Bridging the Gap Between Intentions and Impact: Understanding Disability Culture to Support Disability Justice

K. Lynn Pierce

Persistent ableism in higher education, counseling practice, and society necessitates disability justice advocacy. In this article, the author explores the historical context of disability and the importance of disability knowledge for counselors and counselor educators. In addition to discrimination and inaccessibility, able privilege and lack of representation present significant barriers to equity and empowerment of disabled people. Better awareness of disability culture and community-oriented frameworks for the collective liberation of disabled people, such as disability justice, can improve disability equity and allyship within counseling and counselor education.

Keywords: ableism, disability justice, advocacy, allyship, counseling

The disability rights motto, “Nothing about us without us,” highlights the importance of including disabled people in decisions that affect them. However, in a society dominated by able privilege, this motto has at times translated into “Nothing at all.” The absence of disabled representation and empowerment leads to a lack of understanding, empathy, and action toward improving the lived experiences of the disability community.

Over 60 million Americans live with a disability, making them the largest minority group in the United States (Centers for Disease Control and Prevention, 2023). The Americans with Disabilities Act (ADA) defines a person with a disability as “a person who has a physical or mental impairment that substantially limits one or more major life activity” (ADA National Network, 2024, para. 1). These activities include daily tasks like breathing, walking, talking, hearing, seeing, sleeping, taking care of oneself, doing manual tasks, and working. The year 2020 marked the 30th anniversary of the ADA, the major law granting protections to disabled individuals. Yet institutional ableism continues to persist in higher education, counseling practice, and public life. Disabled people face various obstacles, including unresolved barriers to physical access (including of health care and mental health services), social stigma, and insufficient funding for rehabilitation programs. Able privilege (also referred to as ability privilege or able-bodied privilege) is a viewpoint in which non-disabled bodies are considered normative (Lewis, 2022). Able privilege is pervasive in society and continues to contribute to societal stigmatization of and discrimination against disabled bodies, minds, and lives.

Positionality
     The positionality of authors engaged in disability justice work is crucial for acknowledging biases and perspectives that influence the writing process. This practice also allows for transparency for readers to better understand the context this article is situated in. This is particularly important given the diversity of cultural norms within and between disability subcommunities and the differences of perception of ableism, access, and disability equity shaped by individuals’ unique experiences of disability.

I identify as a White, queer, disabled academic who aligns with crip culture. The term “crip” is a reclamation of the derogatory slang “cripple,” much as “queer” has been reclaimed by the LGBTQ+ community. I integrate the principles of disability justice and bring lived experience into advocacy, clinical, and research work pertaining to the disability community. I have navigated ableism personally and professionally and am invested in critical examination of ableist systems and advancement of cross-disability liberation. I use an anti-ableist and identity-affirming ideological lens to approach disability advocacy. The use of identity-first language throughout this paper reflects this positionality and is an acknowledgement of many disability subcommunities’ preference for this language.

A Brief History of Disability in the United States

Attitudes and policies surrounding the disability experience in the United States have historically imposed harsh restrictions and exclusions grounded in ableism. In the late 19th and early 20th centuries, the eugenics movement promoted the view that disability was undesirable and needed to be purged from society (Rutherford, 2022). Many proponents of eugenics were scientists, doctors, and policymakers. This contributed to forced sterilization and institutionalization of disabled people, restrictive immigration policies, and segregation in education. These policies, along with social stigma, led to disabled people being socially and economically disadvantaged and pushed to the fringes of society (RespectAbility, 2021).

In the 1970s, The Independent Living Movement and Centers for Independent Living (CILs) emerged as a civil rights campaign spearheaded by and for the disability community (Hayman, 2019). This movement pushed back against the discriminatory environments and paternalistic professionals of the time and focused on providing peer support, dignity, civil rights, and autonomy through direct service and advocacy. At this same time, the 504 protests (referring to section 504 of the Rehabilitation Act) paved the way for the civil rights work that eventually culminated in the passage of the ADA in 1990, which finally extended similar federally protected rights to disability as those that cover race and gender (Cone, n.d.).

Since 2000, disability-related activism has been most prominent online. Within this environment, community-based efforts such as the #SayTheWord movement and disability-related hashtags began to trend on social media. Many within the disability community have embraced X, formerly known as Twitter, specifically because it is free, has accessibility features, and allows for global connection and unprecedented reach to businesses and public figures, as well as other individuals and organizations within the disability community (Wilson-Beattie, 2018). Facebook and other social media groups have been important gathering places for disabled individuals to connect, obtain information about their conditions and available treatments, and find others who can relate to their experiences.

Exclusion of Disability in Education and Practice

The Rehabilitation Act of 1973 and the ADA both extended disability protections into higher education settings. However, because of the lack of protections in these settings prior to these laws, colleges and universities were already built on inaccessible foundations both physically and socially (Dolmage, 2017). This has led to a continued lack of equity for disabled people within higher education.

The National Center for Education Statistics (2018) reported that 19.4% of the undergraduate student body report having a disability, but only 11.9% at the graduate level. The Center for College Students with Disabilities reported that less than 4% of faculty members have disabilities (Grigely, 2017).
This suggests barriers to recruitment and retention and/or biases that prevent disclosure of disability identity. Despite the requirements under the Rehabilitation Act and ADA to provide equitable access, providing disability-related supports is often in conflict with ableist systems within higher education. For example, very few universities and colleges embrace a holistic and affirming model to support disability inclusion on their campuses and instead use an accommodation-only–focused approach. Most colleges and universities do not have a disability cultural center or student organizations focused on disability, despite the benefits for students and the community that such a center can provide (Elmore et al., 2018).

Disability and Counselor Education

Unfortunately, there is very little research available on disability within counseling and counselor education. Disability is often absent from captured demographics in our research, including when studies focus on the experiences of diverse counselors, counselor educators, and students. There is no information currently available regarding disability representation among counselor educators or counseling leadership, and very little about the experiences of disabled individuals within the profession or even the experiences of disabled clients with professional counselors.

Counselor education programs, apart from rehabilitation-specific classes, seldom focus on disability topics. According to Feather and Carlson (2019), 36% of faculty surveyed believed their program was ineffective at addressing disability topics, while only 10.6% believed their program to be “very effective” in this content area. Faculty self-assessment of competence to teach disability-related content correlated significantly with previous work or personal experience with disability, underscoring the importance of exposure to and training about disability-related concepts being infused across core areas. Key elements related to disability competence such as accessibility, able privilege, disability culture, and disability justice are explored in the following sections.

Considering Accessibility

Accessibility is a word that is often co-opted in diversity, equity, and inclusion (DEI) spaces to mean attainability, affordability, inclusion, etc. However, accessibility is a concept that is legally related to the ability of disabled people to equitably interact with built environments and services. The Office for Civil Rights (OCR) defines accessibility as:

When a person with a disability is afforded the opportunity to acquire the same information, engage in the same interactions, and enjoy the same services as a person without a disability in an equally integrated and equally effective manner, with substantially equivalent ease of use. (U.S. Department of Education, 2013, p. 3)

Physical accessibility includes factors such as ample accessible parking, pathways without stairs, clear curb cuts, even paving, wide doors and pathways, clear signage, clear spaces for wheelchairs and mobility devices, and accessible bathrooms. Accessibility of websites and other digital services is also covered under the ADA. The accessibility of learning management systems, captioning and transcripts for videos, and accessible file types are all important factors in classroom accessibility. Despite the ADA requirements, many spaces fall short, emphasizing the need for continual self-evaluation and consultation (ADA National Network, 2016).

Accessibility is often viewed only as what must be done at a minimum legally, and sometimes it is unclear within a given structure who exactly is responsible for ensuring accessibility. This often results in a reactive approach that places the burden on disabled people to experience barriers and report them. Another common approach is an accommodation mindset, in which disability is seen as so unlikely within a setting that those who need disability supports are seen as burdensome and must request them in advance. This can be contrasted with a barrier reduction or universally designed approach, in which disability would be proactively considered and planned for within a system or space. The resistance to these more equitable approaches is largely the result of lack of awareness of disability prevalence and needs, rooted in ableism and able privilege (Dolmage, 2017).

Able Privilege
     Able privilege (also referred to as ability privilege or able-bodied privilege) is a viewpoint in which non-disabled bodies are considered normative. This condition lends itself to the continuation of inaccessible environments and attitudes, which, in turn, further entrenches able privilege within society. To illustrate the implications of able privilege, one may consider the day-to-day experiences of non-disabled individuals and the stark contrast with the experiences of disabled people. The simple act of opening a door without strategizing your approach or having the liberty to choose any seat at a movie theater or concert are further indicators of able privilege. If you have always been able to access materials showcasing individuals of your ability as role models or had access to mentors who mirror your ability, you have experienced able privilege. The ability to move around with the assurance that housing options will generally be accessible to you is a distinct advantage, one that disabled people, particularly those who use mobility devices or who have physical limitations often cannot take for granted. The invisibility of these privileges to those who benefit from them is precisely what fuels the cycle of able privilege, leading to a lack of representation and empowerment for disabled individuals (Dolmage, 2017).

Able privilege is a major but often neglected aspect of social inequality, mostly because disabled individuals are systematically underrepresented. This exclusion is deeply ingrained in our society, impacting policies, cultural norms, and current structures, which further magnify able privilege. “Ugly laws,” a discriminatory legislation active in certain parts of the United States through the ’70s and ’80s, literally pushed disabled people out of public view, further contributing to their erasure (Schweik, 2011). The discomfort with the disabled body being seen and acknowledged in public continues, with organizations like the Ford Foundation finding a lack of disability representation in popular media (Heumann et al., 2019). Despite increasing emphasis on diversity, equity, inclusion, and accessibility (DEIA) in counseling, the reality is that the disability community often finds itself on the outskirts of these crucial conversations because of historical inequalities that are unchallenged or a continued lack of equitable access (Dolmage, 2017).

This cycle of exclusion parallels a common physical accessibility challenge: The lack of disabled people present in a space is often used to justify a lack of priority given to accessibility. However, the inaccessibility itself is the barrier preventing disabled people from entering and remaining in these spaces in the first place. Inaccessibility precludes disabled presence and advocacy, and barriers often then stand unchallenged.

Our educational systems and programs are no exception to the impacts of the exclusion of disabled bodies and minds. Ableist ideologies are often left unchallenged and unknowingly promoted, shaping the understanding of disability at crucial developmental stages. The exposure that most people have to disabilities is also skewed, leading to the formation of harmful stereotypes and stigmas discussed further below.

Disability Culture

Disability culture encompasses a group identity with shared experiences, a history of oppression, literature, art, language, and expression. This is highlighted through various forms of art and literature and through movements advocating for disability rights and inclusion (Brown, 2015). However, the disability community boasts a rich and diverse culture that’s often absent from mainstream media and popular culture.

Representation
     As with other minoritized and marginalized populations, the representation of disability in mainstream media, film, and literature can have significant impacts on the societal view of disability and bias and stigma experienced by disabled individuals. Because of the various challenges in access presented by society and the taboos regarding discussions of disability, media is a primary way many people may form opinions about disability and disabled people. Unfortunately, these depictions are few and often convey misinformation and harmful tropes. In a review of 100 top movies in 2016, fewer than 3% of characters had a disability (Smith et al., 2017). Heumann and colleagues (2019) found in their examination of disability in media that most disabled characters in film fell into four stereotypes: the Super Crips who triumph over disability and provide the message that disability is merely a negative thing to be overcome; Villains who are often portrayed with disfigurement of some kind and play on fear and discomfort of disability and difference; Victims who are defined only by their disability and often are shown as better off dead than disabled; or Innocent Fools who embody negative stereotypes of those with intellectual disabilities or neurological differences. These issues with one-dimensional and negative representation in the small number of examples of disability shown on the screen are compounded by a lack of input from disabled writers, actors, or directors. Most disabled characters are played by non-disabled actors, and disability is the most underrepresented minority in the Hollywood film industry (Woodburn & Kopić, 2016).

Within the disability community, a starkly different narrative emerges, often directly hitting back at the misrepresentation and villainization of disability that is commonplace in mainstream media. For example, Disfigured: On Fairy Tales, Disability, and Making Space by Amanda Leduc (2020) critically analyzes the narratives ingrained in our culture around disability. Leduc particularly explores the impact of fairy tales and their modern retellings on identity development and belonging for disabled people, centering her own story and other disabled people’s narratives. Crip Camp, a Netflix documentary, discusses the disability rights movement through the personal stories of advocates such as the late Judy Heumann (Hale & LeBrecht, 2020). Heumann’s autobiography, Being Heumann: An Unrepentant Memoir of a Disability Rights Activist (2020), is a powerful work in the disability space along with early commentaries on empowered language and identity choice such as Nancy Mairs’s essay, On Being a Cripple (1986).

“Crip culture” is one notable aspect of disability culture. In the anthology Criptiques, compiled by Caitlin Wood (2014), crip, slang for cripple, is embraced as a powerful self-descriptor, representing audacity, noncompliance, and a direct challenge to disability being pushed into the shadows. It is an example of the arts and expression of “crip culture,” which draws on shared experiences of ableism, creating a community that affirms and reflects its members’ originality and beauty. Criptiques presents a diverse set of essays embodying this revolutionary spirit and fostering discussions about disability experiences (Wood, 2014).

Social media platforms, particularly X/Twitter, have catalyzed the formation of a global disability community. Hashtags like #DisabledandCute and #AbledsAreWeird have trended, fostering discussions and highlighting the shared experiences within the disability community. “The disability revolution will be tweeted” because of the critical role social media plays in fostering community in accessible formats (Wilson-Beattie, 2018).

Emerging trends in disability spaces include the #SayTheWord movement, which seeks to reclaim the term disability and challenges forced person-first, euphemistic language often pressed on the disability community by able-bodied individuals, discussed further below. Spoonie communities are also prevalent in chronic illness and even some mental health circles. These spaces use the spoon theory by Christine Miserandino (2003), which describes how there is a set amount of energy for daily tasks that can be lowered by disability-related factors such as pain or fatigue. Spoon theory seeks to help disabled people and those close to them understand the fluctuating nature of chronic illness and better communicate about it.

Language and Empowered Expression
     It is essential to understand how to talk about disabilities and disabled people in an empowering and inclusive way. Person-first language (e.g., “person with a disability” and “person with [condition]”) emphasizes the person before the disability. While this language is used primarily in academic spaces and was mandatory until the seventh edition of the American Psychological Association style manual (APA; 2020), it is often criticized for being avoidant and contributing to perpetuating rather than confronting stigma (Collier, 2012).

Alternatively, identity-first language proposes that the identity of an individual should lead the conversation. This mode of language is used more commonly within disability spaces, such as “disabled individuals” or “autistic people.” Some subgroups, like the Deaf and autistic communities, strongly identify with their disability factors, promoting a sense of disability pride.

     Disabling language, such as “handicapped,” “wheelchair-bound,” or “crippled,” are terms that are outdated, inaccurate, and offensive. These terms can be stigmatizing based on social and historical contexts, like referring to someone diagnosed with schizophrenia as “schizophrenic.” The exception to this is in usages such as those outlined above in which some subcommunities have reclaimed words like “crippled” or find them accurate and therefore identity affirming. This highlights a trend that language and slang within the disability community often focuses on relevant factors of assistive technology or the disabilities themselves (e.g., “wheelies” for wheelchair users, “spoonies” for those who endorse spoon theory, or “potsies” for those with postural orthostatic tachycardic syndrome [POTS]), whereas out-of-group language typically rejected by disabled people is often designed to avoid using the word disability (e.g., “differently abled,” “diverse-ability,” or “special needs”).

While person-first language is valid and should be used when it is the preference of the individual with a disability, there are many compelling arguments for normalizing and empowering identity-based language. Person-first language can be incongruent with people’s self-concept and with their experience of the perception others have of them. Person-first language can perpetuate stigmatization of disability, leading to perceived hypocrisy (Collier, 2012). The language choices made by able-bodied allies often disregard the preferences of the disabled community, echoing a history of erasure and opposing the principle of “nothing about us without us.” This has sometimes extended to able-bodied academics imposing their preference for person-first language on disabled people through academic standards and publishing norms. It can be argued that these restrictions historically have inhibited self-identification, language preference, and the ability to produce scholarship that accurately represents disabled people and community values. This impedes collaborative research with the disability community and reinforces a division and lack of understanding between the disability community and counselors or other medical and mental health providers.

