COMPASSION FATIGUE AND EAPS
Risk of Compassion Fatigue and Burnout and Potential for Compassion Satisfaction among Emp
loyee Assistance Professionals: Protecting the Workforce
Jodi Michelle Jacobson1
University of Maryland
School of Social Work
1 In 2013, Dr. Jacobson changed her name to Jodi Jacobson Frey COMPASSION FATIGUE AND EAPS
Abstract
Employee Assistance Program (EAP) professionals provide a majority of the mental health servi ces to adults within the workplace. With increased traumatic events at work, including workplac e violence and natural disasters, employers are relying more on their EAPs to provide crisis inter vention and short-term counseling; however, trauma work contributes to compassion fatigue and burnout among professionals. This study assessed the risk of compassion fatigue and burnout, an d the potential for compassion satisfaction among a national sample of EAP professionals. Resul ts suggest EAP professionals are at moderate risk for compassion fatigue, low risk for burnout, a nd have high potential for compassion satisfaction. Relationships between personal characteristi cs, including coping behaviors are discussed with implications for clinical practice, professional education, and future research.
Keywords: Compassion Fatigue, Compassion Satisfaction, Burnout, Employee Assistance Progra m (EAP), Coping COMPASSION FATIGUE AND EAPS
Risk of Compassion Fatigue and Burnout and Potential for Compassion Satisfaction among Emp
loyee Assistance Professionals: Protecting the Workforce
Researchers and practitioners are concerned about negative reactions among health and mental h ealth professionals who work with traumatized clients (Fahy, 2007; Figley, 2002b; Stamm, 1999; van der Ploeg, Dorresteijn, & Kleber, 2003). Negative reactions include compassion fatigue, sec ondary traumatic stress, vicarious trauma, and burnout and have not been studied among Employ ee Assistance Program (EAP) professionals (Adams, Figley, & Boscarino, 2008; Bride, 2007; Er sing, 2009; Figley, 2002b).
EAP professionals represent various disciplines and while their professional training varies, they all work with employees and often employees’ family members, to support personal problems that have the potential to affect the workplace. Over 75% of U.S. employers provide confidential EAP, short-term counseling services to their workforce; services are paid for by the employer (Society for Human Resource Management, 2008). Client seek EAP services for a variety of reasons, often involving problems of mental health, relationships at home and at work, substance abuse, legal or financial problems, and other stress or crisis (EAPA, 2010).
Over the past 10 years, employers have increased their requests to EAPs to provide support services to employees following traumatic events such as workplace violence and natural disasters (Attridge & VandePol, 2010; Paul & Thompson, 2006). EAPs respond using a multi- component, phased response to workplace critical incidents to address the psychological aftermath of an incident (Attridge & VandePol, 2010). Workplace critical incident response models include preventative training and risk assessment, immediate response for victims, individual assessment and support, group intervention, management consultation, and post- incident response intervention and evaluation. COMPASSION FATIGUE AND EAPS
Responding to traumatic events is challenging, and researchers have shown that the type of trauma work described above can negatively affect professionals (Adams, Boscarino, & Figle y, 2006; Bride, 2007; Figley, 2002b). Clinicians often report that their graduate programs failed to prepare them to work with trauma survivors, which can increase their risk of compassion fatig ue and burnout (Munroe, 1999; Salston & Figley, 2003). On-the-job training and support for pro fessionals, for example, working as part of treatment team, provides opportunities for clinical sup ervision and peer consultation. Unfortunately, such opportunities are limited, or non-existent, wi thin the EAP field due to strict privacy and confidentiality laws, and the reality that EAP professi onals often work in isolation within a workplace. Lacking supervision, it becomes even more cri tical for EAP professionals to be able to recognize and self-assess their reactions to trauma work and understand how these reactions can affect clinical outcomes. Despite the risks faced by EAP professionals working with traumatized clients in often isolated environments, researchers have a ll but ignored the EAP field in the study of compassion fatigue and secondary traumatic stress.
