Therapist Burnout: Signs, Causes, and Evidence-Based Prevention Strategies

A therapist with 20 years of experience recently described her Monday mornings like this: “I sit in my car outside the office for ten minutes, trying to summon the energy to walk through the door. I used to love Mondays.” She is not alone. Research consistently shows that between 21% and 67% of mental health professionals report high levels of burnout at any given time, depending on the setting and measurement instrument used (Simionato & Simpson, 2018). The COVID-19 pandemic only accelerated the trend, with the American Psychological Association’s 2022 practitioner survey finding that 45% of psychologists reported feeling burnt out and 46% reported an inability to meet the demand for treatment.

Burnout in mental health professionals is not simply “being tired.” It is a syndrome with distinct clinical features, identifiable risk factors, and — critically — evidence-based interventions that work. This guide breaks down the research on what therapist burnout actually is, how it differs from related conditions, what causes it, and what the evidence says about preventing and recovering from it.

What Therapist Burnout Actually Is: A Clinical Definition

The World Health Organization formally classified burnout in ICD-11 as an “occupational phenomenon” resulting from chronic workplace stress that has not been successfully managed. It is characterised by three dimensions, originally identified by Christina Maslach in her foundational research:

1. Emotional exhaustion — feeling drained, depleted, and unable to recover between work periods
2. Depersonalisation (cynicism) — developing detachment, negativity, or callousness toward clients
3. Reduced personal accomplishment — feeling ineffective, doubting one’s clinical competence, and losing a sense of meaning in the work

The Maslach Burnout Inventory (MBI), the most widely used measurement tool in burnout research, assesses each dimension separately. This matters because therapists frequently score high on emotional exhaustion while maintaining personal accomplishment — a pattern that indicates early-stage burnout with a window for intervention (Maslach & Leiter, 2016).

Why Burnout in Therapists Is Different

Therapist burnout carries occupational risks that do not exist in most professions. When a software engineer burns out, software quality suffers. When a therapist burns out, vulnerable people in psychological distress receive degraded care. Research by Delgadillo et al. (2018) found that therapists with higher burnout scores had measurably worse client outcomes, including higher dropout rates and smaller symptom improvements. A separate study published in Clinical Psychology & Psychotherapy demonstrated that therapist emotional exhaustion predicted client-rated alliance ruptures — the therapeutic relationship itself degrades.

This creates a particularly insidious cycle: burnout diminishes clinical effectiveness, which erodes the therapist’s sense of professional accomplishment, which deepens burnout further.

Burnout vs. Compassion Fatigue vs. Vicarious Traumatisation: The Distinctions Matter

These three terms are frequently used interchangeably in popular discourse. They should not be, because they describe different phenomena with different causes and different interventions.

Burnout

Burnout is a response to chronic occupational stressors — workload, administrative burden, lack of autonomy, organisational dysfunction. It develops gradually over months or years. A therapist can experience burnout without ever treating a trauma client. The primary drivers are systemic and organisational, not relational.

Compassion Fatigue

Compassion fatigue (sometimes called secondary traumatic stress) is the emotional cost of caring. Charles Figley (1995), who coined the term, defined it as “the natural consequent behaviours and emotions resulting from knowing about a traumatising event experienced by a significant other.” Unlike burnout, compassion fatigue can onset rapidly — sometimes after a single session with a client in acute distress. It manifests as intrusive thoughts about client material, hyperarousal, avoidance of certain clinical topics, and emotional numbing.

The Professional Quality of Life Scale (ProQOL), developed by Beth Hudnall Stamm, measures compassion fatigue alongside burnout and compassion satisfaction. Research using the ProQOL has found that therapists can experience high compassion fatigue and high compassion satisfaction simultaneously — you can find the work deeply meaningful while also carrying its emotional weight (Stamm, 2010).

Vicarious Traumatisation

Vicarious traumatisation (VT), a concept introduced by McCann and Pearlman (1990), refers to the cumulative transformation of a therapist’s inner experience as a result of empathic engagement with clients’ trauma material. Unlike compassion fatigue, which involves stress symptoms, VT involves changes to the therapist’s cognitive schemas — their fundamental beliefs about safety, trust, control, esteem, and intimacy.

A therapist experiencing VT might find that after years of working with interpersonal violence survivors, they no longer trust that public spaces are safe, or they develop persistent suspicion in their own relationships. These are not stress symptoms; they are worldview shifts.

