Psychologists Compassion Fatigue Psyarxiv

COMPASSION FATIGUE IN PSYCHOLOGISTS
Identifying risk factors for compassion fatigue in psychologists in Aotearoa, New
Zealand
Dr Amy Kercher1
Lisa Gossage1
1
Department of Psychology and Neuroscience, Auckland University of Technology
Corresponding Author: amy.kercher@aut.ac.nz
Public Significance Statement:
Psychologists in New Zealand report high average levels of Compassion Fatigue (burnout
and secondary traumatic stress), stress and depressive symptoms, and low Resilience; but
good Compassion Satisfaction. Compassion Fatigue is associated with stress, anxiety,
COVID-related stress and working with clients at risk; while Compassion Satisfaction is
linked with additional supervision, employer support and resilience.

Abstract
Psychologists work extensively with people experiencing personal and mental health
difficulties, providing psychological support and therapeutic interventions. While past
research has established that psychologists are at risk of secondary traumatic stress and
burnout (together comprising Compassion Fatigue), little is known about the professional and
personal circumstances that mitigate their risk. The current study surveyed mental health
symptoms and professional quality of life among 149 registered psychologists in Aotearoa,
New Zealand (4.1% of the workforce). A broad range of experiences were considered,
including psychologists’ symptoms of stress, anxiety, depression, Burnout, Secondary
Traumatic Stress, Compassion Satisfaction and resilience, along with contextual factors
including caseload, professional support, and personal circumstances, in the second year of
the pandemic. LASSO regression was used to identify variables that predicted Compassion
Fatigue and Compassion Satisfaction. Although psychologists find their work rewarding and
satisfying, our results indicate a high rate of psychological distress and risk of compassion
fatigue in our cohort of psychologists, partly associated with increased stress from COVID-
19. This study identifies risk factors including COVID related stress, working with clients at
risk, and symptoms of stress and anxiety, accounting for 59% of the variance in compassion
fatigue. Additional informal supervision support, resilience and increased employer support
were predictive of increased Compassion Satisfaction. It is imperative to focus on
professional support, personal well-being and manageable caseloads, to ensure a future
sustainable psychology workforce.
Keywords: psychologists, compassion fatigue, compassion satisfaction, professional quality
of life, burnout
Psychologists provide evidence-based therapeutic interventions to promote mental health and
wellbeing. The pandemic has increased mental health concerns worldwide, including in
Aotearoa, New Zealand (NZ; Every-Palmer et al., 2020; Gasteiger et al., 2021), where
increasing demand and limited capacity were already serious concerns (Allison et al., 2019;
Ministry of Health, 2021). Clients are presenting for psychological therapy with increasingly
severe problems, while private and community psychologists report unmanageable caseloads
and waitlists, with a limited public mental health system for severe cases (Skirrow, 2021).
Delays and barriers for care lead to increased severity and risk for clients, compounding
demand for crisis and hospital services (Cardwell, 2021; Jatrana & Crampton, 2021; NZ
Government, 2018). While research has recognised increases in mental health difficulties
among other health workers during the pandemic (e.g., Bell et al., 2021), this has not been
specifically considered for psychologists, despite increasing demand and limited resources
during this period. The current study aims to investigate the experiences of NZ psychologists,
including their professional quality of life, risk of burnout and personal distress.
In exploring psychologists' professional quality of life, it is important to consider both
positive and negative experiences. Stamm and colleagues (2002) developed the widely-used
Professional Quality of Life measure for healthcare professionals, incorporating both
Compassion Fatigue and Compassion Satisfaction (a positive outcome, see below).
Compassion Fatigue (CF) comprises Burnout and Secondary Traumatic Stress symptoms
(Stamm, 2010). Burnout is a severe work-related mental health impairment common among
helping professionals, resulting from chronic stress in the workplace. It incorporates
overwhelming exhaustion, cynicism and detachment from one’s job, and a sense of
ineffectiveness and lack of accomplishment (Maslach, 2003). High Burnout scores are
associated with feeling emotionally drained, hopeless, disconnected, detached, a loss of
motivation or interest, and low efficacy (Stamm, 2010). Burnout is predictive of depression,
anxiety and irritability, however it has a distinct symptom profile with an emphasis on
cynicism, detachment and lack of accomplishment (Bakker et al., 2000; Maslach & Leiter,
2017). It is specific to the workplace, whereas depressive symptoms are more pervasive
(Maslach & Leiter, 2017). For this reason, it is essential to consider both job-related Burnout
and overall signs of stress, anxiety and depression when examining the well-being of
practising psychologists. The other component of CF is Secondary Traumatic Stress (STS),
which refers to the experience of vicarious trauma, involving work-related, secondary
exposure to highly stressful events and subsequent symptoms resembling PTSD (Stamm,
2010). Symptoms include preoccupation, fear, difficulty sleeping, intrusive images and
avoidance, and are often rapid in onset and associated with a particular event. Compassion
Fatigue incorporates the presence of both STS and Burnout symptoms, and is defined as a
state of emotional distress and exhaustion, affecting emotional and physical health, affecting
not only the healthcare professional but also their work, with decreased productivity, quality
of work and increased turnover (Larsen & Stamm, 2008; Stamm, 2010).
Previous studies suggest that Burnout among psychologists is a significant issue,
affecting an estimated 20-67% of practising clinicians (e.g., McCormack et al., 2018; Morse
et al., 2012; O’Connor et al., 2018; Simpson et al., 2019). Psychologists’ caseloads often
include working with traumatised individuals, discussing traumatic events in detail, and
exposure to traumatic outcomes such as client suffering, threatening behaviour or suicide,
making this a vital consideration of the current study. Little is known of the specific
experience of NZ psychologists, with one past study found, focused on resilience and
reporting relatively low rates of Compassion Fatigue (McCormick, 2014). Larsen and Stamm
(2008) emphasise that work context, client characteristics, therapist resources, training and
personal history can affect therapists’ professional quality of life and continuity in the role.
At the same time, psychologists are human too – increasingly, research reveals their
own high rates of mental health difficulties such as stress, anxiety and depression symptoms
(Victor et al., 2022). A range of personal factors can affect psychologists’ stress and well-
being, such as the health and mental health difficulties of self and loved ones, caring and
parenting responsibilities, substance abuse, social support, financial hardship, relationship
problems and domestic violence (Mahoney, 1997). Thematic analyses suggest challenges
with both “being human” and “being an employee” during the pandemic (Langdon et al.,
2021, p.6). Psychologists report that challenges with work-life balance are the largest source
of stress, followed by dealing with clients with chronic and complex mental health issues,
dealing with very distressed clients and concern about client safety, with 79% of recently
surveyed psychologists reporting work stressors which affected their optimal functioning in
their role (Simpson et al., 2019).
Despite the potential difficulties incumbent in mental health work, many practising
psychologists report satisfaction and reward from their roles (Radeke & Mahoney, 2000).
Compassion Satisfaction (CS) is the positive component of Professional Quality of Life
(Stamm, 2010). Incorporating the experience of emotional engagement, compassionate
helping and the outcomes of one’s work, CS for psychologists includes the belief that “I am
doing something that makes a difference” (Larsen & Stamm, 2008, p.282). CS is underpinned
by positive feelings about one’s ability to contribute to individual clients and society, and can
be protective against Compassion Fatigue (Larsen & Stamm, 2008). Psychologists who report
high CS report a sense of reward from their work, feeling invigorated, experiencing happy
thoughts, feelings of success and wanting to continue their work (Stamm, 2010). However,
over time CS can be eroded by Burnout (Stamm, 2002). A psychologist with a high overall
professional quality of life will report low Burnout, Secondary Traumatic Stress, and high
Compassion Satisfaction.
Similarly, resilience refers to the capacity for an individual to maintain well-being
despite stress, quickly returning to emotional and mental health after stressful experiences
(Davidson, 2018). Throughout and following stressful events, a resilient person experiences
ongoing well-being, high positive emotions and reports meaning in life, positive relationships
and a sense of achievement and engagement (Seligman, 2011). Resilience includes the
ability to adapt to change and cope with stress, to deal with what comes along and to not be
discouraged by failure (Davidson, 2018). For a psychologist exposed to stressful and
traumatic events (either directly or vicariously), resilience is vital to continuing their work.
Many different professions are involved in mental health care in NZ, however,
practising psychologists were chosen as the focus of this study for several reasons. First,
psychologists in NZ undergo a consistent training and accreditation process, with
standardised expectations for their knowledge and practice parameters. This provides
boundaries around expected practices, supervision, and a code for ethical conduct. These
parameters shape their professional experiences differently from other professions. Secondly,
the lead author is an experienced clinical psychologist and academic working in a university
psychology department, teaching and training new psychologists. NZ arguably faces a mental
health crisis, with the highest youth suicide rates in the world (OECD, 2017, 2021), making
the function and sustainability of mental health services of critical importance. Psychology
was deemed an essential role in NZ during the pandemic, with psychologists largely working
from home via telehealth during extensive and strict lockdowns, juggling family and personal
commitments while supporting clients. Given reports of increased demand and stress, and the
unknown impact of the COVID-19 pandemic on their work experiences, it is crucial that we
examine the risk of Compassion Fatigue among this vital workforce.
The current study aims to learn from practising psychologists in Aotearoa, NZ, about
their experiences of stress, professional quality of life and resilience, during the second year
of the COVID-19 pandemic. Firstly, are they stressed, anxious, or depressed? What are their
risks of Burnout and Secondary Traumatic Stress? Are they reporting Compassion
Satisfaction and resilience? Secondly, are personal and workplace factors associated with
increased distress and Compassion Fatigue? What role did COVID-related stressors play
during this period? And finally, which factors are associated with higher resilience and
Compassion Satisfaction? By better understanding the well-being of the psychology
workforce in Aotearoa, NZ, we hope to provide a foundation for improved professional
support, training and practices for a sustainable and well-supported mental health sector in
the future.
Method
Participants
Participants were 149 registered psychologists with current practising certificates in
