Panacea for Improving Mental Health: The influential Roles of Social Capital, Resilience and Job Embeddedness on Nurses’ Mental Health

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Ike, Ngozi U. Chuke, Onyedikachi C. Nnamchi This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6075103/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 12 You are reading this latest preprint version Abstract Background: Given the high demands and stressors associated with the profession, mental health issues among nurses are a growing concern. Nurses frequently encounter a combination of emotional, physical, and mental challenges that contribute to burnout, anxiety, depression, and other mental health problems. Limited research has addressed the endogenous and exogenous precipitating factors that influence mental health among health professionals, particularly nurses, in the healthcare sector. However, addressing mental health concerns among nurses is crucial for their well-being and the quality of care they provide. Consequently, this study investigated the influence of social capital, resilience, and job embeddedness on positive mental health among nurses. Methods: This study employed a cross-sectional design, involving 613 nurses aged 29–55 years (M = 34.78, SD = 6.52) recruited through snowball sampling from government-owned hospitals in Southeast Nigeria. Data were collected via an online survey utilizing standardized measures, including the Personal Social Capital Scale, Brief Resilience Scale, Global Job Embeddedness Scale, and Positive Mental Health Scale. Hierarchical multiple regression was used for data analysis. The STROBE checklist guidelines were adhered to ensure quality and transparency. Results: Hierarchical multiple regression analysis was conducted to test the hypotheses. Results revealed that social capital (β = .27; t =2.29, p<.05), resilience (β = .30; t =4.40, p<.05), and job embeddedness (β = .21; t =3.37, p<.05) were independently and positively correlated with positive mental health among nurses. Conclusions: The study findings revealed that social capital, resilience, and job embeddedness are recipes for enhancing and harnessing positive mental health among nurses. The findings of this study underscore the intricate interplay between these endogenous and exogenous factors—job embeddedness, social capital, and resilience—in promoting mental health among nurses within their organizational context. These endogenous and exogenous factors emerge as critical elements that facilitate employees' capacity to navigate workplace challenges and mitigate stressors that may affect their mental wellbeing. Job Embeddedness Mental health Nurses Resilience Social Capital Introduction Mental health is a critical component of overall well-being and has profound implications for both individuals and society. As global awareness of mental health increases, it has become clear that mental health affects every aspect of life, from personal productivity to social cohesion [ 1 ]. Unfortunately, many societies still place mental health in the shadow of physical health despite its equally significant impact. Prioritizing mental health is an ethical obligation and practical necessity for a thriving, functioning society [ 2 ]. Mental health is a dynamic and integral part of overall health that varies across the lifespan and is influenced by a complex interplay of factors, such as contextual forces [ 3 ]. It encompasses not only the absence of mental illness, but also the presence of emotional, psychological, and social well-being. Mental health affects cognition patterns, affect, and behavior, and how people handle stress, relate to others, and make proactive decisions throughout life [ 4 ]. Mental health is increasingly recognized as a crucial component of society’s overall well-being [ 5 ]. In recent years, there has been a growing awareness of the importance of mental health, mainly due to advocacy, education, and the efforts of public health organizations such as NGO, social media, and mental health advocates [ 6 ]. This paradigm shift in approach has made it easier for people to talk about issues such as anxiety, depression, and stress, without fear of judgment. However, although the stigma surrounding mental health has decreased, its prevalence still exists. This is pertinent because many people face discrimination, denigration, and misunderstanding regarding what constitutes mental health conditions. For instance, in some cultures and communities, discussing mental health is forbidden, leading to feelings of shame and isolation among those who are suffering, while in others, much attention is not given to this phenomenon, which rapidly devastates the fabric of society [ 7 ]. Furthermore, maintaining positive mental health among employees is sacrosanct for the holistic functioning of individuals and organizations. Thus, positive mental health refers to a state of well-being in which an individual realizes his/her abilities, can cope with the everyday stresses of life, works productively, and contributes to the society or environmental context therein [ 8 ]. It encompasses the emotional, psychological, and social aspects of health, balancing the challenges faced and the ability to manage and thrive despite these challenges [ 9 ]. Positive mental health is not merely the absence of mental illness, but rather the presence of qualities such as resilience, optimism, self-esteem, and a sense of purpose and meaning in life. Consequently, promoting positive mental health requires a multifaceted approach that addresses individual, interpersonal, community, and societal factors [ 10 ]. Such promotions can occur in several ways, such as promoting physical health through regular exercise, balanced nutrition, and adequate sleep; cultivating strong social connections and support networks; and developing coping skills and resilience through practices such as mindfulness, which can enhance emotional regulation and stress management, thereby providing access to resources and services that promote mental wellbeing. Research [ 11 ] indicates that individuals with positive mental health are more likely to engage in health-promoting behaviors, maintain strong social connections, and experience greater satisfaction in relationships and work. Thus, the effects of positive mental health extend beyond the individual and impact communities and societies as a whole. Workplaces that prioritize mental health promotion and provide resources for individuals to develop resilience and coping skills tend to experience lower rates of mental illness, reduced healthcare costs, and increased productivity [ 12 ]. Positive mental health can foster supportive environments in which individuals feel valued, respected, and empowered to reach their full potential. Nurses are crucial in the healthcare system, serving as advocates, educators, caregivers, and leaders in promoting health and improving patient outcomes [ 13 ]. However, the link between mental health and nurses is multifaceted and crucial for nurses’ well-being and the quality of care they provide to patients. Nurses often face high levels of stress, emotional exhaustion, and burnout due to the demanding nature of their work, which can have significant implications for their mental health [ 6 ]. Factors such as heavy workloads, long hours, exposure to traumatic events, and dealing with patient suffering and death contribute to the mental health challenges experienced by nurses. Nurses’ mental health has a profound impact on patient care. Research [ 14 ] suggests that nurses who experience high levels of stress or burnout are more likely to make errors, have lower job satisfaction, and provide suboptimal care to patients because of compromised mental health. Thus, the complex mental health challenges faced by nurses stem from the demanding nature of their profession, which often leads to high levels of stress and burnout. As noted in the literature, [ 6 ] asserted that stressors, such as emotional exhaustion and depersonalization, significantly impair individuals’ well-being and the ability to provide quality patient care. In addition, the increasing mental health needs of patients exacerbate these challenges, leading to a cycle of stress that threatens job satisfaction and longevity in the nursing profession. Furthermore, since nurses are the backbone of healthcare systems worldwide, they play an indispensable role in delivering medical services, often in challenging and resource-constrained environments [ 15 ]. The nature of their work, which involves long hours, emotional strain, and exposure to traumatic situations, places a significant burden on mental health. Prioritizing mental health among nurses in Nigeria is not just a matter of individual well-being, but a necessary step in improving healthcare outcomes, ensuring a sustainable workforce, and enhancing the overall quality of care. Nursing in Nigeria is a high-pressure profession because nurses are often overworked owing to a shortage of healthcare professionals, which leads to increased workload, long shifts, and little time for rest [ 16 ]. The combination of physical exhaustion and emotional strain among such nurses can result in burnout, a state of chronic stress that affects mental and physical health [ 17 ]. Studies [e.g., 15] have shown that this resource-constrained environment can lead to decreased job satisfaction, higher absenteeism, turnover rates and poor mental health. Thus, nurses’ mental health directly affects their quality of care. For instance, a mentally healthy nurse is likely to be attentive, empathetic, and capable of making sound clinical decisions. In contrast, nurses struggling with mental health issues may have diminished focus, made more errors, and were less responsive to patient needs. Given the essential role of nurses in patient outcomes, investing in their mental health is crucial for improving the overall quality of healthcare globally, and in Nigeria in particular. However, to mitigate these adverse effects, incorporating social capital, resilience, and job embeddedness in the work setting can serve as critical interventions, fostering a supportive professional environment that promotes positive mental health among nurses. While social capital, resilience, and job embeddedness play significant roles in facilitating positive mental health [ 18 – 20 ], limited research has examined their roles in a sample from sub-Saharan Africa (e.g., Nigeria), particularly among health professionals (e.g., nurses). Furthermore, practical and strategic interventions targeting these variables of interest are scarce, leaving health professionals, particularly nurses, without sufficient guidance on fostering social capital, resilience, and job embeddedness in their work settings to facilitate positive mental health. Building upon previous studies, this research aims to contribute to the existing, albeit insufficient, literature on these variables of interest by investigating the roles of social capital, resilience, and job embeddedness on the mental health of nurses in a previously understudied context such as sub-Saharan Africa (e.g., Nigeria). By exploring these associations, the study seeks to provide a nuanced understanding of the inherent factors that enable nurses to overcome work-related stressors that mitigate positive mental health in their work settings. This research is particularly relevant in the sub-Saharan context, such as Nigeria, where addressing the tripartite goals of social capital, resilience, and job embeddedness is essential in promoting optimal mental health among nurses due to the vulnerability and stress-prone nature of their working environment. Consequently, the study findings aim to contribute to the growing body of literature on these variables of interest while offering context-specific rather than generality-specific insights on developing intervention strategies, which is vital for cross-cultural transportability and validity of findings. Theoretical Framework and Hypothesis Development Social network theory [ 21 ] posits that the quality and structure of social relationships significantly influence social dynamics, which encompass the resources and support derived from these networks. Social Network Theory (SNT) [ 21 ] provides a framework for understanding how individuals interact within their social structures, influencing important dimensions of social dynamics, such as resilience, social capital, and job embeddedness, which facilitate positive mental health. The interconnectedness of the social network theory with social capital, resilience, job embeddedness, and mental health illustrates how relationships and networks fundamentally shape individual and collective well-being. However, when examining the role of social networks in building social capital and fostering community support, it becomes evident that these social dynamics are pivotal in enhancing social support, resilience, and job embeddedness. For instance, individuals with robust social connections often exhibit greater resilience because supportive ties enable them to navigate adversities more effectively. This is pertinent because social networks facilitate the exchange of resources and information, which strengthens bonds among individuals, thereby enhancing collective efficacy [ 22 ]. For example, when individuals within a network provide support to colleagues, they reduce each other's job stress, enhance organizational attachment, and effectively mitigate burnout and stress that hinders positive mental health attainment. Thus, these interconnected relationships underscore how robust social networks not only foster individual growth but also enrich the overall social fabric, leading to the thriving of good mental health in the work context where support and resources are readily accessible. These networks facilitate the sharing of resources, information, and emotional support, which are essential for coping with various challenges. Hence, interconnectedness within social networks enhances social capital, enabling individuals and groups to access diverse forms of assistance that will help improve their health conditions. Furthermore, the reinforcement of relationships through shared experiences contributes to a sense of belonging and collective identity, which is vital for maintaining mental health and fostering resilience among individuals facing adversity [ 23 ]. Consequently, the principles of social networks function as a critical support system, promoting adaptive strategies and reducing vulnerability during challenging periods, analogous to positive mental health. This is evident as mental health represents a crucial intersection within the nexus of social network theory - social capital, resilience, and job embeddedness. Moreover, the concept of job embeddedness, rooted in social network theory, elucidates how personal and professional ties contribute to employee commitment (individual and organizational) in their workplaces, further reinforcing mental health by fostering a sense of belonging and inclusivity, which promotes positive mental health [ 24 ]. This is imperative because the quality and quantity of social connections can significantly influence individuals' mental health outcomes, as supportive networks provide emotional and practical resources essential for coping with stress and adverse experiences that mitigate positive mental health. Hence, such connectivity is vital in environments perceived as stress-prone, particularly within the health sector, where work environment stressors can undermine nurses' psychological well-being. According