Burnout among Counsellors/Psychologists
A number of reported studies have looked at the concept of burnout among
counsellors/ Psychologists. (Bakker & Costa, 2014; Brenninkmeijer & Yperen,
2003; Demerouti, Bakker & Leiter, 2014; Kim, 2012; Kruger, Botman &
Goodenow, 1991; Lee et al., 2010; Leiter & Harvey 1996; Puig, Yoon & Callung
2014; Shoptaw, Stein & Rawson 2000; Wilkerson & Bellini, 2006; Wilkerson and
Bellini, 2006; Wilkerson, 2009; Vilardaga, Luoma, Hayes et al. 2011). Bakker
and Costa (2014) discussed burnout in relation to daily functioning.
Brenninkmeijer and Yperen (2003) looked at the advantages and disadvantages
of a uni-dimensional approach in burnout research. Demerouti et al. (2014)
analysed burnout in relation to job performance and compensation strategies.
Kim (2012) analysed burnout in relation to self-esteem and job satisfaction.
Kruger et al. (1991) studied burnout in relation to social support among
counsellors. Lee et al. (2010) identified a typology of burnout among counsellors,
Leiter and Harvey (1996) made a review of burnout among mental health workers,
Puig et al. (2014) made a comparative analysis of the burnout syndrome among
psychotherapists across five nations.
Shoptaw et al. (2000) discussed the impact of environment, attitudes and clients
with HIV on burnout among substance abuse counsellors. Wilkerson and Bellini
(2006) looked at the intrapersonal and organisational factors associated with
burnout among school counsellors; Wilkerson (2009) examined burnout in
relation to stress-strain theory. Vilardaga et al. (2011) studied burnout among
addiction counsellors in relation to mindfulness and work site factors. Lee et al.
(2011) reported that job demands of psychotherapists could cause emotional
exhaustion and depersonalisation yet at the same time lead to personal
accomplishment.
Ross et al. (1989) looked at job stress, social support and burnout among
counsellors. In their review of studies of burnout among counsellors, they pointed
out several problems. Firstly, most studies do not identify the events counsellors
perceive as stressful at work. Secondly, most studies do not deal with specific
settings. Thirdly, they observed that studies on burnout ought to focus on the
nature of work role and the work setting. They concluded that absence of social
support was a determinant of counsellor burnout. They also agreed that job
characteristics like supervision that causes stress were positively related to burnout
(Ross et. al 1989).
Of particular attention to the researcher is the typology of burnout among
counsellors. Lee et al. (2010) in their typology of burnout among counsellors used
cluster analysis procedures to identify professional counsellor’s burnout types. In
their study they identified three types of counsellors namely: well adjusted
counsellors, disconnected counsellors and persevering counsellors.
According to Lee et al. (2010) the well-adjusted counsellors scored the lowest on
the depersonalisation subscale and emotional exhaustion subscale of the Maslach
Burnout Inventory- Human Services Survey (MBI-HSS); however they scored
highest on the personal accomplishment subscale. Furthermore, this group
reported highest job satisfaction and self- esteem that is more positive. The
disconnected counsellors were characterised by medium scores on the subscales of
emotional exhaustion; however, they scored highest on the depersonalisation
subscale. Persevering counsellors were characterised by high scores on the
subscales of emotional exhaustion; however, they tend to be flexible and
responsive to clients needs even when reporting emotional and physical
exhaustion in their workplace and their personal life (Lee et al., 2010). This
typology is interesting in classifying counsellors. It can be used in relation to not
only burnout but also other occupational areas of counselling.
Employee Burnout Studies in Kenya
Despite the paucity, a number of studies on employee burnout in Kenya have
recently been carried out (Adeli, Sindabi &Njonge, 2014; Gachutha, 2006;
Kabunga, Muya, Njuguna, Njuguna &Nginya, 2015; Kay, Kiptiony & Awino,
2015; Kiarie, Sirera & Mwenje, 2011; Kinga, Kariuki & Njoroge, 2012; Kokonya,
Mburu, Kathuku, Ndetei et al., 2014; Ndetei, Pizzo, Maru, Ongecha, Khasakhala
et al., 2008; Nganga, Ndetei & Kuria, 2016). Adeli et al. (2014) analysed
burnout
among student affairs providers in Kenyan universities. Their study revealed lack
of skills, high workload, inadequate staff and lack of resources as major causes of
burnout. Further, the study suggested that supervision; support groups and team
building activities are effective mitigation for burnout (Adeli et al., 2014).
Kabunga et al. (2015) explored burnout levels among professional counsellors in
two public hospitals in Uganda. They reported that more than 68 percent of the
counsellors had developed burnout. They further proposed a number of
interventions for mitigating burnout that included attending supervision,
spirituality, relaxation, social skills and attending workshops.
Kay et al. (2015) examined the relationship between work engagement and
burnout among professional counsellors in Kenyan universities. The study
revealed that more than two thirds of individual counsellors exhibited moderate
burnout. They also found a negative correlation between burnout and engagement.
Kiarie et al. (2011) analysed the relationship between work engagements among
school counsellors; they reported negative correlation between burnout and
engagement exhibited by reduced personal accomplishment.
Kokonya et al. (2014) documented the extent of burnout syndrome among medical
workers in public hospitals in Kenya. They reported a prevalence rate of 95
percent. This was attributed to work environment, patient relatives and personal
factors. This is similar to Ndetei et al. (2008) who examined burnout among staff
working in psychiatric hospitals in Kenya and reported similar results.
Ndetei et al.(2008) further reported that 95 percent of the respondents presented
with a range of low to high scores on emotional exhaustion, 87.8 percent
presented with depersonalisation and
38.65 presented with low sense of personal accomplishment. The study
recommended interventions at the individual, collective and institutional level.
Nganga et al. (2016) examined the prevalence of burnout among accountants in
Nairobi. They found that 72.6 percent exhibited high levels of burnout.
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