Aotearoa, NZ (4.1% of the workforce, NZ Psychologists Board, 2021). 14 were excluded
from the analysis due to missing data. The average participant was aged between 41-45, with
29.8% reporting more than 20 years experience, 17.7% 6-10 years and 26.2% 0-5 years. Most
participants identified as female (90%), with 10% male and no non-binary/other responses. In
terms of ethnicity, 80.1% identified as of European descent and 1.4% Māori. Workplaces
varied, with 45.4% employed in government and health funded organisations, 42.6% in
private practice and the remainder in public accident insurance funded services, non-
government and private industry. Participants reported a range of personal circumstances,
with 40.4% parents with children at home and 68% in married or de facto relationships, with
12.8% single and the remainder divorced or widowed. Additional demographic and
descriptive statistics are presented in Appendix A.
Measures
Outcome Variable - Professional Quality of Life Scale (ProQOL)
The Professional Quality of Life Scale (ProQOL) is the most commonly used measure
of the positive and negative impacts of working with mentally unwell and traumatised clients
(Stamm, 2010). Thirty items are answered on a Likert scale, from 1=never to 5=very often.
Compassion Fatigue (CF) comprises two subscales, Burnout and Secondary Traumatic Stress
(STS), reflecting feelings of hopelessness, disconnection and ineffectiveness; and of
preoccupation and post-traumatic symptoms such as fear and overwhelm, respectively. High
Compassion Satisfaction (CS) scores reflect a sense of reward and pleasure from helping
others, and of contributing and feeling successful in one’s work. The ProQOL has good
psychometric properties with the three subscales showing good construct validity and internal
consistency (α from .75 to .88, Stamm, 2010). While the authors originally reported
conservative quartile cut-offs indicating low, moderate and high ranges, more recent
estimates have been suggested based on a review of 30 studies (including more than 5600
caring professionals) and are used here to reflect the latest data (De La Rosa et al., 2018).
Cronbach’s Alpha in the current study were .921 (CS), .808 (Burnout) and .786 (STS). The
“Compassion Fatigue” outcome was used for this study, comprised of the sum of Burnout
and STS, conceptualised as the negative outcome of caring work (Larsen & Stamm, 2008;
Stamm, 2002; Stamm, 2010). The high level of collinearity between Burnout and STS mean
that each would dominate the impact on the other, so using a joint negative outcome allows
the exploration of impacts from other variables.
Depression, Anxiety, Stress Scale (DASS-21)
The Depression, Anxiety, Stress Scale 21-item version is a standardised, brief
measure of depression, anxiety and stress symptoms (DASS-21, Lovibond & Lovibond,
1995). Seven items for each sub-scale, such as “I couldn’t seem to experience any positive
feeling at all” (depression), “I found it hard to relax” (stress) and “I felt scared without any
good reason” (anxiety), are answered on a Likert scale from 0=never to 3=almost always.
Previous analyses have established the three separate factors with high convergent validity in
both clinical and community samples (Crawford et al., 2011). It is widely used in non-clinical
populations (Antony et al., 1998). Although higher scores indicate greater likelihood of
clinically significant symptoms, it is important to note that the DASS-21 is not diagnostic
(Crawford et al., 2011; Lovibond & Lovibond, 1995). Cronbach’s Alpha in the current study
were .845 (stress), 0.682 (anxiety) and 0.899 (depression).
Connor-Davidson Resilience Scale (CD-RISC-10)
The CD-RISC-10 assesses a unidimensional construct of resilience, incorporating the
ability to bounce back, persistence and self-efficacy (Campbell-Sills et al., 2009). Items such
as “I am able to adapt when changes occur” are answered on a Likert scale (0= not true at all,
to 4= true nearly all the time). The CD-RISC-10 shows good internal consistency (α=.85,
Campbell-Sills et al., 2009) and good construct, convergent and divergent validity (Davidson,
2018). Cronbach’s Alpha for the current study was .853.
Survey Questions
Survey questions considered workplace and personal circumstances, including client
group type, therapy practices, access to supervision and training, workplace type, changes
related to COVID-19, and personal factors such as family and caring commitments, personal
support and demographic factors. For descriptive purposes, psychologists indicated all the
client presentations they worked with, presented in Appendix A. However for the final
analysis, this was coded into a binary “at risk” client work variable (e.g. working with clients
at risk from self or others, reporting self-harm, at risk of suicide, domestic violence; or not),
based on previous findings that working with clients at risk infers a greater likelihood of
Burnout and Secondary Traumatic Stress (Simpson et al., 2019).
Procedure
Ethical approval was granted for the study by the XXX. Professional organisations,
including the NZ Psychological Society and NZ College of Clinical Psychologists, shared an
invitation with members via email and social media. Informed consent was obtained from all
participants, who received no compensation, and no identifying information was collected.
Participants first had to indicate that they were registered to practice as a psychologist in
Aotearoa, NZ, then completed the survey online via Qualtrics.
At the time of the survey (mid-2021), Aotearoa NZ had been without COVID cases or
restrictions for several months, after lengthy lockdowns in 2020. Shortly after this survey was
conducted, a new outbreak of COVID-19 led to a strict lockdown for several months in some
areas, followed by the largest community outbreak in 2022. Given the unique challenges this
presented for clients needing psychological support and for psychologists practising remotely
with a community under stress, the detailed impact of COVID will be considered in a later
study. While COVID-19 has been a factor in the well-being of psychologists along with
everyone else, the pre-existing need to understand the risk of CF, stress and difficulties
among practising psychologists remains, and is considered here for the original participant
group surveyed outside of lockdown conditions.
Data Analysis
Statistical analysis was completed using statistical software R, version 4.1.3
augmented by various R packages (R Core Team, 2020), and IBM SPSS (Version 28).
Descriptive analyses were conducted for all variables. One-sample t-tests were used to
compare our sample with comparable population norms. Correlations and bivariate analyses
were conducted to establish relationships between the variables, before multivariate
modelling was conducted. Some participants were excluded due to missing data; the final
analytic sample consisted of 135 participants, which did not differ from the original sample
of N=149 for any variables.
The selection of predictors of CF and CS, and estimation of regression coefficients
was conducted with Least Absolute Shrinkage and Selection Operator (LASSO) regression
(Tibshirani, 1996), using the glmnet package in R (Friedman et al., 2010). LASSO is an
emerging regression procedure, with advantages over traditional regression methods, such as
ordinary least squares (OLS). For example, it has been shown to select predictor variables at
higher levels of stability and accuracy than more traditional methods (such as stepwise
variable selection), particularly with smaller sample sizes (Hastie et al., 2007; Tong et al.,
2016). LASSO regularisation also handles collinear variables by driving the coefficients of
one of them to zero. This is important as collinear variables can cause problems for
traditional regression techniques such as OLS, and can result in unreliable coefficient
estimates (Oyeyemi et al., 2015). However, it is still better for model accuracy to remove
highly correlated variables where possible. Therefore, Years of experience (which was highly
correlated with Age) was used, and Age was removed from the analysis.
The size of the penalty parameter Lambda was estimated using k-fold cross validation
(k=10), which minimised mean squared error (MSE). The reliability and accuracy of the
results of the LASSO were validated using 1000 bootstrapped estimates of the residuals to
produce confidence intervals (CIs) for each regression coefficient using the bootLASSO
function (Liu et al., 2017). However, these CIs of LASSO estimates cannot be used as a
hypothesis test, as in many other regressions such as OLS, where the presence of zero in the
CI is evidence that the true parameter is not different from zero. This is because LASSO
estimates are biased towards zero due to the shrinkage methodology (Bühlmann et al., 2014).
However, if the bootstrapped CI from the LASSO estimate does not contain zero, we can
have confidence that the population parameter is different from zero (Fried, 2018).
Additionally, the width of the LASSO CIs can be used as a measure of accuracy, with narrow
CIs depicting a higher level of accuracy than wide ones (Epskamp et al., 2018). Before being
entered into the LASSO, categorical variables were dummy coded, classified as 0 or 1 for
each level of the categorical variable, with one level as the reference or control level. Cell
counts were small for some of the variables, therefore, where it made sense, the levels of
some categorical variables were collapsed, and some variables were dichotomised.
Results
Psychologists’ characteristics
As seen in Table 1, participating psychologists reported similar anxiety levels to the
normal population (population M=3.48, t(147)=0.02, p> .05; Crawford et al., 2011).
However, psychologists reported significantly higher stress (population M=7.98; t(148)=7.06,
p< .001) and depression levels (population M=5.14; t(147)=3.27, p< .001). Approximately
5.5% reported moderate-range anxiety symptoms and 2% severe or very severe. About 15%
reported moderate-range symptoms of stress, and 5% severe or very severe. 12% of
respondents reported moderate-range depressive symptoms and approximately 5% severe or
very severe depressive symptoms.
Psychologists reported an average Compassion Satisfaction (CS) score of 37.56, in
the moderate range, indicating a good amount of satisfaction derived from one’s work. The
average Burnout score in this sample is 24.83, meaning many participants may be at risk of
Burnout (moderate range). The average STS score of 20.03 suggests that on average,
psychologists are experiencing moderate Secondary Traumatic Stress, with many respondents
in the high range (De La Rosa et al., 2018). Relative to norms for caring professionals,
psychologists in this study report average CS (t(146)=-.26, p> .05). However, they report
significantly higher average Burnout (t(147)=4.24, p< .001) and STS (t(146)=8.03, p< .001,)
than norms for caring professionals in previous research (De La Rosa et al., 2018).
Interestingly, when compared with an earlier study of 224 NZ psychologists (McCormick,
2014), this sample showed slightly but significantly lower CS (McCormick, 2014 mean CS =
38.64; t(146)=-2.068, p< .05), markedly and significantly higher STS (McCormick, 2014
mean STS = 16.34; t(146)=8.901, p< .001); and markedly and significantly higher Burnout
(McCormick, 2014 mean Burnout = 20.78; t(147)=8.455, p< .001).
Relative to health professionals in US populations, who provide a mean Resilience
score of 33.4 (Davidson, 2018), NZ psychologists report significantly lower mean Resilience
(t(146)=-11.54, p<0.001). The mean score of 28.31 reported in our sample falls in the lowest
quartile in US general population studies (Campbell-Sills et al., 2009). Again, compared with
an earlier NZ sample (McCormick, 2014), the current sample showed significantly lower
average resilience (McCormick, 2014 mean CD-RISC-10 = 29.97; t(146)=-3.77, p<0.001).
Table 1. Descriptive Statistics