to [ 25 ], fostering robust social networks can enhance emotional well-being by providing essential resources that bolster social capital, resilience, and job embeddedness, thereby facilitating positive mental health outcomes. The symbiotic relationship between these constructs and the principles of social network theory underscores the importance of social connections in enhancing social capital, resilience, and job embeddedness. This demonstrates that well-established networks not only provide resources but also promote psychological stability and job satisfaction, which are essential for thriving in a complex stress-prone work environment, such as the health sector. Consequently, drawing upon the aforementioned theoretical perspectives and empirical evidence, the present study posits that the interaction among social capital, resilience, and job embeddedness constitutes a potent triad for improving mental health outcomes among nurses, particularly within high-stress environments such as hospitals.. Social Capital and Mental Health Social capital is paramount to nurses as it profoundly influences their ability to deliver high-quality patient care, foster professional development, and navigate complex healthcare environments. Social capital refers to the resources, networks, and relationships embedded within social structures that individuals and communities can access for support, collaboration, and mutual benefit [ 26 ]. Nurses rely on social capital within healthcare teams to collaborate effectively with colleagues from diverse backgrounds and disciplines. Dai and Gu [ 27 ] assert that strong interpersonal relationships and trust among team members facilitate communication, information sharing, favorable work-role balance and decision-making, leading to coordinated patient care delivery. For nurses, social capital manifests in various forms, including collegial relationships, inter-professional collaboration, mentorship networks, and community partnerships. Nurses utilize social capital within healthcare teams to collaborate effectively with colleagues from diverse backgrounds and disciplines. Research by Morgan et al. [ 28 ] highlights the positive impact of social capital on team performance and patient outcomes, emphasizing the importance of mutual respect and shared goals within healthcare teams, which is instrumental in fostering positive mental health among employees. Extant studies [e.g., 29] suggest a strong association between social capital and positive mental health outcomes, as individuals with higher levels of social capital tend to experience better mental health due to several factors such as emotional support, a sense of belonging, social networks, companionship, and sharing of experiences. According to Lin et al. [ 30 ], social capital can function as a protective factor against stressors and adversity that affect positive mental health, as access to diverse social resources, such as advice, information, and instrumental assistance, enables individuals to navigate life's challenges more effectively, thereby reducing the risk of developing mental health problems.. However, social capital plays a pivotal role in shaping mental health outcomes, especially within the nursing profession, where occupational stressors are prevalent [ 28 ]. Consequently, enhanced social connections and supportive environments have been associated with increased positive work attitudes, such as job satisfaction and quality of work life, enabling employees to navigate the emotional demands of their work more effectively. For instance, the study by Ehsan et al. [ 31 ] emphasizes the role of social capital in career advancement for nurses, demonstrating how mentorship and networking contribute to professional growth, job satisfaction, and positive work attitude. Based on the aforementioned propositions, the researchers posit the following: H1: High perception of social capital would positively correlate with positive mental health among nurses. Resilience and Mental Health Furthermore, addressing the multifaceted challenges of attaining positive mental health, nurses require resilience as a critical component of their professional toolkit. Resilience is defined as the capacity to adapt and recover in the face of adversity, trauma, or significant stressors [ 17 ]. It involves maintaining mental and emotional well-being despite experiencing challenging circumstances or setbacks [ 32 ]. Resilience enables individuals to cope with adversity, overcome obstacles, and function effectively in their daily lives. It encompasses various factors, including personal traits, social support, coping strategies, and external resources, which contribute to an individual's ability to withstand and recover from adversity [ 33 ]. Extant studies [e.g., 34] suggest that resilience is a dynamic process that can be cultivated and strengthened over time through supportive relationships, effective coping strategies, and access to resources and services that promote mental health and well-being. This is particularly relevant because resilience is a crucial trait in the workplace that enables employees to navigate the myriad challenges inherent in their profession and maintain their well-being. For instance, resilience enables nurses to maintain a positive outlook and a sense of purpose in their work, which is essential for sustaining motivation and engagement and promoting a culture of well-being. Invariably, resilience enables nurses to cope with the significant emotional demands of their work role, thereby enhancing their mental health and job satisfaction [ 35 ]. This interplay underscores resilience as a vital factor for sustainable nursing practice and a healthier work environment [ 36 ]. Similarly, the study by Ike et al. [ 34 ] suggests that individuals who demonstrate higher levels of resilience tend to experience better mental health outcomes, even in the presence of significant challenges or traumas. This is attributed to the fact that resilient individuals often employ adaptive coping mechanisms, such as problem-solving, seeking social support, and reframing negative situations in a more positive manner. These strategies assist them in effectively managing stressors and maintaining a sense of psychological well-being [ 32 ]. The researchers therefore hypothesize that: H2: High perception of resilience would positively correlate with positive mental health among nurses. Job Embeddedness and Mental Health Consequently, the resilience mechanisms among employees enhance the efficacy of the broader network of job embeddedness in promoting positive mental health among employees. Job embeddedness is a multifaceted construct encompassing the array of factors that bind employees to their jobs and organizations [ 37 ]. It involves the interplay of various dimensions/facets, such as links, fit, and sacrifice, which collectively influence an individual's commitment and attachment to their job and organization [ 38 – 39 ]. The link dimension refers to the connections and relationships employees develop within their work environment, including relationships with colleagues, supervisors, and the broader organizational network [ 38 ]. These connections foster a sense of belonging and social support, contributing to employees' sense of attachment and reluctance to leave. Fit pertains to the alignment between an individual and their job, organization, and community. When employees perceive a high degree of compatibility between their values, skills, and goals and those of the organization, they are more likely to feel integrated and committed to their jobs and less inclined to pursue alternative employment opportunities [ 38 ]. Sacrifice involves the perceived costs of leaving the job or organization, including losing benefits, seniority, social ties, and professional reputation. Higher perceived sacrifices make it more difficult for employees to disengage from their current jobs and increase their likelihood of remaining in their current positions. Thus, such an array of interconnected factors facilitates employees' positive perception of work life, a contributing factor to positive mental health [ 40 ]. The interconnectedness of job embeddedness and well-being is particularly salient in nursing, where the demands of the profession often lead to heightened levels of the stress-constrained environment. Job embeddedness, characterized by the degree to which employees feel connected to their jobs and organization, significantly influences psychological health. Evidence [e.g.,41] suggests that a stronger sense of embeddedness can increase employee job satisfaction and emotional well-being. Nurses who perceive strong support from their colleagues and organizations are more likely to feel embedded in their jobs and less likely to experience feelings of isolation or alienation. Thus, social support can serve as a buffer against stressors in the work environment and contribute to nurses' positive mental health. According to Ampofo et al. [ 42 ], a significant relationship exists between job embeddedness and derivatives of positive mental health, such as job satisfaction, particularly in high-stress professions such as nursing. For instance, when employees feel embedded in their roles—through connections with colleagues, understanding their roles, and a sense of belonging—they are more likely to experience a higher positive attitude towards life and work roles/demands. This connection is particularly crucial in rural hospital settings, where isolation and resource limitations can exacerbate job-related stress. Thus, fostering job embeddedness through social connections and supportive organizational culture can enhance nurses' job satisfaction, contributing to better mental health outcomes and improved retention rates in healthcare settings [ 43 ]. Therefore, the researchers posit that: H3: High perception of job embeddedness would positively correlate with positive mental health among nurses. Methods Sample, study design and Procedure This study employed a transverse research design utilizing a multi-center cross-sectional approach to recruit nurses from various government hospitals in South-Eastern Nigeria through a snowball sampling method. These hospitals were selected based on their staff strength, quality workforce, and specialized service delivery coverage [ 44 ]. The study was conducted between March and June 2024. The participants comprised 613 nurses, of whom 85 (39.9%) were male and 128 (60.1%) were female. The ages of the participants ranged from 29 to 55 years (mean age = 34.78; SD = 6.52). The demographic characteristics of the participants were as follows: 76 (12.4%) were male and 537 (87.6%) were female. Regarding marital status, 374 (61%) were married and 239 (39%) were single. With respect to the participants' educational qualifications, the majority (590; 96.2%) were registered nurses or held a B.Sc. Nursing degree, while 23 (3.8%) possessed an M.Sc. degree. Concerning years of service, 387 (63.1%) participants had worked between one and 10 years, 211 (34.4%) between 11 and 20 years, and 15 (2.5%) had worked for more than 20 years. Inclusion criteria were applied for sample selection. These criteria stipulated that participants must be registered nurses between the ages of ≥ 29 and ≤ 55 years and must be full-time staff members of the sampled hospitals. The exclusion criteria encompassed student nurses who had not yet qualified as registered nurses, community health extension workers, and nurses between the ages of 55. The Ethical Review Committee Board (blinded for review) approved the study. Prior to the commencement of the study, participants were thoroughly informed about its requirements, and informed consent was obtained from all participants. All procedures were conducted in accordance with the ethical standards of the responsible committee on human experimentation (institutional and national) and in compliance with the Helsinki Declaration of 1975 as amended in 2000. The study sample size was determined with a 5% margin of error, a 95% confidence interval, and a 50% response rate on an estimated population of 3773 registered nurses within the southeast states, as documented by the National Association of Nigeria Nurses and Midwives Membership Data 2024. Consequently, the recommended minimum sample size, calculated using the Raosoft online sample calculator ( https://www.raosoft.com/samplesize.html (accessed on April 2024), was 349 participants. The sample size utilized in this study exceeded this threshold level. Previous studies have demonstrated the validity of this method in a broader academic context [ 13 , 39 ]. Furthermore, for data collection, participants (aged 29 + years) were recruited via Micro workers—an online crowdsourcing platform ( https://www.microworkers.com ) and were directed to complete an anonymous survey designed to assess the importance of social capital, resilience, and job embeddedness on mental health. This methodology has been employed in previous research [ 45 ]. In total, 647 nurses responded to the survey. Data from 34 respondents were excluded due to nonresponse to the variables of interest, while 613 valid responses were utilized for data analysis, yielding a valid response rate of 94.7%. However, only participants who met the inclusion criteria were included in the study. Measurements Social Capital Social capital was measured using Chen et al.'s [ 46 ] Personal Social Capital Scale. This scale assesses an individual's network connections characterized by reciprocity, trustworthiness, and resources that enhance bridging, bonding, and optimal well-being. It comprises 10 items rated on a 5-point Likert scale ranging from 1 "None" to 5 "All". Sample items include "Among your co-workers/fellows/organization, how many of them would help you if they know you have difficulties in life?" and "How many of your co-workers/fellows will definitely help you when you need money or materials?". A higher score indicates the experience of greater social capital. Chen et al. [ 46 ] reported a Cronbach's alpha of .87 for the overall score, 0.77 for bonding social capital, and 0.85 for bridging social capital for the sub-scales. Chen et al. [ 46 ] asserted that the scale could be utilized as a single or composite measure; consequently, the present study employed it as a single construct. The current study yielded a Cronbach's alpha coefficient of .89. Resilience Resilience was assessed utilizing the Resilience Scale (R-14), a 14-item instrument developed by Wagnild and Young [ 47 ] to evaluate an individual's capacity to withstand life stressors, thrive, and derive meaning from life's challenges. The items on the Resilience Scale (R-14) are scored using a 7-point Likert scale ranging from 1 "strongly disagree" to 7 "strongly agree". Representative items include: "I usually take things in stride" and "My life has meaning". A higher score on the RS-14 scale indicates greater resilient characteristics. Wagnild and Young [ 47 ] reported a Cronbach's alpha coefficient of 0.83. In the present study, the researchers obtained a reliability coefficient of 0.8.3. Job Embeddedness Job embeddedness was assessed utilizing the Crossley et al. [ 48 ] Global Job Embeddedness Scale. The scale evaluates factors that contribute to employee retention within an organization. It comprises a 7-item measure with responses on a 5-point Likert scale ranging from 1, "Strongly disagree" to 5 "Strongly agree". Representative items include: "I feel attached to this organization", "It would be difficult for me to leave this organization", and "I am tightly connected to this organization." Higher