Compassion Fatigue, Burnout, and Compassion Satisfaction
Compassion fatigue is the negative effects of working with traumatized individuals, whic h includes symptoms of secondary traumatic stress, such as intrusive thoughts, avoidant behavior,
and hypervigilence (Figley, 2002b). It is a natural result of trauma work and can result from hea ring about clients’ traumatic experiences through counseling. Compassion fatigue can contribute to burnout, in addition to negative affecting client outcomes (Adams, et al., 2008; Bride, 2007; Fi gley, 2002b; Stamm, 1999).
Burnout, defined by symptoms of personal and organizational stressors, can result in a sta te of emotional exhaustion, depersonalization, and negative self-worth (Maslach, 1982, p. 3). Bu rnout differs from compassion fatigue, as it is not only a result of trauma work but also an outco COMPASSION FATIGUE AND EAPS me of organizational stressors such as workload, work role confusion, tense work relationships w ith coworkers and supervisors, and lack of resources to do ones job (Maslach, 1982).
Research on trauma work and professionals usually focuses on negative outcomes; howe ver, working with traumatized clients can also lead to positive outcomes (Newell & MacNeil, 20
11; Radey & Figley, 2007; Stamm, 1999). Stamm (1999) proposed that in addition to feelings of distress brought on by helping trauma survivors, there are also feelings of satisfaction that can e merge from trauma work. Compassion satisfaction refers to these positive results of feeling satis fied with one’s ability to provide care and to connect with another person using empathy (Stamm,
1999). Additionally, compassion satisfaction incorporates personal, professional, and spiritual g rowth as professionals gain an increased respect for human resiliency following traumatic events
(Conrad & Kellar-Guenther, 2006; Kassam-Adams, 1999; Schauben & Frazier, 1995).
While professionals tend to be in-tune with the needs of their clients, they often ignore th eir own stress symptoms and fail to utilize healthy social supports (Bober & Regehr, 2006; Killia n, 2008). Due to the potential negative impact on themselves and their clients, EAP and other m ental health professionals have an ethical responsibility to take proactive steps to recognize and mitigate the symptoms of compassion fatigue and burnout. Figley (2002a) noted, “it is, therefore,
up to all of us to elevate these issues to a greater level of awareness in the helping professions.
Otherwise, we will lose clients and compassionate psychotherapists” (p. 1440).
In an effort to understand the impact of trauma work provided within a workplace setting through an EAP, this study assessed the risk of compassion fatigue and burnout, and the potential for compassion satisfaction among a national sample of EAP professionals. Predictive variables were selected based on prior research on compassion fatigue (Figley, 2002b) and the Constructiv ist Self-Development Theory (McCann & Pearlman, 1990; Pearlman & Mac Ian, 1992; Pearlman COMPASSION FATIGUE AND EAPS
& Saakvitne, 1995). Possible predictors included the number of traumatized clients on one’s cas eload (Pearlman & Mac Ian, 1992; Schauben & Frazier, 1995), a history of personal trauma (Figl ey, 2002b; Kassam-Adams, 1999; McCann & Pearlman, 1990), coping (Brown & O’Brien, 1998;
Carson et al., 1999; Schauben & Frazier, 1995), gender (Cornille & Woodard Meyers, 1999; Ka ssam-Adams, 1999; Newell & MacNeil, 2011) and education or training to work with trauma sur vivors (Good, 1996; Rudolph, Stamm, & Stamm, 1997). Specific research questions included:
1. What is the prevalence of risk for compassion fatigue and burnout among a national samp
le of EAP professionals? What is the potential for compassion satisfaction among a natio
nal sample of EAP professionals?
2. What characteristics, based on theory and prior research, predict risk of compassion
fatigue and burnout, and potential for compassion satisfaction among EAP professionals?
Research Design and Methods
This study utilized a cross-sectional, one-group, survey design to assess the risk of compa ssion fatigue, burnout, and potential for compassion satisfaction among a national sample of EA
P professionals.
Sample and Procedures
EAP professionals, residing within the U.S. were randomly selected from the Employee
Assistance Professional Association’s (EAPA) electronic database, the largest professional mem bership organization for EAP professionals (EAPA, 2010). After receiving approval from the U niversity of Maryland’s Institutional Review Board (IRB), anonymous surveys were mailed to th e sample. Eight hundred surveys were mailed and 325 completed surveys were returned for a tot al response rate of 45.2% after excluding 81 surveys that were returned as undeliverable. The res COMPASSION FATIGUE AND EAPS earcher personally contacted, by email or phone, all participants (n=800) to remind them to comp lete and return their survey.
