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Irish Independent
15-06-2025
- Health
- Irish Independent
Extreme weather events are taking a toll on our physical and emotional well-being
Dr Jillian Doyle, a member of the Psychological Society of Ireland (PSI), said that on hot days we often feel more tired, irritable and less focused. While many perceive sunshine may boost mood, that isn't always the case, Dr Doyle said. 'Heat can impact mood and increase reactivity, which can strain relationships or make work feel more challenging. Sleep can also be affected, which we know has a big knock-on effect on both physical and emotional well-being,' she said. 'Older adults and young children are especially vulnerable. Their bodies don't regulate temperature as well, and they're more at risk of dehydration, heat exhaustion, or worsening of underlying conditions. Hot weather can also limit older adults' ability to get out and about, which can lead to isolation or lower mood.' Dr Doyle said as global temperatures rise, 'we may see more climate-related stress, disruptions to routine and increased health risks', especially for those already more vulnerable. 'So while a hot day might just feel uncomfortable in the moment, it's part of a much bigger picture when it comes to health and well-being and is something that we need to reflect on and prepare for,' she said. There are other reasons why the weather can impact our mood. 'Sunlight plays a key role in mood regulation. It boosts serotonin, a neurotransmitter that helps us feel more emotionally balanced, energised and generally well. So, when we're out in the sun, we often feel brighter in ourselves. On darker days, we get less of that serotonin boost, which, for some, can make them more vulnerable to low mood,' said Dr Doyle. 'Sunlight also impacts our melatonin levels. Melatonin is the hormone that helps prepare us for sleep — it increases in the dark. So, when we're exposed to sunlight, melatonin production is suppressed, and we feel more alert and awake.' The Dublin-based psychologist said that when light levels are low, this can throw off our internal clock, leading to poor sleep and changes in how we feel emotionally. She pointed out that some people are more sensitive to these changes than others and may experience Seasonal affective disorder (SAD) — a type of depression that tends to occur during the winter months, and is thought to be closely linked to changes in light levels. 'In good weather, we're more likely to get outdoors, move our bodies, and spend time with others — all things that support mental health. But when the weather is bad, we often stay indoors, end up more sedentary, and may spend longer on screens. This change in behaviour can have a knock-on effect on our mood,' Dr Doyle said. 'There's also a psychological piece, we often associate sunshine with holidays, freedom, or happy memories. When I hear the word sun, for example, my mind immediately goes to summer breaks or being by the sea. On the other hand, dark, gloomy weather doesn't usually carry the same positive associations and can feel more constraining or even lonely.' Dr Malie Coyne, a clinical psychologist, told the Sunday Independent: 'Rain can act as a psychological stressor as it can limit our outside activities and connection which can make people feel more isolated and helpless especially people who are more vulnerable to mood shifts, such as people with SAD disorder.' Both agree that weather affects our relationships as it can affect our energy, our ability to regulate our emotions, how we relate with others as people are in better form, and more tolerant, in better weather.
Irish Examiner
11-06-2025
- Health
- Irish Examiner
Excessive screen time impacts relationship between parents and children, psychologists warn
Psychologists have raised concerns over the impact excessive screen time is having on the connection between parents and their children and said the pastime represented a 'growing public health concern'. In a new policy paper, the Psychological Society of Ireland raised its concerns about the impact of screen use on parents and children, particularly during sensitive developmental periods like infancy and adolescence. Authored by its Special Interest Group in Perinatal and Infant Mental Health, the society backed the introduction of public health measures such as free childcare and improved amenities to decrease the need for dependence on technology. A growing body of Irish and international research indicates screen use has become a public health concern, it noted. Its impact on every developmental stage from infancy to adolescence and beyond is now documented, and human interaction with the online world shapes the health and wellbeing of our population. This includes the 'direct negative impact' of screens and social media, including adverse effects on mental wellbeing and physical health. There is also a 'passive' negative impact, the paper notes, where screen use displaces time that could otherwise be spent engaging in 'health-promoting activities' such as exercise, sleep and social interaction. Humans are "born ready to experience connection", the paper notes, as "a survival mechanism which nurtures the growing brain". "It is this connection with others that is the foundation of positive physical, social, and emotional development. Yet the urge for connection and communication can also drive our online behaviour." It added: "Human development is ongoing, but there are periods in our lives, namely during infancy and adolescence, where the brain is changing dramatically, and a person's environment has profound impacts on development." It is also "very difficult" to establish a definitive guide to what age a person is able to interact safely with online content, the report writers added. "Age-appropriate use of online platforms should be based on each child's level of maturity, cognisant of self-regulation skills, problem-solving skills, intellectual development, comprehension of risks, and individual strengths, vulnerabilities, and their home environment." Research emphasises the effect of digital engagement on children depends more on content and context than on time spent, it added.