Allyship and Disability Justice
     Allyship is not an identity but a practice. Allies for the disability community must operate in solidarity with and advocate for the rights of those oppressed by systems in ways that do not reinforce the system’s oppression (Brown, 2015). This involves actively listening, observing dynamics of power, focusing on impact rather than intent, leaning into discomfort, modeling inclusive language, and offering kind and constructive feedback. In this context, it’s vital to understand ableism, defined as, “a system of assigning value to people’s bodies and minds based on societally constructed ideas of normalcy, productivity, desirability, intelligence, excellence, and fitness” (Lewis, 2022, para. 4). Ableism devalues and discriminates against disabled people and gives preference and normative status to able-bodied people.

The Disability Justice framework (Sins Invalid, 2015) offers a comprehensive and inclusive perspective on human bodies and experiences. The Disability Justice framework was originally developed by the activist Patty Berne, a co-founder of the organization Sins Invalid, to reflect the collaborative work occurring in community spaces. Sins Invalid is a performance project that deconstructs the dehumanizing practices disabled people face and centers intersectionality and diversity of identities.

The Disability Justice framework emphasizes that every body is unique, important, and powerful. This framework understands that people are shaped by complex intersections of factors like ability, race, gender, sexuality, social class, nationality, religion, and more. Instead of isolating these factors, it insists on viewing them collectively. This viewpoint stresses that our pursuit of a fair society is rooted in these intertwined identities and points out a critical observation: Our current global system is essentially “incompatible with life” (Berne, 2015, para. 13). Disability Justice principles include “leadership of the most impacted,” “interdependence,” “collective access,” “cross-disability solidarity,” and “collective liberation” and focus strongly on intersectionality and cross-movement organizing to ensure no one is left behind or excluded (Sins Invalid, 2015, p. 1).

Although there are voices advocating for disability rights, these are predominantly from within the disability community itself, a testament to the lack of understanding and allyship from broader society. Historically, those who could have been allies—abled caregivers, academics, medical professionals, and others—have often worked against the community, whether consciously or not (Dolmage, 2017). This can be combated first by ensuring access to spaces so that disabled voices are present. Then, allies can elevate these voices while implementing a framework like disability justice to ensure that those impacted are leading and that cross-disability approaches are being implemented around equity and liberation work, in line with community priorities.

Implications for the Counseling Profession 

Counselor Education and Preparation
     Instructors have a critical role in supporting disabled counselors-in-training. Not only is this support mandated by law, but it also increases visibility, representation, and lived experiences of disability in the profession, thereby improving services for clients. Implementing Universal Design for Learning (UDL) can minimize the need for accommodations and provide access, engagement, and learning motivation to the widest possible audience of learners (CAST, 2018). UDL is grounded in Universal Design principles, which are architectural strategies to make physical spaces usable by the widest number of people possible. The UDL principles include strategies such as multiple means of representing information to capture various learning types and multiple means of expression to allow learners to demonstrate learning in various ways (CAST, 2018). Adopting these principles can significantly contribute to making materials and learning environments more accessible. Instructors should consider how they can better focus on curriculum, activities, and assessments that increase exposure of counseling students to disability as a common multicultural factor and client identity. In addition, it is highly advisable to approach accessibility proactively in assignments and course materials and to become comfortable with the process required to swiftly provide equitable accommodations for students when a request is made.

Where a need for access or accommodations is established for a student, an opportunity also exists to proactively advocate for and support students in ensuring accessibility and equity in their practicum and internship placements, graduate assistantships, and other duties required for or connected to their program of study. Sometimes a student’s disability and related accommodation needs are new. Even for those who have established what they need to succeed in a classroom, counseling programs with their clinical requirements are a new setting and students may not always know what they need in advance. It is therefore the responsibility of counselor educators to take a barrier reduction approach, take on the labor of researching the accessibility of approved sites and processes of accommodations specific to graduate students within their universities, and work collaboratively with the student at all stages of a program.

Counseling Practice
     It is an ethical mandate that counselors become competent in working with disabled clients as addressed in the ACA Code of Ethics pertaining to nondiscrimination and multicultural issues (American Counseling Association, 2014). It is also important for counselors to work in ways that are respectful and promote client autonomy. This can begin with ensuring that proper etiquette is understood. Examples include speaking directly to a person, not their interpreter or attendant; not drawing attention to, commenting on, or interfering with assistive technology (including service animals); and asking questions rather than making assumptions. Working from a disability-affirming perspective is important, as well as being engaged in self-reflective work around disability bias and seeking appropriate supervision. Supervision might be with a peer to check for bias and process reactions to disability topics, or with someone with disability identity or rehabilitation training to consult on best practices around accessibility and disability-affirming approaches.

The physical counseling environment needs to be accessible according to ADA guidelines, and this should be determined based on the checklist for existing facilities and/or a professional consultant (ADA National Network, 2016). Continuing to offer telehealth as an option while still ensuring spaces are accessible helps to meet a long-standing need expressed by disabled people in ensuring access to mental health care. Websites need to meet web accessibility guidelines, and it is advisable to ensure accessible formats are available for documentation (e.g., large font and digital options). Within spaces, common triggers for various conditions should be considered. For example, fluorescent lights may trigger migraines or neurological conditions, while chemical sensitivities could be triggered by anything from bleach and other cleaning supplies to perfume, room fresheners, or lavender and other essential oils.

In working with clients, it should not be assumed a client is not disabled merely because they are not visibly disabled or have not disclosed a disability. If a client is visibly disabled or has disclosed but not elaborated, signaling openness to further discussion while respecting boundaries and client priorities is warranted. Intrusive questioning is never appropriate, and client autonomy and treatment goals should always be respected. In my own work, I think of this similarly to when I may diffuse a question regarding trauma on an intake by acknowledging the client may not yet trust me; we can come back to discuss it further at any time in our work together, and I invite them to share to their level of comfort. An example of broaching a visible or previously disclosed disability might be simply asking if there is anything that can be done to increase accessibility or comfort in the space. Another approach might be to reflect the client’s own language to describe the disability, chronic illness, assistive technology, etc. and to simply ask if there is anything specific that the client would like for you to know up front that would support your work together, or whether they would like to address things as they come up.

Conclusion

Disability culture is rich and complex, asserting its place in sharp contrast to mainstream narratives with defiance. It is a culture that celebrates wholeness and intersectionality and challenges ableist norms without apology for occupying space.

By understanding how ableism in counseling and counselor education fits into the broader history of disability oppression and increasing awareness of disability culture and disability justice, the counseling profession can better serve the disability community. Normalizing conversation about disability allows us to prepare ourselves, our students, and our supervisees to work with this large and diverse population. When we act intentionally to proactively make spaces accessible, we are providing disabled people with the same rights we provide to other clients. This allows them to share their stories gradually and comfortably, without having to disclose too early or fight for their basic rights.

 

Conflict of Interest and Funding Disclosure
The authors reported no conflict of interest
or funding contributions for the development
of this manuscript.

 

References

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Brown, S. E. (2015). Disability culture and the ADA. Disability Studies Quarterly, 35(3). https://doi.org/10.18061/dsq.v35i3.4936

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Collier, R. (2012). Person-first language: Noble intent but to what effect? Canadian Medical Association Journal, 184(18), 1977–1978. https://doi.org/10.1503/cmaj.109-4319

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Dolmage, J. T. (2017). Academic ableism. University of Michigan Press.

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Feather, K. A., & Carlson, R. G. (2019). An initial investigation of individual instructors’ self-perceived competence and incorporation of disability content into CACREP-accredited programs: Rethinking training in counselor education. Journal of Multicultural Counseling and Development, 47(1), 19–36.
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Heumann, J. (2020). Being Heumann: An unrepentant memoir of a disability rights activist. Beacon Press.

Heumann, J., Salinas, K., & Hess, M. (2019). Road map for inclusion: Changing the face of disability in media. Ford Foundation. https://www.fordfoundation.org/wp-content/uploads/2019/02/judyheumann_report_2019_final.pdf

Leduc, A. (2020). Disfigured: On fairy tales, disability, and making space. Coach House Books.

Lewis, T. A. (2022, January 1). Working definition of ableism: January 2022 update. https://www.talilalewis.com/blog/working-definition-of-ableism-january-2022-update

Mairs, N. (1986). On being a cripple. https://faculty.uml.edu/bmarshall/mairsonbeingacripple.pdf

Miserandino, C. (2003). The spoon theory. But You Don’t Look Sick. https://butyoudontlooksick.com/articles/written-by-christine/the-spoon-theory/

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K. Lynn Pierce, PhD, NCC, ACS, LPC, CRC, is an assistant professor and Counselor Education and Supervision PhD Program Coordinator at Mercer University. Correspondence may be addressed to K. Lynn Pierce, Mercer University College of Professional Advancement, 2930 Flowers Rd. S., Chamblee, GA 30341, pierce_k03@mercer.edu.

Book Review—Designing and Implementing Career Interventions: A Handbook for Effective Practice (2nd ed.)

by James P. Sampson, Jr., and Janet G. Lenz

While the importance of developing and implementing career interventions is widely recognized, there is less clarity as to how to initiate this process. The second edition of Designing and Implementing Career Interventions: A Handbook for Effective Practice addresses this issue by offering a comprehensive approach to career intervention implementation. Dr. James P. Sampson, Jr., and Dr. Janet G. Lenz detail each step of the design and implementation process in a succinct but thorough manner.

The centerpiece of the handbook is its “Eight-Step Model for Implementing Improved Career Interventions.” This model takes into account every aspect of the intervention process, from evaluation to training to implementation. The model’s depth helps both experienced and inexperienced career service providers to address aspects of the intervention process that are often overlooked. The model is dynamic in that it can be tailored to best address the needs and makeup of a specific organization. The authors emphasize that the model is not intended to be a one-size-fits-all approach and that “no two organizations are likely to create the same implementation plan.” For this reason, staff members incorporating this model can be sure that they are covering the necessary bases in their intervention plan while not abandoning their organization’s unique style.

The authors encourage the reader to adopt as much or as little of the model as they need, depending on factors such as organization size, typical client concerns, and available technology. In a similar vein, the handbook is useful for staff members in a variety of roles, both in person and virtual, and the authors provide recommendations regarding which sections of the handbook are most relevant based on the specific position that the staff member occupies within their organization. The text’s appendices include tools, such as a Career Intervention Plan and Implementation Checklist, that can help staff members to translate the teachings of this handbook into daily practice. Supplemental resource suggestions, such as career assessments, information guides, and career service professional standards, are also provided throughout the text.

Along with presenting the eight-step model, the authors provide additional guidance on how to effectively implement an intervention plan. They highlight the significance of career theory, research, professional standards, and policy in the intervention process, and they discuss how the interconnection of these aspects contributes to improved career interventions. The handbook also stresses the importance of collecting evaluation and accountability data. The authors discuss various evaluation techniques  and the specific situations in which to utilize each type of evaluation. In addition, a five-step model of accountability provides an outline for staff members seeking to monitor the impact of their interventions. This discussion of evaluation and accountability is helpful for career service organizations striving to implement evidence-based practices, as the enactment of these practices often leads to additional funding opportunities.

The section on cognitive information processing (CIP) and Holland’s RIASEC theory provides an outline of how career interventions can be tailored based on the theoretical orientation of a particular organization. Career staff members not trained in CIP or RIASEC theory may not be familiar with the specific CIP or RIASEC terminology mentioned in this chapter, but they can still come away with an understanding of how career theory, in general, can be integrated with practice. This chapter also highlights the various modalities—such as assessment, psychoeducation, and modeling—that staff members should consider when designing and implementing interventions. This discussion of the myriad techniques available in the intervention process reminds the reader that career interventions can take many different forms in a range of settings.

Another strength of the handbook is its recognition that intervention design and implementation is not done in a vacuum. Throughout the text, the authors encourage the reader to consider how leadership and collaboration affect the efficacy of career interventions. They provide examples of effective and ineffective techniques related to leadership and staff beliefs, as well as the outcomes that are likely to result from the application of those techniques. The inclusion of these interpersonal considerations can help career service leaders to embrace and navigate the inevitable change that occurs in organizations.

Overall, this handbook is a valuable tool for career service practitioners in a variety of settings and roles, and its methods can easily be adapted to align with the values and needs of specific organizations.

 

Sampson, J. P., Jr., & Lenz, J. (2023). Designing and implementing career interventions: A handbook for effective practice (2nd ed.). National Career Development Association.

Reviewed by: Danny Chiarodit, MS

Developing and Validating a Process Model of Counselor Burnout: A Serial Mediation Model

Donghun Lee, Sojeong Nam, Jeongwoon Jeong, GoEun Na, Jungeun Lee

Despite advanced definitions and continued research on counselor burnout, attempts to investigate an expanded structure of counselor burnout remain limited. Using a serial mediation, the current study conducted a path analysis of a hypothesized process model using the five dimensions of the Counselor Burnout Inventory. Our research findings support the hypothesized sequential process model of counselor burnout, confirming full mediating effects of Deterioration in Personal Life, Exhaustion, and Incompetence in a serial order on the relationship between Negative Work Environment and Devaluing Client. Suggestions for future research and practical implications for counselors, supervisors, and directors are discussed.

Keywords: counselor burnout, serial mediation, path analysis, process model, Counselor Burnout Inventory

     Burnout has received significant attention in counseling research because of the unique nature of counseling work (Bardhoshi et al., 2019; Bardhoshi & Um, 2021; Fye et al., 2020; J. J. Kim et al., 2018; Maslach & Leiter, 2016). Early studies on burnout focused on defining burnout as a phenomenon. Freudenberger (1975), recognized as one of the pioneers in examining the burnout phenomenon, emphasized a loss of motivation and emotional exhaustion, defining it as “failing, wearing out, or becoming exhausted through excessive demands on energy, strength, or resources” (p. 73). Osborn (2004) placed an emphasis on physical and psychological reactions to job stress, describing burnout as “the process of physical and emotional depletion resulting from conditions at work or, more concisely, prolonged job stress” (p. 319). Maslach and colleagues have attempted to find a broader definition of burnout in their studies (Maslach & Jackson, 1981a, 1981b; Maslach et al., 1997, 2001; Maslach & Leiter, 2016) by conceptualizing three core dimensions of burnout—emotional exhaustion, a sense of reduced personal accomplishment, and depersonalization—as a syndrome of individuals exposed to long-term emotional and interpersonal stressors related to their job.

Many researchers have investigated burnout phenomenon, particularly among counselors, over several decades (Emerson & Markos, 1996; Evans & Villavisanis, 1997; W. C. McCarthy & Frieze, 1999; Malach-Pines & Yafe-Yanai, 2001). These studies have manifested additional focus on counselors’ actual performance in working with clients by describing counselor burnout as a state in which counselors experience considerable difficulties in performing proper functions and providing effective counseling. Kesler (1990) emphasized counselors’ internal psychological process in her definition of counselor burnout, defining it as a decreased sense of personal accomplishment in which an individual blames themself for their emotional and physical exhaustion, career fatigues, cynical attitudes toward clients, withdrawal from clients, and chronic depression and/or increased anxiety.

Further efforts have been made to better understand counselor burnout by examining the relationships of the three core dimensions—emotional exhaustion, depersonalization, and reduced personal accomplishment. There is a common argument across burnout studies that emotional exhaustion is the central quality of burnout and the most obvious manifestation of the syndrome (Golembiewski & Munzenrider, 1988; R. T. Lee & Ashforth, 1996; Leiter & Maslach, 1988, 1999; Maslach, 1993, 1998). Researchers have articulated the relationships by positing that emotional exhaustion may first trigger depersonalization and depersonalization can then cause decreased personal accomplishment (Golembiewski & Munzenrider, 1988; R. T. Lee & Ashforth, 1996; Leiter & Maslach, 1988). Slightly different findings have suggested that exhaustion may simultaneously lead to depersonalization and reduced personal accomplishment (R. T. Lee & Ashforth, 1993; Maslach, 1993). Some research has provided distinctive relationships among the three dimensions, indicating that emotional exhaustion may result from increased depersonalization (Golembiewski et al., 1986; Taris et al., 2005) and decreased personal accomplishment (Golembiewski et al., 1986).

