Psychological distress, well‐being, resilience, posttraumatic growth, and turnover intention of mental health nurses during COVID‐19: A cross‐sectional study

Abstract Mental health nurses (MHNs) experience a range of stressors as part of their work, which can impact their well‐being and turnover intention. There is no prior evidence, however, on MHNs' mental health, well‐being, resilience, and turnover intention during the COVID‐19 pandemic. The aims of this online survey‐based cross‐sectional study, conducted during the pandemic, were to explore the psychological distress, well‐being, emotional intelligence, coping self‐efficacy, resilience, posttraumatic growth, sense of workplace belonging, and turnover intention of n = 144 Australian mental health registered and enrolled nurses; and explore relationships between these variables, in particular, psychological distress, well‐being, and turnover intention. There was a higher percentage of MHNs with high (27.78%) and very high psychological distress (9.72%) compared to population norms as measured by the K10. Emotional intelligence behaviours were significantly lower than the population mean (GENOS‐EI Short). Coping self‐efficacy was mid‐range (CSES‐Short). Resilience was moderate overall (Brief Resilience Scale), and posttraumatic growth was mid‐range (Posttraumatic Growth Inventory; PTGI). Sense of workplace belonging was moderate, and turnover intention was low. Higher levels of psychological distress were associated with higher turnover intention, and lower workplace belonging, coping self‐efficacy, well‐being, resilience, and emotional intelligence behaviours. Despite the levels of psychological distress, nearly half the sample ( n = 71) was ‘flourishing’ in terms of well‐being (Mental Health Continuum Short‐Form). To help prevent staff distress in the post‐pandemic period, organisations need to proactively offer support and professional development to strengthen staff's psychological well‐being, emotional intelligence, and resilience skills. These strategies and group clinical supervision may also support lower turnover.