DASS-21 Mean SD Range Normal Mild Moderat Severe Extremely
rangea range e range range severe
range
Depression 7.176 7.57 0-38 0-9 10-13 14-20 21-27 28+
Anxiety 3.49 4.03 0-18 0-7 8-9 10-14 15-19 20+
Stress 12.17 7.26 0-40 0-14 15-18 19-25 26-33 34+
ProQOL Low Moderat High
rangeb e range range
CS 37.56 6.31 22-50 0-33 34-41 42+
(Compassion
Satisfaction)
BO 24.83 5.83 3-40 0-19 20-27 28+
(Burnout)
STS 20.03 5.03 13-39 0-13 14-21 22+
(Secondary
Traumatic
Stress)
CD-RISC 28.31 5.35 9-40
(Resilience)
a
DASS-21 recommended cut-off points (Lovibond & Lovibond, 1995)
b
ProQOL recommended cut-off points (De La Rosa et al., 2018)
Bivariate relationships
DASS-21 subscales show typical correlations in the expected directions. Stress
correlates strongly with both depression and anxiety symptoms. Similarly, the three ProQOL
subscales show the expected relationships with one another. Psychologists who report greater
satisfaction from their work are less likely to report depression or stress symptoms and
markedly less likely to report Burnout. Compassion Satisfaction correlates strongly and
positively with resilience. Resilience, in turn, is strongly negatively correlated with all three
symptoms of psychological distress, Burnout and Secondary Traumatic Stress.
Table 2. Bivariate Correlations