scores indicate a greater propensity for organizational attachment. Crossley et al. [ 48 ] reported a Cronbach's alpha of 0.87. The present study yielded a Cronbach's alpha coefficient of .70. Positive Mental Health The Positive Mental Health Scale (PMH-Scale) developed by Lukat et al. [ 49 ] was utilized to assess the mental health of nurses. It is a 9-item standardized self-administered screening instrument designed to measure mental health. The items in the instrument are scored on a 4-point response format ranging from 1 "Not true" to 4 "True". Sample items include: "I am in good physical and emotional condition" and "I am a calm and balanced human being". A higher score indicates better mental health. Lukat et al. [ 49 ] reported a Cronbach's alpha coefficient of .93. The present study yielded a Cronbach's alpha coefficient of .79. Statistical Analysis Hierarchical multiple regression was employed to test the hypotheses. Hierarchical multiple regression analysis was adopted for data analysis because it allows researchers to concurrently examine the variance of several antecedent (or predictor) variables simultaneously [ 50 ]. Consequently, utilizing multiple antecedent variables provides a more nuanced understanding of the variation in the outcome variable, resulting in more accurate predictions. The measurement model was tested to assess the internal consistency, reliability, and validity of the constructs used in this study. However, statistical analysis was conducted prior to testing the quality of the constructs and the model. We tested for common method bias (CMB), as recommended by Podsakoff et al. [ 51 ]. Following the procedures of Thompson et al. [ 52 ], we estimated variance inflation factor (VIF) values for the latent variables, all of which were below the threshold level. Additionally, we conducted Harman's single-factor test, which indicated that the variance of a single factor was 37.43%, lower than the 50% threshold limit recommended by Podsakoff et al. [ 51 ]. This indicates the absence of standard bias error, suggesting that the measures are reliable and valid. Results Table 1 Demographic characteristics of the participants Age Mean age SD ≤ 29 – ≥ 55 34.78 6.52 Gender Male Female 76 (12.4%) 537 (87.6%) Marital Status Married Single 374 (61%) 239 (39%) Years of Service 1–10 years 11–20 years 21years above 387 (63.1%) 211 (34.4%) 15 (2.5%) Educational Qualification Registered Nurse/B.Sc. Nursing M.Sc. Nursing 590 (96.2%) 23 (3.8%) - Table 1 presents the demographic characteristics of the participants. Regarding gender distribution, 76 (12.4%) were male, while 537 (87.6%) were female. In terms of marital status, 374 (61%) were married, while 239 (39%) were single. With respect to educational qualifications, the majority of participants, 590 (96.2%), were registered nurses or held a B.Sc. Nursing degree, while 23 (3.8%) possessed M.Sc. degree certificates. Regarding years of service, 387 (63.1%) participants had worked between 1 and 10 years, 211 (34.4%) between 11 and 20 years, and 15 (2.5%) had been employed for more than 20 years. Table 2 Means, Standard Deviations, and Correlations among Demographic and the Study Variables Variables M SD 1 2 3 4 5 6 7 8 9 10 1.Age 34.78 6.52 - 2.Gender - - − .07 - 3.Marital status 2.69 1.24 .05 .04 - 4.Educational Attainment 3.01 .11 .01 .01 .09 - 5.Religion 1.18 .53 .20 ** − .04 .22 ** − .04 - 6.Year of Service 1.26 .73 .17 ** − .10 .21 ** − .04 .78 ** - 7.Social_capital 24.73 9.61 .12 − .11 .06 − .08 .14 * .20 ** - 8.Resilience 17.54 3.69 .03 .02 − .12 − .11 − .12 − .05 .30 ** - 9.Job_embededness 19.29 4.06 .06 .02 − .17 ** .01 − .19 ** − .14 * .12 .68 ** - 10.Mental_health 17.31 3.91 .03 .13 * − .15 * .01 − .20 ** − .14 * .07 * .34 ** .25 ** - Note: N = 613, * = p < .05 (two-tailed), *** = p ≤ .01 (two-tailed). Gender was coded 1 = male, Female = 2 Table 2 results indicate that age, gender, marital status, educational attainment, religion, and years of service were incorporated as control variables in the study. However, gender (r = .13, p < .05), marital status (r = − .15, p < .05), religion (r = − .20, p < .01), and years of service (r = − .14, p .05), resilience (r = .34, p < .01), and job embeddedness (r = .25, p < .01) exhibited positive correlations with mental health. Table 3 Hierarchical multiple regression Table showing the model summary, Beta (β) coefficient and significant levels of predictors of mental health Variable Step 1 β t Step 2 βt Step 3 βt Step 4 βt Controls Age .09 − .14 .08 1.17 .07 1.08 .07 1.10 Gender .14 -4.31* .15 2.27* .13 2.05* .13 2.05* Marital status − .13 1.80 − .13 -1.96* − .10 -1.54 − .10 -1.57 Educational Attainment .01 .18 .02 .33 .04 .73 .05 .77 Religion − .24 -2.22* − .23 -2.16* − .17 -1.68 − .17 -1.70 Years of Service .07 .69 .05 .47 .03 .33 .03 .32 Predictors Social capital .11 1.63 .27 2.29* .11 .23 Resilience .30 4.40* .32 .48* Job embeddedness .21 3.37* Adjusted R 2 .05 .16 .23 .28 ∆ R 2 .08 .01 .07 .00 ∆ F 3.037* 2.68 19.370** .140 Note : * = p < .05, ** = p < .01. In the hierarchical multiple regression, as presented in Table 3 , gender (β = .14, p = < .05) and religion (β = − .24, p = < .05) among the control variables incorporated in Step 1 of the statistical equation demonstrated a correlation with mental health. Control variables introduced in Step 1 accounted for 5% of the variance in the mental health of nurses. In Step 2 of the statistical equation, social capital exhibited a positive correlation with mental health among nurses (β = .27; t = 2.29, p = < .05); thus, H1 was supported. Consequently, social capital contributed an additional 16% variance in mental health. When introduced in Step 3 of the equation, resilience demonstrated a positive correlation with mental health among nurses (β = .30; t = 4.40, p = < .05); thus, H2 was confirmed. Resilience accounted for 23% of the variance in mental health. In Step 4 of the statistical equation, job embeddedness exhibited a positive correlation with mental health among nurses (β = .21; t = 3.37, p = < .05); thus, H3 was supported. Job embeddedness contributed to 28% of the variance in mental health. Discussion The present study investigated the roles of social capital, resilience and job embeddedness on nurses' positive mental health. Consistent with our hypothesis, the results revealed that social capital positively predicted positive mental health among nurses. The findings align with previous studies [ 53 – 55 ], which reported that social capital is a positive contributor to nurses' mental health. This suggests that social capital provides individuals access to supportive networks of friends, family, and community members. These networks can offer emotional support, practical assistance, and a sense of belonging, all contributing to positive mental health [ 56 ]. Thus, participation in social networks fosters a sense of belonging and connectedness, which is essential for maintaining mental well-being. For instance, feeling connected to others reduces feelings of loneliness and isolation, which are detrimental to mental health. According to Gu [ 57 ], positive social capital encourages healthier habits and enhances feelings of self-worth and fulfillment, which are integral to positive mental health. This underscores the crucial role that social capital plays in promoting and maintaining positive mental health through fostering supportive relationships that facilitate a sense of belonging and coping resources that contribute to overall well-being. Hence, social capital plays a pivotal role in shaping mental health outcomes among employees by providing essential support services that alleviate personal and work-related stressors that influence mental health. Additionally, this result direction provides empirical evidence that the components of social capital (networks, relationships and social support structures) can have a strong influence as well as serve as a buffer against job-related stressors that trigger poor mental health [ 53 ]. Similarly, resilience demonstrated a positive correlation with positive mental health among nurses. This finding aligns with previous studies [ 58 – 60 ], which indicated that individuals with higher resilience reported fewer mental health-related issues. This observation is significant because resilience attributes strengthen positive mental health indicators while attenuating the negative ones. A comprehensive understanding of this finding can be elucidated using the Salutogenic model of resilience [ 61 ], which extends beyond the concept of risk exposure as a prerequisite for being classified as "resilient" and instead emphasizes factors that contribute to health and wellbeing, such as coherence and resistance. The model focuses on coping resources that could contribute to resilience and adjustment, notwithstanding adversities and risk. This suggests that resilience functions as an enhancer of positive mental health by facilitating the maintenance of mental and emotional well-being despite encountering challenging situations. As noted, developing emotional resilience is integral to professional success and wellbeing, serving as a protective factor against daily stressors [ 60 ]. Consistent with the aforementioned proposition, Ike et al. [ 34 ] asserted that resilience encompasses a combination of personal traits, coping strategies, and external supports such as adaptability, positive mindset, problem-solving, self-efficacy, emotional regulation and coping strategies that assist individuals in navigating and overcoming setbacks and hardships. For instance, resilient individuals often possess characteristics such as optimism, problem-solving skills, flexibility, and the ability to seek support when necessary, which serves as a facilitator for improved wellbeing and mental health.. Furthermore, resilience equips professionals (e.g., nurses) with psychological mechanisms to navigate the challenges of their demanding roles by facilitating recovery from setbacks and maintaining equilibrium [ 36 ]. Consequently, integrating the components of resilience, such as emotional regulation and optimism, not only addresses the immediate challenges of work-role demands (e.g., burnout) that precipitate mental health issues but also establishes a foundation for sustainable improvement in mental health among nurses [ 17 ]. This approach will contribute to ensuring a robust and dedicated workforce capable of meeting the evolving demands of healthcare. In addition, job embeddedness is positively and significantly correlated with the mental health of nurses. This study's findings are consistent with previous studies [ 43 , 62 ], which reported that job embeddedness integrates employees into their job context and engenders a sense of fulfillment resulting from the array of attachments they experience. The connection between job embeddedness and mental health outcomes is underscored by the intricate relationships employees develop in their work environments. As individuals become more embedded in their roles, the sense of belonging fostered through these connections can mitigate stress and anxiety, promoting overall well-being. For instance, when employees experience a high degree of job embeddedness, characterized by their links, fit, and sacrifices related to their workplaces, they often report improved mental health outcomes. This is pertinent because job embeddedness fosters a sense of belonging and identity within the workplace, facilitating a positive perception of work-life quality, which enhances employees' well-being [ 62 ]. This suggests that individuals who feel connected to their jobs and organization derive satisfaction and fulfillment from their work, contributing to positive mental health when embedded. According to Ahmad et al. [ 43 ], the broader network of job embeddedness provides robust social support systems, emotional validation, practical assistance, and camaraderie, which are beneficial for positive mental health. Therefore, job embeddedness facilitates better work and personal life integration, as individuals experience satisfaction and fulfillment in their job roles. For example, when work is perceived as a positive aspect of life rather than a source of stress or conflict, it can contribute to better mental health and overall life satisfaction [ 41 ]. Thus, fostering job embeddedness through social connections and a supportive organizational culture can enhance employees' job satisfaction, contributing to better mental health outcomes and improved service patient delivery [ 34 ]. Implications of the study The study suggests several important implications for theory, individuals, practice, and policymakers. Theoretically, understanding the interplay between job embeddedness, social capital, and resilience reveals significant theoretical implications that extend beyond individual psychological outcomes. Primarily, this study challenges traditional notions of mental health by framing it not solely as an individual concern but as a phenomenon influenced by broader social and organizational contexts. Integrating the constructs of job embeddedness, resilience and social capital into the mental health discourse, a multi-dimensional perspective emerges, underscoring the importance of relational dynamics in shaping psychological wellbeing. For individuals, employees (e.g., nurses) can benefit from actively cultivating social capital by fostering robust relationships and networks both within and outside of the workplace. This is because investing in social connections can provide valuable support systems that contribute to positive mental health. Additionally, developing resilience skills, such as emotional regulation, problem-solving, and optimism, can assist nurses in coping effectively with adversity and stressors in the workplace. Therefore, building resilience is essential for maintaining mental wellbeing in challenging circumstances. Recognizing the importance of job embeddedness in fostering positive mental health helps individuals seek opportunities for meaningful engagement, career development, and work-life integration within their job roles and organizations. Consequently, the congruence of this synergy facilitates positive mental health. For practice, the findings of this study play a significant role in promoting positive mental health among employees by fostering a supportive work environment that values social connections, resilience, and job embeddedness. Therefore, implementing strategies to enhance social capital within the workplace, such as promoting team-building activities, facilitating networking opportunities, and encouraging open communication, can strengthen employee relationships and well-being. This facilitates creating a culture of job embeddedness by offering opportunities for career growth, recognition, and work-life balance, which can increase employee satisfaction, commitment, and overall well-being. For policymakers, the findings can support initiatives to promote positive mental health in the workplace by advocating for policies, interventions, programs, and advocacy that address social determinants of health in the work setting, such as social capital, resilience, and job embeddedness. This is pertinent because investing in mental health promotion and prevention efforts can yield long-term benefits for individuals, organizations, and society. Consequently, policies that support access to mental health resources, education, and support services can help individuals build resilience and cope effectively with workplace stressors. Furthermore, collaborating with employers, healthcare providers, and community organizations