In response to the need to establish a broader definition of counselor burnout, S. M. Lee and colleagues (2007) expanded the three-dimension model, previously introduced by Maslach and colleagues (1997), to consider organizational and personal sources of burnout. They added two dimensions—negative work environment and deterioration in personal life—to the three core dimensions of burnout, which advanced the model to a five-dimensional burnout model (S. M. Lee et al., 2007). Using the five dimensions, S. M. Lee and colleagues introduced the Counselor Burnout Inventory (CBI). The CBI is the first scale aimed at measuring professional counselors’ burnout symptoms, integrating the expanded theoretical constructs of burnout with the five dimensions representative of the counseling profession (i.e., Exhaustion, Incompetence, Negative Work Environment, Devaluing Client, and Deterioration in Personal Life). Several studies that have explored the psychometric characteristics of the CBI with diverse counselor populations working in a wide range of settings have demonstrated the solid validity and reliability of the CBI (Bardhoshi et al., 2019; J. Lee et al., 2010; S. M. Lee et al., 2007). For example, Bardhoshi et al. (2019) conducted a meta-analysis of 12 studies that utilized the CBI to examine its psychometric characteristics. Their psychometric synthesis reported robust internal consistency, external validity, and structural validity of the five dimensions of burnout across diverse groups of professional counselors, supporting the CBI’s suitability as a tool for understanding the multidimensional burnout phenomenon.

The Current Study
     Despite such advanced definitions and continued research on counselor burnout, attempts to understand the expanded structure of counselor burnout using all five dimensions remain limited. The CBI has demonstrated its fitness in burnout research using the five dimensions, especially to explore the relationships among the dimensions and to understand the sequential process of them. Understanding this underlying sequential process will allow counseling professionals to detect burnout-related symptoms earlier and develop prevention and intervention plans accordingly (Gil-Monte et al., 1998;
R. T. Lee & Ashforth, 1993; Noh et al., 2013).

Therefore, the current study aimed to evaluate a hypothesized sequential process model of the five dimensions of counselor burnout syndrome using the CBI, which consists of (a) Negative Work Environment, (b) Deterioration in Personal Life, (c) Exhaustion, (d) Incompetence, and (e) Devaluing Client. Our overarching goal was to enrich the literature by providing a foundation on which to develop an integrative theoretical process model of counselor burnout. The following research questions guided the current study:

1) What are the relationships among the five dimensions of counselor burnout measured by the CBI?

2) Is the relation between Negative Work Environment and Devaluing Client mediated by Deterioration in Personal Life, Exhaustion, and Incompetence in a serial order?

Conceptual Framework
     The current study presents a hypothesized sequential process of counselor burnout using the five dimensions of burnout measured by the CBI. Below we provide the rationale for our proposed serial order of counselor burnout, which is: 1) Negative Work Environment, 2) Deterioration in Personal Life, 3) Exhaustion, 4) Incompetence, and 5) Devaluing Client.

The first dimension, Negative Work Environment, reflects counselors’ attitudes and feelings toward their work environments beyond personal and interpersonal issues (S. M. Lee et al., 2007). Previous studies identified organizational factors as an early indicator of burnout among counselors, such as excessive work demands, role ambiguity and conflict, lack of recognition, limited supervisor and colleague support, poor relationships at work, and unfair decision-making (Demerouti et al., 2001; N. Kim & Lambie, 2018; Leiter & Maslach, 1988; Maslach & Leiter, 2008; C. McCarthy et al., 2010; Walsh & Walsh, 2002). These factors were found to be correlated with feelings of burnout and were identified as predictive factors for counselor burnout (N. Kim & Lambie, 2018).

The second dimension of the CBI, Deterioration in Personal Life, recognized as another early indicator of burnout, significantly predicts a wide range of burnout syndromes. This dimension refers to the counselors’ failure to maintain well-being in their personal lives by spending insufficient time with family and friends and having poor boundaries between work and personal life. Deterioration in Personal Life was positively associated with the Exhaustion subscale of the Maslach Burnout Inventory (MBI), accounting for the high number of counselors’ levels of burnout (S. M. Lee et al., 2007). In terms of the sequential order between the two major indicators of counselor burnout, we posited that a negative work environment precedes deterioration in personal life. A negative work environment, with characteristics such as excessive workload, role ambiguity and conflict, and a lack of supervisor and colleague support, may restrict counselors’ personal lives by reducing personal time for their own wellness. When personal time conflicts with an unfavorable work environment and demand, counselors may not easily find a balance between work and life, thus experiencing reduced quality of life and emotional and physical exhaustion as consequences.

Exhaustion, the third dimension of burnout, represents counselors’ physical and emotional depletions that result from excessive workloads and conflictive relationships at work. Exhaustion is the central quality of burnout (Maslach & Leiter, 2008), accompanied by feelings of being drained and emotionally overextended (Maslach, 1998). As many researchers have argued that exhaustion precedes other dimensions of burnout (Leiter & Maslach, 1999; Maslach et al., 1997, 2001; Maslach & Leiter, 2016), the core idea penetrating throughout their arguments is that emotional exhaustion occurs first, followed by reduced personal accomplishment and depersonalization.

Therefore, we proposed that the fourth and fifth dimensions—Incompetence and Devaluing Client, respectively—may be consequences that stem from counselors’ emotional and physical exhaustion. In the CBI, Incompetence refers to a counselor’s internal feeling of incompetence while evaluating their effectiveness as a professional counselor, and it represents their belief that they are an incompetent counselor or that they are failing to make a positive change in their clients. Previous studies have provided evidence that emotional exhaustion increases professional incompetence or inefficacy (R. T. Lee & Ashforth, 1993; Park & Lee, 2013; van Dierendonck et al., 2001). R. T. Lee and Ashforth (1993) insisted that emotional exhaustion increases the possibility of reducing one’s personal accomplishment while also directly causing depersonalization. The last dimension, Devaluing Client, is a counselor’s attitude and perception of their relationship with clients. It describes counselors’ callous attitudes toward clients, such as little empathy for, or no concern about, the welfare of their clients. S. M. Lee et al. (2007) reported that the Devaluing Client dimension was positively correlated with the Depersonalization subscale of the MBI, defined as “a negative, cynical, or excessively detached response to other people” (Maslach, 1998, p. 69).

Regarding the sequence between Exhaustion and the two dimensions of consequence, we postulated that Devaluing Client is the final stage of the burnout developmental model, suggesting that exhaustion triggers feelings of incompetence first, which in turn results in counselors’ actual behavior of devaluing clients. Emotional and physical exhaustion is a major direct threat to counselors’ competencies in providing quality services to their clients (R. T. Lee & Ashforth, 1993; Park & Lee, 2013; van Dierendonck et al., 2001), while devaluing clients—treating clients as objects—can be viewed as an emotional coping strategy to deal with the frustration derived from emotional depletion (Gil-Monte et al., 1998). Emotional exhaustion may therefore increase counselors’ feelings of incompetence and then exacerbate their detachment from clients to the point where they become callous toward and no longer interested in their clients (R. T. Lee & Ashforth, 1993; Leiter & Maslach, 1988; Taris et al., 2005). Thus, we posited that devaluing clients is the final crucial manifestation of the phenomenon among counselors who have experienced prolonged burnout, leading many of them to consider leaving the counseling profession.

In summary, we proposed an integrative process model of counselor burnout that comprises the following stages in sequence: 1) Negative Work Environment, 2) Deterioration in Personal Life,
3) Exhaustion, 4) Incompetence, and 5) Devaluing Client. That is, professional counselors who work in a negative work environment for an extended period may start to experience a deterioration in their personal lives, which could lead counselors to emotional and physical exhaustion. Counselors exposed to prolonged exhaustion may also feel a lack of competence in counseling, which may make them prone to becoming callous toward their clients. Figure 1 depicts this serial process model of counselor burnout.

Figure 1
Saturated Model of Counselor Burnout Process

 

 

 

 

Note. NW = Negative Work Environment, DP = Deterioration in Personal Life, EX = Exhaustion, IC = Incompetence, DC = Devaluing Client.

Methods

Procedure
     Upon IRB approvals from two different institutions, mass email invitations were sent to professional counselors affiliated with professional counseling associations (i.e., the American Counseling Association [ACA] and the American School Counselor Association [ASCA]). The email invitations contained a description of the study, proof of IRB approval, informed consent, and a link to a self-reported survey. Prior to responding to the web-based survey, participants were asked to review their consent information. Those who agreed to take part in the survey were asked to respond to a demographic questionnaire, followed by the CBI (S. M. Lee et al., 2007). All measures and forms were coded with the participants’ identification numbers to protect their privacy. Email addresses submitted by those who wanted to be entered into a drawing for compensation were stored in a separate database from the survey responses. Of the 428 participants who completed the online survey, we eliminated 69 who ceased their participation or did not fully complete the survey. As a result, 359 were included in the final data analysis.

Participants
     A total of 359 professional counselors who were currently practicing and affiliated with one or more professional counseling-related association(s) participated in the current study. In terms of demographics, 281 participants self-identified as female (78.3%) and 76 as male (21.2%), in addition to two participants who did not want to respond (0.5%). With regard to racial/ethnic identity, the majority of the participants self-identified as White (n = 270, 75.2%). Thirty-three participants identified themselves as African American (9.2%), 20 as Asian/Asian American/Pacific Islander (5.6%), 19 as Hispanic (5.3%), and two as Native American (0.6%). The participants were employed in K–12 school (n = 123, 34.3%), outpatient (n = 76, 21.2%), private practice (n = 66, 18.4%), counselor education (n = 37, 10.3%), university counseling (n = 22, 6.1%), medical/psychiatric hospital (n = 11, 3.1%), or other (n = 24, 6.7%) settings. Years of experience ranged from 1 to 47 years, with a mean of 11.4 and standard deviation of 9.6. The participants displayed diverse specialties, including school counseling (42.9%), mental health counseling (42.9%), marriage and family therapy (4.6%), rehabilitation counseling (3.7%), and other disciplines (5.8%).

Measures
Counselor Burnout Inventory (CBI)
     The CBI (S. M. Lee et al., 2007), a 20-item self-report inventory used to assess professional counselors’ burnout, consists of five dimensions: Exhaustion (e.g., “I feel exhausted due to my work as a counselor”), Incompetence (e.g., “I am not confident in my counseling skills”), Negative Work Environment (e.g., “I feel frustrated with the system in my workplace”), Devaluing Client (e.g., “I am not interested in my clients and their problems”), and Deterioration in Personal Life (e.g., “My relationships with family members have been negatively impacted by my work as a counselor”). These five dimensions reflect the characteristics of feelings and behaviors that indicate various levels of burnout among counselors. The CBI asks participants to rate the relevance of the statements on a 5-point Likert scale, ranging from 1 (never true) to 5 (always true). S. M. Lee et al. (2007) reported that Cronbach’s alpha coefficients of internal consistency reliability were .80 for the Exhaustion subscale, .83 for the Negative Work Environment subscale, .83 for the Devaluing Client subscale, .81 for the Incompetence subscale, and .84 for the Deterioration in Personal Life subscale. The current study obtained Cronbach’s alpha coefficients of .89 for Exhaustion, .87 for Negative Work Environment, .77 for Devaluing Client, .78 for Incompetence, and .84 for Deterioration in Personal Life. 

Data Analysis
     We first explored descriptive statistics of demographic variables to understand the sample characteristics, including gender, race, age, employment status, work setting, specialty, and years of experience. Missing values were imputed using predictive mean matching, which estimates missing values by matching to the observed values in the sample (Rubin, 1986).

To examine relationships among the five dimensions, we conducted a correlation analysis. After identifying the correlation matrix, which confirmed significant relationships among the five dimensions, we tested the hypothesized process model with a serial mediation using a path analysis. The ratio of response-to-parameter was 18:1 for the data, which satisfies the minimum amount of data for conducting a path analysis (Kline, 2015). Because the variables did not follow normality according to the Shapiro-Wilk test, skewness and kurtosis, and plots, we used weighted least squares. We started with a saturated model in which all possible direct paths were identified (Figure 1). Using the trimming method introduced by Meyers and colleagues (2013), we successively removed the least statistically significant path from the previous model until we found a model with all significant paths. To assess the model goodness of fit, model fit indices, including root mean square error residual (RMSEA), standardized root mean square residual (SRMR), comparative fit index (CFI), and Tucker-Lewis index (TLI) were evaluated. The RMSEA and SRMR values ≤ .06 indicate excellent fit, and CFI and TLI values ≥ .95 indicate excellent fit. All analyses were conducted using R Statistical Software (R Core Team, 2022).

Results

Pairwise Correlation Analysis
     Table 1 depicts the results of the pairwise correlation analysis. Significant positive correlations were found among the five dimensions of burnout. The relationship between Deterioration in Personal Life and Exhaustion was the largest, while that between Deterioration in Personal Life and Devaluing Client was the smallest. Also notable was that Devaluing Client, which is the dependent variable in the serial mediation model, displayed weak relationships with Negative Work Environment, Deterioration in Personal Life, and Exhaustion, but a moderate relationship with Incompetence.

Table 1
Descriptive Statistics and Correlation Matrix

Variable n M SD 1 2 3 4 5
1. Negative Work Environment 359 9.91 3.75
2. Deterioration in Personal Life 359 9.46 3.52 .35**
3. Exhaustion 359 11.84 3.54 .43** .58**
4. Incompetence 359 8.67 2.56 .23** .35** .33**
5. Devaluing Client 359 5.52 1.94 .23** .22** .27** .40**
**p < .01

 

Path Analysis
     The first model was identified drawing all possible direct paths among the variables (Table 2). Model fit indices were not calculated, as this is a saturated model. This model indicated that four of the 10 direct paths were not statistically significant, with p values ranging from .065 to .145.

Table 2
Results of a Path Analysis: Saturated Model

Endogenous Variables Exploratory Variables Estimate Standardized Estimate p SMC
Deterioration in Personal Life Negative Work Environment 0.321 0.049 .000 0.117
Exhaustion Negative Work Environment 0.248 0.043 .000 0.386
Deterioration in Personal Life 0.483 0.046 .000
Incompetence Negative Work Environment 0.056 0.038 .145 0.146
Deterioration in Personal Life 0.153 0.044 .000
Exhaustion 0.125 0.045 .006
Devaluing Client Negative Work Environment 0.050 0.029 .082 0.188
Deterioration in Personal Life −0.003 0.035 .930
Exhaustion 0.069 0.037 .065
Incompetence 0.254 0.037 .000

Note. SMC = squared multiple correlation.

Among them, the path connecting Deterioration in Personal Life to Devaluing Client (p = .930) was the least significant. According to the trimming process, this path was removed to identify modified Model 1. The modified Model 1 was found to include two nonsignificant paths, connecting Negative Work Environment to Incompetence (p = .145) and Negative Work Environment to Devaluing Clients
(p = .082). The path connecting Negative Work Environment to Incompetence was less significant, and it was removed from the modified Model 1 to fit modified Model 2. The modified Model 2 identified only one path that was not significant (p = .050), which connected Negative Work Environment to Devaluing Client. This path was eliminated to identify modified Model 3. The modified Model 3 finally rendered significant direct paths only with excellent model fit indices, and it was retained as the final model (Table 3). Model fit indices of all the models are described in Table 4.

Table 3
Results of a Path Analysis: Retained Model

Endogenous Variables Exploratory Variables Estimate Standardized
Estimate
p SMC
Deterioration in Personal Life Negative Work Environment 0.311 0.049 0.000 0.110
Exhaustion Negative Work Environment 0.255 0.042 0.000 0.398
Deterioration in Personal Life 0.491 0.046 0.000
Incompetence Deterioration in Personal Life 0.176 0.043 0.000 0.146
Exhaustion 0.136 0.044 0.002
Devaluing Client Exhaustion 0.082 0.031 0.008 0.193
Incompetence 0.273 0.033 0.000

 Note. SMC = squared multiple correlation.

