Kairoshi is a Japanese term meaning “death from overwork”. While most of the discussion around Kairoshi deals with older workers dying from heart attaches and strokes, the Japanese have also identified “Karōjisatsu” as committing suicide due to overwork . It is not unknown in the USA  and may occur in the UK.
Information Technology is not a profession where you can easily stay healthy, sane, fit and have a life outside work. Some of the problems are to do with the culture of the industry, some to do with business culture in general and some to do with Western culture and the Protestant Work Ethic that regards even valueless work as valuable in itself and has mutated into the Western Employment Ethic, work not being regarded as work unless an employer is involved.
I have discussed the physical problems and touched on the mental problems elsewhere  but the psychic problems and risk of burnout, breakdown or even suicide need further exploration. I can only comment on the Technology Industry in the Uk from experience but I get the impression that similar issues arise in Finance, though some may be peculiar to IT. I note the deterioration in the appearance, and possibly the health, of senior politicians and once went for an interview for a university lectureship, which I did not get. A year later, for reasons I forget, I had to register for a course taken by the successful candidate and noted that in the interview they looked 30 and after a year they looked 45 with grey hair and signs of stress. Maybe my guardian spirit was looking after me. Fifteen years experience as a contractor in various European countries strongly suggested that the problems I mention here are much rarer in mainland Europe than in the UK ans USA (these countries have their own corporate and industry dysfunctionalities). It also suggested contracting is, apart from the regular financial crises involved, better for mental health.
Some of the causes of Kairoshi are excessive hours, all night work and Holiday work plus stress caused by being unable to meet company goals and screwed up management.
Managers are not immune. They may have to lay off staff and feel guilty for being unable to protect their staff.
All this reduces morale and performance, often for no reason other than overly aggressive deadlines and macho posturing
There is a longstanding consensus that a forty hour week is optimal, which may be true for physical work but is almost certainly untrue for intense mental work. In Europe lorry drivers have restrictions on the number of hours they can drive because a fatigued driver is a hazard. Companies should restrict the hours their IT staff and other brainworkers put in. IT work is much more tiring than driving and Sweden has recently introduced a thirty hour week and companies there report an increase in productivity and profit. Te economy is likely to boom as well since workers have more free time in which to spend money.
Young IT professionals tend to regard burnout as a badge of honour, or at the very least, a rite of passage, and try for regular 100 hour weeks. That is 12 hours a day seven days a week. Nobody can keep that up Nobody can maintain good performance like that. Nobody can stay healthy like that. Ironically at one company a couple of contractors each put in time sheets for 360 hours in one month and the management response was to install time clocks, and in most places I worked contractors were not allowed to bill more than 40 hours a week without approval. In the UK and US time clocks would be used to note who was working long hours and to demonise others as slackers or uncommitted.
Moves to eliminate a long hours culture tend to be resisted by those who have benefited from it, whether in Finance, IT or when considering the 80-120 hours worked by Junior Doctors in the UK. The response is inevitably of the form “It never did me any harm” (How do they know?). In the case of Doctors the risk to the patients is ignored, for as the old saying goes “Lawyers bill their mistakes Doctors bury theirs”. Sometimes it requires a law suit for the company to change its ways.
Impostor Syndrome is the reverse of the Dunning-Kruger effect. To quote Wikipedia
Impostor Syndrome is a term coined in the 1970s by psychologists and researchers to informally describe people who are unable to internalize their accomplishments. Despite external evidence of their competence, those exhibiting the syndrome remain convinced that they are frauds and do not deserve the success they have achieved. Proof of success is dismissed as luck, timing, or as a result of deceiving others into thinking they are more intelligent and competent than they believe themselves to be.
The Dunning-Kruger effect is where people regard themselves as better than they are. Typically young IT professionals overrate themselves and more experienced professionals under rate themselves.
The risk is that programmers think they need to work harder to become good enough. That means spending more time coding — every waking minute — and taking on an increasing number of projects. And that leeds to burnout and possibly suicide
The incidence of impostor syndrome is around 40%, with a lifetime incidence of 70% and men and women are probably equally affected. It is common in professions were work is peer reviewed, for example software development  though it seems to be rarer in Academia where reviews of a paper are expected, anonymous and regarded as helpful. It also helps that Academic papers, other than conference papers, rarely have deadlines.
Impostor Syndrome is not a mental disorder more a reaction to certain situations. Undue susceptibility to Impostor Syndrome can be identified through personality tests but does not seem to be a distinct personality trait. Sufferers tend to reflect and dwell upon extreme failure, mistakes and negative feedback from others. If not addressed, impostor syndrome can limit exploration and the courage to delve into new experiences, in fear of exposing failure. High achievers or those who have achieved a lot in the past may well experience it in a new role.
A number of management options are available to ease impostor syndrome. The best is to discuss the topic with other individuals early on in the career path. Most sufferers are unaware others feel inadequate as well. Once this is addressed, victims no longer feel alone in their negative experience. Listing accomplishments, positive feedback (A simple well done from managers ) and success stories will also aid to manage impostor syndrome. Finally, developing a strong support system, that provides feedback on performance and has discussions about imposter syndrome on a regular basis is imperative for sufferers.