can facilitate the implementation of comprehensive mental health strategies that address the multifaceted nature of positive mental health. The study's findings underscore the importance of social capital, resilience, and job embeddedness as critical factors contributing to positive mental health in the workplace. By recognizing and prioritizing these factors, individuals, organizations, and policymakers can work collaboratively to create supportive environments that promote well-being and thriving in the workplace. Limitations and Future Directions of the Study The research exhibits several notable limitations. Firstly, the study's findings may be specific to the context in which it was conducted. Consequently, factors such as the geographical location and sample size may limit the generalizability of the results to other settings. Furthermore, future studies should consider expanding the scope of the participants to include other healthcare professionals for broader generalization of the findings. Additionally, the current transverse study was based on self-reported data and cross-sectional design, which limits the efficacy of making causal inferences among the study variables. This methodology may be susceptible to the risk of social desirability responses, although the possibility of common bias error was mitigated through confidentiality and anonymity in participants' responses. Another limitation is that workplace factors (e.g., stress and workload) could be additional factors in the work setting that were not captured or accounted for, which could influence nurses' mental health. Future studies should incorporate these workplace factors in order to quantify the influence of these variables of interest on mental health accordingly. However, significant relationships between the antecedents and outcome variables were observed. Hence, future research should consider the use of a mixed-method approach in order to establish causality. By exploring these avenues, future research can contribute to a more nuanced understanding of the interplay among these variables of interest, leading to actionable insights for health practitioners, organizational leaders, and policymakers in healthcare settings. Conclusion The research elucidates the complex interplay among job embeddedness, social capital, and resilience in shaping mental health outcomes within workplace environments. Findings indicate that higher levels of job embeddedness and robust social support significantly enhance resilience, fostering improved employee mental health. This dual reinforcement highlights crucial avenues for organizations to enhance employee well-being through strategic interventions that promote social ties and embed individuals within their work roles. Thus, fostering social capital, resilience, and job embeddedness among nurses is critical for enhancing their positive mental health. The alarming prevalence of burnout, particularly in high-stress environments such as hospital settings, illustrates the urgent need for intervention. By cultivating a supportive workplace culture that promotes social connections and collaboration, healthcare organizations can mitigate the detrimental effects of job-related stressors. Furthermore, the positive relationship between social capital, resilience and job embeddedness suggests that enhancing these positive endogenous and exogenous work attitudes among nurses can lead to greater commitment and fulfillment within their demands and work roles. Thus, integrating these elements not only addresses the immediate challenges of work-role demands that trigger poor mental health but also paves the way for sustainable improvements in the mental well-being of nurses by ensuring a robust and dedicated workforce capable of meeting the evolving demands of healthcare. Consequently, through these strategic efforts, the interplay of these factors can create a more supportive and resilient nursing environment. Declarations Authors’ Contributions OOI: Conceptualization, project administration, resources, methodology and writing of the original draft, formal analysis, software, validation, review and editing. NUC: Formal analysis, software, validation, review and editing. OCN: Supervision, review and editing, Software, formal analysis. Informed Consent Statement: Informed consent was obtained from all the participants involved in the study. Data availability statement The datasets generated and analyzed during the current study will be available from the corresponding author upon reasonable request. Funding: N/A Declaration of competing interest The authors declare no known conflicts of interest. Acknowledgement We acknowledge the nurses that participated in this study. Ethical Considerations The study was approved by the Ethical Research Committee of the Department of Psychology, University of Nigeria, Nsukka. All procedures followed were under the ethical standards of the responsible committee on human experimentation (institutional and national) and with the Helsinki Declaration of 1975, as revised in 2000. Clinical trial number: Not applicable References Appiah, R. A look back, a path forward: Revisiting the mental health and wellbeing research and practice models and priorities in sub-Saharan Africa. New Ideas in Psychology 2022, 65, 100931. https://doi.org/10.1016/j.newideapsych.2022.100931 . Keyes, C. L. 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Ike","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA4ElEQVRIiWNgGAWjYDACCcYGEMUjwcB8ACJygHgtbAnEaoHTPAbEaeGXbm57XFDDICPZ3vNNunAHgxzfjQS2h1/waJGcc7DdeMYxBh5pnrPbpGeeYTCWvJHAbiyDR4vBjcQ2aR42Bh45idxt0rxtDIkbgLZISxDU8g+oRf7NM5CWeuK0AFXySEvwsIEYCQZALZIf8PsFqKVPgkeyJ83YmrdNwnDmmYdt0nh0AEOs/Zk0zzcbe4njhx/e5m2zkec7nnxM8gc+PRAggcxgbGDmIawFDTASYcsoGAWjYBSMHAAAtotBp8f1rQwAAAAASUVORK5CYII=","orcid":"","institution":"University of Nigeria","correspondingAuthor":true,"prefix":"","firstName":"Obinna","middleName":"O.","lastName":"Ike","suffix":""},{"id":435758809,"identity":"c570e4af-bca3-4acf-96ed-f2a30948ce72","order_by":1,"name":"Ngozi U. Chuke","email":"","orcid":"","institution":"University of Nigeria","correspondingAuthor":false,"prefix":"","firstName":"Ngozi","middleName":"U.","lastName":"Chuke","suffix":""},{"id":435758811,"identity":"37cdbc0f-0323-4c3d-9a30-4fc0374c83b8","order_by":2,"name":"Onyedikachi C. Nnamchi","email":"","orcid":"","institution":"University of Nigeria","correspondingAuthor":false,"prefix":"","firstName":"Onyedikachi","middleName":"C.","lastName":"Nnamchi","suffix":""}],"badges":[],"createdAt":"2025-02-21 00:38:12","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6075103/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6075103/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":79792934,"identity":"70c3a089-5f44-42df-a57c-59c6e3860c12","added_by":"auto","created_at":"2025-04-02 20:21:20","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":905693,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6075103/v1/5980365f-e8ab-4147-9bf6-c726d444fbd1.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Panacea for Improving Mental Health: The influential Roles of Social Capital, Resilience and Job Embeddedness on Nurses’ Mental Health","fulltext":[{"header":"Introduction","content":"\u003cp\u003eMental health is a critical component of overall well-being and has profound implications for both individuals and society. As global awareness of mental health increases, it has become clear that mental health affects every aspect of life, from personal productivity to social cohesion [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. Unfortunately, many societies still place mental health in the shadow of physical health despite its equally significant impact. Prioritizing mental health is an ethical obligation and practical necessity for a thriving, functioning society [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]. Mental health is a dynamic and integral part of overall health that varies across the lifespan and is influenced by a complex interplay of factors, such as contextual forces [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. It encompasses not only the absence of mental illness, but also the presence of emotional, psychological, and social well-being. Mental health affects cognition patterns, affect, and behavior, and how people handle stress, relate to others, and make proactive decisions throughout life [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. Mental health is increasingly recognized as a crucial component of society\u0026rsquo;s overall well-being [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. In recent years, there has been a growing awareness of the importance of mental health, mainly due to advocacy, education, and the efforts of public health organizations such as NGO, social media, and mental health advocates [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. This paradigm shift in approach has made it easier for people to talk about issues such as anxiety, depression, and stress, without fear of judgment. However, although the stigma surrounding mental health has decreased, its prevalence still exists. This is pertinent because many people face discrimination, denigration, and misunderstanding regarding what constitutes mental health conditions. For instance, in some cultures and communities, discussing mental health is forbidden, leading to feelings of shame and isolation among those who are suffering, while in others, much attention is not given to this phenomenon, which rapidly devastates the fabric of society [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eFurthermore, maintaining positive mental health among employees is sacrosanct for the holistic functioning of individuals and organizations. Thus, positive mental health refers to a state of well-being in which an individual realizes his/her abilities, can cope with the everyday stresses of life, works productively, and contributes to the society or environmental context therein [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. It encompasses the emotional, psychological, and social aspects of health, balancing the challenges faced and the ability to manage and thrive despite these challenges [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. Positive mental health is not merely the absence of mental illness, but rather the presence of qualities such as resilience, optimism, self-esteem, and a sense of purpose and meaning in life. Consequently, promoting positive mental health requires a multifaceted approach that addresses individual, interpersonal, community, and societal factors [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. Such promotions can occur in several ways, such as promoting physical health through regular exercise, balanced nutrition, and adequate sleep; cultivating strong social connections and support networks; and developing coping skills and resilience through practices such as mindfulness, which can enhance emotional regulation and stress management, thereby providing access to resources and services that promote mental wellbeing.\u003c/p\u003e \u003cp\u003eResearch [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e] indicates that individuals with positive mental health are more likely to engage in health-promoting behaviors, maintain strong social connections, and experience greater satisfaction in relationships and work. Thus, the effects of positive mental health extend beyond the individual and impact communities and societies as a whole. Workplaces that prioritize mental health promotion and provide resources for individuals to develop resilience and coping skills tend to experience lower rates of mental illness, reduced healthcare costs, and increased productivity [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]. Positive mental health can foster supportive environments in which individuals feel valued, respected, and empowered to reach their full potential.\u003c/p\u003e \u003cp\u003eNurses are crucial in the healthcare system, serving as advocates, educators, caregivers, and leaders in promoting health and improving patient outcomes [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]. However, the link between mental health and nurses is multifaceted and crucial for nurses\u0026rsquo; well-being and the quality of care they provide to patients. Nurses often face high levels of stress, emotional exhaustion, and burnout due to the demanding nature of their work, which can have significant implications for their mental health [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Factors such as heavy workloads, long hours, exposure to traumatic events, and dealing with patient suffering and death contribute to the mental health challenges experienced by nurses. Nurses\u0026rsquo; mental health has a profound impact on patient care. Research [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e] suggests that nurses who experience high levels of stress or burnout are more likely to make errors, have lower job satisfaction, and provide suboptimal care to patients because of compromised mental health. Thus, the complex mental health challenges faced by nurses stem from the demanding nature of their profession, which often leads to high levels of stress and burnout. As noted in the literature, [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e] asserted that stressors, such as emotional exhaustion and depersonalization, significantly impair individuals\u0026rsquo; well-being and the ability to provide quality patient care. In addition, the increasing mental health needs of patients exacerbate these challenges, leading to a cycle of stress that threatens job satisfaction and longevity in the nursing profession.\u003c/p\u003e \u003cp\u003eFurthermore, since nurses are the backbone of healthcare systems worldwide, they play an indispensable role in delivering medical services, often in challenging and resource-constrained environments [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]. The nature of their work, which involves long hours, emotional strain, and exposure to traumatic situations, places a significant burden on mental health. Prioritizing mental health among nurses in Nigeria is not just a matter of individual well-being, but a necessary step in improving healthcare outcomes, ensuring a sustainable workforce, and enhancing the overall quality of care. Nursing in Nigeria is a high-pressure profession because nurses are often overworked owing to a shortage of healthcare professionals, which leads to increased workload, long shifts, and little time for rest [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e]. The combination of physical exhaustion and emotional strain among such nurses can result in burnout, a state of chronic stress that affects mental and physical health [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. Studies [e.g., 15] have shown that this resource-constrained environment can lead to decreased job satisfaction, higher absenteeism, turnover rates and poor mental health. Thus, nurses\u0026rsquo; mental health directly affects their quality of care. For instance, a mentally healthy nurse is likely to be attentive, empathetic, and capable of making sound clinical decisions. In contrast, nurses struggling with mental health issues may have diminished focus, made more errors, and were less responsive to patient needs. Given the essential role of nurses in patient outcomes, investing in their mental health is crucial for improving the overall quality of healthcare globally, and in Nigeria in particular. However, to mitigate these adverse effects, incorporating social capital, resilience, and job embeddedness in the work setting can serve as critical interventions, fostering a supportive professional environment that promotes positive mental health among nurses.