In the retained model (Figure 2), the indirect effect involving all three mediators, Deterioration in Personal Life, Exhaustion, and Incompetence, were found to be significant in a serial chain. The total effect of Negative Work Environment on Devaluing Clients was significant (standardized estimate = .269, p = .000), but the direct effect of Negative Work Environment on Devaluing Clients was not significant (standardized estimate = .062, p = .402). The ratio of the total indirect effect to the total direct effect was .273, and the proportion of the total effect mediated was .125. Among the indirect effects involving one or two of the three mediators, only the paths through Deterioration in Personal Life and Incompetence and the path through Exhaustion and Incompetence were found to be significant (p < .05).

Figure 2
Retained Model of Counselor Burnout Process

 

 

 


Note
. NW = Negative Work Environment, DP = Deterioration in Personal Life, EX = Exhaustion, IC = Incompetence, DC = Devaluing Client.

Table 4
Goodness of Fit Indices

Model χ2 df GFI AGFI RMSEA SRMR CFI TLI
Saturated model 0.000 0.000 1.000 1.000 0.000 0.000 1.000 1.000
Modified model 1 0.008 1.000 1.000 1.000 0.000 0.001 1.000 1.071
Modified model 2 2.168 2.000 0.997 0.981 0.015 0.019 0.999 0.994
Modified model 3 (retained) 6.104 3.000 0.993 0.964 0.054 0.033 0.978 0.926

 Note. AGFI = adjusted goodness of fit index; CFI = comparative normed fit index; df = degree of freedom; GFI = goodness of fit index; RMSEA = root mean squared error of approximation; SRMR = standardized root mean square residual; TLI = Tucker-Lewis index.

Discussion

This study examined a process model of counselor burnout in the work context by analyzing our proposed serial mediation model. The findings support the hypothesized sequential process model of counselor burnout by confirming the full mediating effects of Deterioration in Personal Life, Exhaustion, and Incompetence in a serial order on the relationship between Negative Work Environment and Devaluing Client.

The final model describes the mechanism of counselor burnout, pertaining to how it starts and proceeds to the point where clients are affected. In the proposed model, Negative Work Environment, an external factor that counselors are usually not able to control, may affect counselors’ experiences not only at work but also in their personal lives. This is consistent with previous findings in which counselors exposed to unfavorable work environments for an extended period tended to have poor boundaries between work and life and thus failed to maintain well-being in their personal lives (Leiter & Durup, 1996; Puig et al., 2012). Limited ability to find a balance between work and personal life because of negative work-related factors such as an excessive workload may affect the overall quality of life, resulting in emotional and physical depletion among counselors. Accordingly, in the final model, Exhaustion was predicted by Negative Work Environment through Deterioration in Personal Life. Exhaustion then predicted counselors’ feelings of incompetence as hypothesized. Being emotionally and physically exhausted, counselors may experience a reduced sense of self-competence and self-view as professional counselors, which may also influence their actual performance. The final model depicted that the feelings of incompetence predicted Devaluing Client, indicating counselors were unable to emotionally connect with their clients and thus lost interest in their clients’ welfare. Our findings supported previous studies (Maslach & Leiter, 2016; Maslach et al., 2001; Park & Lee, 2013; Taris et al., 2005; van Dierendonck et al., 2001) that found causal relationships between exhaustion and reduced accomplishment, as well as between exhaustion and depersonalization. For example, several researchers have argued that exhaustion may decrease professionals’ self-efficacy in providing quality services to their clients and that it may also increase depersonalization, in which they feel indifferent toward their work and the people with whom they work (R. T. Lee & Ashforth, 1993; Maslach & Leiter, 2016; Maslach et al., 2001; Park & Lee, 2013; Taris et al., 2005; van Dierendonck et al., 2001).

Lastly, our serial process model confirmed Devaluing Client to be the final stage of counselor burnout, predicted by Negative Work Environment through Deterioration in Personal Life, Exhaustion, and Incompetence. According to Maslach (1998), devaluing clients (i.e., a cynical attitude and feelings toward work and clients) begins with the action of distancing oneself emotionally and cognitively from one’s work, which can be a way to cope with emotional exhaustion. In fact, emotional detachment from work can be viewed as somewhat functional and even a necessary action to take to maintain effectiveness as a professional (Gil-Monte et al., 1998; Golembiewski et al., 1986). Maintaining proper emotional distance from clients and creating a clear boundary from work may act as an effective coping strategy for dealing with emotional and physical exhaustion. However, emotional detachment from work, despite its virtue as a potential coping strategy and an ethical practice (Gil-Monte et al., 1998), can be aggravated by emotional exhaustion through the perceived lack of competence as professional counselors. Such a detached attitude may lead counselors to become callous toward clients and to contemplate leaving the counseling profession (Cook et al., 2021). As the process model indicates, a negative work environment could significantly affect counselors’ social, emotional, cognitive, and behavioral aspects in order, which may harm their clients and the profession.

In addition to the mechanism of counselor burnout involving all dimensions with three mediators, the final model also identified effects involving a part of the five dimensions (Figure 2). Among those, a significant finding relates to the one without Exhaustion. According to the model, without Exhaustion, Negative Work Environment may still lead counselors to devalue clients through the deterioration in their personal lives and the feeling of incompetence. This finding is significant given that a variety of burnout theories and research have posited exhaustion as a key concept of burnout, insisting that emotional and physical depletion of counselors would lead up to feelings of incompetence and devaluing clients (Leiter & Maslach, 1999; Maslach & Leiter, 2016; Maslach et al., 2001; Park & Lee, 2013). Distinguishably, our findings suggest that, even when counselors do not necessarily experience emotional and physical exhaustion or are not aware of such experiences, counselors who work in unfavorable work environments that negatively impact their personal lives for a long period (Puig et al., 2012) may feel unable to maintain their effectiveness as professionals (Bandura & National Institute of Mental Health, 1986; Hattie et al., 2004) and thus become callous toward their work and clients (Maslach & Leiter, 2016).

Implications
     To the best of our knowledge, the present study is the first attempt to acquire an in-depth understanding of a process model of counselor burnout using the five dimensions of burnout. The present study introduced a model that depicts the sequential process among the five dimensions of counselor burnout, indicating how counselor burnout may develop from their experiences at work as counselors to the point where they may harm their clients. Our research findings suggest important practical implications for counselors, clinical supervisors, and counseling center directors.

Implications for Counselors
     The findings first enrich counselors’ understanding of their experiences of burnout and allow them to reflect on how they can relate themselves to each stage of the model. Counselors may use this model to examine their environments and experiences and to engage in self-reflection, assessing whether they have any signs of burnout. A single experience that may not have always necessarily been considered an indication of being in a developmental phase of counselor burnout, such as a limited number of coworkers who can provide case consultation (i.e., negative work environment) or reduced quality time with family and friends because of limited free time (i.e., deterioration in personal life), can now be perceived as early signs of counselor burnout that require intervention. This means that they may still be in the early phases and have the potential to bounce back if they seek help and receive early intervention. Given the gravity of more severe symptoms of burnout (i.e., incompetence and devaluing clients), counselors may utilize this model to detect the early signs of counselor burnout and develop strategies, such as self-care or help-seeking plans, so they can avoid progressing to the later phases of counselor burnout. Failing to take immediate action and receive appropriate help can lead to a serious problem, resulting in not only violating ethical obligations given to all counselors but also potentially harming clients. Specifically, counselors exhibiting the symptom of devaluing clients but failing to take any action may violate the two core values of the counseling profession: “nonmaleficence” and “beneficence” (ACA, 2014). The ACA Code of Ethics (ACA, 2014) states that professional counselors should avoid causing harm to their clients and work for the good of the clients by promoting their mental health and well-being. By devaluing clients as a result of experiencing burnout, counselors would essentially devastate the therapeutic relationship with their clients (Garner, 2006), impair their own ability to promote clients’ well-being (i.e., violation of beneficence), and ultimately cause serious harm to the clients (i.e., violation of nonmaleficence).

Implications for Clinical Supervisors
     As counselors take primary responsibility for detecting the symptoms of burnout to maintain their optimal effectiveness, supervisors should continue to support them by guaranteeing adequate supervision and continuing education that provides an opportunity to discuss burnout experiences. Supervisors may set aside time during the supervision sessions for genuine discussions to help counselors better address their burnout and encourage them to regularly adopt the sequential model of the current study to assess their experience pertaining to the five dimensions. Continuing education may focus on the early warning signs of burnout, which in the current study were negative work environment and deterioration in personal life, so that supervisees can take immediate action when detecting the signs of burnout. Encouraging counselors to monitor their sudden changes and stressors at work and in their personal life and maintain a balance between them could help them seek support from supervisors and professional counseling. Relatedly, when counselors show the cognitive and behavioral patterns of devaluing clients, which is the last element in the sequential process of counselor burnout, supervisors should take immediate actions to protect both clients and counselors (ACA, 2014; Dang & Sangganjanavanich, 2015) because it may signal more serious levels of burnout. Therefore, supervisors need to maintain an open and inviting atmosphere to not only allow conversations when supervisees feel less empathetic toward their clients or disinterested in their clients’ lives, but also initiate further discussions for creating intervention strategies that are effective at mitigating impairment caused by burnout (Merriman, 2015). Supervisors should be mindful that some counselors may be reluctant to discuss their burnout symptoms with their supervisors because of fear of a negative evaluation. Having a conversation regarding their burnout in a more confidential relationship, such as counseling, would be more effective and safer for the counselors to evaluate their impairment accurately and take actions as necessary.

Implications for Counseling Center Directors
     According to our findings, without necessarily going through the stage of emotional and physical exhaustion, negative work environment can have tremendous negative impacts on counselors’ overall competencies. This finding stresses the role of directors of counseling centers to create a positive work environment for counselors. First, the directors may periodically examine counselors’ perceptions of their work environment to determine whether they feel frustrated with the working system or perceive any unfair treatment (e.g., excessive workload, limited resources, unfair decision-making). For instance, they could hold a monthly meeting to listen to counselors’ difficulties and discuss improvement opportunities in the system. Paying attention to counselors’ difficulties and feedback can be critical to not only making system improvements but also building healthy relationships among members of the environment. The directors may take a careful look at their counselors’ caseloads and maintain a reasonable counselor-to-client ratio to prevent burnout and create a working environment that allows for the best services for their clients.

Second, counseling center directors can prevent or reduce counselors’ burnout by providing professional development opportunities. Counselors have experienced rapid changes in terms of counseling modalities and strategies and may feel inadequately prepared to meet the unique needs of their clients, which can result in counselor burnout. Therefore, it is beneficial for counselors to engage in professional development activities, such as workshops, continuing education, and conferences, to expand their knowledge and skills. These types of opportunities can reduce counselors’ feelings of incompetence and prevent them from progressing to the last phase (devaluing clients), even if the counselors are in the later phases of burnout.

Limitations and Future Directions
     The current study provides an in-depth understanding of the expanded developmental model of counselor burnout and suggests significant implications for the counseling profession. Nevertheless, there are some limitations in the current study. First, although our research participants represented the overall characteristics of the counseling population fairly, future research should contain counselors from diverse backgrounds with regard to demographics, work settings, or specialties. Increased diversity could help us understand the unique burnout phenomenon among counselor populations working in various settings and with diverse clients.

Second, this study examined the sequential model of counselor burnout within the structure of the five subfactors of the CBI (S. M. Lee et al., 2007), including Negative Work Environment, Deterioration in Personal Life, Exhaustion, Incompetence, and Devaluing Client. Further investigation should involve external variables to explore what may contribute to the development of counselor burnout and how it may affect the counseling process and outcomes.

Lastly, a longitudinal study is necessary to capture the extended understanding of the sequential development model of counselor burnout, given that time may be a critical factor that influences burnout among professionals. By conducting a longitudinal study, counseling professionals will be able to detect the advancement of burnout and take immediate action to initiate prevention and intervention plans.

Conclusion

Professional counselors who work in a negative work environment for an extended period may start to experience a deterioration in their personal lives, which could lead counselors to emotional and physical exhaustion. Counselors exposed to prolonged exhaustion may also feel a lack of competence in counseling, which may make them prone to becoming callous toward their clients. To the best of our knowledge, the present study is the first attempt to acquire an expanded understanding of a process model of counselor burnout using the five dimensions of burnout. The research findings validated the aforementioned hypothesized process model of counselor burnout, suggesting how counselor burnout may develop from their experiences at work to the point where they may harm their clients. Counselors may utilize this model to detect the early signs of counselor burnout and to develop strategies, such as self-care or help-seeking plans, so they can avoid progressing to the later phases of counselor burnout. Failing to take immediate action and receive appropriate help can lead to a serious problem, resulting in not only violating ethical obligations given to all counselors but also potentially harming clients. Supervisors and counseling center directors may set aside time for genuine discussions to help counselors better address their burnout and encourage them to regularly adopt the sequential model of the current study to assess their experience pertaining to the five dimensions.

Conflict of Interest and Funding Disclosure
The authors reported no conflict of interest
or funding contributions for the development
of this manuscript.

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Donghun Lee, PhD, NCC, is an assistant professor at the University of Texas at San Antonio. Sojeong Nam, PhD, NCC, is an assistant professor at The University of New Mexico. Jeongwoon Jeong, PhD, NCC, is an assistant professor at The University of New Mexico. GoEun Na, PhD, NCC, is an assistant professor at The City University of New York at Hunter College. Jungeun Lee, PhD, LPC, LPC-S, is a clinical professor at the University of Houston. Correspondence may be addressed to Donghun Lee, 501 W. Cesar E. Chavez Blvd., Durango Building 4.304, San Antonio, TX 78207, donghun.lee@utsa.edu. 

Counseling and the Interstate Compact: Navigating Ethical Practice Across State Lines

Amanda DeDiego, Rakesh K. Maurya, James Rujimora, Lindsay Simineo, Greg Searls

In the wake of COVID-19, health care providers experienced an immense expansion of telehealth usage across fields. Despite the growth of telemental health offerings, issues of licensing portability continue to create barriers to broader access to mental health care. To address portability issues, the Counseling Compact creates an opportunity for counselors to have privileges to practice in states that have passed compact legislation. Considerations of ethical and legal aspects of counseling in multiple states are critical as counselors begin to apply for privileges to practice through the Counseling Compact. This article explores ethical and legal regulations relevant to telemental health practice in multiple states under the proposed compact system. An illustrative case example and flowcharts offer guidance for counselors planning to apply for Counseling Compact privileges and provide telemental health across multiple states.

Keywords: telehealth, legislation, Counseling Compact, portability, telemental health

 

     Maximizing the use of technology-assisted counseling techniques, telemental health (TMH) is a modality of service delivery that takes the best practices of traditional counseling and adapts practice for delivery via electronic means (National Institute of Mental Health, 2021). There are many terms to describe TMH, which include: distance counseling, technology-assisted services, e-therapy, and tele-counseling (Hilty et al., 2017). Counselors have previously been hesitant in adopting technology-supported counseling practice (Richards & Viganó, 2013). Since the onset of the COVID-19 pandemic, TMH use has grown exponentially in applications across various disciplines (Appleton et al., 2021).

Between March and August 2021, out of all telehealth outpatient visits across disciplines, 39% were primarily for a mental health or substance use diagnosis, up from 24% a year earlier, and 11% two years earlier (Lo et al., 2022). During the same period, 55% of clients in rural areas relied on TMH to access outpatient mental health and substance use services compared to 35% of clients in urban areas. Further, TMH has expanded the accessibility of mental health services to underserved populations, including people living in remote areas, and marginalized groups, including sexual minorities, ethnic and racial minorities, and people with disabilities (Hirko et al., 2020). With broader adoption of TMH, existing issues of licensure portability continue to represent barriers to service provision across state lines. Recent state and national legislation that addresses telehealth parity and clarifies language in the provision of telehealth services supports the continued expansion of TMH (Baumann et al., 2020). Thus, to address portability issues, a partnership of professional counseling organizations engaged in a decades-long effort to address barriers to portability, leading to the recent creation of the Counseling Compact.

