During the outbreak of the COVID-19 pandemic, interpersonal interactions are restricted to social networks. Undergraduate students are isolated in their homes and dorms. Loneliness is closely related to psychological distress. Fear of contracting the disease will worsen psychological distress. The purpose of this study was to assess the severity of depression, anxiety, and stress symptoms among undergraduate students and their relationships with social networking sites usage during the COVID-19 lockdown. An online survey was used to recruit 456 participants for this cross-sectional descriptive study. Self-reported questionnaires were used to collect data on students' demographics, depression, anxiety, stress, and social networking usage. The results revealed that the majority of students had symptoms of depression (74.1%), anxiety (59.6%), and stress (61.2%). Female students had higher depression and anxiety symptoms than males. Senior-level students' psychological distress symptoms were significantly different from those of junior level. The largest percentage of students (91.9%) used social networking sites for entertainment. The academic usage of social networking sites was negatively (p < .05) correlated with depression and stress scores, while entertainment usage was positively correlated with anxiety. Age was not found to be significantly correlated with psychological distress. Academic and entertainment use of social networking sites were successfully associated with psychological distress symptoms after controlling for demographics. During this unprecedented time of undergraduate students' course of study, they were experiencing higher than average distress symptoms. These symptoms could be mitigated by continuing the regular academic activities and delivering the most accurate up-to-date information on the COVID-19 through social networking sites.

Intimate partner violence (IPV) is a serious public health issue at the global level, with cultural differences in its nature and prevalence. Most of the current evidence related to IPV comes from Western countries; however, there is a lack of evidence of IPV in developing countries such as Saudi Arabia. The issue of IPV has been investigated in Saudi Arabia only recently, and data have been inconsistent and inconclusive. Hence, we conducted a systematic review of the extant literature devoted to IPV prevalence, risk factors, and outcomes as well as Saudi women’s help-seeking behaviors. Various databases, such as PubMed, CINAHL, Medline, PsycINFO, and reference lists of the reviewed studies, were searched to identify relevant studies by using different keywords. The review included 16 studies that met the inclusion criteria, which revealed several findings. There is no national representative prevalence study of IPV in the Saudi context. Various IPV definitions were used with limited evidence for the reliability and validity of the used IPV measures. IPV is a prevalent issue among Saudi women, but rates are comparable to those of other countries. There are various individual, relational, and sociocultural factors that increase women’s vulnerability to IPV victimization. However, limited information is available regarding IPV protective factors. More importantly, IPV experiences negatively affect Saudi women’s physical and mental health status. Saudi women rarely seek formal support for IPV. This review also highlights the lack of IPV data and inconsistencies in defining and measuring IPV. More rigorous research regarding IPV is needed to help develop relevant preventive and intervention programs.

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Aim To explore complex relationships among structural empowerment, formal power and informal power in predicting job performance quality. Background Job performance is a major determinant of organisations' progress towards their goals and providing quality care. Job performance quality is an aspect of job performance and complex phenomenon that requires a more in‐depth understanding of complex relationships predicting its quality in nurses. Methods This was a cross‐sectional quantitative study. Participants were 195 nursing staff providing direct patient care in four hospitals in Jordan. Hayes process was used to examine moderated mediation relationship predicting job performance quality. Results The proposed model in this study explained 86% of the variance in job performance quality. The results showed that structural empowerment effect on job performance quality was significant for direct and indirect paths. However, those effects varied at different levels of informal power. Conclusion This study suggested that the relationship between structural empowerment and job performance quality was none linear. Implications for Nursing Management This study stresses the importance of considering complex relationships in promoting job performance quality. Understanding the nonlinear relationship between structural empowerment and job performance quality is expected to help nursing researchers, administrators and policymakers promote job performance quality.

OBJECTIVE The purpose of this study is to investigate the level of structural empowerment and explore its relationship with job performance among nurses. BACKGROUND Empowered nurses display more authority and an awareness of the accomplishment of their contribution to organizational goals. METHODS A cross-sectional study was conducted with a convenience sample of nurses in 4 hospitals in Jordan. Data were collected using a self-administered questionnaire. RESULTS A total of 195 nurses responded to the questionnaires, including 88 males (45.1%) and 107 females (54.9%). Overall, participants perceived their work environment to be moderately empowering. There is a significant positive correlation between structural empowerment and job performance. CONCLUSIONS Highly empowered nurses display higher performance than less empowered nurses. Nurse managers must create an empowering work environment that supports nurses' job performance positively through structural empowerment. Applying structural empowerment in the work setting is crucial for ensuring the highest quality of patient care, improving nurses' performance, and reaching the organizational goals.