Psychologist impairment: What is it, how can it be prevented, and what can be done to address it?

Abstract

Research indicates that psychologists self-report a variety of problems related to their personal and professional functioning, such as depression, substance abuse, and burnout. These difficulties not only lead to psychologist distress, but can also result in impairment and have a negative effect on patient care. This review of the psychologist impairment literature provides information on the historical movement toward colleague assistance, rates of impairment, identifying distress and impairment, intervening with an impaired colleague, barriers to treatment, and preventing impairment. It is suggested that, through education of psychologists and graduate trainees, impairment may be prevented or its effects minimized.

Diálogos bilaterales entre investigadores de la Glasgow Caledonian University (Reino Unido) y la Universidad de Alicante (España). Estudios interdisciplinares

“…Work issues or negative client behaviours that may increase the risk CF include, but are not limited to, suicide, aggressiveness, professional and emotional isolation, lack of therapeutic success, and demanding paperwork and administration duties. Other contributors may include relationship issues, financial difficulties, change in family structure, blame culture, fear and personal illness (Smith and Moss, 2009). Some signs of CF include reduced energy, impaired concentration, decreased patience and decreased confidence, symptoms which may not be directly observable by others, due to their personal nature and the independence and isolation within which some professionals function (Smith and Moss, 2009).…”

“…Other contributors may include relationship issues, financial difficulties, change in family structure, blame culture, fear and personal illness (Smith and Moss, 2009). Some signs of CF include reduced energy, impaired concentration, decreased patience and decreased confidence, symptoms which may not be directly observable by others, due to their personal nature and the independence and isolation within which some professionals function (Smith and Moss, 2009). The signs that are more apparent to others are, becoming more isolated, withdrawn and irritable (Gilroy, et al, 2002), where the quantity and quality of work suffers and putting in longer hours to accomplish tasks normally carried out in a regular working day (Boisaubin and Levine, 2001).…”

“…HCS may also network together and know other people working in relevant fields of work. Indirectly and as a result, they may hide, discount or rationalise their own behaviour, the downside of this type of pressure and belief leading to feelings of inadequacy and create additional levels of stress (Smith and Moss, 2009). …”

“…These stressors may have harmful effects on the staff member's effectiveness and success by reducing their capacity for attention, concentration, and decision-making (Smith and Moss, 2009). When stressed, anxious or feeling under threat, it is common for a person to feel as if their body and mind is closing down and withdrawing, either to prepare itself for the imagined (or real) hurt to arrive or to gather resources for further action.…”

“…The term Compassion Fatigue (CF) has been offered as a way of describing what may happen to a HCS over time (Fahy, 2007). There are a number of studies that focus on the negative cost of caring (Boisaubin and Levine, 2001;Gilroy, et al, 2002;Smith and Moss, 2009), however, there is also evidence to show that HCS can transform the stress of this type of exposure into growth. Current research proposes that mindfulness confers significant benefits on health, well-being and quality of life in general (Cullen, 2011).…”