The sample included more women (n=181; 55.7%) than men (n=143; 44.0%; 1 person di d not respond) and age ranged from 26-69 years with a mean of 50.06 years (SD=8.67). The maj ority were married (n=197; 60.0%) and reported their highest education as a master’s degree or h igher. The largest group of respondents had a degree in social work (n=126; 38.8%), followed b y counseling or family therapy (n=84; 25.8%), and then psychology (n=46; 14.2%). The majorit y of respondents reported providing direct clinical and crisis intervention services in the past, 87.
4% (n=284). Respondents who answered Yes, were asked to continue with the survey; all others were instructed to stop and return their survey in the stamped, addressed envelope provided.
The majority of respondents reported having completed specialized training or formal ed ucation to provide individual crisis intervention services (n=240; 84.5%). Additionally, 237 (83.
5%) completed specialized training or formal education to provide group crisis intervention. Giv en the study’s focus on coping with traumatic stress resulting from EAP traumatic stress services,
respondents were asked to complete the Brief COPE (Carver, 1997) in response to self-reported work-related stress resulting from EAP trauma work during the year preceding the survey (n=14
7; 54.4%). Findings herein are based on respondents who indicated having experienced work-rel ated stress resulting from their EAP trauma work in the past year. As compared to the larger sam ple, respondents who reported experiencing work-related stress were more likely to also report h aving received training to work with traumatized individuals [(4)=5.08, p=.02] and have a grea ter number of personal stressful life experiences [t(281)=-4.08, p<.001].
Two open-ended questions were used to assess the types of traumatic events and individu als responded to within the EAPs. The researcher used open coding to report categories and the COMPASSION FATIGUE AND EAPS mes for the responses. With regard to the most traumatic workplace critical incident, the most co mmonly reported responses included group debriefings and group support provided to employees affected by the terrorist attacks on September 11, 2011 in New York City, employee groups affec ted by on-the-job industrial accidents including electrocution, decapitation and other dismember ment and sudden death, employees affected by the suicide of an employee, and employee groups affected by the sudden death (accidental or malicious) of a child. When asked about their most tr aumatized client, participants reported working with adults disclosing severe cases of child sexua l abuse for the first time within the EAP, family survivors of persons who died by suicide or who were murdered, survivors of rape and other physical assaults, employees who felt responsible for the death of another employee (i.e. on-the-job industrial accident) or could not save a child or ad ult in trouble (i.e. fire-fighter, EMT, or police). Almost all participants who reported work-relate d stress within the past year due to trauma work, reported some type of traumatic group response and/or traumatizing client. Based on the sample responses above, it is evidence that EAP profess ionals are not immune from traumatized clients in their work settings.
Measures
Personal trauma was operationalized using the Stressful Life Experiences Screening – Sh ort Form (SLES-S; Stamm et al., 1996). The SLES-S is used to screen for major life events cons idered stressful or traumatic in a person’s life using a 20-item scale, with responses ranging from
0 (did not experience) to 10 (exactly like my experiences). The SLES-S was reliable in the prese nt study, consistent with reliability coefficients supported in prior research (Cronbach’s α=.75)
(Stamm et al., 1996).
Coping with work-related stress from EAP trauma work, was operationalized using the
Brief COPE, (Carver, 1997), a 28-item standardized measure of adaptive and maladaptive COMPASSION FATIGUE AND EAPS coping. The researcher used principal components analysis (PCA), with the default option of
Kaiser’s Eigenvalue greater than one rule to determine the number of components to retain. The
PCA retained three components based on the Scree plot and accounted for approximately
41.04% of the variation among the 28 variables with communalities of the variables ranging from .36 to .75. Varimax rotation was used to improve the interpretability of the findings and only factor loadings greater than .40 were considered significant. Factor One, Positive Coping, consists of 10 items and has good internal reliability consistency (Cronbach’s α=.82). Factor
Two, Passive Coping, consists of 10 items and has adequate reliability (Cronbach’s α=.75).