Why the distinction matters clinically: Burnout responds to workload reduction and organisational change. Compassion fatigue responds to emotional processing, supervision, and trauma-informed self-care. Vicarious traumatisation requires deeper cognitive work — often the therapist’s own therapy — to address the schema disruptions. Applying the wrong intervention to the wrong condition wastes time and delays recovery.

The Real Causes of Therapist Burnout: What the Research Shows

Popular discourse frames burnout as a personal resilience failure: “You should have set better boundaries” or “You need more self-care.” The research tells a fundamentally different story. Maslach herself has repeatedly argued that burnout is primarily a systemic problem, not an individual one. The following risk factors are the most robustly supported in the literature.

Administrative and Documentation Burden

This is the single most under-discussed driver of therapist burnout, and the data is striking. A 2019 study in Psychiatric Services found that behavioural health clinicians spent approximately 50% of their working time on documentation and administrative tasks rather than direct client care. A survey by the National Council for Mental Health Wellbeing found that 72% of clinicians identified paperwork as a primary contributor to job dissatisfaction.

The burden includes progress notes, treatment plans, insurance pre-authorizations, outcome measure administration, scheduling logistics, billing, intake paperwork, compliance documentation, and reporting requirements. Each individual task may seem manageable; collectively, they consume the time and cognitive resources that therapists entered the profession to spend on clinical work.

This is not a minor contributor. A 2020 analysis published in Administration and Policy in Mental Health and Mental Health Services Research identified administrative workload as a stronger predictor of emotional exhaustion than caseload size. In other words, it is not how many clients a therapist sees that drives burnout — it is how much paperwork surrounds each session.

Caseload Intensity and Volume

High caseloads are the most commonly cited burnout risk factor, but the relationship is more nuanced than “more clients equals more burnout.” Research by Lent and Schwartz (2012) found that caseload complexity — the proportion of high-acuity, trauma-presenting, or personality-disordered clients — was a stronger predictor of emotional exhaustion than raw client numbers.

Private practitioners who set their own schedules often maintain lower caseloads than agency clinicians but may concentrate their hours into intensive back-to-back sessions without adequate recovery time between clients. A therapist seeing six clients in a row, each presenting with suicidal ideation, complex trauma, or acute grief, accumulates emotional load at a rate that has no parallel in non-clinical professions.

Isolation and Lack of Professional Support

Private practice, in particular, can be profoundly isolating. If you are considering starting a private practice, this is a critical factor to plan for. A 2021 survey published in Journal of Clinical Psychology found that solo practitioners reported significantly higher burnout scores than those working in group practices or agency settings. The absence of informal peer consultation — the kind of debriefing that happens naturally in a shared office — removes a critical emotional processing mechanism.

Supervision quality matters too. Research consistently links high-quality clinical supervision with lower burnout, but many post-licensure therapists discontinue supervision entirely, viewing it as a training requirement rather than an ongoing professional need (Wheeler & Richards, 2007).

Emotional Labour and Suppression

Therapy requires sustained emotional regulation that is qualitatively different from the emotional labour in other service professions. Therapists must maintain empathic attunement while simultaneously managing their own emotional reactions, tracking clinical formulation, and avoiding self-disclosure that would shift the focus to their own experience. This regulatory effort is cognitively expensive.

Research by Kinman and Grant (2020) found that the perceived pressure to conceal personal distress — to appear consistently calm, empathic, and “together” — was a significant predictor of emotional exhaustion in therapists. The professional culture that frames therapists as wounded healers who must have resolved their own issues creates an environment where admitting burnout feels like a professional failure.

Systemic Factors

Several structural conditions increase burnout risk across the profession:

• Insurance reimbursement rates that have not kept pace with inflation, requiring therapists to see more clients to maintain income
• Electronic health record (EHR) systems designed for billing compliance rather than clinical workflow, adding documentation friction
• Managed care requirements including pre-authorization, utilisation review, and mandated outcome tracking that add non-clinical workload
• Lack of organisational control — agency therapists who have limited input into scheduling, caseload assignment, and workplace policies show higher burnout (Morse et al., 2012)

Recognising Burnout: A Self-Assessment Framework

Burnout rarely announces itself. It develops incrementally, and the therapist’s own coping skills can mask symptoms for months. The following framework, drawn from the burnout literature and clinical observation, identifies warning signs across three stages.