Variable 1 2 3 4 5 6 7
1. DASS Stress -
2. DASS .446** -
Anxiety
3. DASS .585** .235** -
Depression
4. ProQOL CSa -.275** -.121 -.329** -
5. ProQOL BOb .493** .288** .507** -.751** -
6. ProQOL STSc .432** .481** .228** -.161 .413** -
7. ProQOL CFd .551** .457** .442** -.560** .858** .823** -
8. CD-RISC -.268** -.181* -.297** .618** -.576** -.287** -.522**
*p<0.05, ** p<0.01
a
ProQOL Compassion Satisfaction subscale, b ProQOL Burnout subscale, c ProQOL Secondary Traumatic
Stress subscale, d ProQOL Compassion Fatigue (Burnout + STS subscales)
Results of LASSO regression – Compassion Fatigue (CF)
The LASSO model identified 15 out of 34 variables as predictors of Compassion
Fatigue (see Figure 2). Ten predictors were risk factors (positively associated with CF),
including Stress, Anxiety, Depression, Treats clients at risk, Increase in workload due to
COVID, Increase in stress due to COVID, Personal/family support (good/excellent), Extra
challenges due to COVID, Increase in work intensity due to COVID, and gender (female).
Five were protective (negatively associated with CF), including CS, Resilience, Years
experience (16-20), Employer support (good/excellent) and No increase in workload intensity
due to COVID. The results for gender should be treated with caution, as the cell counts for
Gender (male) were small (n=10).
The most reliable predictors of CF (based on the bootstrapped CIs that did not contain
zero1), were Stress, Anxiety, Compassion Satisfaction (negative), Resilience (negative);
Increased stress due to COVID; 16-20 Years experience (negative); and Treats at risk clients.
For the full list of predictors of CF, their coefficient estimates, and bootstrapped CIs see
Table 3, and for all the variables entered into the analysis, see Appendix B.
The interpretation of the non-zero LASSO coefficients in this study is akin to those in
an OLS linear regression. For example, in this LASSO model, a one unit increase in Stress
was associated with an estimated increase in CF of 0.289; Treating at risk clients was
associated with an estimated increase in CF of 1.603, under the assumption all other
predictors are held constant for all coefficients. However, some bootstrapped CIs were
relatively wide, including Treats clients at risk, and so the true magnitude of some LASSO
estimates could be quite a bit lower or higher (see Table 3).
For the LASSO model with CF as outcome variable, the value of lambda that
minimized MSE was 0.55, and 0.60 for the bootstrapped LASSO. This model had an R
squared of 59%, that is 59% of the variance in CF was explained by the selected predictors
and their associated coefficients, and a root mean square error (RMSE) of 5.5.
Table 3. Results of LASSO and bootstrapped LASSO regression with CF as outcome

variable
Predictors LASSO 5% 95%
coefficient Bootstrapped Bootstrapped
estimates coefficient coefficient
a
(Intercept) 59.015 - -
DASS_Str 0.289 0.144 0.475
DASS_Anx 0.396 0.203 0.730
1
As described above, LASSO coefficient estimates associated with CIs that do contain zero may still be true
predictors of CF, and worthy of further investigation and discussion. They should, however, be interpreted with
caution (see Data Analysis section above).
DASS_Dep 0.055 -0.064 0.105

ProQOL_CS -0.419 -0.661 -0.275
CDRISC_Total -0.221 -0.439 -0.032
Change in workload due to 0.865 -0.645 1.647
COVID
(increase)
Change in stress due to COVID 1.235 0.088 2.367
(Increase)
Years experience (16-20) -1.200 -2.058 -0.029
Treats at risk clientsb (Yes) 1.603 0.279 2.946
Support at home (good or 0.112 -0.639 0.684
excellent)
Extra challenges due to 0.058 -0.214 0.097
COVIDc
Support from employer (good -0.158 -0.243 0.916
or excellent)
Change in workload intensity -0.764 -1.314 0.363
due to COVID
(no change)
Change in workload intensity 0.509 -1.320 1.096
due to COVID
(increase)
Genderd (female) 0.288 -1.151 0.501
R squared 59%
MSE 30.76
a
Reference levels of the categorical variables were Covid workload reduce, Years_exp 0-5, Treats at risk clients
(no), Has extra / ad hoc supervision (no), Support at home (none), Has extra / ad hoc supervision (no), Support
from employer (none or minimal), Work intensity change due to Covid (decrease), Gender (Male)
b
This was a binary variable, where at risk clients included clients at risk from self or others, reporting self-harm,
at risk of suicide, or domestic violence.
c
This was a count variable, where participants were asked to tick all the challenges due to COVID they had
faced. These included challenges with telehealth/remote work, technological difficulties, reduced access to
additional resources such as emergency referral services, reduced access to collegial support and supervision,
zoom fatigue etc.
d
Participants were also given the options ‘non-binary’ and ‘prefer not to say’ but all chose ‘male’ or ‘female’
Results of LASSO regression – Compassion Satisfaction (CS)
The LASSO model identified 10 out of 34 variables as predictors of Compassion
Satisfaction. Seven were associated with higher CS. These were Resilience, Years experience
(11-15), Workplace (private industry or practice), Receiving ad hoc/additional supervision,
Support from employer (good/excellent), Support from employer (N/A, self-employed) and a
small association with Anxiety. Three were associated with lower CS, including Depression,
Supervision (monthly, the minimum option) and Compassion Fatigue.