Factor Three, Negative Coping consists of 8 items and has adequate reliability (Cronbach’s
α=.76). Items for each factor are provided in Table 1. Responses to individual questions ranged from 1 (I haven’t been doing this at all)) to 4 (I’ve been doing this a lot), to reflect how often respondents used specific coping behaviors to deal with work-related stress resulting from trauma work.
In addition to the scales described above, the researchers asked respondents about their ed ucation or training to work with traumatized clients and groups and the number of clients on their caseload. Demographic predictors used in the data analysis included gender (male/female) and d egree discipline (recoded to social work or other). Degree discipline was defined as social work or other given the fact that social work was the most commonly reported response.
Dependent Variables
Primary outcomes in this study were risk for compassion fatigue and burnout and potenti al for compassion satisfaction. These were operationalized using the 30-item Professional Quali ty of Life Scale: Compassion Satisfaction and Fatigue Subscales (ProQOL; Stamm, 2002). The
ProQOL has been found to be reliable in previous research with reliability coefficients ranging fr COMPASSION FATIGUE AND EAPS om .85 to .94 (Figley & Stamm, 1996; Stamm, 2002). Reliability coefficients in the present stud y were good, ranging from .75 for burnout, .81 for compassion fatigue, and .88 for compassion s atisfaction.
Data Analyses
All data were analyzed using PASW statistics software (v. 18.0.0). Descriptive statistics are reported describing the level of risk for compassion fatigue and burnout and potential for compassion satisfaction. Predictors of the outcomes were identified through multiple regression analyses. The following predictors, based on theory and prior research, were entered into the model using hierarchical regression: education or professional training to work with traumatized individuals (yes/no), education or professional training to work with traumatized groups (yes/no), degree discipline (social work/other), continuous scores for the three coping subscales (positive coping, passive coping, and negative coping), total number of stressful life events (SLES-S continuous), number of clients currently on one’s caseload, and gender (male/female). Three respondents were missing data for the primary outcomes and therefore were not included in the final data analysis.
Results
Descriptive Results
The average number of stressful life experiences was 5.27 (SD=2.86) out of a possible 20 experiences. EAP professionals reported low to moderate risk for compassion fatigue and burno ut on the Pro-QOL scales, and moderate to high potential for compassion satisfaction. The avera ge score for risk for compassion fatigue among EAP professionals was 10.26 (SD=5.81), with a r ange from 0 to 28. Stamm’s (1998) original sample, based on results from 400 mental health pro fessionals, scored an average of 13 (SD=6.00); slightly higher than EAP professionals in the pres COMPASSION FATIGUE AND EAPS ent study. EAP professionals scored an average of 16.78 (SD=5.58) on risk for burnout with a ra nge from 5 to 37. This was lower than Stamm’s (1998) sample who scored an average of 23 (SD
=6.90). Finally, the average score for potential for compassion satisfaction was 39.52 (SD=6.71) in the present study, with a range from 6 to 50. This is slightly higher than the average score rep orted by Stamm (1998) (M=37; SD=7.00).
Predicting Risk for Compassion Fatigue
The overall model for predicting risk of compassion fatigue was significant (F=3.83, p<.0
01) and accounted for 21.5% of the variance. Table 2 provides the variance accounted for as wel l as the standardized () and unstandardized () coefficients from the final step of the model. At the final step of the model, one coefficient, Negative Coping was significant (p<.001) and Stressf ul Life Experiences was approaching significance (p=.05).
Predicting Risk for Burnout
The overall model for predicting risk of burnout was significant (F= 6.22, p<.001), accou nting for 30.7% of the total variance. Table 2 provides the variance accounted for as well as stan dardized () and unstandardized () coefficients from the final step of the model. At the final ste p of the model, two coefficients were significant. Positive Coping was significant (p<.001) in a negative direction for risk for burnout. Negative Coping was also significant (p<.001) in a positi ve direction for risk for burnout.