The Real Programmer Syndrome
The Real Programmer  is a cultural stereotype originating, possibly as satire in 1983. Real programmers disdain such luxuries as IDEs and where possible any high level language and sometimes even disdain assembler preferring microcode.
A Real Programmer codes all the time and doesn't consider it work. They live to code.
A Real Programmer volunteers to work 60 to 80 hour weeks for no extra monetary compensation, because it's "fun". ..
Management love Real Programmers and the image of the Real Programmer is now in the DNA of the Tech Industry. IT has always had a long hours culture but now, unlike Finance or a Japanese company, workers are supposed to do it out of the enjoyment of the work.
Impostor Syndrome can lead people to think they have to work harder to become good so they over load themselves. Then they slowly burn out. Sometimes they kill themselves  though doubtless some would say they would have to have been mentally unstable rather than blame the long hours.
The Older IT worker
It is no secret that the Technology Industry is Ageist. Mark Zuckerberg claimed young people are smarter but is doubtless redefining “young” with every passing year. By a strange coincidence the average age of Facebook employees matches his age exactly.
Older workers have more experience and this lets them be more productive but the long hours they had to put in when younger and fitter make their bodies less resistant to the stresses of The Job, in particular long hours. In some trades the younger people “carry” the older ones, for example in heavily physical jobs the older worker may find his team shift him to lighter tasks. This does not happen in IT. And so the Older worker gets stressed because of having to demonstrate their “Commitment” and “Passion” not only to management but to younger “Real Programmer” wannabees.
Trying to balance Family, work and learn new technologies on their own (almost all companies refuse to fund training for their staff reasoning that it is cheaper to hire a young person with new skills and a bit of experience than train an older person) is a high task. This leads to burnout and heart attacks 
Adam Smith, in the “THE WEALTH OF NATIONS”, 1776 stated the risks of overwork admirably when discussing piece workers, though this applies to Real Programmers and the Technology Industry generally, even though Tech workers are not hourly paid or paid by lines of code. Note the eight year threat.
To The Management
Discourage long hours wherever possible. Set an example and treat yourself well. Look out for unexpected changes in performance, whether sudden or gradual, especially for the worse. Remember that Long hours are bad. Sweden has recently introduced a six hour work day, and this is about the limit a brain worker, such as a developer, or you yourself, can handle. The loss to the company of an experienced developer, Architect or Sysadmin who is burning out can be significant. You can always manage such a person out and hire another person to replace them without damage to your career: once, maybe twice, but ultimately the resultant missed deadlines and reduced project scope will be tracked down to you. Look after your reports and they will look after the business.
To the Worker
If you are in a company with a long hours culture, and this can be subtle, for instance with only employees working long hours being promoted, try to get your manager's support in balancing work and life. If they cannot or will not help you should quit. If you are well paid remember money is not always worth the price you pay to get it. Just look at any successful politician.
You may be starting to burnout without noticing it. If you come to hate Mondays, especially if the idea of going to work on Monday spoils your Saturday morning something needs to be done, fast.
And do not rely on your manager to look after your health. Only you can do that.
I have done long hours as a contractor and damaged my health but recovered.I did long hours again in a permanent role. But as a contractor I never suffered burnout, only as a permanent employee. The periods on the bench as a contractor let me recover and preserved my liking for coding, though the increasingly regular financial crises as I got older took a lot of the fun out of contracting. The relentless pace of the permanent role (fast paced, aggressive schedule etc ) nearly killed me and it took some months to start recovering. I no longer have much desire to code, except in my head where I can devise algorithms easily, and am trying for a hands off managerial role or returning to university for a career change if I can afford it.
Learn from my experience. For your sake
And if you need to talk to someone the author of  has pledged themselves to help anyone who needs it. If I could I would help others.
Technology Industry culture is dysfunctional. Some companies, bless their little cotton socks, do their best to look after their workers, but are trapped in this culture and unable to see their chains: a phenomenon best exemplified by those Nazis who said “But some of my best friends are Jews' or the cemetery in Ireland where protestant and Catholic are buried in the same graveyard but an underground wall separates protestant and catholic graves and this was presented as a move to break down barriers between the two sects.
Aspects of Technology Industry dysfunctionality, most notably a long hours culture are shared by other industries, but there is no equivalent of Real Programmer Syndrome: an accountant may have to work long hours but is not expected to do so because it is “fun”.
The manager should be on the lookout for Impostor and Real Programmer Syndrome and take steps to prevent or cure them. The Real Programmer may be good at coding but unable to see the big picture and design good code, let alone handle architecture. The employee should not trust their manager to look after their health.
have recently decided to abolish QA and found a decrease in the
number of bugs in production. Together with evidence that code
reviews are no more effective in finding bugs than requiring a
developer to leave their code aside for a while then review it
suggests that the code review process is damaging to developers and
should at least be restructured. But that is a different topic.
IT professional nails the Real Programmer.
The Real Programmer
Dangers of Overwork