With the Counseling Compact legislation having been successfully passed in far more than the required 10 states, the Counseling Compact Commission has convened to create bylaws and informational systems to manage opening applications for privilege to practice in early 2024 (American Counseling Association [ACA], 2021). As counselors venture into a new era with privileges to practice across state lines, consideration of ethical and legal provisions of practice are critical. This article seeks to offer guidance to counselors in how to practice ethically within the privileges of the Counseling Compact. Exploration of ethical guidelines and legal statutes governing practice, a case example of ethical practice, and tools for establishing an ethical process of practice are offered.

Legal and Ethical Considerations for TMH

Provision of TMH may include use of various technology-supported methods of distance counseling. The National Board for Certified Counselors (NBCC; 2016) differentiates between face-to-face counseling and distance professional services. Face-to-face services include synchronous interaction between individuals or groups of individuals using visual and auditory cues from the real world. Professional distance services utilize technology or other methods, such as telephones or computers, to deliver services like guidance, supervision, advice, or education.

NBCC (2016) also differentiates counseling services from supervision and consultation for counselors. Counseling represents a working partnership that enables various people, families, and groups to achieve their goals in terms of mental health, well-being, education, and employment. This type of professional relationship differs from supervision, in that supervision is a formal, hierarchical arrangement involving two or more professionals. Consultation is an intentional collaboration between two or more experts to improve the efficiency of professional services with respect to a particular person. NBCC also offers guidance in defining various modalities for the provision of TMH related to counseling, supervision, or consultation (see Table 1). TMH can enhance accessibility to mental health services (Maurya et al., 2020). Barriers to care via TMH include lack of access to video-sharing technologies (e.g., tablet, personal computer, laptop), reliable internet access, private space for using TMH, and adaptive equipment for people with disabilities, as well as a lack of overall digital literacy (Health Resources & Services Administration, 2022). However, with some shared resources and community partnerships, these barriers can be addressed, and TMH can offer broad access to mental health professionals with various expertise and specialty training to begin addressing health disparities (Abraham et al., 2021). Another barrier is the lack of mental health professionals offering TMH services, in part due to challenges in counselor licensing (Mascari & Webber, 2013). TMH barriers also include challenges in counselor training as well as technical and administrative support to implement TMH services with certain client populations (Shreck et al., 2020; Siegel et al., 2021).

Table 1
Common Modalities for Provision of Telemental Health

Modality Definition
Telephone-based Information is conveyed across synchronous distance interactions using audio techniques.
Email-based Asynchronous distance interaction in which information is transmitted via written text messages or email.
Chat-based Synchronous distance interaction in which information is received via written messages.
Video-based Synchronous distance interaction in which information is received by video and or audio mechanisms.
Social network Synchronous or asynchronous distance interaction in which information is exchanged via social networking mechanisms.

 

Navigating Laws and Ethics
     As part of responsible practice, counselors who engage in TMH need to consider ethical considerations and risks. The ACA Code of Ethics (2014) dedicates Section H to “Distance Counseling, Technology, and Social Media” (p. 17). This section was added in the 2014 iteration of the ethical code in recognition of the fact that TMH was a growing tool for the counseling profession (Dart et al., 2016). These ethical guidelines address competency, regulations, use of distance counseling tools, and online practice. According to the most recent counselor liability report from the Healthcare Providers Service Organization (2019), the most common reasons for licensing board complaints within the last 5 years are issues related to sexual misconduct, failure to maintain professional standards, and confidentiality breaches.

Mental health professionals adhere to federal and state laws regarding privacy and security of information stored electronically (Dart et al., 2016). Such federal and state laws have been enacted to protect the privacy and security of information, and counselors must adhere to them in order to avoid legal ramifications (Dart et al., 2016). The ACA Code of Ethics (2014) provides guidelines for counselors to consider when in ethical dilemmas. For example, the ACA Code of Ethics advises counselors to adhere to the laws and regulations of the practice location of the counselor and the client’s place of residence. When working within a counselor’s statutory legislation and regulation, the ACA Code of Ethics directs counselors to address conflicts related to laws and ethics through ethical decision-making models. There are several models for counselors to follow (Levitt et al., 2015; Remley & Herlihy, 2010; Sheperis et al., 2016). Counselors, then, should be familiar with these ethical decision-making models to address ethical dilemmas with consideration of legal statutes in their state of practice. The ACA Code of Ethics strongly aligns with the NBCC Policy Regarding the Provision of Distance Professional Services (2016) providing guidance for National Certified Counselors (NCCs).

Counselors need to ensure compliance with applicable state and federal law in the provision of TMH services. For instance, the Health Insurance Portability and Accountability Act (HIPAA) is a federal law that establishes legal rules in the security and privacy of medical records, and the electronic storage and transmission of protected health information (Dart et al., 2016). Counselors need to select HIPAA-compliant software and technologies to maintain the security, privacy, and confidentiality of electronic client information. For example, regarding videoconferencing, Skype is not HIPAA-compliant (Churcher, 2012), but VSee and several other vendors have the appropriate level of encryption to meet HIPAA standards for compliance (Dart et al., 2016). Once HIPAA-compliant platform usage is established, counselors need to implement and collect the following information related to clinical documentation: 1) verbal or written consent from client or representative of client in the case of minors or those declared legally unable to provide consent; 2) category of the office visit (e.g., audio with video or audio/telephone only based on acceptable practice in that state); 3) date of last visit or billable visit; 4) physical location of client; 5) counselor location; 6) names and roles of participants (including any potential third parties); and 7) length of visit (Smith et al., 2020). Finally, as part of HIPAA standards, a vendor must offer a Business Associate Agreement (BAA), which demonstrates that the software or tool aligns with HIPAA encryption and privacy standards in communication with clients, transmission of data, and storage of client data (U.S. Department of Health & Human Services [HHS], 2013).

During the COVID-19 federal state of emergency, the Office for Civil Rights, tasked with enforcement of HIPAA regulations related to telehealth, exercised discretion and declared the agency would not impose penalties on counselors for lack of compliance in the provision of telehealth, assuming the counselor demonstrates a good faith effort to adhere to standards (HHS, 2021). These guidelines related to the discretion of enforcement cited the use of teleconferencing or chat tools without the adequate level of encryption as allowable, but only during the declared state of emergency.

Ethical Considerations
     The scope of practice for counselors varies depending on state licensure laws. It is critical that counselors be familiar with and act in accordance with state licensing laws. For example, if a client is based in a specific physical location, then the counselor needs to adhere to the licensing regulations and scope of practice in that physical location. Some states require licensure where the counselor is located as well as where the client is located. However, there is a lack of specificity in state licensure requirements related to the demonstration of competence with telehealth-specific practices (Williams et al., 2021).

To be able to provide mental health counseling services, mental health counselors need to consider their scope of practice based on state licensure guidelines where the client is located. This scope of practice is defined by the licensing standards of each state. Beyond scope of practice, counselors also need to consider boundaries of competence. The ACA Code of Ethics (2014) is nonspecific about how counselors demonstrate competence, only stating that they should “practice within the boundaries of their competence, based on their education, training, supervised experience and state and national professional credentials” (p. 8). Because of the lack of specificity in state telehealth practices, unless state licensure guidelines explicitly prohibit or advocate for specific telehealth practices, counselors may need to clarify interpretation of statutes or rules with licensure boards to determine specific telehealth practices.

Inherent in a counselor’s responsibility is their ability to screen clients for the appropriateness of telehealth services (Sheperis & Smith, 2021). Counselors are advised to determine whether clients have characteristics that may render them inappropriate for telehealth services, and then to make appropriate referrals (Morland et al., 2015). Some clients may not be appropriate for telehealth because of their (a) inability to access specific technology, (b) rejection of technology during the informed consent process, (c) severe psychosis, (d) mood dysregulation, (e) suicidal or homicidal tendencies, (f) substance use disorder, or (g) cognitive or sensory impairment (Sheperis & Smith, 2021). Finally, counselors are advised to utilize age- and developmentally appropriate strategies for children, adolescents, and older adults (NBCC, 2016; Richardson et al., 2009).

Once service providers, such as counselors, have appropriately screened clients for service, then informed consent is the next step. When counselors provide technology-assisted services, they are tasked to make reasonable efforts to determine clients’ intellectual, emotional, physical, linguistic, and functional capabilities while also appropriately assessing the needs of the client (ACA, 2014). When working with children, counselors need to know the age of the child or adolescent and the client’s legal ability to provide consent (Kramer & Luxton, 2016). Age of consent laws vary between states, so counselors need to familiarize themselves with their specific state legislation. This information is critical for the informed consent process and determining emergency procedures in case of a crisis (Kramer & Luxton, 2016). Counselors then need to consider and complete the informed consent process acknowledging the practice of TMH services.

In the informed consent process, it is imperative that counselors disclose risks related to TMH such as accessibility to technology, technology failure, and data breaches (ACA, 2014). Counselors are required to provide information related to procedures, goals, treatment plans, risks, benefits, and costs of services as part of the informed consent process (Jacob et al., 2011). Other considerations counselors may want to include during the informed consent process include confidentiality and limits of TMH; emergency plans; documentation and storage of information; technological failures; contact between sessions, if any; and termination and referrals (Turvey et al., 2013).

Client Crisis Plans
     There are specific steps to ensure appropriate emergency management practices when working with clients via telehealth (Sheperis & Smith, 2021). For example, at intake, these are the steps counselors could take: 1) verify the client’s identity and contact information; 2) verify the current location of the client and their residential address; 3) inquire about other health care providers; 4) navigate conversation regarding contact during emergency and non-emergency situations; and 5) implement a safety plan, if needed (Sheperis & Smith, 2021; Shore et al., 2018). Moreover, counselors need to stay up to date with local state and federal requirements related to duty to warn and protection requirements (Kramer et al., 2015).

For clients and counselors operating in separate cities or states, it is necessary for counselors to gather local law enforcement and emergency service contact information and maintain a plan of action if needed (Shore et al., 2007). Counselors are also advised to plan for service interruptions if and when technical issues arise during a crisis situation (Kramer et al., 2015). Aside from emergency management practices, counselors who engage clients during a crisis still need to apply basic counseling techniques such as unconditional positive regard, congruence, and empathy (Litam & Hipolito-Delgado, 2021). Once a counselor establishes a client’s psychological safety, they can begin to work collaboratively with clients to reestablish safety and predictability; defuse emotions; validate experiences; create specific, objective, and measurable goals; and identify any resources and coping mechanisms (Litam & Hipolito-Delgado, 2021).

Licensure Portability

In the wake of the COVID-19 pandemic, as states of emergency were issued at the state and national levels, licensing requirements were waived for the sake of allowing medical professionals to offer continuity of care via telehealth (Slomski, 2020). These time-bound waivers of practice highlighted the need for licensure portability, especially for counselors, even though in many of these states the waivers were difficult to obtain and could be withdrawn at any point when the state of emergency was rescinded. The widened use of telehealth during the COVID-19 pandemic amplified the growing calls for long-term licensure portability options for counselors.

In the United States, counselors experience challenges in transferring licensure between states, as counseling licensure standards vary from state to state (Mascari & Webber, 2013). The profession of counseling, although a relatively new field as compared to other helping professions such as psychology and social work, has been working toward licensure portability over the past 30 years. Since its inception in 1986, the American Association of State Counseling Boards (AASCB) has been focused on advocacy efforts to establish consistency in counseling licensing standards and avenues for licensing portability across states (AASCB, 2022). To advance toward this goal, AASCB first partnered with organizations such as ACA, the Council for the Accreditation of Counseling and Related Educational Programs (CACREP), and NBCC. Together these groups established the professional identity of counselors through a unified definition of counseling as a profession (Kaplan & Kraus, 2018), as well as consistent training standards for professional counselors across the nation (Bobby, 2013).

In an effort to promote a unified counselor identity and facilitate licensure portability, the 20/20 initiative (Kaplan & Gladding, 2011) included an oversight committee comprised of stakeholders from various organizations to develop a consensus definition of the profession, address prominent issues facing the profession at the time, and develop principles to guide advocacy work in strengthening the counseling profession (Kaplan & Gladding, 2011; Kaplan & Kraus, 2018). Licensure portability was identified as one of these key issues critical for the future of the profession. This issue persisted, with various states assigning different licensure titles, guidelines, requirements, and continuing education standards. Common training standards across specialty areas through CACREP, which merged with the Council on Rehabilitation Education in 2017, promulgate widely used guidelines for counselor licensure (CACREP, 2017). There are various licensure portability models currently used in medical fields: (a) the nonprofit organization model, (b) the mutual recognition model, (c) the licensure language model, (d) the federal model, and (e) the national model (Bohecker & Eissenstat, 2019). In early efforts, Bloom et al. (1990) proposed model licensure language that could be used to establish national licensing standards, which was an effort toward portability under the licensure language model. AASCB previously tried to move toward a national portability system through the nonprofit organization model by establishing the National Credential Registry, which is a central repository for counselor education, supervision, exams, and other information relevant to state licensure (Bohecker & Eissenstat, 2019). However, recently the effort to establish a Counseling Compact for licensure portability under the mutual recognition model gained great momentum in the time of the COVID-19 pandemic (AASCB, 2022).

Licensing Compacts in Medicine and Allied Professions
     The National Center for Interstate Compacts (NCIC) provides technical assistance in developing and establishing interstate compact agreements. According to NCIC, interstate compact agreements are legal agreements between governments of more than one state to address common issues or achieve common goals. Counseling is not the first health profession to pursue a licensing compact. Interstate compacts for medicine and allied professions have been established (Litwak & Mayer, 2021). Prior to current efforts for the Counseling Compact, similar legislation introduced compacts for physicians (Adashi et al., 2021), registered nurses (Evans, 2015), physical therapists (Adrian, 2017), psychologists (Goodstein, 2012), speech pathologists (Morgan et al., 2022), and emergency medical personnel (Manz, 2015). Other efforts to pass licensing compacts are underway for social workers (Apgar, 2022) and nurse practitioners (Evans, 2015). These compact models include multistate licensing (MSL) or privilege-to-practice (PTP) structures. A single multistate license obtained through the MSL model would allow a practitioner to practice equally in all member states, as opposed to the PTP model in which a practitioner would be licensed in their designated home state and then allowed specific privileges to use that license in other places (Counseling Compact, n.d.).

MSL compacts include licensing effective in multiple states. The MSL model is used for the Nurse Licensure Compact (Interstate Commission of Nurse Licensure Compact Administrators, 2021; National Council of State Boards of Nursing, 2015). Nurses licensed within this compact system gain multistate licenses across all member states. The Nurse Licensure Compact legislation notes efforts to reduce redundancies in nursing licensure by using an MSL model. Draft legislation within the Nurse Licensure Compact MSL system defines a “multistate license” as a license awarded in a home state that also allows a nurse the ability to practice in all other member states under the said multistate license. This includes both in-person and remote practice. So, for example, a nurse in a compact state can be vetted and licensed through the central compact system, which allows traveling nurses to switch between placements rapidly without additional licensing required for compact states. On the other hand, non-compact states issue a “single state license” which does not allow practice across states.

The PTP licensing model is used by physical therapy and EMS professionals. PTP establishes an agreement between member states to grant legal authorization to permit counselors to practice (NCIC, 2020). Unlike the MSL structure, counseling licensure is still maintained by a single state, or “home state,” but member states allow privileges to practice with clients located in other states as part of the compact agreement. This licensing model includes the definition of a “single state license,” which indicates that licenses issued by the state do not by default allow practice in any other states but the home state (Interstate Commission of Nurse Licensure Compact Administrators, 2021). Further, definitions include “privilege to practice,” which allows legal authorization of practice in each designated remote state. The Counseling Compact uses this PTP model for portability of licensing privileges across member states (Counseling Compact, 2020). 