The most reliable predictors of CS, based on the bootstrapped CIs, were Resilience,
ad hoc/extra supervision, CF (negative), Support from employer (N/A as self-employed) and
Anxiety, although the coefficient for Anxiety was very small. Other predictors chosen by the
LASSO model included Depression and Receives supervision monthly (both negatively
associated with CS); and Workplace type (private industry or practice), Support from
employer (good/excellent) and Years experience (11-15); all positively associated with CS.
The results for “Receives supervision monthly” should be interpreted with caution as the
number not recording supervision at least monthly (the reference level) was very small (n=6)
with these responses missing. See Table 4.
Table 4 Results of Lasso and bootstrapped LASSO regression with Compassion

Satisfaction as outcome variable
Predictors LASSO 5% LASSO 95%
coefficien Bootstrapped LASSO
t CI Bootstrappe
estimates d CI
(Intercept)a 31.738
DASS_Anx 0.021 0.018 0.141
DASS_Dep -0.021 -0.046 0.061
CDRISC_Total 0.456 0.355 0.649
Years experience (11-15) 1.419 -0.217 2.891
Receives supervision monthly -0.37 -1.553 1.003
Workplace type (private industry or practice) 0.893 -0.508 1.817
Receives ad hoc, additional supervision 0.957 0.133 1.991
Compassion Fatigue -0.184 -0.332 -0.125
Support from employer (good/excellent) 0.223 -0.143 0.815
Support from employer (N/A, self-employed) 1.454 0.903 3.188
R square 52%
MSE 18.5
a, b, c, d
as per Table 3
The interpretation of the coefficients is as above, for example, a one unit increase in
Resilience (CD-RISC) is associated with a 0.456 unit increase in CS, or Receiving ad
hoc/extra supervision with a 0.957 increase in CS. However, wide CIs may mean the actual
impact is lower or higher (see Table 4). For the LASSO model with CS as outcome variable,
the value of lambda that minimized MSE was 0.44 for the LASSO, and 0.37 for the
bootstrapped LASSO. This model had an R squared of 52% and RMSE of 4.3.
Discussion
This study explored the professional quality of life of psychologists in Aotearoa NZ,
and examined potential risk factors for Compassion Fatigue, as well as protective factors
associated with Compassion Satisfaction. Psychologists reported high average rates of
psychological distress symptoms. Relative to comparable populations of caring professionals,
and to a past NZ sample, psychologists in NZ showed significantly higher average rates of
Burnout and Secondary Traumatic Stress (Compassion Fatigue). High rates of Compassion
Satisfaction indicate that psychologists find their work rewarding and satisfying. However,
relatively low rates of resilience and increases in stress and demands during the COVID-19
pandemic are reported. Notably, both professional quality of life and resilience are
significantly worse in the current sample than in a previous sample of NZ psychologists
(McCormick, 2014).
These negative aspects of professional quality of life have been associated with
distress, psychological ill health and increased likelihood of leaving the profession (Larsen &
Stamm, 2008; Stamm, 2010). Psychologists in the current study reported higher average rates
of depression and stress symptoms than the normal population, captured during the second
year of the COVID-19 pandemic (Crawford et al., 2011). Similarly increased rates of
psychological distress among mental health care workers have been recorded in Australia
during the pandemic (Northwood et al., 2021). Recent studies of psychologists’ mental health
symptoms support this finding, with more than 80% of psychologists reporting a lifetime
prevalence of mental health difficulties (Victor et al., 2022). The culture in Aotearoa NZ has
traditionally been one of stoicism and stigma, with general community reluctance to seek
mental health treatment (Nairn et al., 2001), although this is shifting in recent years with the
increased demand and normalising public discourse around mental health (Oliver et al.,
2020). Similarly, historically psychologists may have been reluctant to disclose their own
mental health difficulties, for fear of stigma and judgement by peers and clients (Bearse et al.,
2013). The recent finding that new psychologists are increasingly likely to endorse both
diagnosed and undiagnosed mental health difficulties (Victor et al., 2022) may indicate that
this is changing.
Psychologists in NZ reported mean Resilience scores comparable with the lowest
quartile of respondents in US population studies (Campbell-Sills et al., 2009), and
significantly worse Professional Quality of Life and Resilience than a previous and directly
comparable sample (McCormick 2014). It is possible that circumstances have substantially
worsened in the 7 years between these studies, following the first year of the pandemic,
increased demand and strain on the system. As above, psychologists may also be increasingly
willing to disclose difficulties. It is also possible that self-selection plays a role – the
McCormick study (2014) was advertised to the same professional organisations, as a study of
the positive effects of psychologists’ work and resilience; while the current study was
advertised as investigating stress, burnout and resilience. Psychologists interested in and
identifying with one of these topics may have been more likely to participate. However, self-
selection can have the opposite effect, where the most stressed individuals may be less likely
to participate in a voluntary, unpaid survey when they already feel strained (Alarie & Lupien,
2021). This would suggest that data reported here may be an underestimate.
The strongest predictors of Compassion Fatigue included stress, anxiety, working
with at risk clients and increased stress during the pandemic. Mental health professionals in
NZ report unsustainable demand and insufficient workforce to meet the needs of the
community (Cardwell, 2021). Waitlists are continually increasing, with reports of
psychologists in private practice closing their books, while clients wait months for
appointments in the public sector where too few mental health professionals are available to
meet the demand (Meier & Lourens, 2022; Skirrow, 2021). The current study adds a new
perspective to this issue, with psychologists reporting high rates of psychological distress,
increased stress during the pandemic and high-risk client work, which are all associated with
our high rates of CF (Burnout and Secondary Traumatic Stress). CF was also associated with
lower CS and Resilience, suggesting these psychologists are not enjoying their work nor
feeling confident about their coping. A higher level of experience (16-20 years) was
protective against CF. This may partially be due to a “survivorship effect”, wherein
individuals more prone to Burnout leave the profession early in their careers, leaving behind
those who have found ways to adapt and manage, and show lower rates of Burnout (Dorociak
et al., 2017; Maslach & Leiter, 2017; Peisah et al., 2009). The highest range of experience
was not significantly associated with CF nor CS.
Psychologists in NZ reported high average rates of Compassion Satisfaction,
indicating that they find their work rewarding and fulfilling. High levels of CS were
associated with reduced symptoms of CF; and with increased Resilience. Increased CS and
Resilience appear to be protective, with both negatively associated with CF. CS was
associated with ad hoc supervision, wherein psychologists access supervision as needed, in
addition to regular sessions (participants reported monthly or more frequent supervision, as
required by the NZ Psychologists Board, 2010, though 6 respondents did not answer this
item). Receiving only the minimum monthly supervision was associated with lower CS.
Psychologists with higher CS were more likely to report that employer support was not
relevant as they were in private/self-employed practice, suggesting increased levels of
autonomy and self-managed work. There was evidence that working in private practice rather
than publicly funded settings was significantly associated with Compassion Satisfaction, but
as the bootstrapped CI crossed zero, this finding was less robust. Mid-career psychologists
with 11-15 years’ experience reported higher CS, with other ranges of experience not
significant. Psychologists reporting lower CS also reported more symptoms of depression
(though causality cannot be inferred from this cross-sectional study), and more CF.
Interestingly, marginally higher anxiety levels were associated with CS. This is