\u003c/p\u003e \u003cp\u003eWhile social capital, resilience, and job embeddedness play significant roles in facilitating positive mental health [\u003cspan additionalcitationids=\"CR19\" citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e], limited research has examined their roles in a sample from sub-Saharan Africa (e.g., Nigeria), particularly among health professionals (e.g., nurses). Furthermore, practical and strategic interventions targeting these variables of interest are scarce, leaving health professionals, particularly nurses, without sufficient guidance on fostering social capital, resilience, and job embeddedness in their work settings to facilitate positive mental health.\u003c/p\u003e \u003cp\u003eBuilding upon previous studies, this research aims to contribute to the existing, albeit insufficient, literature on these variables of interest by investigating the roles of social capital, resilience, and job embeddedness on the mental health of nurses in a previously understudied context such as sub-Saharan Africa (e.g., Nigeria). By exploring these associations, the study seeks to provide a nuanced understanding of the inherent factors that enable nurses to overcome work-related stressors that mitigate positive mental health in their work settings. This research is particularly relevant in the sub-Saharan context, such as Nigeria, where addressing the tripartite goals of social capital, resilience, and job embeddedness is essential in promoting optimal mental health among nurses due to the vulnerability and stress-prone nature of their working environment. Consequently, the study findings aim to contribute to the growing body of literature on these variables of interest while offering context-specific rather than generality-specific insights on developing intervention strategies, which is vital for cross-cultural transportability and validity of findings.\u003c/p\u003e\n\u003ch3\u003eTheoretical Framework and Hypothesis Development\u003c/h3\u003e\n\u003cp\u003eSocial network theory [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e] posits that the quality and structure of social relationships significantly influence social dynamics, which encompass the resources and support derived from these networks. Social Network Theory (SNT) [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e] provides a framework for understanding how individuals interact within their social structures, influencing important dimensions of social dynamics, such as resilience, social capital, and job embeddedness, which facilitate positive mental health. The interconnectedness of the social network theory with social capital, resilience, job embeddedness, and mental health illustrates how relationships and networks fundamentally shape individual and collective well-being. However, when examining the role of social networks in building social capital and fostering community support, it becomes evident that these social dynamics are pivotal in enhancing social support, resilience, and job embeddedness. For instance, individuals with robust social connections often exhibit greater resilience because supportive ties enable them to navigate adversities more effectively. This is pertinent because social networks facilitate the exchange of resources and information, which strengthens bonds among individuals, thereby enhancing collective efficacy [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e]. For example, when individuals within a network provide support to colleagues, they reduce each other's job stress, enhance organizational attachment, and effectively mitigate burnout and stress that hinders positive mental health attainment. Thus, these interconnected relationships underscore how robust social networks not only foster individual growth but also enrich the overall social fabric, leading to the thriving of good mental health in the work context where support and resources are readily accessible. These networks facilitate the sharing of resources, information, and emotional support, which are essential for coping with various challenges. Hence, interconnectedness within social networks enhances social capital, enabling individuals and groups to access diverse forms of assistance that will help improve their health conditions.\u003c/p\u003e \u003cp\u003eFurthermore, the reinforcement of relationships through shared experiences contributes to a sense of belonging and collective identity, which is vital for maintaining mental health and fostering resilience among individuals facing adversity [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e]. Consequently, the principles of social networks function as a critical support system, promoting adaptive strategies and reducing vulnerability during challenging periods, analogous to positive mental health. This is evident as mental health represents a crucial intersection within the nexus of social network theory - social capital, resilience, and job embeddedness. Moreover, the concept of job embeddedness, rooted in social network theory, elucidates how personal and professional ties contribute to employee commitment (individual and organizational) in their workplaces, further reinforcing mental health by fostering a sense of belonging and inclusivity, which promotes positive mental health [\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e]. This is imperative because the quality and quantity of social connections can significantly influence individuals' mental health outcomes, as supportive networks provide emotional and practical resources essential for coping with stress and adverse experiences that mitigate positive mental health. Hence, such connectivity is vital in environments perceived as stress-prone, particularly within the health sector, where work environment stressors can undermine nurses' psychological well-being. According to [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e], fostering robust social networks can enhance emotional well-being by providing essential resources that bolster social capital, resilience, and job embeddedness, thereby facilitating positive mental health outcomes. The symbiotic relationship between these constructs and the principles of social network theory underscores the importance of social connections in enhancing social capital, resilience, and job embeddedness. This demonstrates that well-established networks not only provide resources but also promote psychological stability and job satisfaction, which are essential for thriving in a complex stress-prone work environment, such as the health sector. Consequently, drawing upon the aforementioned theoretical perspectives and empirical evidence, the present study posits that the interaction among social capital, resilience, and job embeddedness constitutes a potent triad for improving mental health outcomes among nurses, particularly within high-stress environments such as hospitals..\u003c/p\u003e \u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eSocial Capital and Mental Health\u003c/h2\u003e \u003cp\u003eSocial capital is paramount to nurses as it profoundly influences their ability to deliver high-quality patient care, foster professional development, and navigate complex healthcare environments. Social capital refers to the resources, networks, and relationships embedded within social structures that individuals and communities can access for support, collaboration, and mutual benefit [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e]. Nurses rely on social capital within healthcare teams to collaborate effectively with colleagues from diverse backgrounds and disciplines. Dai and Gu [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e] assert that strong interpersonal relationships and trust among team members facilitate communication, information sharing, favorable work-role balance and decision-making, leading to coordinated patient care delivery. For nurses, social capital manifests in various forms, including collegial relationships, inter-professional collaboration, mentorship networks, and community partnerships. Nurses utilize social capital within healthcare teams to collaborate effectively with colleagues from diverse backgrounds and disciplines. Research by Morgan et al. [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e] highlights the positive impact of social capital on team performance and patient outcomes, emphasizing the importance of mutual respect and shared goals within healthcare teams, which is instrumental in fostering positive mental health among employees. Extant studies [e.g., 29] suggest a strong association between social capital and positive mental health outcomes, as individuals with higher levels of social capital tend to experience better mental health due to several factors such as emotional support, a sense of belonging, social networks, companionship, and sharing of experiences. According to Lin et al. [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e], social capital can function as a protective factor against stressors and adversity that affect positive mental health, as access to diverse social resources, such as advice, information, and instrumental assistance, enables individuals to navigate life's challenges more effectively, thereby reducing the risk of developing mental health problems..\u003c/p\u003e \u003cp\u003eHowever, social capital plays a pivotal role in shaping mental health outcomes, especially within the nursing profession, where occupational stressors are prevalent [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]. Consequently, enhanced social connections and supportive environments have been associated with increased positive work attitudes, such as job satisfaction and quality of work life, enabling employees to navigate the emotional demands of their work more effectively. For instance, the study by Ehsan et al. [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e] emphasizes the role of social capital in career advancement for nurses, demonstrating how mentorship and networking contribute to professional growth, job satisfaction, and positive work attitude. Based on the aforementioned propositions, the researchers posit the following:\u003c/p\u003e \u003cp\u003eH1: High perception of social capital would positively correlate with positive mental health among nurses.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eResilience and Mental Health\u003c/h3\u003e\n\u003cp\u003eFurthermore, addressing the multifaceted challenges of attaining positive mental health, nurses require resilience as a critical component of their professional toolkit. Resilience is defined as the capacity to adapt and recover in the face of adversity, trauma, or significant stressors [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. It involves maintaining mental and emotional well-being despite experiencing challenging circumstances or setbacks [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e]. Resilience enables individuals to cope with adversity, overcome obstacles, and function effectively in their daily lives. It encompasses various factors, including personal traits, social support, coping strategies, and external resources, which contribute to an individual's ability to withstand and recover from adversity [\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e]. Extant studies [e.g., 34] suggest that resilience is a dynamic process that can be cultivated and strengthened over time through supportive relationships, effective coping strategies, and access to resources and services that promote mental health and well-being. This is particularly relevant because resilience is a crucial trait in the workplace that enables employees to navigate the myriad challenges inherent in their profession and maintain their well-being. For instance, resilience enables nurses to maintain a positive outlook and a sense of purpose in their work, which is essential for sustaining motivation and engagement and promoting a culture of well-being.\u003c/p\u003e \u003cp\u003eInvariably, resilience enables nurses to cope with the significant emotional demands of their work role, thereby enhancing their mental health and job satisfaction [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e]. This interplay underscores resilience as a vital factor for sustainable nursing practice and a healthier work environment [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e]. Similarly, the study by Ike et al. [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e] suggests that individuals who demonstrate higher levels of resilience tend to experience better mental health outcomes, even in the presence of significant challenges or traumas. This is attributed to the fact that resilient individuals often employ adaptive coping mechanisms, such as problem-solving, seeking social support, and reframing negative situations in a more positive manner. These strategies assist them in effectively managing stressors and maintaining a sense of psychological well-being [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe researchers therefore hypothesize that:\u003c/p\u003e \u003cp\u003eH2: High perception of resilience would positively correlate with positive mental health among nurses.\u003c/p\u003e\n\u003ch3\u003eJob Embeddedness and Mental Health\u003c/h3\u003e\n\u003cp\u003eConsequently, the resilience mechanisms among employees enhance the efficacy of the broader network of job embeddedness in promoting positive mental health among employees. Job embeddedness is a multifaceted construct encompassing the array of factors that bind employees to their jobs and organizations [\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e]. It involves the interplay of various dimensions/facets, such as links, fit, and sacrifice, which collectively influence an individual's commitment and attachment to their job and organization [\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e]. The link dimension refers to the connections and relationships employees develop within their work environment, including relationships with colleagues, supervisors, and the broader organizational network [\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e]. These connections foster a sense of belonging and social support, contributing to employees' sense of attachment and reluctance to leave. Fit pertains to the alignment between an individual and their job, organization, and community. When employees perceive a high degree of compatibility between their values, skills, and goals and those of the organization, they are more likely to feel integrated and committed to their jobs and less inclined to pursue alternative employment opportunities [\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e]. Sacrifice involves the perceived costs of leaving the job or organization, including losing benefits, seniority, social ties, and professional reputation. Higher perceived sacrifices make it more difficult for employees to disengage from their current jobs and increase their likelihood of remaining in their current positions. Thus, such an array of interconnected factors facilitates employees' positive perception of work life, a contributing factor to positive mental health [\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe interconnectedness of job embeddedness and well-being is particularly salient in nursing, where the demands of the profession often lead to heightened levels of the stress-constrained environment. Job embeddedness, characterized by the degree to which employees feel connected to their jobs and organization, significantly influences psychological health. Evidence [e.g.,41] suggests that a stronger sense of embeddedness can increase employee job satisfaction and emotional well-being. Nurses who perceive strong support from their colleagues and organizations are more likely to feel embedded in their jobs and less likely to experience feelings of isolation or alienation. Thus, social support can serve as a buffer against stressors in the work environment and contribute to nurses' positive mental health. According to Ampofo et al. [\u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e], a significant relationship exists between job embeddedness and derivatives of positive mental health, such as job satisfaction, particularly in high-stress professions such as nursing. For instance, when employees feel embedded in their roles\u0026mdash;through connections with colleagues, understanding their roles, and a sense of belonging\u0026mdash;they are more likely to experience a higher positive attitude towards life and work roles/demands. This connection is particularly crucial in rural hospital settings, where isolation and resource limitations can exacerbate job-related stress. Thus, fostering job embeddedness through social connections and supportive organizational culture can enhance nurses' job satisfaction, contributing to better mental health outcomes and improved retention rates in healthcare settings [\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eTherefore, the researchers posit that:\u003c/p\u003e \u003cp\u003eH3: High perception of job embeddedness would positively correlate with positive mental health among nurses.