The Counseling Compact 

Development of the Counseling Compact began in 2019 as a solution to the challenges of licensure portability. Historically, navigating varying licensure standards across states represented a barrier to the portability of counseling professionals and access to services for the community (Mascari & Webber, 2013). To address these barriers, organizations including NBCC (2017), ACA (2018), American Mental Health Counselors Association (2021), and AASCB (2022) have worked to unify the profession, establish common minimum licensing standards across states, and create and promote the Counseling Compact. With the support of NCIC, draft legislation for a PTP compact was developed by the end of 2020 and followed by advocacy efforts to pass legislation in a minimum of 10 states to begin the process of establishing the Counseling Compact (ACA, 2021). As of October 2023, the Counseling Compact has been passed as law in a growing list of states, including Alabama, Arkansas, Colorado, Connecticut, Delaware, Florida, Georgia, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Mississippi, Missouri, Montana, Nebraska, New Hampshire, North Carolina, North Dakota, Ohio, Oklahoma, Tennessee, Utah, Vermont, Virginia, Washington, West Virginia, and Wyoming, with legislation pending in several other states (Counseling Compact, 2022).

Compact Standards
     The model legislation for the Counseling Compact outlines the provisions of the PTP model used (Counseling Compact, 2020). Within these regulations, only independently licensed counselors can apply for compact privileges. Each state maintains its own licensing standards and processes separately. PTP applies equally to both in-person and TMH services. Within the regulations of the compact, each counselor establishes a home state in which they hold a primary license. Prior to the compact, a counselor would have to seek additional licensure in other states to provide service to clients. However, under the PTP Counseling Compact, counselors who hold an unencumbered license may apply for privileges to use their home license in another state without seeking an additional formal license.

Counselors may choose the states in which they apply for privileges to practice under the compact. Differing from the MSL model, under the Counseling Compact, counselors would need to apply for privileges in individual states where they wish to practice if these states have passed legislation to join the compact group (Counseling Compact, n.d.). This may involve passing jurisprudence exams for some states. However, licensing renewal and continuing education would only be required in accordance with the home state standards and process (Counseling Compact, 2020). According to the model legislation, each state is also able to set a fee for privileges to practice. A central Compact Commission oversees the process of privilege applications and exchange of information regarding ethical violations across privilege states.

As states have varying titles for professional counselors, the general requirements for compact eligibility include counselors who have taken and passed a national exam, have completed required supervision in accordance with their home state requirements, and hold a 60–semester-hour, or 90–quarter-hour, master’s degree. There is language in the model legislation specifying that counselors need to complete 60 semester hours, or 90 quarter hours, of graduate coursework in areas with a counseling focus to accommodate states that do not require a 60-hour master’s degree for licensure. The Counseling Compact (2020) does not include other professions (e.g., marriage and family therapists) and, for the purposes of defining applicable counseling license types, requires counselors be able to independently assess, diagnose, and treat clients. A key element of the Counseling Compact is that counselors are required to adhere to the individual state regulations and rules for each state where they exercise PTP. In the future, this may ultimately mean that counselors must simultaneously understand and navigate rules and regulations for potentially 20 different states as they practice using TMH across state lines. The following illustrative case example describes Sam, a licensed professional counselor, who requests privileges to practice online with a client in another state through the Counseling Compact.

Case Example

Ethical practice in multiple states entails more than just applying for privileges through the Compact Commission. The following case example illustrates how an independently licensed professional counselor would provide services in multiple states as part of the Counseling Compact. The compact provides avenues for the expansion of the availability of TMH services. However, counselors must mindfully apply ethical guidelines and adhere to state rules in using such privileges to practice, thus avoiding licensing complaints, liability, and client harm.

The Case of Sam
     Sam is an independently licensed professional counselor in their home state of Nebraska. Sam has the National Certified Counselor (NCC) and Board Certified-TeleMental Health Provider (BC-TMH) credentials. Nebraska just passed legislation and became part of the Counseling Compact. To practice as part of the Counseling Compact, Sam first confirms which states are members of the compact. Then Sam joins the compact through the Nebraska Board for Mental Health Practice. Sam has two potential clients for whom they would like to provide TMH services. These clients reside in Utah and Colorado. Sam verifies that both states have passed legislation to be part of the Counseling Compact. Sam applies for privileges in both Utah and Colorado. Sam is required to take a jurisprudence exam before being granted privileges in Colorado through the compact. Sam also may be required to pay fees for privileges in these states. After Sam is approved for privileges in Colorado and Utah through the Compact Commission, they are ready to practice via TMH in each state. Sam creates separate professional disclosure statements they will use for clients in Colorado and Utah. They create necessary forms and consider how they will verify the location and identity of the clients they will see via TMH. Sam reads and understands all rules and statutes for Utah and Colorado related to licensure. This includes understanding the scope of practice and any unique rules of conducting TMH in these states. Sam also makes sure their professional disclosure statements meet all requirements for Utah and Colorado.

As part of their professional disclosure, Sam creates a TMH guide for clients that includes concerns and risks about counseling online, with a troubleshooting guide if the internet is unstable. This disclosure provides tips for privacy during an online counseling session for the client. The disclosure also outlines the steps Sam will use to increase confidentiality, such as wearing headphones and conducting practice in a designated private space. Sam will also be using an online telehealth platform that provides a BAA and appropriate encryption for HIPAA compliance. This platform also allows for secure document signing and document transfer. Sam creates a protocol for TMH, which includes verifying client identity with a copy of photo identification provided as part of the intake process. Sam also plans to complete a safety plan with each new client in Utah and Colorado as part of the intake process. This safety plan will include a release of information to contact a local support person in case of an emergency and looking up the local law enforcement dispatch phone numbers for the client’s primary location in case of emergency. Sam also is sure to let all clients know about the 988 National Suicide Lifeline as part of this process.

Sam’s protocols also include asking the client to verify their location verbally at the beginning of each session and documenting this in their case notes. Sam also notes in their protocols they must have new forms completed should a client move their primary residence, verifying the client is still in a state where Sam has privileges. Once Sam has updated the appropriate forms and created their protocols, they begin to engage in services with their new clients using privileges from the Counseling Compact. After a few weeks, Sam gets a referral for a new client located in Florida. Because Florida has passed legislation to be part of the Counseling Compact, Sam repeats this process in working through the compact to gain privileges to practice in Florida and creates a new disclosure statement for this state.

Practicing With Compact Privileges
     To gain privileges to practice, according to Counseling Compact legislation (Counseling Compact, 2020), Sam would be responsible for submitting paperwork to their licensing board as well as paying any required fees to participate in the compact. Not doing so would be considered practicing without a license in those states. Therefore, in the case example, Sam did not automatically gain privileges to practice in all compact states as soon as Nebraska passed the Counseling Compact legislation. They had to apply for state privileges once they joined the compact through their home state of Nebraska (see Figure 1). Though counselors will not be required to meet any additional reciprocity requirements, they could be required to take the jurisprudence exam for specific states before they are able to provide services (Counseling Compact, 2020).

Figure 1
Flowchart for Seeking Compact Privileges in Another State

 

Beyond applying for privileges through the Compact Commission, Sam will need to consider other administrative aspects of TMH practice to engage in ethical practice (ACA, 2014, H.1.a.), which would support their ability to later work through ethical dilemmas and avoid disciplinary action with their licensing board. For each compact state, Sam will be responsible for reading, understanding, and abiding by all rules and statutes for the states in which they practice (ACA, 2014, H.1.b.). This means being responsible for the rules of not just their home state, but of all states in which they hold privileges. This may entail having various scopes of practice or rules in different states. Sam would need to review the rules for Utah, Colorado, and Florida to ensure their typical treatment modalities would be permitted under the scope of practice in each state. For example, in some states Sam may not be able to provide a client with a diagnosis according to their counseling scope of practice.

With each state having its own rules, statutes, and licensing board, it would be considered best practice for Sam to have a disclosure statement that is specific to each compact state. Sam will be responsible for having updated disclosure statements that align with the rules and statutes for each compact state licensing board to review as well as for their prospective clients within each compact state. For both the benefit of the client and the protection of Sam, Sam’s disclosure statements will include their Nebraska licensing information, information about the Counseling Compact as well as a definition of PTP, and information specific to the corresponding compact state licensing board if the client needs to file a complaint. For clients in Utah, complaints would be filed with the Utah Division of Occupational and Professional Licensing. For clients in Colorado, complaints would be filed with the Colorado Department of Regulatory Agencies. In Florida, complaints would be filed with the Florida Department of Health. Sam’s disclosure statements for each state would need to have this information listed. Complaints filed in privilege states would potentially result in revocation of PTP in said state, and disciplinary actions would be reported to the Compact Commission.

The Counseling Compact also does not include insurance billing privileges for each state, so Sam will need to explore the ability to join insurance panels or be approved to bill Medicaid in each state. They may also choose to only take out-of-pocket fees for clients in different states, in which case they would need to consider a means of securely collecting payments or working with a billing service.

TMH Practice
     When Sam is providing TMH services in the states of Colorado, Florida, and Utah via the Counseling Compact, they need to complete and obtain informed consent, which is a necessary standard of care (ACA, 2014, H.2.a.). When generating informed consent, Sam needs to gain consent (in writing) in real time and in accordance with the laws of all practice states, as some states have specific regulations (Kramer et al., 2015). Further, consent needs to be gained if the session needs to be recorded for any reason (e.g., consultation, education, legal). Then Sam needs to ensure their telehealth platform/software is secure, private, confidential, and in compliance with HIPAA, as it is important for them to use appropriate technologies, understand privacy requirements, and attend to any issues related to liability of technology use to ensure compliance with their scope of practice (Kramer et al., 2015).

Sam will need to consider a workflow of administrative protocols related to their TMH work (see Figure 2). This will address ethical issues that could arise when working with clients in multiple states. Sam has sought additional training with their BC-TMH credential to help with competency and considerations of ethical practice for TMH. Before engaging in TMH practice, Sam has prepared for the addition of these services by creating guidelines for clients to access online services (ACA, 2014, H.4.e.). Sam selected an online platform that includes secure video conferencing, case note storage, and file
transfer. Sam has arranged to use a HIPAA-compliant video platform with a BAA, and they have considered how to facilitate secure exchange of files with clients and how to obtain client signatures securely from a distance. Sam would also need to make this BAA available to clients upon request. If Sam opted to transfer documents virtually via email, the files would need to be encrypted and password protected, and Sam would need to make sure methods of communication meet state regulations regarding encryption. Discussing in detail with the client the most secure way to provide documentation in accordance with state statutes will be important (ACA, 2014, H.2.d.). Considering potential barriers of insurance billing for clients in other states, Sam has created a specific Good Faith Estimate of cost for each state with an out-of-pocket rate listed using a sliding scale to comply with the No Surprises Act (U.S. Department of Labor, 2022). Sam will also consider managing crises with clients in other states.

Figure 2
Workflow for Ethical Telehealth Services Across State Lines Under the Counseling Compact


 

Additional Considerations
     Although Sam has considered how to verify the identity and location of each client (ACA, 2014, H.3.), there is still the possibility a client reports to Sam they are in a compact state, when in fact they are not in a compact state either temporarily or permanently. This could lead to a formal complaint that Sam, unknowingly, was practicing in a non-compact state where they are not licensed. To prevent possible disciplinary action, Sam asks the client where they are located at the beginning of each session, even if they recognize the background of the client. Sam is sure to document the location of both themselves and the client in the clinical note for each session. Sam also makes sure to document where the client is living, working, or going to school. If possible, the client’s insurance policy or photo identification should corroborate their location. Sam will need to have this documentation in the event of a formal complaint. In this case, Sam could demonstrate due diligence in confirming the client’s location is within a compact state where Sam has privileges. Sam can then show the corresponding licensing boards and the Compact Commission they believed they were practicing within the compact to the best of their knowledge.

If a client moves, Sam will need to document the new mailing, work, or school addresses. This and any other corresponding information would lead Sam to believe the client is in the reported location which is in fact within a compact state where Sam holds privileges. Finally, it is important to note that if Sam or the client moves out of the compact state and into a state not part of the compact, services must immediately stop. Sam has included this in every disclosure that they offer a client (ACA, 2014, H.2.a.). Sam states in the disclosure that if either party relocates outside of a compact state, Sam is then responsible for finding the client possible referrals either in the client’s location or within the compact so the client can continue care. By discussing this at the beginning of the therapeutic relationship as part of informed consent, Sam makes the transition easier and more efficient for the client if a transfer of care needs to occur. In thoughtfully preparing to use privileges offered through the Counseling Compact, Sam has carefully ensured they are engaging in ethical and legal TMH practice from first contact with a client to termination of services.

Finally, it would be helpful for Sam to identify individuals with whom they can consult should ethical issues arise (ACA, 2014, I.2.c.). Ideally, these individuals would have good knowledge of TMH. Sam might also take advantage of consultation opportunities through their state licensing board and professional organizations. Sam would also identify an ethical decision-making model to use when ethical dilemmas arise to document how ethical decisions were made (ACA, 2014, I.1.b.).

Implications for Telehealth Practice via the Counseling Compact

The Compact Commission is in the process of setting up systems and processes for granting privileges for compact states. The application process for compact privileges is anticipated to open in 2024. Counselors who hope to participate in the Counseling Compact should first verify that the state in which they currently practice has passed legislation to become part of the compact. If that is not the case, there is an opportunity for advocacy with state legislatures to pass compact legislation to allow their state to join the Compact Commission. Counselors who are practicing in states that have already passed Counseling Compact legislation should review their TMH workflow and guidelines. There is an opportunity to establish administrative workflows and documentation, as well as review HIPAA compliance of all electronic systems being used for current practice.

Counselors should also review malpractice insurance policies to ensure TMH is covered by their current policy. Counselors may begin to research and review statutes and rules for states where they hope to gain privileges as part of the compact. They may also prepare for jurisprudence exams if required in states where they hope to have privileges. Counselors can also draft a professional disclosure statement and other necessary documents for TMH that can be adapted for different states.

Given the forthcoming revision of the ACA Code of Ethics, we propose that the H.1. Knowledge and Legal Considerations section be updated to incorporate additional guidelines for conducting ethical telehealth practice. Notably, these guidelines should emphasize the establishment of a crisis plan when rendering telehealth services, including a local law enforcement dispatch phone number and consent for disclosure for a designated local emergency contact. Counselors also have an ethical obligation to be familiar with local referral resources when working with clients in different states. Furthermore, the ACA Code of Ethics should underscore the necessity of a telehealth protocol or workflow as preparation for engaging in ethical telehealth practice.

Conclusion

The Counseling Compact creates new and exciting possibilities for counselors to have improved portability of licensure through practice privileges. The compact also addresses barriers to broader access and equity in TMH for various populations across the nation. However, before counselors enroll in the compact, there is a critical need to consider how to engage in TMH ethically when working with clients online in different states. The included guidelines and example workflow processes are important considerations for counselors preparing to apply for privileges within the Counseling Compact. These preparatory steps will help counselors to be prepared to apply for compact privileges when the portal becomes available.

 

Conflict of Interest and Funding Disclosure
The authors reported no conflict of interest
or funding contributions for the development
of this manuscript.

 

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Amanda DeDiego, PhD, NCC, BC-TMH, LPC, is an associate professor at the University of Wyoming. Rakesh K. Maurya, PhD, is an assistant professor at the University of North Florida. James Rujimora, MEd, EdS, is a doctoral student at the University of Central Florida. Lindsay Simineo, MA, NCC, LPC, is Legislative Advocate for the Wyoming Counseling Association. Greg Searls is Executive Director of Professional Licensing Boards for the Wyoming Department of Administration & Information. Correspondence may be addressed to Amanda DeDiego, 125 College Dr, UU 431, Casper, WY 82601, adediego@uwyo.edu.