Early Warning Signs (Yellow Zone)

• Counting the sessions remaining before the end of the day during your first session
• Feeling relieved when clients cancel
• Struggling to recall session content from earlier in the day
• Increasing procrastination on progress notes, with documentation piling up
• Difficulty being fully present — noticing your mind wandering to personal concerns mid-session
• Physical symptoms: persistent fatigue that sleep does not resolve, tension headaches, jaw clenching

Escalating Signs (Orange Zone)

• Dreading specific clients or entire workdays
• Emotional flatness during sessions — going through the motions without genuine engagement
• Cynical thoughts about clients (“They’re never going to change”)
• Using sessions formulaically rather than responding to client material in the moment
• Social withdrawal outside work — declining invitations, reducing contact with friends
• Increasing irritability with family members or partners after work
• Turning to alcohol, food, screens, or other numbing behaviours with increasing frequency

Critical Signs (Red Zone)

• Feeling trapped in the profession with no viable alternative
• Persistent depersonalisation — viewing clients as case numbers rather than people
• Clinical errors: missed risk factors, forgotten follow-ups, boundary lapses
• Ethical drift — cutting corners on documentation, shortening sessions without adjusting fees, or avoiding necessary but difficult clinical conversations
• Suicidal ideation or persistent hopelessness about your professional future
• Physical health deterioration: chronic illness, significant weight change, insomnia

Self-Assessment Questions

Ask yourself these questions honestly, scoring each from 0 (never) to 4 (almost always):

1. Do I feel emotionally drained at the end of most workdays?
2. Do I feel I am treating some clients impersonally, as if they were objects?
3. Do I feel I am not positively influencing other people’s lives through my work?
4. Do I feel fatigued when I get up in the morning and face another day at work?
5. Do I feel overwhelmed by administrative tasks unrelated to direct clinical work?
6. Have I lost enthusiasm for aspects of the work I used to enjoy?
7. Do I find it difficult to create space between my work life and personal life?
8. Am I avoiding professional development activities I used to seek out?

A score of 20 or above warrants serious attention. A score above 26 suggests you may be in active burnout requiring immediate intervention. These questions draw from the Maslach Burnout Inventory subscales and the Copenhagen Burnout Inventory.

Evidence-Based Prevention Strategies

The burnout literature points to interventions at two levels: individual strategies that therapists can implement themselves, and organisational or structural changes that address root causes. Both are necessary. Individual strategies alone cannot compensate for a fundamentally unsustainable practice structure.

Structural and Practice-Level Changes

These interventions target the systemic causes of burnout and have the strongest evidence base.

Reduce Administrative Burden Through Automation

Given that documentation and administrative tasks consume up to half of a therapist’s working time, this is the highest-leverage intervention available. Research by Shanafelt et al. (2016) — studying burnout across healthcare professions — found that clinicians who used efficient documentation tools reported significantly lower emotional exhaustion scores.

Specific strategies with evidence:

• Use structured note templates rather than writing each progress note from scratch. Template-based documentation reduces note-writing time by 30-50% while maintaining clinical quality (Sinsky et al., 2016).
• Automate scheduling — eliminating the back-and-forth of manual scheduling removes a persistent low-grade administrative stressor. Online booking systems reduce no-shows by 25-30% through automated reminders, simultaneously reducing the revenue loss and schedule disruption that contribute to burnout.
• Batch administrative tasks into dedicated time blocks rather than interspersing them throughout clinical hours. This preserves the cognitive and emotional focus needed for clinical work.
• Use AI-assisted documentation tools for session summaries and note drafting. Emerging research on AI scribes in healthcare suggests they can reduce documentation time by 40-60%, though therapists should always review and edit AI-generated content for clinical accuracy.

Right-Size Your Caseload

“Right-sizing” means calibrating not just the number of clients, but the composition and scheduling of your caseload:

• Limit consecutive high-acuity sessions. Schedule complex trauma or crisis-prone clients with buffer sessions or breaks in between.
• Build transition time into your schedule. Research on emotional labour suggests that even 10-15 minutes between sessions significantly improves the therapist’s ability to emotionally reset (Rupert & Morgan, 2005).
• Set a maximum weekly session count and protect it. For full-time private practitioners, the literature suggests that 20-25 direct client hours per week is sustainable long-term. Therapists who consistently exceed 30 weekly client hours show significantly elevated burnout scores (Rupert, Stevanovic & Hunley, 2009).
• Diversify your caseload. If possible, maintain a mix of presenting problems rather than specialising exclusively in high-intensity work like trauma or suicidality.