difficult to explain, with a precedent not found in CS literature. It could be that during the
pandemic, although stress and anxiety have increased, so too has the sense of satisfaction
from contributing to society in a time of crisis, and assisting others. Some medical specialists
have reported increases in CS, although were not asked about anxiety (Kase et al., 2022).
We asked psychologists about stressors at home during the pandemic and perceived
support at home, however this was not associated with CF. Interestingly, relatively few
psychologists reported problems with stress and caring responsibilities at home, and all who
answered the item reported at least monthly supervision. One might presume additional
supervision to be protective, however it was not associated with reduced CF – although it was
linked with increased CS.
Further exploration of the experience and role of Resilience among psychologists is
important. NZ psychologists reported low rates of resilience in the current study, strongly
associated with increased psychological distress and CF. Previous research in this area
suggests a range of resilience-enhancing ideas including increasing networks, increasing
openness about personal difficulties among psychologists, enhancing boundaries and
engaging in personal therapy (McCormick, 2014). Training and personal use of particular
therapies such as ACT may reduce trainee (Stafford-Brown & Pakenham, 2012) and
practising psychologists’ stress (Eriksson et al., 2018). Strategies, including professional
support, professional development, life balance and cognitive awareness, are associated with
lower stress and subsequently lower rates of burnout and greater satisfaction among
psychologists (Rupert & Dorociak, 2019).
Bolstering resilience and self-care may be indicated, but noting the reported demands
and stress from working with high risk clients during the pandemic, addressing workforce
factors is also a high priority. CF has been clearly linked with workloads that exceed the
capacity of the individual to cope, a lack of reward, insufficient resources, lack of control
and/or support in the role, and chronic stressors (Larsen & Stamm, 2008; Maslach & Leiter,
2017). In workplace settings, there can be wide variations in the intensity and stress involved
in psychological work. Isolation, lack of social support networks, heavy workload and lack of
self-care have been linked with stress and burnout for psychologists (Di Benedetto &
Swadling, 2014). Initial studies considering the impact of COVID-19 suggest that burnout
and psychological stress have increased for mental health professionals in Australia
(Northwood et al., 2021), as suggested here in NZ. NZ statistics continually show a high rate
of mental health need and severity amongst those seeking help (Every-Palmer et al., 2022),
and historical trauma and disadvantage among indigenous Māori communities (Russell,
2018). In this context, psychologists and other mental health professionals strive to support
their communities and to provide evidence-based mental health care to those in need.
Relatively low rates of psychology graduates and recently closed borders due to the pandemic
have contributed to the limited workforce available to support mental health needs in NZ.
There is a marked shortage of mental health professionals and psychologists (Rucklidge et
al., 2018), and given the impact of high risk and increased workloads on CF, it is urgent that
we address this problem to improve both working conditions and client outcomes.
Several limitations of this study should be considered. First, the sample was cross-
sectional, thus findings cannot be interpreted as causal. Second, the sample was relatively
small with 149 psychologists – however, this represents 4.1% of the population of practising
psychologists in Aotearoa NZ, and is a stratified and homogenous sample, providing a
meaningful snapshot of their experiences. Third, while respondents reported a range of ages,
the majority had numerous years of experience, while younger and less experienced
psychologists are known to be at greater risk of burnout. This may indicate survivorship, or
the available time or interest in completing a survey of this nature. Unfortunately, we had a
very low response rate from Māori psychologists, despite invitations being extended to
representative groups. Clinical psychologists were over-represented, possibly due to good
engagement in the NZCCP social media groups. Clinical psychologists have specific training
and often work with clients with greater mental health needs. However, we completed a novel
regression analysis of the data with allowances for multicollinearity and non-normality, with
strong results indicating both the prevalence of psychological distress, Burnout and STS
symptoms, and risk factors for CF among NZ psychologists.
The current study sought to establish rates of psychological distress, Compassion
Fatigue and Compassion Satisfaction among psychologists in practice at a challenging time in
Aotearoa NZ. Since this study was conducted, the COVID-19 crisis has worsened in NZ.
Psychologists reported increased demand and client severity in this study, but arguably the
greater effects of COVID were yet to come, with a prolonged lockdown in late 2021-early
2022 followed by widespread community transmission in 2022. International studies have
demonstrated increased demand for mental health services following large COVID outbreaks,
perhaps the next ‘wave’ of the pandemic, and increased distress among health professionals
(Hammond et al., 2021; Northwood et al., 2021). This study demonstrated initial associations
between COVID-related work demands (increased stress, workload intensity) and CF, at a
time of relatively little COVID impact. While we were fortunate in NZ that effective
government policy delayed large outbreaks until a milder strain (Omicron) and widespread
vaccination, the impact of prolonged lockdown and widespread illness is likely to have had
an impact on community mental health and well-being, and professional well-being too.
Further research is underway to better understand the impact of COVID on psychologists’
professional quality of life in NZ in 2022.
This study adds to the discussion about mental health service provision and workforce
difficulties in Aotearoa NZ. Psychologists are at risk of burnout, secondary traumatic stress,
and psychological distress, associated with low resilience, high risk client work and COVID-
related increased demands. It is vital that we continue to examine the wellbeing and risk of
our mental health workforce, especially at a time of unprecedented demand and mental health
need during the ongoing COVID-19 pandemic. Given the likelihood of the affected
individual showing a decline in job performance, absenteeism and resignation (Maslach &
Leiter, 2017), we must take heed of the risk of Burnout and Compassion Fatigue seen here,
and do more to support our psychological workforce and improve their Professional Quality
of Life.
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Appendix A – Descriptive Statistics
Personal stressors
Serious health problems/disability 0 0
Moderate health problems/disabilty 31 18.3%
Housing insecurity 1 0.6%
Financial hardship 6 3.6%
Domestic violence 0 0
Drug and alcohol problems (self) 0 0
Drug and alcohol problems (family member) 12 7.1%
Personal/family support
None 56 37.5%
A little/some support 33 22.1%
Adequate support 21 14.1%
Good support 15 10.1%
Excellent support 16 10.7%
Area of endorsement
Intern psychologist 2 1.4
General registration 12 8.5
Clinical psychologist 118 83.7
Counselling psychologist 2 1.3
Educational psychologist 3 2.1
Neuropsychologist 4 2.8
Years of Experience
0-5 37 26.2%
6-10 25 17.7%
11-15 17 12.1%
16-20 20 14.2%
20+ 42 29.8%
Nature of work/client groupb
Severe mental health difficulties 73 43.2%
Moderate mental health difficulties 103 60.9%
Mild mental health difficulties 68 40.2%
No mental health difficulites 12 7.1%
Domestic violence 29 17.2%
Children at risk (from self or others) 31 18.3%
Adults at risk (from self or others) 65 38.5%
Children and young people 56 33.1%
General adult practice 49 29%
Older adults 25 14.8%
Clients reporting self-harm 87 51.5%
Clients at risk of suicide 88 52.1%
Drug, alcohol or gambling 38 22.5%
Māori tāngata whaiora 44 26%
Pasifika clients 30 17.8%
Other cultural minority groups 37 21.9%
Intellectually impaired, neurodiverse or TBI 59 34.9%
Prison or forensic 20 11.8%
ACC injury 52 30.8%