Predicting Potential for Compassion Satisfaction
The overall model for predicting potential for compassion satisfaction was significant (F
=7.57, p<.001) and the total variance accounted for was 35.1%. Table 2 provides the variance ac counted for as well as standardized () and unstandardized () coefficients from the final step of the model. At the final step of the model, three coefficients were significant. Training (Group C COMPASSION FATIGUE AND EAPS risis Response) and Positive Coping were significant (p=.004 and p<.001, respectively) in a posit ive direction. Negative Coping was significant (p<.001) in a negative direction for potential for c ompassion satisfaction.
Discussion
This study represents the first study to examine secondary trauma reactions among a nati onal sample of EAP professionals who work directly with traumatized individuals and groups at t he workplace. This study contributes to the existing research and theory regarding compassion f atigue, burnout, and compassion satisfaction by providing a baseline from which future research can study EAP professionals’ reactions, coping skills, and training needs.
Due to the lack of research on this population, it was not possible to compare mean score s on compassion fatigue, burnout, and satisfaction to other EAP samples. However, when compa red to other mental health professionals, EAP professionals in the current study reported similar l evels (i.e. moderate) of risk for compassion fatigue (Ghahramanlou & Brodbeck, 2000; Meldrum,
King, & Spooner, 1999; Newell & MacNeil, 2011; Ortlepp & Friedman, 2002; van der Ploeg et al., 2003; Wee & Myers, 2003).
While only 12% of the EAP professionals in this study reported high risk for compassion fatigue, it is important to acknowledge the pain and suffering of these professionals and know tha t in other studies, such individuals are at risk for prematurely leaving the counseling field (Chrest man, 1999). The majority, 73% of EAP professionals in the present study, scored in the low rang e for risk for burnout, which has been reported among other samples of trauma counselors (Ada ms, et al., 2008; Wee & Myers, 2003). Conversely, in a similar study of mental healthcare provi ders, Rudolph et al. (1997) found that 50% of providers were at high risk for developing burnout.
One possible explanation for the low risk of burnout and compassion fatigue among the current s COMPASSION FATIGUE AND EAPS ample may be due to the notion that compassion satisfaction can have a buffering effect for burn out (Stamm, 2002). Given the high potential for compassion fatigue among the EAP professiona ls in the current study, this may have contributed to lower risk of compassion fatigue and burnout.
Predicting Compassion Fatigue, Compassion Satisfaction, and Burnout. Results fro m the regression analyses suggest the importance of coping as a predictor of compassion fatigue, burnout, and compassion satisfaction, which has been supported in prior research (Figley, 2002b;
Fullerton et al., 2001; Newell & MacNeil, 2011; Stamm, 1999; Terry, 1999). In the present stud y, negative coping was predictive of higher risk for compassion fatigue and burnout and lower po tential for compassion satisfaction. Alternately, positive coping was predictive of lower risk for compassion fatigue and burnout, and higher potential for compassion satisfaction. Negative copi ng behaviors, such as professional isolation, have been identified in prior research as contributin g to higher levels of compassion fatigue and vicarious traumatization (Creamer & Liddle, 2005;
Stamm, 1999; Terry, 1999). Creamer and Liddle (2005) found that among mental health professi onals who responded to the attacks on September 11, 2001, those who used negative coping met hods reported higher levels of secondary traumatic stress. In a study using the Brief COPE, the measure used in the present study to assess coping, negative coping subscales such as behavioral disengagement, denial, and drug or alcohol use correlated with increased symptoms of posttraum atic stress disorder and vicarious traumatization (Schauben & Frazier, 1995).
A body of research on coping suggests that greater utilization of positive coping styles ar e related to lower levels of secondary traumatic stress or compassion fatigue and burnout (Schau ben & Frazier, 1995) and lower levels of burnout (Brown & O’Brien, 1998; Carson, et al., 1999;
Pines, 1983). Pines (1983) suggested that coping skills, such as getting emotional and social sup port, contribute to lower levels of burnout. Research supports the notion that social support, cod COMPASSION FATIGUE AND EAPS ed as part of the positive coping subscale of the Brief COPE, is useful in mitigating some of the n egative effects of trauma work (Kassam-Adams, 1999). Hollingsworth (1993) concluded that po sitive coping skills, such as utilizing peer support, clinical supervision, and consultation, along w ith boundary setting and working toward balancing work and life were all associated with reduce d levels of risk for compassion fatigue.