Invest in Professional Connection

• Peer consultation groups are one of the most consistently supported protective factors in the burnout literature. A meta-analysis by Dreison et al. (2018) found that social support from colleagues was one of the strongest negative predictors of emotional exhaustion. Monthly or bi-weekly peer groups of 4-6 therapists provide the dual benefit of clinical enrichment and emotional processing.
• Continue clinical supervision post-licensure. Even when no longer required, regular supervision provides a structured space for case conceptualisation and emotional debriefing that solo practice otherwise lacks.
• Attend professional events for connection, not just CEU credits. The informal conversations at conferences and workshops provide the kind of professional normalisation (“You feel that too?”) that isolated practitioners desperately need.

Individual-Level Strategies

These strategies complement structural changes. They are necessary but not sufficient — implementing personal coping strategies without addressing systemic causes is like treating symptoms while ignoring the disease.

Develop a Personal Therapy Practice (Not Just “Self-Care”)

The research is clear that therapists who engage in their own therapy show lower burnout scores and higher compassion satisfaction (Bike, Norcross & Schatz, 2009). Personal therapy for therapists serves several functions that generic self-care does not:

• Processing vicarious trauma material in a contained, professional relationship
• Examining countertransference patterns that, left unprocessed, lead to emotional depletion
• Modelling the vulnerability and help-seeking behaviour that the profession requires of clients but rarely permits of practitioners
• Addressing the therapist’s own attachment patterns and unresolved issues that may be activated by clinical work

This is categorically different from “take a bubble bath.” Personal therapy is a professional tool, not an indulgence.

Implement Deliberate Recovery Practices

Research on recovery from work stress identifies four key recovery experiences (Sonnentag & Fritz, 2007):

1. Psychological detachment — mentally disengaging from work during non-work time. For therapists, this means intentional rituals to mark the transition from clinical to personal mode. Some practitioners change clothes after their last session, take a specific route home, or use a brief mindfulness exercise as a boundary marker.
2. Relaxation — activities that reduce physiological activation. The evidence supports progressive muscle relaxation, diaphragmatic breathing, yoga, and meditation — specifically because they counteract the sympathetic nervous system activation that accumulates during emotionally intense clinical work.
3. Mastery experiences — engaging in challenging non-work activities that provide a sense of competence and accomplishment. Learning a musical instrument, training for a physical challenge, or developing a skill unrelated to therapy restores the sense of efficacy that burnout erodes.
4. Control — having autonomy over how leisure time is spent. This is particularly important for agency-based therapists who lack control during the workday.

Mindfulness and Contemplative Practices

A 2019 meta-analysis by Lomas et al. in Psychotherapy Research found that mindfulness-based interventions reduced therapist burnout with moderate-to-large effect sizes. The mechanisms are well-understood: mindfulness increases interoceptive awareness (allowing earlier detection of burnout symptoms), reduces rumination, improves emotion regulation capacity, and enhances the present-moment attention that clinical work demands.

The most studied protocols include:

• Mindfulness-Based Stress Reduction (MBSR) — the 8-week programme developed by Jon Kabat-Zinn has the strongest evidence base
• Brief daily meditation (10-20 minutes) — even shorter practices show meaningful effects on emotional exhaustion when maintained consistently
• Informal mindfulness during transitions — bringing non-judgmental awareness to the moments between sessions rather than rushing to the next task

Set and Enforce Boundaries on Availability

Therapists in private practice face unique boundary challenges because the practice phone is often their personal phone, and the practice email is accessible 24/7. Research on work-life boundary management suggests that segmentation (maintaining clear separation between work and personal domains) is associated with lower emotional exhaustion than integration (being continuously available across both domains) (Kossek & Lautsch, 2012).

Practical implementation:

• Establish and communicate specific hours for responding to client messages
• Use separate devices or phone numbers for clinical and personal communication
• Turn off practice notifications outside working hours
• Delegate intake calls or administrative inquiries to a virtual receptionist or automated system

Recovery: What to Do If You Are Already Burnt Out

Prevention is preferable, but many therapists reading this are already experiencing significant burnout. The recovery evidence suggests the following trajectory.

Immediate Stabilisation (Weeks 1-4)

• Reduce caseload to the minimum sustainable level. If financially possible, cut 20-30% of sessions for 4-8 weeks. Research on burnout recovery consistently shows that workload reduction is the single most important acute intervention.
• Eliminate or delegate all non-essential administrative tasks. This is not the time to optimise your filing system. This is the time to use every available tool, template, and automation to reduce non-clinical work to its absolute minimum.
• Begin or resume personal therapy. Frame this as urgent, not optional.
• Get a full medical workup. Burnout’s physiological effects — HPA axis dysregulation, chronic inflammation, sleep disruption — require medical attention, not just psychological intervention.

