Aims: Despite a significant increase in the psycho-oncology research and clinical workforce in recent decades, a comprehensive search of the literature revealed a paucity of studies regarding psycho-oncologists’ work experiences. The purpose of this qualitative study was to address a gap in the literature regarding the experiences of clinicians and researchers working in psycho-oncology.
Method: Clinicians and researchers working in the area of psycho-oncology in regional and metropolitan hospitals and universities, in New South Wales, Australia, participated in focus groups or semi-structured interviews. Key areas addressed in the interview schedule included the reasons participants chose to work in psycho-oncology, the impact of the experience and the types of skills, characteristics, supports and behaviours they considered relevant to sustaining them in their role. Data saturation was reached with 30 participants (17 clinicians and 13 researchers). Interviews and focus group discussions were digitally recorded, transcribed, coded, and analysed using Interpretative Phenomenological Analysis.
Results: The major themes that emerged included: (i) Motivation for choosing to work in psycho-oncology, (ii) Consequences, and (iii) Maintenance Factors. Sub-themes relating to Motivation included characteristics of psycho-oncologists, characteristics of the work setting and availability of work in psycho-oncology. Rewards and challenges emerged as significant sub-themes of Consequences while boundaries, professional relationships and self-care emerged from the major theme of Maintenance Factors.
Conclusions: This exploratory study identified themes which could inform further research in relation to identified benefits such as the significance of meaning and purpose in psycho-oncology work, and challenges such as health anxiety and burnout. A better understanding of these issues could assist in the development of targeted training, supervision and support programs, and may have cost implications for health services by potentially improving staff performance and well-being, reducing attrition, minimising absenteeism and optimising the quality of psychosocial cancer care.