies. Results: A total of 12 studies were included. Six studies were quantitative, five studies were qualitative, and one study used mixed methods. Four organizational barriers to implementing Evidence-based practice among nurses were found by reviewing the literature which is ("lack of support and supervision", "lack of training" and "education", "limited resources" and "time restriction"). While, four main themes were considering as an individual barrier to implementing Evidence-based practice among nurses: ("lack of nurses' knowledge", "skills and awareness regarding use the Evidence-based practice", "lack of professional characteristic", "nurses' attitude and experience in using" and "language barrier in using or implementing Evidence-based practice"). Conclusions and implications for future practice: Nursing administrators and educators have the main role to facilitate evidence-based practice implementation among nurses, therefore; the findings of this review can help to overcome the identified barriers. Training and education are important to enhance the knowledge and skills of nurses to use evidence-based practice. Time management, providing the required resources and adequate supervision can facilitate the implementation of evidence-based practice which positively influences the quality of care. For further research, it is very fruitful to investigate the common barriers of EBP in one specific culture such as the middle eastern culture. Furthermore, future research may focus on barriers of implementing EBP related to the patients and their families.

Objective: This review was conducted to investigate the impact of applying 12-hour shifts in comparison to 8-hour shifts on nurses' health wellbeing and job satisfaction. Methods: MEDLINE, CINHALE, PsycINFO, EMBASE, Web of Science, and SCOPUS databases were searched, covering the period between 1980 to 2017. Studies were included if they concerned nurses working for 12-hour shifts in comparison to 8-hour shifts in hospital settings, based on observational/surveys studies. Results: In the yielded 12 studies, 3 studies reported that 12-hour shifts had an impact on nurses' health and wellbeing, such as cognitive anxiety, musculo-skeletal disorders, sleep disturbance, and role stress; however, there was no significant difference between 12-and 8-hour shifts with digestive and cardiovascular disorders, psychological ill health, and somatic anxiety. Of the 4 studies measuring the impact of 12-hour shifts on fatigue, three studies showed that the nurses experienced more fatigue in the 12-hour shifts in comparison to 8-hour shifts; nevertheless, one study did not find a significant difference in fatigue and critical thinking performances between 12-and 8-hour shifts. Nine of the 12 studies measured job satisfaction in 12-and 8-hour shifts, 5 studies showed a greater dissatisfaction regarding 12-hour shifts, while 3 studies found that the nurses were more satisfied with 12-hour shifts than with 8-hour shifts; but one study pointed out that there was a difference between the two shifts considering pay and professional status. Conclusions: The findings of the review suggest that 12-hour shifts resulted in negative health concerns and job dissatisfaction; however, there is a need for more empirical evidence to support this.