In addition to coping, a personal trauma history, measured by the SLES-S, was approachi ng significant for predicting compassion fatigue in the current study, which is supported in prior research (Jenkins & Baird, 2002). This finding has not always been identified as a consistent pre dictor of compassion fatigue (Adams, Matto, & Harrington, 2001; Schauben & Frazier, 1995) an d warrants further examination. Education or training to provide crisis intervention services with individuals or groups was also predictive of higher potential for compassion satisfaction, suggest ing a need to examine current training programs available for crisis counseling and their impact o n preventing negative reactions from trauma work.
Conclusion
The use of positive and negative coping styles, as categorized by the Brief COPE, were i mportant predictors in the present study. The low risk of burnout among the present population i s encouraging and the possible correlation with high potential for compassion satisfaction as a po tential buffer from burnout deserves additional research. Theory suggests that compassion fatigu e and compassion satisfaction are natural reactions to working with traumatized clients and symp toms are preventable or reversible, whereas burnout is a more permanent, negative reaction (Figl ey, 2002b).
Strengths and Limitations COMPASSION FATIGUE AND EAPS
As with all research, there are strengths and limitations to this study. The first limitation affects the sample. While EAPA represents the largest professional member organization for EA
P professionals, not all EAP professionals belong to EAPA. Second, data that form the basis of t his study were acquired through self-reported questionnaires, which can include bias in reporting,
especially with sensitive subject matter such as compassion fatigue and burnout. Additionally, c ausal inferences cannot be drawn from this study due to the researcher’s use of the cross-sectiona l research design. A final limitation involves potential recall bias as respondents were asked to r ecall coping behaviors resulting from work within the past year with trauma survivors.
There are several strengths related to the current study. This is the first national study to assess compassion fatigue and related constructs among EAP professionals. The EAP field conti nues to grow throughout the world and the severity of presenting problems among EAP clients a nd workplace critical incidents continue to increase (Attridge & VandePol, 2010). A second stre ngth of this study was the use of a random sample of EAP professionals, representing 45 of the 5
0 U.S. states. Finally, the finding that the predictive models were able to account for between 21
% and 35% of the total variance for compassion fatigue, compassion satisfaction, and burnout is significant for an exploratory study.
Conclusion and Implications for the Mental Health and EAP Fields
This study provides a starting point for understanding the personal and professional reacti ons, such as compassion fatigue and compassion satisfaction among EAP professionals. Future r esearchers should focus on identifying additional risk and protective factors for compassion fatig ue, burnout, and compassion satisfaction to inform professional education and clinical practice st andards. While the reliance on individual coping skills has been reported to be less influential in reducing compassion fatigue and burnout as compared to organizational supports such as clinical COMPASSION FATIGUE AND EAPS supervision and peer consultation (Killian, 2008), in fields such as EAP, where counselors often work in isolated work environments, self-support may be all that is readily available and accessib le. In these work situations, it is even more critical that researchers identify best practices for sel f-assessment and intervention to support professionals working with traumatized individuals and groups, in addition to preventing negative outcomes and protecting the mental and physical well- being of the counselors. In addition to self-assessment, the EAP field, with assistance from tradit ional mental health professional organizations, must make a conscious and sustained effort to mo nitor of case loads, setting boundaries, engaging in regular clinical supervision, establishing a su pport network or support structure to prevent compassion fatigue and burnout, and educate profe ssionals about the inherent occupational risks of their jobs (Freidman, 1996; Newell & MacNeill,
2011). Future longitudinal studies of trauma counselors will allow researchers to understand the nuances and implications of cumulative stress and the potential buffering affect of compassion sa tisfaction to act as an internal protection against compassion fatigue and burnout.
