Practicing psychologists face many demands that place them at risk for professional burnout. This article provides empirically supported recommendations for reducing or preventing burnout. Drawing from theoretical models of burnout, 4 critical questions are identified: What job demands increase risk for burnout? What job resources decrease risk for burnout? What personal resources decrease risk for burnout? How does home life influence risk for burnout? Findings from empirical studies with psychologists related to each question are summarized and are integrated with conceptual literatures to develop specific recommendations. Consistent with the positive psychology movement and with recent conceptual shifts in the burnout literature, these recommendations encourage a positive, proactive approach that strives to maximize a fit between work demands and personal strengths, to develop resources at work and at home, and to establish a balance between work and personal lives.

Balancing work and family lives is a challenge faced by many psychologists. The present study examined an integrated model of resources, work-family conflict, family, work, and life satisfaction among professional psychologists. To test this model, a sample of 368 doctoral psychologists who worked at least 20 hours a week and who were married and/or had children were selected from respondents to a national survey on professional and family life. Support was found for three-stage mediational models through which the resources of control and family support exerted cross domain effects and influenced overall life satisfaction. Control at work reduced work to family conflict which increased family satisfaction while family support reduced family to work conflict and increased work satisfaction. Both work and family satisfaction then increased life satisfaction. These models were significant for both men and women. There was, however, evidence that family support was more important in reducing family to work conflict for women.

Are psychologists satisfied with their careers? The present study sought to answer this question and to understand factors that relate to high levels of career satisfaction. Data from 595 respondents of a national survey of practicing psychologists indicated that, consistent with past research, psychologists tend to be satisfied with their careers. To investigate factors that predict high levels of satisfaction, two groups of psychologists were identified: a high-satisfaction group (n = 129) and a moderate-satisfaction group (n = 102). Optimal data analysis (ODA) was then used to identify single variables, as well as combinations of personal and professional factors, that maximized classification accuracy in predicting high versus moderate career satisfaction. Percentage of direct-pay clients, work–life balance strategies, control at work, and reflecting on satisfying work experiences emerged as important predictors. Specific recommendations for practitioners are discussed.