Restructuring Phase (Months 2-3)

• Audit your practice structure for the systemic factors identified in this article. Where is time being lost to administrative friction? Which scheduling patterns are unsustainable? What boundaries have eroded?
• Implement structural changes — adopt practice management tools, restructure your schedule, build in transition time, join a peer consultation group.
• Rebuild compassion satisfaction by reconnecting with the aspects of clinical work you find most meaningful. This might mean temporarily reducing trauma-focused work in favour of cases where progress is more visible, or pursuing training in a modality that reignites intellectual engagement.

Sustained Recovery (Months 4-12)

• Monitor your burnout indicators monthly using the self-assessment framework above.
• Build prevention practices into your permanent routine, not as temporary crisis responses but as professional infrastructure.
• Consider whether your current practice model is fundamentally sustainable. Some therapists discover during burnout recovery that the issue is not burnout management but a mismatch between their practice structure and their professional needs.

Recovery from severe burnout typically takes 6-12 months with active intervention. Without structural changes, relapse rates are high.

The Role of Technology in Reducing Administrative Burnout

A growing body of evidence supports the strategic use of technology to address the administrative drivers of therapist burnout. This is not about replacing clinical judgment — it is about reclaiming the hours currently lost to documentation, scheduling logistics, and billing tasks.

What the Evidence Supports

• Practice management platforms that integrate scheduling, notes, and billing into a single workflow reduce context-switching and administrative fragmentation. A 2021 study in BMC Health Services Research found that integrated digital workflows reduced clinician administrative time by 35%.
• Automated appointment reminders reduce no-show rates (a significant source of revenue instability and schedule disruption) by 25-30% across multiple systematic reviews.
• AI-assisted clinical documentation represents the most significant emerging tool for reducing documentation burden. Early research on AI scribes in healthcare settings shows 40-60% reductions in documentation time, with clinicians reporting improved note quality and reduced after-hours charting.
• Template-based note systems with configurable clinical frameworks allow therapists to document efficiently without sacrificing clinical detail.
• Online booking and intake eliminate the scheduling back-and-forth that fragments the therapist’s day and adds invisible administrative load.

What Technology Cannot Replace

Technology is a structural intervention, not a clinical one. It addresses the administrative burden dimension of burnout but does not substitute for peer support, personal therapy, adequate recovery time, or sustainable caseload management. The therapist who automates their documentation but still sees 35 clients per week with no supervision has not solved their burnout problem.

The most effective approach combines technological efficiency gains with the relational and individual strategies described above. Use the time recovered from administrative automation to build the protective practices — supervision, peer consultation, recovery activities — that the evidence identifies as essential.

Frequently Asked Questions

What is the burnout rate among therapists?

Research estimates vary by setting and measurement tool, but studies consistently find that 21-67% of mental health professionals experience high levels of burnout at any given time. The APA’s 2022 practitioner survey found 45% of psychologists reported burnout. Therapists working in community mental health settings, those with high trauma caseloads, and solo practitioners without peer support report the highest rates.

What is the difference between therapist burnout and compassion fatigue?

Burnout is a gradual response to chronic workplace stressors — administrative burden, high caseloads, lack of autonomy — and develops over months or years. Compassion fatigue (secondary traumatic stress) is the emotional cost of empathic engagement with clients’ suffering and can onset rapidly, sometimes after a single intense session. Burnout is primarily systemic; compassion fatigue is primarily relational. They frequently co-occur but require different interventions.

How many clients per week is sustainable for a therapist?

Research suggests that 20-25 direct client hours per week is sustainable for most full-time therapists over the long term. Therapists consistently exceeding 30 weekly client hours show significantly elevated burnout scores. However, the number alone is insufficient — caseload complexity, transition time between sessions, and administrative load all affect sustainability.

How long does it take to recover from therapist burnout?

With active intervention including workload reduction, structural practice changes, and personal therapy, recovery from moderate-to-severe burnout typically takes 6-12 months. Without structural changes to the conditions that caused burnout, relapse rates are high. Mild burnout caught early (the “yellow zone” in the framework above) can often be addressed within 2-3 months through targeted adjustments.

Can therapists experience burnout without working with trauma clients?

Yes. Burnout is driven primarily by systemic workplace factors — administrative burden, caseload volume, lack of control, and professional isolation — not by client presenting problems. A therapist with a caseload entirely composed of adjustment disorders and mild anxiety can burn out if they are spending 50% of their time on paperwork, seeing 30+ clients per week, and working in isolation without peer support.