The Factor Structure of the Outcome Questionnaire-45.2 with Economically Vulnerable Adults

Dalena Dillman Taylor, Saundra M. Tabet, Megan A. Whitbeck, Ryan G. Carlson, Sejal Barden, Nicole Silverio

Individuals living in poverty have higher rates of mental health disorders compared to those not living in poverty. Measures are available to assess adults’ levels of psychological distress; however, there is limited support for instruments to be used with a diverse population. The purpose of our study was to examine the factor structure of Outcome Questionnaire-45.2 scores with an economically vulnerable sample of adults (N = 615), contributing to the evidence of validity of the measure’s scores in diverse mental health settings. Implications for professional counselors are considered, including clinical usage of the brief Outcome Questionnaire-16 and key critical items.

Keywords: poverty, psychological distress, factor structure, Outcome Questionnaire-45.2, validity

 

In the United States, it is estimated that 34 million adults live in poverty (i.e., income less than $12,880 per year), and poverty is a significant factor contributing to poor mental and physical health outcomes (Hodgkinson et al., 2017). Poverty, or economic vulnerability, refers to the extent to which individuals have difficulty living with their current level of income, increasing the risk for adverse social and economic consequences (Semega et al., 2021). Economically vulnerable adults often experience greater social inequality, lower educational attainment, less economic mobility (Stanford Center on Poverty and Inequality, 2015), and difficulty securing full-time employment (Dakin & Wampler, 2008), which leads to increased distress (Lam et al., 2019). Lower income levels are also associated with several mental health conditions (e.g., anxiety, depression, suicide attempts; Santiago et al., 2011). Further, Lam and colleagues (2019) found strong negative associations between income, socioeconomic status, and psychological distress.

To effectively support their clients, counselors must understand the unique context and financial stressors related to living in poverty. Incorporating poverty-sensitive measures into assessment and evaluation practices is essential to providing culturally responsive care that considers the systemic and environmental barriers of poverty (Clark et al., 2020). Implementing culturally responsive assessments ensures that counselors use outcome measures that are attuned to poverty-related experiences (Clark et al., 2020). Such measures can help counselors identify and prioritize treatment planning approaches and acknowledge the reality that economic disadvantages create for clients (Foss-Kelly et al., 2017). However, the availability of poverty-sensitive assessments is limited.

Measuring Psychological Distress in Adults Living in Poverty
     Because of the risk of mental health issues related to economic vulnerability, assessments with evidence of validity and reliability that measure psychological distress relative to income are warranted. Professional counselors can individualize their therapeutic approach to meet the needs of this population with the assistance of accurate assessments of related mental health conditions. Naher and colleagues (2020) noted the need for individual-level data as well as interventions specifically targeted to adults living in poverty. Although outcome assessments exist to measure psychological distress or severity of mental illness symptoms (e.g., Beck Depression Inventory [BDI], Beck et al., 1961; Generalized Anxiety Disorder Screener [GAD-7], Löwe et al., 2008; Patient Health Questionnaire-9 [PHQ-9], Kroenke et al., 2001), there is a lack of measures with evidence of validity and reliability with economically vulnerable adult populations. Therefore, our investigation examined the factor structure of the Outcome Questionnaire-45.2 (OQ-45.2; Lambert et al., 2004) with an economically vulnerable adult population, increasing the applicability of the measure in mental health settings.

Outcome Questionnaire-45.2

The OQ-45.2 (Lambert et al., 2004) is one of the most widely used outcome measures of psychological distress in applied mental health settings (Hatfield & Ogles, 2004). The OQ-45.2 assists professional counselors with monitoring client progress and can be administered multiple times throughout treatment, as it is sensitive to changes over time (Lambert et al., 1996). The OQ-45.2 has been implemented in outcome-based research with diverse populations such as university counseling center clients (Tabet et al., 2019), low-income couples (Carlson et al., 2017), and ethnic minority groups (Lambert et al., 2006). Lambert et al. (1996) reported strong test-retest reliability (r = .84) and internal consistency (α = .93) for the OQ-45.2, based on a sample of undergraduate students (n = 157) and a sample of individuals receiving Employee Assistance Program services (n = 289). However, researchers have yet to investigate the psychometric properties of the OQ-45.2 with an economically disadvantaged, diverse population.

Given the utility of the OQ-45.2 as a client-reported feedback measure, clinicians can use the OQ-45.2 in a variety of ways to evaluate client progress, including measuring changes in individual distress across the course of counseling and before and after specific treatment interventions, as well as to glean a baseline level of distress at the start of counseling (Lambert, 2017). For example, one study used the OQ-45.2 as a primary outcome measure for anxiety symptoms in clients engaging in cognitive behavioral therapy (Levy et al., 2020). The OQ-45.2 was administered at the beginning of each weekly counseling session and change scores were calculated between each session, which helped clinicians understand that about half of their sample reported clinically significant reductions in symptoms in just nine sessions (Levy et al., 2020). This example demonstrates how the OQ-45.2 can be implemented to monitor treatment outcomes and improve the duration and efficiency of counseling. A clinician can also use salient items as part of the intake clinical interview to encourage clients to elaborate on the specific symptoms they are experiencing, and how they may be impacting their functioning, across a variety of clinical settings (Espiridion et al., 2021; Lambert, 2017; Levy et al., 2020).

Factor Structure of OQ-45.2
     Researchers contested the factor structure proposed by Lambert et al. (2004), suggesting the need for further validation of the three-factor oblique measurement model and exploration of other possible factor structures (e.g., Kim et al., 2010; Mueller et al., 1998; Rice et al., 2014; Tabet et al., 2019). Mueller and colleagues (1998) examined three models: (a) a one-factor model, (b) a two-factor oblique model, and (c) a three-factor oblique model, none of which fit the data well. In addition, the factors in the three-factor model were highly correlated, ranging from .83 to .91, asserting that the subscales may not be statistically indistinguishable and the OQ-45.2 might be a unidimensional measure of global distress.

Kim and colleagues (2010) also explored three models to assess adequate fit of the data: (a) a one-factor model, (b) a three-factor model, and (c) a revised 22-item four-factor model. Indicating weak support for the OQ-45.2’s factorial validity across all models, researchers cautioned against widespread utilization in mental health and research settings, encouraging further psychometric exploration and validation of the OQ-45.2 (Kim et al., 2010).

Rice and colleagues (2014) found evidence to support a two-factor OQ-45.2 model that included (a) overall maladjustment and (b) substance use. Results indicated relatively good fit (comparative fit index [CFI] = .990, root-mean-square error of approximation [RMSEA] = .068) for a two-factor measure with 11 items, which demonstrated better model fit than the original three-factor model
(CFI = .840, RMSEA = .086 [90% confidence interval {CI} = .085, .087]). Overall, multiple researchers have demonstrated poor fit for the original factor structure of the OQ-45.2 (Kim et al., 2010; Mueller et al., 1998; Rice et al., 2014; Tabet et al., 2019), supporting the need for further validation for using the OQ-45.2 with samples of adults living in poverty.

This study’s primary aim is to examine the factor structure of the OQ-45.2 with an economically vulnerable sample to enhance the generalizability of the OQ-45.2 in mental health settings. Therefore, the following research questions guided our study:

RQ1. What is the factor structure of OQ-45.2 scores with a sample of adults living in poverty?
RQ2. What is the internal consistency reliability of the abbreviated 16-item OQ-45.2 scores with a sample of adults living in poverty?
RQ3. What is the test-retest reliability of the abbreviated 16-item OQ-45.2 scores with a sample of adults living in poverty?

Method 

Participants and Procedures
     Participants comprised a sub-sample from a grant-funded, community-based, relationship education program for individuals and couples at a university in the Southeastern United States. The project was funded through the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Family Assistance (Grant #90FM0078). Study recruitment strategically involved passive and active recruitment strategies (Carlson et al., 2014) from various community locations that primarily serve low-income individuals and families (e.g., libraries, employment offices). Participants met inclusion criteria if they were at least 18 years old and interested in learning about healthy relationships. The relationship education intervention utilized was an evidence-based curriculum that taught individuals tools to improve their relationships in a small group setting (Prevention and Relationship Education Program [PREP]; Pearson et al., 2015).

We obtained ethical approval from the university’s IRB prior to data collection. Each person participated in a group intake session that consisted of a review of the informed consent; a battery of assessments, including the OQ-45.2; and a brief activity. Study participants (N = 615) included in this current analysis consented between July 2015 and June 2019.

Demographic Information
     We collected demographic data as part of this study, which included gender, age, ethnicity, income, educational level, working status, and marital status (see Table 1). The majority of participants fell below the poverty line when factoring in number of children and/or under- or unemployment. Therefore, our sample consisted of a diverse population, including variations in income, age, ethnicity, and race.

Table 1
Participant Demographic Characteristics

Descriptive Characteristic                                                                                            Total Sample (n, %)

Age

18–20 years

21–24 years

25–34 years

35–44 years

45–54 years

55–64 years

65 years or older

 

34 (5.5)

52 (8.5)

130 (21.1)

139 (22.6)

137 (22.3)

91 (14.8)

32 (5.2)

Gender (female) 498 (81.0)
Race
     American Indian or Alaska Native   18 (2.9)
     Asian   19 (3.1)
     Black or African American 176 (28.6)
     Native American or Pacific Islander     2 (0.3)
     White 248 (40.3)
     Other 144 (23.4)
Ethnicity

Hispanic or Latino

Not Hispanic or Latino

Income

 

258 (42.0)

356 (57.9)

    Less than $500 216 (35.1)
    $501–$1,000 108 (17.6)
    $1,001–$2,000

$2,001–3,000

    $3,001–$4,000

    $4,001–$5,000

    More than $5,000

124 (20.2)

81 (13.2)

28 (4.6)

18 (2.9)

18 (2.9)

Educational Level

No degree or diploma earned

    High school diploma

Some college but no degree completion

Associate degree

Bachelor’s degree

Master’s / advanced degree

 

24 (3.9)

18 (2.9)

75 (12.2)

66 (10.7)

134 (21.8)

77 (12.5)

Marital Status

Married

     Engaged

Divorced

Widowed

Never Married

 

93 (15.1)

11 (1.8)

164 (26.7)

24 (3.9)

270 (43.9)

Employment Status

Full-time employment

Part-time employment

Temporary, occasional, or seasonal, or odd jobs for pay

Not currently employed

     Employed, but number of hours change from week to week

     Selected multiple responses

Number of Children

0

1

2

3

4

5

6

 

227 (36.9)

83 (13.5)

41 (6.7)

207 (33.7)

29 (13.5)

6 (1.0)

 

148 (24.1)

60 (9.8)

44 (7.2)

17 (2.8)

6 (1.0)

4 (0.7)

1 (0.4)

 

Instrument
The Outcome Questionnaire-45.2
     The OQ-45.2 is a self-report questionnaire that captures individuals’ subjective functionality in various aspects of life that can lead to common mental health concerns (e.g., anxiety, depression, substance use). The current three-factor structure of the OQ-45.2 has 45 items rated on a 5-point Likert scale, with rankings of 0 (never), 1 (rarely), 2 (sometimes), 3 (frequently), and 4 (almost always; Lambert et al., 2004). Nine OQ-45.2 items are reverse scored, with total OQ-45.2 scores calculated by summing all 45 items with a range from 0 to 180. Clinically significant changes are represented in a change score of at least 14, whether positive or negative (i.e., increased or reduced distress).

The Symptom Distress subscale (25 items) evaluates anxiety, depression, and substance abuse symptoms, as these are the most diagnosed mental health concerns (Lambert et al., 1996). The Interpersonal Relations subscale (11 items) includes items that measure difficulties and satisfaction in relationships. The Social Role Performance subscale (nine items) assesses conflict, distress, and inadequacy related to employment, family roles, and leisure activities. The OQ-45.2 also includes four critical items (Items 8, 11, 32, and 44) targeting suicidal ideation, homicidal ideation, and substance use. The Cronbach’s alpha for the OQ-45.2 in the current study was calculated at .943.

Data Analysis
     We calculated descriptive statistics on the total sample population, including the mean, standard deviations, and frequencies. Subsequently, we conducted preliminary descriptive analyses to test for statistical assumptions that included missing data, collinearity issues, and multivariate normality (Byrne, 2016). In the first analysis, we used confirmatory factor analysis (CFA) to test the factor structure of the OQ-45.2 with this population (N = 615) and subsequently used exploratory factor analysis (EFA) to evaluate revised OQ models.

We conducted CFA utilizing the original three-factor oblique model (Lambert et al., 2004) as the a priori model to test the hypothesized structure of the latent variables. In addition, based on the results of the study, we tested a series of alternative structural models outlined by Bludworth and colleagues (2010). Given the non-normal distribution, we utilized MPlus (Version 8.4) with a robust maximum likelihood (MLR) parameter estimation (Satorra & Bentler, 1994). To address missing data, we employed a full information maximum likelihood (FIML) to approximate the population parameters and produce the estimates from the sample data (Enders, 2010). Results of the CFA were evaluated using several fit indices: (a) the chi-square test of model fit (χ2; nonsignificance at p > .05 indicate a good fit [Hu & Bentler, 1999]); (b) the CFI (values larger than .95 indicate a good fit [Bentler, 1990]); (c) TLI (values larger than .95 indicate a good fit [Tucker & Lewis, 1973]); (d) RMSEA with 90% CI (values between .05 and .08 indicate a good fit [Browne & Cudeck, 1993]); and (e) standardized root-mean-square residual (SRMR; values below .08 indicate good fit [Hu & Bentler, 1999]).

Following the CFA, we conducted EFA because of poor model fit across all models and several items with outer loadings of less than 0.5 (Tabachnick & Fidell, 2019). Kline (2016) recommended researchers should not be constrained by the original factor structure when CFA indicates low outer loadings and should consider conducting an EFA because the data may not fit the original number of factors suggested. Accordingly, we conducted an EFA to test the number of factors derived from the 45-item OQ-45.2 within our population. We exceeded the recommended ratio (i.e., 10:1) of participants to the number of items (12.6:1; Costello & Osborne, 2005; Hair et al., 2010; Mvududu & Sink, 2013). We conducted a principal axis factoring with Promax rotation to determine whether factors were correlated using SPSS version 25.0. We chose parallel analysis (Horn, 1965) using the 95th percentile to determine the number of factors to retain given that previous researchers have acknowledged parallel analysis to be a superior method to extract significant factors as compared to conventional statistical indices such as Cattell’s scree test (Henson & Roberts, 2006). We used stringent criterion when identifying loading and cross-loading items such as items that indicated high (i.e., equal to or exceeding 1.00) or low communality values (i.e., less than 0.40; Costello & Osborne, 2005) and items with substantive cross-loadings (< .30 between two factor loadings; Tabachnick & Fidell, 2019) were removed. To ensure the most parsimonious model, we removed items individually from Factor 1, which has the greatest number of items, to reduce the size of the model while still capturing the greatest variance explained by the items on that factor.

Results

We screened the data and checked for statistical assumptions prior to conducting factor analysis. Little’s Missing Completely at Random (MCAR) test (Little, 1988), a multivariate extension of a simple t-test, evaluated the mean differences of the 45 items to determine the pattern and missingness of data (Enders, 2010). Given the significant chi-square, data were not missing completely at random
(χ2 = 912.062, df = 769, p < .001). However, results indicated a very small percentage of values (< 1%) were missing from each variable; therefore, supporting data were missing at random (MAR; Osborne, 2013). When data are MAR, an FIML approach to replace missing values provides unbiased parameter estimates and improves the statistical power of analyses (Enders, 2010). The initial internal consistency reliability estimates (coefficient alpha) for scores on the original OQ-45.2 model were all in acceptable ranges except for Factor 3 (see Henson & Roberts, 2006): total α = .943, Symptom Distress α = .932
(k = 25 items), Interpersonal Relations α = .802 (k = 11 items), and Social Role Performance α = .683
(k = 9 items). We also conducted Bartlett’s test of sphericity (p < .001) and the Kaiser-Meyer-Olkin value (.950), indicating the data was suitable for conducting a factor analysis. We evaluated multivariate normality of the dataset with Mardia’s multivariate kurtosis coefficient. Mardia’s coefficient of multivariate kurtosis was .458; therefore, we deemed the data to be non-normally distributed
(Hu & Bentler, 1995).