\u003c/p\u003e"},{"header":"Methods","content":"\u003cdiv id=\"Sec7\" class=\"Section2\"\u003e \u003ch2\u003eSample, study design and Procedure\u003c/h2\u003e \u003cp\u003eThis study employed a transverse research design utilizing a multi-center cross-sectional approach to recruit nurses from various government hospitals in South-Eastern Nigeria through a snowball sampling method. These hospitals were selected based on their staff strength, quality workforce, and specialized service delivery coverage [\u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e44\u003c/span\u003e]. The study was conducted between March and June 2024. The participants comprised 613 nurses, of whom 85 (39.9%) were male and 128 (60.1%) were female. The ages of the participants ranged from 29 to 55 years (mean age\u0026thinsp;=\u0026thinsp;34.78; SD\u0026thinsp;=\u0026thinsp;6.52). The demographic characteristics of the participants were as follows: 76 (12.4%) were male and 537 (87.6%) were female. Regarding marital status, 374 (61%) were married and 239 (39%) were single. With respect to the participants' educational qualifications, the majority (590; 96.2%) were registered nurses or held a B.Sc. Nursing degree, while 23 (3.8%) possessed an M.Sc. degree. Concerning years of service, 387 (63.1%) participants had worked between one and 10 years, 211 (34.4%) between 11 and 20 years, and 15 (2.5%) had worked for more than 20 years. Inclusion criteria were applied for sample selection. These criteria stipulated that participants must be registered nurses between the ages of \u0026ge;\u0026thinsp;29 and \u0026le;\u0026thinsp;55 years and must be full-time staff members of the sampled hospitals. The exclusion criteria encompassed student nurses who had not yet qualified as registered nurses, community health extension workers, and nurses between the ages of \u0026lt;\u0026thinsp;29 and \u0026gt;\u0026thinsp;55.\u003c/p\u003e \u003cp\u003e The Ethical Review Committee Board (blinded for review) approved the study. Prior to the commencement of the study, participants were thoroughly informed about its requirements, and informed consent was obtained from all participants. All procedures were conducted in accordance with the ethical standards of the responsible committee on human experimentation (institutional and national) and in compliance with the Helsinki Declaration of 1975 as amended in 2000. The study sample size was determined with a 5% margin of error, a 95% confidence interval, and a 50% response rate on an estimated population of 3773 registered nurses within the southeast states, as documented by the National Association of Nigeria Nurses and Midwives Membership Data 2024. Consequently, the recommended minimum sample size, calculated using the Raosoft online sample calculator (\u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://www.raosoft.com/samplesize.html\u003c/span\u003e\u003cspan address=\"https://www.raosoft.com/samplesize.html\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e (accessed on April 2024), was 349 participants. The sample size utilized in this study exceeded this threshold level. Previous studies have demonstrated the validity of this method in a broader academic context [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e, \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eFurthermore, for data collection, participants (aged 29\u0026thinsp;+\u0026thinsp;years) were recruited via Micro workers\u0026mdash;an online crowdsourcing platform (\u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://www.microworkers.com\u003c/span\u003e\u003cspan address=\"https://www.microworkers.com\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e) and were directed to complete an anonymous survey designed to assess the importance of social capital, resilience, and job embeddedness on mental health. This methodology has been employed in previous research [\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e45\u003c/span\u003e]. In total, 647 nurses responded to the survey. Data from 34 respondents were excluded due to nonresponse to the variables of interest, while 613 valid responses were utilized for data analysis, yielding a valid response rate of 94.7%. However, only participants who met the inclusion criteria were included in the study.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eMeasurements\u003c/h2\u003e \u003cdiv id=\"Sec9\" class=\"Section3\"\u003e \u003ch2\u003eSocial Capital\u003c/h2\u003e \u003cp\u003eSocial capital was measured using Chen et al.'s [\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e] Personal Social Capital Scale. This scale assesses an individual's network connections characterized by reciprocity, trustworthiness, and resources that enhance bridging, bonding, and optimal well-being. It comprises 10 items rated on a 5-point Likert scale ranging from 1 \"None\" to 5 \"All\". Sample items include \"Among your co-workers/fellows/organization, how many of them would help you if they know you have difficulties in life?\" and \"How many of your co-workers/fellows will definitely help you when you need money or materials?\". A higher score indicates the experience of greater social capital. Chen et al. [\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e] reported a Cronbach's alpha of .87 for the overall score, 0.77 for bonding social capital, and 0.85 for bridging social capital for the sub-scales. Chen et al. [\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e] asserted that the scale could be utilized as a single or composite measure; consequently, the present study employed it as a single construct. The current study yielded a Cronbach's alpha coefficient of .89.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e\n\u003ch3\u003eResilience\u003c/h3\u003e\n\u003cp\u003eResilience was assessed utilizing the Resilience Scale (R-14), a 14-item instrument developed by Wagnild and Young [\u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e47\u003c/span\u003e] to evaluate an individual's capacity to withstand life stressors, thrive, and derive meaning from life's challenges. The items on the Resilience Scale (R-14) are scored using a 7-point Likert scale ranging from 1 \"strongly disagree\" to 7 \"strongly agree\". Representative items include: \"I usually take things in stride\" and \"My life has meaning\". A higher score on the RS-14 scale indicates greater resilient characteristics. Wagnild and Young [\u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e47\u003c/span\u003e] reported a Cronbach's alpha coefficient of 0.83. In the present study, the researchers obtained a reliability coefficient of 0.8.3.\u003c/p\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eJob Embeddedness\u003c/h2\u003e \u003cp\u003eJob embeddedness was assessed utilizing the Crossley et al. [\u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e48\u003c/span\u003e] Global Job Embeddedness Scale. The scale evaluates factors that contribute to employee retention within an organization. It comprises a 7-item measure with responses on a 5-point Likert scale ranging from 1, \"Strongly disagree\" to 5 \"Strongly agree\". Representative items include: \"I feel attached to this organization\", \"It would be difficult for me to leave this organization\", and \"I am tightly connected to this organization.\" Higher scores indicate a greater propensity for organizational attachment. Crossley et al. [\u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e48\u003c/span\u003e] reported a Cronbach's alpha of 0.87. The present study yielded a Cronbach's alpha coefficient of .70.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003ePositive Mental Health\u003c/h2\u003e \u003cp\u003eThe Positive Mental Health Scale (PMH-Scale) developed by Lukat et al. [\u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e49\u003c/span\u003e] was utilized to assess the mental health of nurses. It is a 9-item standardized self-administered screening instrument designed to measure mental health. The items in the instrument are scored on a 4-point response format ranging from 1 \"Not true\" to 4 \"True\". Sample items include: \"I am in good physical and emotional condition\" and \"I am a calm and balanced human being\". A higher score indicates better mental health. Lukat et al. [\u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e49\u003c/span\u003e] reported a Cronbach's alpha coefficient of .93. The present study yielded a Cronbach's alpha coefficient of .79.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eStatistical Analysis\u003c/h2\u003e \u003cp\u003eHierarchical multiple regression was employed to test the hypotheses. Hierarchical multiple regression analysis was adopted for data analysis because it allows researchers to concurrently examine the variance of several antecedent (or predictor) variables simultaneously [\u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e]. Consequently, utilizing multiple antecedent variables provides a more nuanced understanding of the variation in the outcome variable, resulting in more accurate predictions. The measurement model was tested to assess the internal consistency, reliability, and validity of the constructs used in this study. However, statistical analysis was conducted prior to testing the quality of the constructs and the model. We tested for common method bias (CMB), as recommended by Podsakoff et al. [\u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e]. Following the procedures of Thompson et al. [\u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e52\u003c/span\u003e], we estimated variance inflation factor (VIF) values for the latent variables, all of which were below the threshold level. Additionally, we conducted Harman's single-factor test, which indicated that the variance of a single factor was 37.43%, lower than the 50% threshold limit recommended by Podsakoff et al. [\u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e]. This indicates the absence of standard bias error, suggesting that the measures are reliable and valid.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic characteristics of the participants\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"2\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003cp\u003eMean age\u003c/p\u003e\u003cp\u003eSD\u003c/p\u003e\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026le;\u0026thinsp;29 \u0026ndash; \u0026ge; 55\u003c/p\u003e \u003cp\u003e34.78\u003c/p\u003e\u003cp\u003e6.52\u003c/p\u003e\u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eGender\u003c/b\u003e Male\u003c/p\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e76 (12.4%)\u003c/p\u003e \u003cp\u003e537 (87.6%)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eMarital Status\u003c/b\u003e Married\u003c/p\u003e \u003cp\u003eSingle\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e374 (61%)\u003c/p\u003e \u003cp\u003e239 (39%)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eYears of Service\u003c/b\u003e 1\u0026ndash;10 years\u003c/p\u003e \u003cp\u003e11\u0026ndash;20 years\u003c/p\u003e \u003cp\u003e21years above\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e387 (63.1%)\u003c/p\u003e \u003cp\u003e211 (34.4%)\u003c/p\u003e \u003cp\u003e15 (2.5%)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eEducational Qualification\u003c/b\u003e\u003c/p\u003e \u003cp\u003eRegistered Nurse/B.Sc. Nursing\u003c/p\u003e \u003cp\u003eM.Sc. Nursing\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e590 (96.2%)\u003c/p\u003e \u003cp\u003e23 (3.8%)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e-\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e presents the demographic characteristics of the participants. Regarding gender distribution, 76 (12.4%) were male, while 537 (87.6%) were female. In terms of marital status, 374 (61%) were married, while 239 (39%) were single. With respect to educational qualifications, the majority of participants, 590 (96.2%), were registered nurses or held a B.Sc. Nursing degree, while 23 (3.8%) possessed M.Sc. degree certificates. Regarding years of service, 387 (63.1%) participants had worked between 1 and 10 years, 211 (34.4%) between 11 and 20 years, and 15 (2.5%) had been employed for more than 20 years.