What are the most effective burnout prevention strategies for therapists?

The evidence points to a combination of structural and individual strategies. Structurally: reduce administrative burden through automation and templates, right-size caseloads, maintain peer consultation groups, and continue clinical supervision post-licensure. Individually: engage in personal therapy, practise mindfulness, implement deliberate recovery activities, and enforce boundaries on professional availability. Individual strategies alone are insufficient if the practice structure is unsustainable.

Does therapist burnout affect client outcomes?

Yes. Research by Delgadillo et al. (2018) demonstrated that therapists with higher burnout scores had worse client outcomes, including higher dropout rates and smaller symptom improvements. Burnout also predicts therapeutic alliance ruptures, reduced empathic accuracy, and clinical errors. Addressing therapist burnout is not only a practitioner wellbeing issue — it is a client care quality issue.

---

If you are a therapist experiencing burnout, know that this is not a personal failing. It is an occupational hazard of a profession that asks extraordinary things of ordinary humans. The evidence is clear that burnout is preventable and recoverable — but it requires structural change, not just individual resilience.

References

• Delgadillo, J., Saxon, D., & Barkham, M. (2018). Associations between therapists’ occupational burnout and their patients’ depression and anxiety treatment outcomes. Depression and Anxiety, 35(9), 844-850.
• Dreison, K. C., Luther, L., Bonfils, K. A., Sliter, M. T., McGrew, J. H., & Salyers, M. P. (2018). Job burnout in mental health providers: A meta-analysis of 35 years of intervention research. Journal of Occupational Health Psychology, 23(1), 18-30.
• Figley, C. R. (1995). Compassion fatigue: Coping with secondary traumatic stress disorder in those who treat the traumatized. Brunner/Mazel.
• Kinman, G., & Grant, L. (2020). Emotional demands, compassion and mental health in social workers. Occupational Medicine, 70(2), 89-94.
• Kossek, E. E., & Lautsch, B. A. (2012). Work-family boundary management styles in organizations. Organizational Psychology Review, 2(2), 152-171.
• Lent, J., & Schwartz, R. C. (2012). The impact of work setting, demographic characteristics, and personality factors related to burnout among professional counselors. Journal of Mental Health Counseling, 34(4), 355-372.
• Lomas, T., Medina, J. C., Ivtzan, I., Rupprecht, S., & Eiroa-Orosa, F. J. (2019). Mindfulness-based interventions in the workplace: A meta-analysis. Psychotherapy Research, 29(7), 869-886.
• Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry, 15(2), 103-111.
• McCann, I. L., & Pearlman, L. A. (1990). Vicarious traumatization: A framework for understanding the psychological effects of working with victims. Journal of Traumatic Stress, 3(1), 131-149.
• Morse, G., Salyers, M. P., Rollins, A. L., Monroe-DeVita, M., & Pfahler, C. (2012). Burnout in mental health services: A review of the problem and its remediation. Administration and Policy in Mental Health, 39(5), 341-352.
• Rupert, P. A., & Morgan, D. J. (2005). Work setting and burnout among professional psychologists. Professional Psychology: Research and Practice, 36(5), 544-550.
• Rupert, P. A., Stevanovic, P., & Hunley, H. A. (2009). Work-family conflict and burnout among practicing psychologists. Professional Psychology: Research and Practice, 40(1), 54-61.
• Shanafelt, T. D., et al. (2016). Relationship between clerical burden and characteristics of the electronic environment with physician burnout and professional satisfaction. Mayo Clinic Proceedings, 91(7), 836-848.
• Simionato, G. K., & Simpson, S. (2018). Personal risk factors associated with burnout among psychotherapists: A systematic review of the literature. Journal of Clinical Psychology, 74(9), 1431-1456.
• Sinsky, C. A., et al. (2016). Allocation of physician time in ambulatory practice: A time and motion study in 4 specialties. Annals of Internal Medicine, 165(11), 753-760.
• Sonnentag, S., & Fritz, C. (2007). The Recovery Experience Questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work. Journal of Occupational Health Psychology, 12(3), 204-221.
• Stamm, B. H. (2010). The Concise ProQOL Manual. ProQOL.org.
• Wheeler, S., & Richards, K. (2007). The impact of clinical supervision on counsellors and therapists, their practice and their clients: A systematic review of the literature. Counselling and Psychotherapy Research, 7(1), 54-65.