Irish Examiner
02-05-2025
- General
- Irish Examiner
Workplace Wellbeing: Arrogance, ego, and entitlement at work — how to cope
Janine Delport once had a boss who enjoyed making her cry. Before moving to Ireland, the Galway-based learning and development professional lived and worked in South Africa. 'I had a great job, which gave me opportunities to help people,' she says. 'But I dreaded my boss. Whenever he got upset, which was often, he picked a fight with me and continued fighting until I ended up in tears. I think he liked the sense of power it gave him.' The 45-year-old now wonders if he was a narcissist. Because it wasn't just the power trips: 'He constantly bragged about his achievements, too. Anything anyone else had done, he had always done better. And he only ever wanted to hear he was right and got angry if you contradicted him. I used to walk on eggshells so as not to trigger a reaction, but, as the person who reported directly to him, whenever something went wrong, I bore the brunt of it.' Patricia Mannix McNamara, professor of education leadership at the University of Limerick, has spent over 25 years researching narcissism in the workplace. She says: 'We all want to be seen and admired by others in some way. It's when it tips over into behaviour that hurts people that it becomes a problem.' Dean McDonnell, a psychology lecturer at the South East Technological University and member of the Psychological Society of Ireland, says levels of narcissism can vary as we go through life. 'People can become self-absorbed when they are stressed, anxious, or depressed, for example. Young children's brains aren't fully developed, so they don't have the capacity to think of others. The personality development we undergo in adolescence can contribute to egocentrism.' Dr Dean McDonnell: "It's common for narcissistic bosses to micromanage and criticise. They often encourage gossip so that people tell tales on each other to stay in the boss's good books. They often lack empathy when it comes to things like granting leave. And they can be bullies.' These are passing phases for the majority, but for those with NPD, narcissistic personality disorder, it's a permanent state of affairs. 'These are grown adults who have an inflated perception of their self-worth,' says McDonnell. 'They disregard the feelings and needs of others in favour of their own. They often lie and manipulate to get what they want. And they do this consistently.' He explains that clinicians use an acronym to help diagnose NPD: SPECIAL ME. 'It stands for Self-importance; Preoccupation with power, beauty, or success; Entitled; Can only be around people who are important or special; Interpersonally exploitative for their own gain; Arrogant; Lacking in empathy; Must be admired; and Envious of others, or believing others are envious of them,' he says. Trademark behaviours are associated with these traits. 'Your boss claiming credit for your work because they want the glory for themselves is one,' says McDonnell. 'Becoming defensive when receiving feedback or being told they have made a mistake is another. 'It's common for narcissistic bosses to micromanage and criticise. They often encourage gossip so that people tell tales on each other to stay in the boss's good books. They often lack empathy when it comes to things like granting leave. And they can be bullies.' Self-care is vital Although NPD only affects an estimated 1-5% of the population, Mannix McNamara believes it may be disproportionately represented at higher levels in the corporate world: 'People who push others to get what they want are seen as efficient go-getters. They get results, which usually leads to promotion. That's why it's not uncommon to have a narcissistic boss.' The way jobs are advertised may even encourage narcissists to apply. A study published in the Journal of Management Science last year found that people who scored highly for narcissism were drawn to postings containing words like 'ambitious' and 'persuasive'. However, those who scored highly for empathy were more attracted to words like 'grounded' and 'collaborative'. Mannix McNamara sees this tendency to hire and promote narcissists as cause for concern. They may get the job done, but often leave a trail of destruction in their wake. 'Having a boss who criticises, manipulates, hurts, or humiliates us affects our job satisfaction and morale, and can spill over into our home life,' she says. 'So much of our identity and self-worth is intertwined with our work. A narcissistic boss can undermine all of that, affecting us on a very deep level.' So what can we do about it? Is there any way to counter narcissistic behaviour? Mannix McNamara suggests keeping records of all incidents: 'There should be policies in place to ensure everyone feels psychologically safe at work. Keep clear notes of what happened and the impact it had. Then, once you have evidence, arrange a meeting with HR or someone more senior in your organisation to discuss what can be done.' McDonnell recommends setting boundaries. This means starting and finishing work on time, taking all your breaks, and adhering to the tasks in your job description. 'If you're clear about your role, that should restrict your boss's ability to manipulate you,' he says. Narcissists often feed off emotional responses, so Mannix McNamara advises maintaining a professional, cool demeanour at all times. She says the 'grey rock' method can help with this: 'Rocks are present but never respond or react. If you can be like a rock, unresponsive to the drama unfolding around you, the narcissist should soon lose interest.' She reminds us that it's essential to look after ourselves. 'So many people start eating badly and stop exercising when they come under pressure. That's counterproductive. They should be doing their best to stay well so they have the energy they need to cope at work.' Looking after ourselves includes seeking support from others. 'Talking helps,' says Mannix McNamara. 'But maybe not with others in the workplace, as what you say could get back to the boss and be used against you. A friend or family member would be better, or a coach, psychologist, or counsellor who would understand the dynamics of narcissism and give you strategies to deal with it.' Know when to walk away There are circumstances where the best strategy is to walk away. 'A workplace is supposed to be a collaborative and supportive place,' says McDonnell. 'Things can get stressful at times but that shouldn't constantly be the case. If you're losing sleep or if your job is causing anxiety or depression or negatively impacting relationships and family life, it might be time to leave.' Another commonly used approach is biting your tongue and telling your boss what they want to hear. While it may succeed in keeping you out of the crosshairs, Mannix McNamara is clear that it comes with a price. 'You'll disempower yourself and allow the narcissist to remain in the workplace, but it may be what you need to do to survive,' she says. Delport felt like she had no choice but to appease her boss: 'South Africa has high unemployment and if you have a job, you keep it. In an ideal world, I'd have been able to go to someone senior in my organisation and something would have been done about my boss. But life doesn't always work that way, particularly if you can't provide outright evidence about what happened behind closed doors. The safest bet for me was not to hurt the narcissist's ego.' However, she made sure she got support outside of the workplace. 'My husband was a great help,' she says. 'I'd encourage anyone with a narcissistic boss to reach out to someone. They will tell you that it's not your fault and that you shouldn't take your boss's behaviour personally. Narcissists power themselves up by making you feel weaker. Even if you only understand this one thing, it can help.' Read More