Confirmatory Factor Analysis
     We tested the developer’s original OQ-45.2 three-factor oblique model, and because of the results subsequently tested a series of alternative structural models outlined by Bludworth and colleagues (2010). Specifically, the alternative structural models tested included: (a) a three-factor orthogonal model, (b) a one-factor model, (c) a four-factor hierarchical model, and (d) a four-factor bilevel model. Table 2 presents the fit indices results in the series of CFAs. The original three-factor oblique model allowed all three factors (Social Role Performance, Interpersonal Relations, and Symptom Distress) to correlate, but resulted in a poor fit: χ2 (942, N = 615) = 3.014, p < .001; CFI = .779; TLI = .768; RMSEA = .057, 90% CI [.055, .060]; SRMR = .063. We next uncorrelated the factors and tested a three-factor orthogonal model, which also presented a poor fit with worsened fit metrics: χ2 (945, N = 615) = 3.825, p < .001; CFI = .689; TLI = .674; RMSEA = .068, 90% CI [.065, .070]; SRMR = .202. Accordingly, because the factors demonstrated high intercorrelation (rs = .94, .93, .91) in the three-factor oblique model and lack of factorial validity based on the CFA results of both three-factor models, we suspected the OQ-45.2 to be a unidimensional, one-factor model. However, the CFA revealed a poor fit to the OQ-45.2 one-factor model: χ2 (945, N = 615) = 3.197,
p < .001; CFI = .758; TLI = .747; RMSEA = .060, 90% CI [.057, .062]; SRMR = .062.

Table 2
Goodness-of-Fit Indices for the Item-Level Models of the OQ-45.2

χ2 df p χ2/df CFI TLI RMSEA 90% CI SRMR
One-Factor 3021.300 945 .000 3.197 .758 .747 .060 [.057, .062] .062
Three-Factor (orthogonal) 3615.060 945 .000 3.825 .689 .674 .068 [.065, .070] .202
Three-Factor (oblique) 2839.335 942 .000 3.014 .779 .768 .057 [.055, .060] .063
Four-Factor (hierarchical) 2839.335 942 .000 3.014 .779 .768 .057 [.055, .060] .063
Four-Factor

(bilevel)

2363.263 900 .000 2.626 .829 .812 .051 [.049, .054] .054

Note. N = 615. χ2 = chi-square; df = degrees of freedom; χ2/df = relative chi-square; CFI = comparative fit index;
TLI = Tucker-Lewis Index; RMSEA = root-mean-square error of approximation; 90% CI = 90% confidence interval;
SRMR = standardized root-mean-square residual.

 

We proceeded to test the OQ-45.2 as a four-factor hierarchical model. In this multidimensional model, the three first-order factors (Social Role Performance, Interpersonal Relations, and Symptom Distress) became a linear combination to sum a second-order general factor (g-factor) of Psychological Distress (Eid et al., 2017). Results evidenced an unacceptable overall fit to the data: χ2 (942, N = 615) = 3.014, p < .001; CFI = .779; TLI = .768; RMSEA = .057, 90% CI [.055, .060]; SRMR = .063. Last, we examined a four-factor bilevel model. In this model, the g-factor of Psychological Distress has a direct effect on items, whereas, in the hierarchal model, it had an indirect effect on items. Therefore, the items in the four-factor bilevel model load onto both their intended factors (Social Role Performance, Interpersonal Relations, and Symptom Distress) and the g-factor (Psychological Distress). Nevertheless, although the four-factor bilevel was cumulatively the best fitting OQ-45.2 factorial model, the results still yielded a poor fit:
χ2 (900, N = 615) = 2.626, p < .001; CFI = .829; TLI = .812; RMSEA = .051, 90% CI [.049, .054]; SRMR = .054.

Overall, all models demonstrated a significant chi-square (p < .001); however, this result is common in larger sample sizes (N > 400; Kline, 2016). Because the chi-square statistic is sensitive to sample size and model complexity, researchers have recommended using other fit indices (e.g., RMSEA, CFI) to determine overall model fit (Tabachnick & Fidell, 2019). Nevertheless, the levels of the CFI values (ranging from .689 to .829) and TLI values (ranging from .674 to .812) were low, and far below the recommended referential cutoff (> .90; Tucker & Lewis, 1973). Although the models’ RMSEA values were within the recommended range of .05 to .08 (Browne & Cudeck, 1993), and the majority of SRMR values were below .08 (Hu & Bentler, 1999), these were the only fit indices that met acceptable cutoffs. We further examined outer loadings for the 45 items within the factorial models and identified that all models had outer loadings (ranging from 5 to 14 items) below the 0.5 cutoff (Tabachnick & Fidell, 2019). When CFA produces low factor loadings and poor fit indices, researchers should not be constrained to the original specified number of factors and should consider conducting an EFA (Kline, 2016). Hence, we elected to conduct an EFA to explore the factor structure with this population.

Exploratory Factor Analysis
     Results from the initial EFA using principal axis factoring with the 45 OQ items produced a solution that explained 55.564% of the total variance. After multiple iterations of item deletions, we concluded with a three-factor solution. We present the internal reliability estimates of two three-factor solutions: (a) a 16-item three-factor solution—the most parsimonious—and (b) an 18-item three-factor solution, including all critical items in Table 3. We present the first three-factor solution because it was derived using stringent criteria for creating the most parsimonious solution (Costello & Osborne, 2005; Henson & Roberts, 2006; Tabachnick & Fidell, 2019), whereas the second three-factor solution included conceptual judgment determining the inclusion of the critical items from the original OQ-45.2.

Table 3
Internal Consistency Estimates

Total Symptom Distress Interpersonal Relations Social Role Performance
Original OQ-45 .943 .932 .802 .683
Total Factor 1 Factor 2 Factor 3
16-Item Model .894 .864 .840 .710
18-Item Model .896 .857 .840 .700

 

Three-Factor Solution
     Results from the parallel analysis (Horn, 1965) indicated an initial four-factor solution. Through multiple iterations (n = 9) of examining factor loadings, removing items one at a time, and reexamining parallel analysis after each deletion, our results demonstrated that a three-factor solution was the most parsimonious. We removed a total of 29 items because of low communalities (< .5), low factor loadings (< .4), and substantive cross-loadings (> .3 between two factor loadings; Tabachnick & Fidell, 2019). Before accepting the removal of these items, we added each back to the model to determine its impact on the overall model. No items improved the model; therefore, we accepted the deletion of the 29 items. The final three-factor solution included 16 items with 57.99% of total variance explained, which indicates near acceptable variance in social science research, with 60% being acceptable (Hair et al., 2010). Factor 1 (seven items) explained 38.98% of the total variance; Factor 2 (six items) explained 11.37% of the total variance; and Factor 3 (three items) explained 7.64% of the total variance.

Three-Factor Solution With Critical Items
     After finalizing the model, we added Item 8 (“I have thoughts of ending my life”) and Item 44 (“I feel angry enough at work/school to do something I might regret”) into the final model for purposes of clinical utility. Both items resulted in low factor loading (< .4). Item 8 correlated with other items on Factor 3, and Item 44 correlated with other items on Factor 1. This final 18-item three-factor solution reduced the variance explained by the items on the factors by 3.45%, indicating a questionable fit for social sciences (54.54%; Hair et al., 2010). Factor 1 (eight items) explained 36.83% of the total variance; Factor 2 (six items) explained 10.82% of the total variance; and Factor 3 (four items) explained 6.90% of the total variance. Internal consistency estimates are presented in Table 3 for all three models: (a) the original OQ-45.2 (α = .943); (b) the 16-item, three-factor solution (α = .894); and (c) the 18-item, three-factor solution (α = .896).

Test-Retest Reliability
     To examine the stability of the new 16-item OQ scores over time, we assessed test-retest reliability over a 30-day interval using bivariate correlation (Pallant, 2016). Results yielded strong correlation coefficients between pre-OQ scores and post-OQ scores: (a) OQ Total Scores, r = .781, p < .001; (b) Factor 1, r = .782, p < .001; (c) Factor 2, r = .742, p < .001; and (d) Factor 3, r = .681, p < .001. The 18-item OQ scores also demonstrated significant support for test-retest reliability over a 30-day interval: (a) OQ Total Scores, r = .721, p < .001; (b) Factor 1, r = .658, p < .001; (c) Factor 2, r = .712, p < .001; and (d) Factor 3, r = .682, p < .001.

Discussion

     We found that the current factor structure of the OQ-45.2 poorly fits the sample population of economically vulnerable individuals. Our preliminary results support Rice and colleagues’ (2014) claim: because of the unique stressors economically vulnerable individuals face, the OQ-45.2 does not adequately capture their psychological distress. The lack of support for the OQ-45.2’s current structure (i.e., three-factor oblique) creates doubt clinically when assessing clients’ distress. Therefore, we explored alternative structural models proposed by Bludworth and colleagues (2010) using a CFA, and subsequently an EFA, to reexamine the factor structure of the OQ-45.2.

The EFA resulted in a 16-item, three-factor solution with our sample, indicating marginal support for the validity and reliability of the items for this brief model of the OQ, meaning that this model lacked reliability (i.e., ability to produce similar results consistently) and validity (i.e., ability to actually measure what it intends to measure: distress). In social science research, total variance explained of 60% is adequate (Hair et al., 2010); therefore, the three-factor model that approaches 60% could be acceptable, indicating that this model captures more than half or more than chance of the construct distress for this population. Still, additional research is needed to support the factor structure with a similar population of low-income, diverse individuals. Economically vulnerable individuals experience unique stressors (Karney & Bradbury, 2005), and brief assessments are best practices (Beidas et al., 2015). Therefore, we encourage other researchers to reexamine the use of this brief version of the OQ with a sample of economically vulnerable individuals or develop a new instrument that may more accurately capture psychological distress in economically disadvantaged individuals.

Also, the 16-item model results differ from the original OQ-45.2 in that we were unable to find support for the social role factor with our sample population. We hypothesize this finding is largely due to the economic stressors this population faces (e.g., unreliable transportation, food scarcity, housing needs). Anecdotally, some participants commented during the initial intake session that several items (e.g., specifically items on the social role factor relating to employment) were not relevant to their situation because of under- or unemployment. Further, reducing OQ-45.2 to a 16-item assessment may provide a more user-friendly version requiring less time for respondents and more efficient use of clinical time; however, without further research, the current authors are hesitant to support its clinical use with this population of economically vulnerable individuals.

Similar to previous researchers (e.g., Kim et al., 2010; Rice et al., 2014), we also found evidence for the need for a substance use factor (e.g., Factor 3) in the 18-item abbreviated model; however, this model deviated from the original OQ-45.2. The findings of this study support the need for professional counselors to assess substance use as part of psychological distress, whether it be implementing the
18-item version of the OQ or adding an additional assessment that has greater reliability and validity of its items with this population.

Implications
     We found initial, possible support for a brief version of the OQ-45.2 for economically vulnerable individuals. The abbreviated 16-item OQ assessment derived from this research requires less time to complete while capturing an individual’s distress on substance use, interpersonal relationships, and symptom distress. A brief instrument can provide professional counselors with a snapshot of the client’s concerns, which can assist in monitoring a client’s level of psychological distress throughout treatment. In clinical settings, counselors can utilize this instrument to briefly assess at intake the baseline distress of their clients and use it as a guide or conversation starter for discussing client distress. For example, a counselor may ask that the client complete the brief OQ-16 instrument with the intake paperwork. In review of all paperwork, the counselor may note to the client, “I noticed that you indicated high distress with interpersonal relationships. Is that a place you would like to begin, or do you have another place you want to begin?”

Further, we retained two critical items (i.e., Items 8 and 44) in the 18-item version of the OQ brief assessment, as psychological distress associated with economic vulnerability is linked to higher rates of suicide and homicide (Knifton & Inglis, 2020). Because of the clinical utility of this instrument, professional counselors may want to include those items to assess a client’s level of threat of harm to self or others. Dependent on the client’s answer to these critical items, professional counselors have a quick reference with which to intervene or focus the initial session to address safety. Therefore, the items of this assessment may possibly be used to start the initial dialogue regarding an individual’s psychological distress and/or suicidal intent; however, the assessment should not be used as the only tool or instrument to diagnose or treat psychological distress. We understand that these items can help professional counselors efficiently assess for suicidal or homicidal intent. Therefore, the counselor can opt to use the 16-item version and include an additional, more reliable assessment for measuring threat of harm to self and/or others. For example, counselors may opt to use an instrument such as the Ask Suicide-Screening Questions tool (Horowitz et al., 2012) to further evaluate suicidal intent.

In our experience, when following up with study participants based on a score higher than 1 on a scale of 1–5, many participants indicated they felt that way in the past but no longer feel that way now. In our use of the OQ-45.2, we find that participants tend to answer these questions based on their entire life versus the time frame indicated in the assessment instructions (the past week [7 days]). Therefore, professional counselors should be clear that respondents should answer based on the past week, rather than “ever experienced.” When offering the assessment to clients, we recommend that the counselor highlight the time frame in the instructions or clearly communicate that time frame to the client before they complete the instrument to gain the most accurate data.

Limitations and Suggestions for Future Research
     As with all research, results should be considered in light of limitations. The large study sample consisted of diverse individuals; however, the majority were women, and all individuals were from the southeast region of the United States, minimizing the generalizability of these findings. In addition, although findings indicate initial, possible support for a revised three-factor model consisting of 16 items, future studies are warranted to strengthen the validity of this abbreviated version of the OQ-45.2. We suggest that future researchers test the 16-item assessment through CFA with a similar population to confirm the current study’s findings. All respondents volunteered to participate in a 6-month study, which may indicate more motivation to improve or represent a population with distress responses different from those who were recruited but chose not to participate in the study. Additionally, study participants were actively recruited, and may have experienced less distress than a help-seeking sample.

The OQ is available in a Spanish translation; however, we only included people who completed the English OQ-45.2 version in the current study. Future analyses should examine the factor structure of the Spanish OQ-45.2 as well. Next, future research on the OQ should include the development and testing of new items. Lastly, future research should aim to validate the reduced 16-item and 18-item OQ scores on a new sample and seek to establish a new criterion for clinical significance. Professional counselors may also benefit from the creation of a specific instrument assessing distress related to the unique stressors that economically vulnerable clients face. Until further analyses are conducted with a new sample population to confirm the abbreviated models, we encourage professional counselors to implement the brief version tentatively and with caution, and to follow up with the client regarding high scores on critical items prior to making clinical judgments regarding reported subscale scores.

Conclusion

     Given the broad utility of the OQ-45.2 in research and mental health settings, researchers and professional counselors must understand the instrument’s structure for interpretation purposes and how the assessment should be adapted for various populations. Professional counselors can effectively support clients by assessing and recognizing how economic-related distress impacts their quality of life, which may directly relate to treatment outcomes. Findings from the current study add to previous literature that calls into question the original OQ-45.2 factor structure. Additionally, the current study’s findings support a revised 16-item, three-factor structure for economically vulnerable clients and we provide implications for use of this assessment in clinical practice. Future research should include a confirmatory analysis of the current findings.

Conflict of Interest and Funding Disclosure
This research was supported by a grant (90FM0078)
from the U.S. Department of Health and Human
Services (USDHHS), Administration for Children and
Families, Office of Family Assistance. Any opinions,
findings, conclusions, or recommendations are those
of the authors and do not necessarily reflect the views
of the USDHHS, Office of Family Assistance. The authors
reported no further funding or conflict of interest.

 

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Dalena Dillman Taylor, PhD, LMHC, RPT-S, is an associate professor at the University of North Texas. Saundra M. Tabet, PhD, NCC, CCMHC, ACS, LMHC, is an assistant professor and CMHC Program Director at the University of San Diego. Megan A. Whitbeck, PhD, NCC, is an assistant professor at The University of Scranton. Ryan G. Carlson, PhD, is a professor at the University of South Carolina. Sejal Barden, PhD, is a professor at the University of Central Florida. Nicole Silverio is an assistant professor at the University of South Carolina. Correspondence may be addressed to Dalena Dillman Taylor, 1300 W. Highland St., Denton, TX 76201, Dalena.dillmantaylor@unt.edu.