Background Stigma refers to the discrediting, devaluing, and shaming of a person because of characteristics or attributes that they possess. Generally, stigma leads to negative social experiences such as isolation, rejection, marginalization, and discrimination. If related to a health condition such as mental illness, stigma may affect a person’s illness and treatment course, including access to appropriate and professional medical treatment. Stigma has also been reported to affect patients’ families or relatives, along with professionals who work in mental healthcare settings. Stigma is strongly influenced by cultural and contextual value systems that differ over time and across contexts. However, limited information is available on how types of stigma are experienced by patients with mental illness and mental health nurses in Indonesia. Method We explored the stigma-related experiences of 15 nurses and 15 patients in Indonesia. The study design and analysis of interview data were guided by deductive (directed) content analysis. Results Five themes emerged. Four themes were patient-related: personal/patients’ stigma, public/social stigma, family stigma, and employment stigma. The fifth theme related to stigma toward healthcare professionals working with patients with mental illnesses, which we categorized as professional stigma. Conclusions This study has achieved a deep understanding of the concept of stigma in the Indonesian context. This understanding is a prerequisite for developing appropriate interventions that address this phenomenon and thereby for the development of mental health services in Indonesia. This study may also be transferable to other countries that share similar cultural backgrounds and adhere to traditional and religious value systems.

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Aim To evaluate healthcare professionals’ perceived organizational support and its effect on their compassion, resilience, and turnover intention in the United Arab Emirates. Background The COVID‐19 pandemic exerted unprecedented pressure on healthcare systems, professionals, and management systems. Healthcare organizations begin to explore their roles and function in relation to risks and resilience, in addition to ascertain what level of organization support they are providing to their workers. Methods A cross‐sectional study was conducted with a questionnaire administered to 538 healthcare workers, to examine their personal resources and organizational support during the pandemic. Results 37.7% of nurses were found to have a moderate level of resilience, and logistic regression showed that being married is a protective factor against resigning from the profession (OR = 0.462, P = 0.012, 95% CI: 0.254–0.842), and healthcare workers who perceived higher organizational support were approximately 50% less likely to have a turnover intention (OR = 0.506, P = 0.009, 95% CI: 0.303–0.845). Multiple linear regression model indicated significantly higher resilience among physicians (β = 0.12, P < 0.05) and allied healthcare practitioners (β = 0.12, P = 0.022). Organizational support had a significant positive relationship with resilience scores (β =0.20, P <.001); adequate training was significantly related to higher compassion levels (β = 0.11, P < 0.05); and high organizational support scores were associated with increased compassion scores (β = 0.27, P <.001). Conclusions Front‐line healthcare workers reported moderate organizational support during the pandemic, commensurately reflected in moderate levels of personal resilience and self‐compassion. Continued and better support is vital for employee sustainability and the increased health system performance, including quality of care and patient outcomes. Implications for nursing management Nurse managers should help healthcare workers improve self‐care strategies by strengthening personal resources, including by shortened duty hours, offering adequate break time, providing a safe work climate, and purveying adequate personal protective equipment and supplies to combat infections. They should build an empathetic work environment through understanding the needs of staff, helping tackle their work stress and sustaining cultures of compassion through promoting rewarding and flexibility strategies. Moreover, policymakers and nurse mangers should create a rewarding culture for nurses and other healthcare workers to increase their commitment to their jobs.

Introduction: This study aimed to determine the prevalence of anxiety among clinical training students. Despite the existence of interventions that address anxieties, lack of data on the size of the problem, especially in the Middle East where mental health stigmatized, means that outcomesmay not be maximized. Materials and Methods: Our study was cross-sectional survey of the University of Sharjah (UOS), the United Arab Emirates students undergoing clinical training in health sciences. The participants were selected from all the three UOS campuses: medical and science colleges; women's colleges; and men's colleges. A sample of 219 clinical training students were randomly sent an electronic link to participate on an online survey. The study received ethical approval from the UOS Research Ethics Committee number is REC-20-03-04-02-S. Results: The mean score for state anxiety was 47.24±1.31 and the mean score for trait anxiety was 46.82±1.21. These scores indicated a high level of anxiety among students undertaking clinical training. Overall, 63% of the sample were classified as having high state anxiety, and 62% had high trait anxiety. Conclusion: This study shows clinical training students experience high levels of state and trait anxiety. It is necessary to address this issue to improve the conditions and circumstances for students entering clinical training. It may also be necessary to implement strategies to enable students with anxiety to perform well in clinical training.