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vicarious traumatization : ウィキペディア英語版 | vicarious traumatization
Vicarious traumatization (VT) is a transformation in the self of a trauma worker or helper that results from empathic engagement with traumatized clients and their reports of traumatic experiences. Its hallmark is disrupted spirituality, or a disruption in the trauma workers' perceived meaning and hope. McCann and Pearlman(1990a) coined this term specifically with reference to the experience of psychotherapists working with trauma survivor clients. Others, including Saakvitne, Gamble, Pearlman, and Lev (2000) have expanded its application to a wide range of persons who assist trauma survivors, including clergy (Day, Vermilyea, Wilkerson, & Giller, 2006), front line social service workers (Pryce, Shackelford, & Pryce, 2007), justice system professionals (Levin & Greisberg, 2003; Peters, 2007), health care providers (Madrid & Schacher, 2006; Shah, 2010a), humanitarian workers (Shah, 2007; Pearlman & McKay, 2009), journalists, and first responders (Shah, 2010a). ==Contributing factors== Vicarious trauma, conceptually based in constructivist self-development theory (McCann & Pearlman, 1990b; Pearlman & Saakvitne, 1995; Saakvitne, et al., 2000), arises from an interaction between individuals and their situations. This means that the individual helper's personal history (including prior traumatic experiences), coping strategies, and support network, among other things, all interact with his or her situation (including work setting, the nature of the work s/he does, the specific clientele served, etc.), to give rise to individual expressions of vicarious trauma. This in turn implies the individual nature of responses or adaptations to VT as well as individual ways of coping with and transforming it. Anything that interferes with the helper's ability to fulfill his/her responsibility to assist traumatized clients can contribute to vicarious trauma. Many social service workers report that they experience the demands of their agencies as the greatest impediment to their effectiveness and work satisfaction (Pryce et al., 2007).
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