Couples therapy 11 6.5%
Family therapy 17 10.1%
Trauma 106 62.7%
b
Forms of therapy/practice
Psychometric testing 91 53.8%
Counselling 31 18.3%
Couple and family therapy 20 11.8%
CBT 124 73.4%
DBT 61 36.1%
ACT 110 65.1%
MBCT 52 30.8%
Psychoanalytic psychotherapy 8 4.7%
Narrative therapy 12 7.1%
Systems therapy 22 13.0%
EMDR 39 23.1%
TF-CBT 36 21.3%
Otherc 26 15.4%
b
Supervision received
Monthly (1 hour) 60 35.5%
Fortnightly (1 hour) 65 38.5%
Weekly (1 hour +) 12 7.1%
Ad hoc/as needed supervision 47 27.8%
Informal support (e.g. debriefing with 80 47.3%
colleagues, internet-based peer supervision)
Professional development funded by employer 48 28.4%
Perceived support from employer
Not at all supported 7 5.0%
Minimal support 24 17.1%
Adequate support 28 20.0%
Good support 25 17.9%
Excellent support 12 9.3%
Not applicable, self-employed 43 30.7%
a
Valid percentages were used to allow for missing data.
b
Participants were invited to select all that apply, such that these percentages sum to more
than 100%.
c
Including attachment, behavioural, brief, CAT, schema, family-based, CFT, CPT, PCIT,
neuropsychotherapy, eclectic, Gottman, ISTDP, MCT, MI, person-centred, positive, REBT,
Rogerian, IFT, sensory, solution-focused, somatic.
Appendix B – Complete LASSO results for Compassion Fatigue outcome variable

Predictors Coefficient 5% 95%
Bootstrapped Bootstrapped
coefficient coefficient
(Intercept)a 59.015 - -
DASS_Str 0.289 0.144 0.475
DASS_Anx 0.396 0.203 0.730
DASS_Dep 0.055 -0.064 0.105
ProQOL_CS -0.419 -0.661 -0.275
CDRISC_Total -0.221 -0.439 -0.032
Change in workload due to 0 -0.097 1.137
COVID (no change)
Change in workload due to 0.865 -0.645 1.647
COVID
(increase)
Change in stress due to COVID 0 0 1.673
(no change)
Change in stress due to COVID 1.235 0.088 2.367
(Increase)
Years experience (6-10) 0 -0.610 0.811
Years experience (16-20) -1.200 -2.058 -0.029
Years experience (20+) 0 -0.601 0.483
Treats at risk clientsb (Yes) 1.603 0.279 2.946
Supervision at least monthly 0 -1.231 1.725
Additional stress due to COVID 0 -1.267 0
Workplace type (private 0 -1.046 0.841
industry or practice)
Workplace type (ACC) 0 -1.185 1.028
Workplace type (private self- 0 -0.367 0.623
employed)
Has carer responsibilities (no) 0 -0.263 1.957
Relationship status (married) 0 -0.947 0.494
Relationship status (divorced or 0 -1.413 1.063
widowed)
Has children (yes) 0 -0.289 0.828
Support at home (little or some) 0 -0.939 0.327
Support at home (adequate) 0 -0.503 0.811
Support at home (good or 0.112 -0.639 0.684
excellent)
Receives ad hoc, extra 0 -0.525 0.634
supervision
Extra challenges due to 0.058 -0.214 0.097
COVIDc
Support from employer 0 -0.569 0.846
(adequate)
Support from employer (good -0.158 -0.243 0.916
or excellent)
Support from employer (N/A, 0 -0.071 0.644

self-employed)
Change in workload intensity -0.764 -1.314 0.363
due to COVID
(no change)
Change in workload intensity 0.509 -1.320 1.096
due to COVID
(increase)
Genderd (female) 0.288 -1.151 0.501
R squared 59%
MSE 30.76
a
Reference levels of the categorical variables were Covid workload reduce, Years_exp 0-5,
Treats at risk clients (no), Has supervision at least monthly (no), Has extra / ad hoc
supervision (no), Has pressures at home (no), Workplace type (government or health funded
organisation), Has carer responsibilities (yes), Relationship status (single), Has children (no),
Support at home (none), Has extra / ad hoc supervision (no), Support from employer (None
or minimal), Work intensity change due to Covid (reduce), Gender (Male)
b
This was a binary variable, where at risk clients included clients at risk from self or others,
reporting self-harm, at risk of suicide, domestic violence.
c
This was a count variable, where participants were asked to tick all the challenges due to
COVID they had faced. These included challenges with telehealth/remote work,
technological difficulties, reduced access to additional resources such as emergency referral
services, reduced access to collegial support and supervision, zoom fatigue etc.
d
Participants were also given the options ‘non-binary’ and ‘prefer not to say’ but all chose
‘male’ or ‘female’
Complete LASSO results for Compassion Satisfaction outcome variable
Predictors LASSO 5% LASSO 95%