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003e\u003cem\u003eMeans, Standard Deviations, and Correlations among Demographic and the Study Variables\u003c/em\u003e\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"13\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c9\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c10\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c11\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c12\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c13\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1.Age\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e34.78\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e6.52\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2.Gender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.07\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3.Marital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.69\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.05\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.04\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4.Educational Attainment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.09\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5.Religion\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.53\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.20\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.04\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.22\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.04\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6.Year of Service\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.73\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.17\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.21\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.04\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e.78\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7.Social_capital\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e24.73\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e9.61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e.14\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.20\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8.Resilience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e17.54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3.69\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.05\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e.30\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e9.Job_embededness\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e19.29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.17\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.19\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.14\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e.68\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e10.Mental_health\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e17.31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e.13\u003c/b\u003e\u003csup\u003e\u003cb\u003e*\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e\u0026minus;\u0026thinsp;.15\u003c/b\u003e\u003csup\u003e\u003cb\u003e*\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u003cb\u003e\u0026minus;\u0026thinsp;.20\u003c/b\u003e\u003csup\u003e\u003cb\u003e**\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u003cb\u003e\u0026minus;\u0026thinsp;.14\u003c/b\u003e\u003csup\u003e\u003cb\u003e*\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e.07\u003csup\u003e\u003cb\u003e*\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e.34\u003c/b\u003e\u003csup\u003e\u003cb\u003e**\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e.25\u003c/b\u003e\u003csup\u003e\u003cb\u003e**\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"13\"\u003eNote: \u003cem\u003eN\u0026thinsp;=\u003c/em\u003e\u0026thinsp;613, \u003csup\u003e*\u003c/sup\u003e = \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;.05 (two-tailed), \u003csup\u003e***\u003c/sup\u003e = \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026le;\u0026thinsp;.01 (two-tailed). Gender was coded 1\u0026thinsp;=\u0026thinsp;male, Female\u0026thinsp;=\u0026thinsp;2\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e results indicate that age, gender, marital status, educational attainment, religion, and years of service were incorporated as control variables in the study. However, gender (r\u0026thinsp;=\u0026thinsp;.13, p\u0026thinsp;\u0026lt;\u0026thinsp;.05), marital status (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;.15, p\u0026thinsp;\u0026lt;\u0026thinsp;.05), religion (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;.20, p\u0026thinsp;\u0026lt;\u0026thinsp;.01), and years of service (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;.14, p\u0026thinsp;\u0026lt;\u0026thinsp;.01) demonstrated significant correlations with mental health, while the other control variables did not. Social capital (r\u0026thinsp;=\u0026thinsp;.07, p\u0026thinsp;\u0026gt;\u0026thinsp;.05), resilience (r\u0026thinsp;=\u0026thinsp;.34, p\u0026thinsp;\u0026lt;\u0026thinsp;.01), and job embeddedness (r\u0026thinsp;=\u0026thinsp;.25, p\u0026thinsp;\u0026lt;\u0026thinsp;.01) exhibited positive correlations with mental health.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eHierarchical multiple regression Table showing the model summary, Beta (β) coefficient and significant levels of predictors of mental health\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eStep 1\u003c/p\u003e \u003cp\u003e\u003cem\u003eβ t\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eStep 2\u003c/p\u003e \u003cp\u003e\u003cem\u003eβt\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eStep 3\u003c/p\u003e \u003cp\u003e\u003cem\u003eβt\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eStep 4\u003c/p\u003e \u003cp\u003e\u003cem\u003eβt\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eControls\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.09 \u0026minus;\u0026thinsp;.14\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e.08 1.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e.07 1.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.07 1.10\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.14 -4.31*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e.15 2.27*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e.13 2.05*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.13 2.05*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.13 1.80\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.13 -1.96*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.10 -1.54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.10 -1.57\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducational Attainment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.01 .18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e.02 .33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e.04 .73\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.05 .77\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReligion\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.24 -2.22*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.23 -2.16*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.17 -1.68\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.17 -1.70\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYears of Service\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.07 .69\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e.05 .47\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e.03 .33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.03 .32\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePredictors\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cem\u003eSocial capital\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e.11 1.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e.27 2.29*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.11 .23\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cem\u003eResilience\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e.30 4.40*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.32 .48*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cem\u003eJob embeddedness\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e.21 3.37*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAdjusted \u003cem\u003eR\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.05\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.28\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e∆\u003cem\u003eR\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.07\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.00\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e∆\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.037*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2.68\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e19.370**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.140\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003e\u003cem\u003eNote\u003c/em\u003e:\u003csup\u003e*\u003c/sup\u003e = \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;.05, \u003csup\u003e**\u003c/sup\u003e = \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;.01.\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eIn the hierarchical multiple regression, as presented in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e, gender (β\u0026thinsp;=\u0026thinsp;.14, p\u0026thinsp;=\u0026thinsp;\u0026lt;\u0026thinsp;.05) and religion (β = \u0026minus;\u0026thinsp;.24, p\u0026thinsp;=\u0026thinsp;\u0026lt;\u0026thinsp;.05) among the control variables incorporated in Step 1 of the statistical equation demonstrated a correlation with mental health. Control variables introduced in Step 1 accounted for 5% of the variance in the mental health of nurses. In Step 2 of the statistical equation, social capital exhibited a positive correlation with mental health among nurses (β\u0026thinsp;=\u0026thinsp;.27; t\u0026thinsp;=\u0026thinsp;2.29, p\u0026thinsp;=\u0026thinsp;\u0026lt;\u0026thinsp;.05); thus, H1 was supported. Consequently, social capital contributed an additional 16% variance in mental health. When introduced in Step 3 of the equation, resilience demonstrated a positive correlation with mental health among nurses (β\u0026thinsp;=\u0026thinsp;.30; t\u0026thinsp;=\u0026thinsp;4.40, p\u0026thinsp;=\u0026thinsp;\u0026lt;\u0026thinsp;.05); thus, H2 was confirmed. Resilience accounted for 23% of the variance in mental health. In Step 4 of the statistical equation, job embeddedness exhibited a positive correlation with mental health among nurses (β\u0026thinsp;=\u0026thinsp;.21; t\u0026thinsp;=\u0026thinsp;3.37, p\u0026thinsp;=\u0026thinsp;\u0026lt;\u0026thinsp;.05); thus, H3 was supported. Job embeddedness contributed to 28% of the variance in mental health.\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eThe present study investigated the roles of social capital, resilience and job embeddedness on nurses' positive mental health. Consistent with our hypothesis, the results revealed that social capital positively predicted positive mental health among nurses. The findings align with previous studies [\u003cspan additionalcitationids=\"CR54\" citationid=\"CR53\" class=\"CitationRef\"\u003e53\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e55\u003c/span\u003e], which reported that social capital is a positive contributor to nurses' mental health. This suggests that social capital provides individuals access to supportive networks of friends, family, and community members. These networks can offer emotional support, practical assistance, and a sense of belonging, all contributing to positive mental health [\u003cspan citationid=\"CR56\" class=\"CitationRef\"\u003e56\u003c/span\u003e]. Thus, participation in social networks fosters a sense of belonging and connectedness, which is essential for maintaining mental well-being. For instance, feeling connected to others reduces feelings of loneliness and isolation, which are detrimental to mental health. According to Gu [\u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e57\u003c/span\u003e], positive social capital encourages healthier habits and enhances feelings of self-worth and fulfillment, which are integral to positive mental health. This underscores the crucial role that social capital plays in promoting and maintaining positive mental health through fostering supportive relationships that facilitate a sense of belonging and coping resources that contribute to overall well-being. Hence, social capital plays a pivotal role in shaping mental health outcomes among employees by providing essential support services that alleviate personal and work-related stressors that influence mental health. Additionally, this result direction provides empirical evidence that the components of social capital (networks, relationships and social support structures) can have a strong influence as well as serve as a buffer against job-related stressors that trigger poor mental health [\u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e53\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eSimilarly, resilience demonstrated a positive correlation with positive mental health among nurses. This finding aligns with previous studies [\u003cspan additionalcitationids=\"CR59\" citationid=\"CR58\" class=\"CitationRef\"\u003e58\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e60\u003c/span\u003e], which indicated that individuals with higher resilience reported fewer mental health-related issues. This observation is significant because resilience attributes strengthen positive mental health indicators while attenuating the negative ones. A comprehensive understanding of this finding can be elucidated using the Salutogenic model of resilience [\u003cspan citationid=\"CR61\" class=\"CitationRef\"\u003e61\u003c/span\u003e], which extends beyond the concept of risk exposure as a prerequisite for being classified as \"resilient\" and instead emphasizes factors that contribute to health and wellbeing, such as coherence and resistance. The model focuses on coping resources that could contribute to resilience and adjustment, notwithstanding adversities and risk. This suggests that resilience functions as an enhancer of positive mental health by facilitating the maintenance of mental and emotional well-being despite encountering challenging situations. As noted, developing emotional resilience is integral to professional success and wellbeing, serving as a protective factor against daily stressors [\u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e60\u003c/span\u003e]. Consistent with the aforementioned proposition, Ike et al. [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e] asserted that resilience encompasses a combination of personal traits, coping strategies, and external supports such as adaptability, positive mindset, problem-solving, self-efficacy, emotional regulation and coping strategies that assist individuals in navigating and overcoming setbacks and hardships. For instance, resilient individuals often possess characteristics such as optimism, problem-solving skills, flexibility, and the ability to seek support when necessary, which serves as a facilitator for improved wellbeing and mental health..\u003c/p\u003e \u003cp\u003eFurthermore, resilience equips professionals (e.g., nurses) with psychological mechanisms to navigate the challenges of their demanding roles by facilitating recovery from setbacks and maintaining equilibrium [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e]. Consequently, integrating the components of resilience, such as emotional regulation and optimism, not only addresses the immediate challenges of work-role demands (e.g., burnout) that precipitate mental health issues but also establishes a foundation for sustainable improvement in mental health among nurses [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. This approach will contribute to ensuring a robust and dedicated workforce capable of meeting the evolving demands of healthcare.