With the continued increasing requests for EAP professionals to offer clinical services for individuals and groups of employees experiencing trauma in the workplace, research on how pro fessionals can care for themselves while providing such services is warranted. Researchers have only started to scratch the surface to understand the potential negative and positive affects of trau ma work on professionals. With almost no attention to EAP professionals, often the first and so metimes only mental health professional to have contact with a traumatized employed adult, addi tional research on this population is warranted. Future research will lead to the creation of practi ce guidelines that can be used throughout the EAP field to support professionals and result in bett er clinical outcomes. COMPASSION FATIGUE AND EAPS COMPASSION FATIGUE AND EAPS
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Table 1
Brief COPE with Three Factors Principal Components Analysis with Varimax Rotation
Item Factor Loading I’ve been trying to find comfort in my religion or spiritual beliefs (Q.22) Positive .74 I’ve been getting emotional support from others (Q.5) Positive .68 I’ve been praying or meditating (Q.27) Positive .68 I’ve been getting comfort and understanding from someone (Q.15) Positive .65 I’ve been trying to get advice or help from other people about what to do (Q.23) Positive .65 I’ve been getting help and advice from other people (Q.10) Positive .64 I’ve been trying to see it in a different light, to make it seem more positive (Q.12) Positive .55 I’ve been taking action to try to make the situation better (Q.7) Positive .51 I’ve been looking for something good in what is happening (Q.17) Positive .48 I’ve been concentrating my efforts on doing something about the situation I’m in Positive .39
(Q.2) I’ve been making jokes about it (Q.18) Passive .67 I’ve been making fun of the situation (Q.28) Passive .56 I’ve been thinking hard about what steps to take (Q.25) Passive .55 I’ve been trying to come up with a strategy about what to do (Q.14) Passive .54 I’ve been expressing my negative feelings (Q.21) Passive .54 I’ve been accepting the reality of the fact that it has happened (Q.20) Passive .44 I’ve been saying things to let my unpleasant feelings escape (Q.9) Passive .43 I’ve been doing something to think about it less, such as going to the movies, Passive .40 watching TV, reading, daydreaming, sleeping, or shopping (Q.19) I’ve been turning to work with or other activities to take my mind off things (Q.1) Passive .38 I’ve been learning to live with it (Q.24) Passive .36 I’ve been giving up the attempt to Q. (Q.16) Negative .75 I’ve been using alcohol or other drugs to help me get through it (Q.11) Negative .70 I’ve been blaming myself for things that happened (Q.26) Negative .67 I’ve been refusing to believe that it has happened (Q.8) Negative .66 I’ve been using alcohol or other drugs to make myself feel better (Q.4) Negative .66 I’ve been criticizing myself (Q.13) Negative .52 I’ve been giving up on trying to deal with it (Q.6) Negative .52 I’ve been saying to myself “this isn’t real” (Q.3) Negative .43 COMPASSION FATIGUE AND EAPS Page 26 of 26
Table 2 Summary of Hierarchical Regression Analyses
DV= Risk for Compassion Fatigue DV = Risk for Burnout DV = Potential for Compassion Satisfaction Predictors R2 R2∆ B SE(B) β R2 R2∆ B SE(B) β R2 R2∆ B SE(B) β Step1 .01 .01 .02 .02 .08** .08** Training-Individual 1.70 1.90 .09 .49 1.78 .03 -.84 1.97 -.04 Training-Group -.98 1.53 -.06 -1.91 1.44 -.13 4.72** 1.59 .29** Degree Discipline .30 1.07 .02 .66 1.00 .06 -1.16 1.11 -.09 Step 2 .19*** .18*** .30*** .28*** .34*** .25*** Positive Coping -.11 .09 -.11 -.30*** .08 -.31*** .36*** .09 .32*** Passive Coping .02 .12 .02 .19 .10 .16 .05 .11 .04 Negative Coping .95*** .19 .42*** .91*** .17 .42*** -1.00*** .19 -.41*** Step 3 .21*** .02 .31*** .01 .35*** .01 Stressful Life Experiences .31 .16 .16 .10 .14 .06 .24 .16 .12 Step 4 .21*** .00 .31*** .00 .35*** .00 Caseload -.001 .02 -.01 .01 .02 .05 -.01 .02 -.03 Step 5 .21*** .00 .31*** .00 .35*** .00 Gender .24 .98 .02 -.18 .87 -.02 -.41 .96 -.03 Note: *p<.05. **p<.01, ***p<.001