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.
摘要：
心理健康护士（MHN）经历了一系列的压力源，作为他们工作的一部分，这会影响他们的幸福感和离职意图。没有先前的证据,然而,关于MHN的心理健康，幸福,弹性，和COVID-19大流行期间的离职意向。这项基于在线调查的横断面研究的目的，在大流行期间进行，探索心理困扰，幸福,情商,应对自我效能感，弹性，创伤后成长,工作场所归属感,n=144澳大利亚心理健康注册护士和注册护士的离职意愿；并探讨这些变量之间的关系，特别是,心理困扰,幸福,和离职意向。与K10衡量的人口标准相比，高（27.78％）和非常高的心理困扰（9.72％）的MHN百分比更高。情绪智力行为显着低于人群平均水平（GENOS-EIShort）。应对自我效能感处于中等水平(CSES-Short)。总体弹性中等(简短弹性量表)，创伤后成长为中期(创伤后成长量表；PTGI)。工作场所归属感适中，离职意愿较低。较高的心理困扰水平与较高的离职意愿相关，和较低的工作场所归属感，应对自我效能感，幸福,弹性，和情商行为。尽管有严重的心理困扰，近一半的样本(n=71)在幸福感(心理健康连续简短形式)方面“蓬勃发展”。为了帮助防止大流行后期间工作人员的痛苦，组织需要积极主动地提供支持和专业发展，以加强员工的心理健康，情商,和韧性技能。这些策略和小组临床监督也可能支持较低的营业额。