\u003c/p\u003e \u003cp\u003eIn addition, job embeddedness is positively and significantly correlated with the mental health of nurses. This study's findings are consistent with previous studies [\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e62\u003c/span\u003e], which reported that job embeddedness integrates employees into their job context and engenders a sense of fulfillment resulting from the array of attachments they experience. The connection between job embeddedness and mental health outcomes is underscored by the intricate relationships employees develop in their work environments. As individuals become more embedded in their roles, the sense of belonging fostered through these connections can mitigate stress and anxiety, promoting overall well-being. For instance, when employees experience a high degree of job embeddedness, characterized by their links, fit, and sacrifices related to their workplaces, they often report improved mental health outcomes. This is pertinent because job embeddedness fosters a sense of belonging and identity within the workplace, facilitating a positive perception of work-life quality, which enhances employees' well-being [\u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e62\u003c/span\u003e]. This suggests that individuals who feel connected to their jobs and organization derive satisfaction and fulfillment from their work, contributing to positive mental health when embedded. According to Ahmad et al. [\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e], the broader network of job embeddedness provides robust social support systems, emotional validation, practical assistance, and camaraderie, which are beneficial for positive mental health. Therefore, job embeddedness facilitates better work and personal life integration, as individuals experience satisfaction and fulfillment in their job roles. For example, when work is perceived as a positive aspect of life rather than a source of stress or conflict, it can contribute to better mental health and overall life satisfaction [\u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e]. Thus, fostering job embeddedness through social connections and a supportive organizational culture can enhance employees' job satisfaction, contributing to better mental health outcomes and improved service patient delivery [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e].\u003c/p\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003eImplications of the study\u003c/h2\u003e \u003cp\u003eThe study suggests several important implications for theory, individuals, practice, and policymakers. Theoretically, understanding the interplay between job embeddedness, social capital, and resilience reveals significant theoretical implications that extend beyond individual psychological outcomes. Primarily, this study challenges traditional notions of mental health by framing it not solely as an individual concern but as a phenomenon influenced by broader social and organizational contexts. Integrating the constructs of job embeddedness, resilience and social capital into the mental health discourse, a multi-dimensional perspective emerges, underscoring the importance of relational dynamics in shaping psychological wellbeing.\u003c/p\u003e \u003cp\u003eFor individuals, employees (e.g., nurses) can benefit from actively cultivating social capital by fostering robust relationships and networks both within and outside of the workplace. This is because investing in social connections can provide valuable support systems that contribute to positive mental health. Additionally, developing resilience skills, such as emotional regulation, problem-solving, and optimism, can assist nurses in coping effectively with adversity and stressors in the workplace. Therefore, building resilience is essential for maintaining mental wellbeing in challenging circumstances. Recognizing the importance of job embeddedness in fostering positive mental health helps individuals seek opportunities for meaningful engagement, career development, and work-life integration within their job roles and organizations. Consequently, the congruence of this synergy facilitates positive mental health.\u003c/p\u003e \u003cp\u003eFor practice, the findings of this study play a significant role in promoting positive mental health among employees by fostering a supportive work environment that values social connections, resilience, and job embeddedness. Therefore, implementing strategies to enhance social capital within the workplace, such as promoting team-building activities, facilitating networking opportunities, and encouraging open communication, can strengthen employee relationships and well-being. This facilitates creating a culture of job embeddedness by offering opportunities for career growth, recognition, and work-life balance, which can increase employee satisfaction, commitment, and overall well-being.\u003c/p\u003e \u003cp\u003eFor policymakers, the findings can support initiatives to promote positive mental health in the workplace by advocating for policies, interventions, programs, and advocacy that address social determinants of health in the work setting, such as social capital, resilience, and job embeddedness. This is pertinent because investing in mental health promotion and prevention efforts can yield long-term benefits for individuals, organizations, and society. Consequently, policies that support access to mental health resources, education, and support services can help individuals build resilience and cope effectively with workplace stressors. Furthermore, collaborating with employers, healthcare providers, and community organizations can facilitate the implementation of comprehensive mental health strategies that address the multifaceted nature of positive mental health. The study's findings underscore the importance of social capital, resilience, and job embeddedness as critical factors contributing to positive mental health in the workplace. By recognizing and prioritizing these factors, individuals, organizations, and policymakers can work collaboratively to create supportive environments that promote well-being and thriving in the workplace.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eLimitations and Future Directions of the Study\u003c/h2\u003e \u003cp\u003eThe research exhibits several notable limitations. Firstly, the study's findings may be specific to the context in which it was conducted. Consequently, factors such as the geographical location and sample size may limit the generalizability of the results to other settings. Furthermore, future studies should consider expanding the scope of the participants to include other healthcare professionals for broader generalization of the findings. Additionally, the current transverse study was based on self-reported data and cross-sectional design, which limits the efficacy of making causal inferences among the study variables. This methodology may be susceptible to the risk of social desirability responses, although the possibility of common bias error was mitigated through confidentiality and anonymity in participants' responses. Another limitation is that workplace factors (e.g., stress and workload) could be additional factors in the work setting that were not captured or accounted for, which could influence nurses' mental health. Future studies should incorporate these workplace factors in order to quantify the influence of these variables of interest on mental health accordingly. However, significant relationships between the antecedents and outcome variables were observed. Hence, future research should consider the use of a mixed-method approach in order to establish causality. By exploring these avenues, future research can contribute to a more nuanced understanding of the interplay among these variables of interest, leading to actionable insights for health practitioners, organizational leaders, and policymakers in healthcare settings.\u003c/p\u003e \u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe research elucidates the complex interplay among job embeddedness, social capital, and resilience in shaping mental health outcomes within workplace environments. Findings indicate that higher levels of job embeddedness and robust social support significantly enhance resilience, fostering improved employee mental health. This dual reinforcement highlights crucial avenues for organizations to enhance employee well-being through strategic interventions that promote social ties and embed individuals within their work roles. Thus, fostering social capital, resilience, and job embeddedness among nurses is critical for enhancing their positive mental health. The alarming prevalence of burnout, particularly in high-stress environments such as hospital settings, illustrates the urgent need for intervention. By cultivating a supportive workplace culture that promotes social connections and collaboration, healthcare organizations can mitigate the detrimental effects of job-related stressors.\u003c/p\u003e \u003cp\u003eFurthermore, the positive relationship between social capital, resilience and job embeddedness suggests that enhancing these positive endogenous and exogenous work attitudes among nurses can lead to greater commitment and fulfillment within their demands and work roles. Thus, integrating these elements not only addresses the immediate challenges of work-role demands that trigger poor mental health but also paves the way for sustainable improvements in the mental well-being of nurses by ensuring a robust and dedicated workforce capable of meeting the evolving demands of healthcare. Consequently, through these strategic efforts, the interplay of these factors can create a more supportive and resilient nursing environment.\u003c/p\u003e "},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAuthors’ Contributions\u003c/strong\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eOOI:\u003c/strong\u003e Conceptualization, project administration, resources, methodology and writing of the original draft, formal analysis, software, validation, review and editing. \u003cstrong\u003eNUC:\u003c/strong\u003e Formal analysis, software, validation, review and editing.\u003cstrong\u003e\u0026nbsp;OCN:\u003c/strong\u003e Supervision, review and editing, Software, formal analysis.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eInformed Consent Statement:\u003c/strong\u003e Informed consent was obtained from all the participants involved in the study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData availability statement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets generated and analyzed during the current study will be available from the corresponding author upon reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding:\u003c/strong\u003e N/A\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDeclaration of competing interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no known conflicts of interest.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe acknowledge the nurses that participated in this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthical Considerations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study was approved by the Ethical Research Committee of the Department of Psychology, University of Nigeria, Nsukka. 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Journal of Positive School Psychology 2022, 6(10), 507\u0026ndash;22.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"discover-mental-health","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"dimh","sideBox":"Learn more about [Discover Mental Health](https://www.springer.com/44192)","snPcode":"","submissionUrl":"","title":"Discover Mental Health","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Discover Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Job Embeddedness, Mental health, Nurses, Resilience, Social Capital","lastPublishedDoi":"10.21203/rs.3.rs-6075103/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6075103/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground: \u003c/strong\u003eGiven the high demands and stressors associated with the profession, mental health issues among nurses are a growing concern. Nurses frequently encounter a combination of emotional, physical, and mental challenges that contribute to burnout, anxiety, depression, and other mental health problems. Limited research has addressed the endogenous and exogenous precipitating factors that influence mental health among health professionals, particularly nurses, in the healthcare sector. However, addressing mental health concerns among nurses is crucial for their well-being and the quality of care they provide. Consequently, this study investigated the influence of social capital, resilience, and job embeddedness on positive mental health among nurses.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods: \u003c/strong\u003eThis study employed a cross-sectional design, involving 613 nurses aged 29–55 years (M = 34.78, SD = 6.52) recruited through snowball sampling from government-owned hospitals in Southeast Nigeria. Data were collected via an online survey utilizing standardized measures, including the Personal Social Capital Scale, Brief Resilience Scale, Global Job Embeddedness Scale, and Positive Mental Health Scale. Hierarchical multiple regression was used for data analysis. The STROBE checklist guidelines were adhered to ensure quality and transparency.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults: \u003c/strong\u003eHierarchical multiple regression analysis was conducted to test the hypotheses. Results revealed that social capital (β = .27; t =2.29, p\u0026lt;.05), resilience (β = .30; t =4.40, p\u0026lt;.05), and job embeddedness (β = .21; t =3.37, p\u0026lt;.05) were independently and positively correlated with positive mental health among nurses.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusions: \u003c/strong\u003eThe study findings revealed that\u003cstrong\u003e \u003c/strong\u003esocial capital, resilience, and job embeddedness are recipes for enhancing and harnessing positive mental health among nurses. The findings of this study underscore the intricate interplay between these endogenous and exogenous factors—job embeddedness, social capital, and resilience—in promoting mental health among nurses within their organizational context. These endogenous and exogenous factors emerge as critical elements that facilitate employees' capacity to navigate workplace challenges and mitigate stressors that may affect their mental wellbeing.\u003c/p\u003e","manuscriptTitle":"Panacea for Improving Mental Health: The influential Roles of Social Capital, Resilience and Job Embeddedness on Nurses’ Mental Health","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-04-02 20:05:15","doi":"10.21203/rs.3.rs-6075103/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-05-05T19:18:31+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-27T08:57:45+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-26T11:30:56+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-23T11:21:27+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"242409142728905187923291833205441700176","date":"2025-03-29T16:18:20+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"146615379805071993154999412074421067618","date":"2025-03-28T02:46:17+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"176004700094410476690877075979124979805","date":"2025-03-27T01:41:25+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"235942221544967909084080950424280127439","date":"2025-03-26T11:37:27+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-03-25T23:57:43+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-03-22T07:25:26+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-03-22T07:25:19+00:00","index":"","fulltext":""},{"type":"submitted","content":"Discover Mental Health","date":"2025-02-21T00:27:16+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"discover-mental-health","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"dimh","sideBox":"Learn more about [Discover Mental Health](https://www.springer.com/44192)","snPcode":"","submissionUrl":"","title":"Discover Mental Health","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Discover Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"489b042b-25ab-4316-bf65-ea2dee8efbec","owner":[],"postedDate":"April 2nd, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2025-05-30T21:08:20+00:00","versionOfRecord":[],"versionCreatedAt":"2025-04-02 20:05:15","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6075103","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6075103","identity":"rs-6075103","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}