Two studies were conducted to revise and empirically test Ellis's framework for inadequate and harmful supervision, and to determine the occurrence of inadequate and harmful clinical supervision from the supervisees' perspective. For Study 1, we delineated 10 criteria for minimally adequate clinical supervision and defined inadequate and harmful supervision by differentiating self-identified and de facto supervision for each. Ratings from 34 supervision experts were used to generate a taxonomy of 16 de facto inadequate and 21 de facto harmful supervision descriptors. Because harmful supervision was distinct from, yet subsumed by, inadequate supervision, we revised the taxonomy and definitions accordingly. In Study 2, the occurrence of inadequate and harmful supervision was assessed for 363 supervisees; 93.0% were currently receiving inadequate supervision and 35.3% were currently receiving harmful supervision. Over half of the supervisees had received harmful clinical supervision at some point. Implications for research, training, and practice are discussed.

Nursing is a stressful occupation, and consequently, nurses are at risk for work-related burnout. This is highly problematic, as numerous negative consequences are associated with burnout. Most notably, burnout may result in nurses leaving the profession, thereby exacerbating the nursing shortage. The purpose of the present study was to advance the understanding of burnout in the nursing profession. Specifically, three types of work engagement (i.e., vigor, dedication, and absorption) and resiliency were hypothesized to mediate the relationship between work-related stress and burnout. Nurses and nursing students were recruited through a college and a state nursing association, and participants ( N =  76) completed a series of online surveys. Mediation models were assessed using multiple regression analyses and the bootstrapping method of testing indirect effects. Results indicated that vigor, dedication, absorption, and resiliency partially mediated the relationship between work-related stress and burnout, although the exact pattern of results varied depending on the specific type of burnout (Emotional Exhaustion, Depersonalization, and Reduced Personal Accomplishment). These results could be useful in helping to prevent burnout in the nursing profession and should be taken into consideration when designing employee training and support programs.

The purpose of the study was to address shortcomings in the literature by applying conservation of resources theory to assess and identify predictors of burnout and vigor among health service psychology doctoral trainees. Descriptively, most of the 203 health service psychology doctoral trainees experienced burnout (74.9%) and vigor (76.8%) at some point during their doctoral training. Compared to the norm samples, the trainees evidenced substantively more burnout and less vigor. Collectively, five predictorspressure, threat, financial strain, relationship conflict, supervisory working alliance-explained 22% of the variance in the multivariate construct of burnout and vigor. Although the supervisory working alliance and a type of work-related stress (threat) uniquely predicted burnout and vigor, pressure, financial strain, and relationship conflict did not. Theoretical and practical implications, limitations, and suggested future research are provided based on the study findings.

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