coefficien Bootstrapped LASSO
t CI Bootstrappe
estimates d CI
(Intercept)a 31.738
DASS_Str 0 0 0.069
DASS_Anx 0.021 0.018 0.141
DASS_Dep -0.021 -0.046 0.061
CDRISC_Total 0.456 0.355 0.649
Change in workload due to COVID (no 0 -0.579 0.674
change)
Change in workload due to COVID (increase) 0 -0.241 0.789
Change in stress due to COVID (no change) 0 -0.513 0.532
Change in stress due to COVID (increase) 0 -0.282 0.798
Years experience (11-15) 1.419 -0.217 2.891
Years experience (20+) 0 -0.722 0.400
Treats at risk clientsb (Yes) 0 -1.268 0.928
Receives supervision monthly or more -0.37 -1.553 1.003

Additional stress due to COVID 0 -0.518 0.642
Workplace type (private industry or practice) 0.893 -0.508 1.817
Workplace type (ACC) 0 -0.841 1.059
Workplace type (private self-employed) 0 -1.033 0
Has carer responsibilities (No) 0 -0.511 1.411
Relationship status (married) 0 -0.708 0.597
Relationship status (divorced or widowed) 0 -1.645 0.924
Has children (yes) 0 -0.800 0.286
Support at home (little or some) 0 -0.850 0.581
Support at home (adequate) 0 -0.826 0.657
Support at home (good or excellent) 0 -0.638 0.657
Receives ad hoc, additional supervision 0.957 0.133 1.991
Extra challenges due to COVIDc 0 -0.148 0.162
ProQOL_BO_STS -0.184 -0.332 -0.125
Support from employer (adequate) 0 -0.119 1.280
Support from employer (good or excellent) 0.223 -0.143 0.815
Support from employer (N/A, Self-employed) 1.454 0.903 3.188
Change in workload intensity due to COVID 0 -0.488 0.482
(no change)
Change in workload intensity due to COVID 0 -0.172 0.584
(increase)
Genderd(female) 0 -0.902 1.119
R square 52%
MSE 18.5
a, b, c, d
as per Table 3

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Psychologists Compassion Fatigue Psyarxiv

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COMPASSION FATIGUE IN PSYCHOLOGISTS

Identifying risk factors for compassion fatigue in psychologists in Aotearoa, New

Corresponding Author: amy.kercher@aut.ac.nz

Public Significance Statement:

good Compassion Satisfaction. Compassion Fatigue is associated with stress, anxiety,

linked with additional supervision, employer support and resilience.

difficulties, providing psychological support and therapeutic interventions. While past

including psychologists’ symptoms of stress, anxiety, depression, Burnout, Secondary

were predictive of increased Compassion Satisfaction. It is imperative to focus on

professional support, personal well-being and manageable caseloads, to ensure a future

sustainable psychology workforce.

Keywords: psychologists, compassion fatigue, compassion satisfaction, professional quality

Psychologists provide evidence-based therapeutic interventions to promote mental health and

In exploring psychologists' professional quality of life, it is important to consider both

Professional Quality of Life measure for healthcare professionals, incorporating both

Compassion Fatigue and Compassion Satisfaction (a positive outcome, see below).

helping professionals, resulting from chronic stress in the workplace. It incorporates

associated with feeling emotionally drained, hopeless, disconnected, detached, a loss of

practising psychologists. The other component of CF is Secondary Traumatic Stress (STS),

which refers to the experience of vicarious trauma, involving work-related, secondary

Previous studies suggest that Burnout among psychologists is a significant issue,

exposure to traumatic outcomes such as client suffering, threatening behaviour or suicide,

parenting responsibilities, substance abuse, social support, financial hardship, relationship

their role (Simpson et al., 2019).

Compassion Satisfaction (CS) is the positive component of Professional Quality of Life

(Stamm, 2010). Incorporating the experience of emotional engagement, compassionate

Similarly, resilience refers to the capacity for an individual to maintain well-being

discouraged by failure (Davidson, 2018). For a psychologist exposed to stressful and

psychologists in NZ undergo a consistent training and accreditation process, with

examine the risk of Compassion Fatigue among this vital workforce.

Compassion Satisfaction? By better understanding the well-being of the psychology

workforce in Aotearoa, NZ, we hope to provide a foundation for improved professional

Participants were 149 registered psychologists with current practising certificates in

Aotearoa, NZ (4.1% of the workforce, NZ Psychologists Board, 2021). 14 were excluded

government and private industry. Participants reported a range of personal circumstances,

descriptive statistics are presented in Appendix A.

Outcome Variable - Professional Quality of Life Scale (ProQOL)

(STS), reflecting feelings of hopelessness, disconnection and ineffectiveness; and of

the exploration of impacts from other variables.

Depression, Anxiety, Stress Scale (DASS-21)

The Depression, Anxiety, Stress Scale 21-item version is a standardised, brief

were .845 (stress), 0.682 (anxiety) and 0.899 (depression).

Connor-Davidson Resilience Scale (CD-RISC-10)

The CD-RISC-10 assesses a unidimensional construct of resilience, incorporating the

2018). Cronbach’s Alpha for the current study was .853.

Survey questions considered workplace and personal circumstances, including client

Burnout and Secondary Traumatic Stress (Simpson et al., 2019).

including the NZ Psychological Society and NZ College of Clinical Psychologists, shared an

participants, who received no compensation, and no identifying information was collected.

Aotearoa, NZ, then completed the survey online via Qualtrics.

group surveyed outside of lockdown conditions.

Statistical analysis was completed using statistical software R, version 4.1.3

were conducted to establish relationships between the variables, before multivariate

of N=149 for any variables.

The selection of predictors of CF and CS, and estimation of regression coefficients

As seen in Table 1, participating psychologists reported similar anxiety levels to the

However, psychologists reported significantly higher stress (population M=7.98; t(148)=7.06,

reported moderate-range symptoms of stress, and 5% severe or very severe. 12% of

respondents reported moderate-range depressive symptoms and approximately 5% severe or

very severe depressive symptoms.

Psychologists reported an average Compassion Satisfaction (CS) score of 37.56, in

Interestingly, when compared with an earlier study of 224 NZ psychologists (McCormick,