Skip to main content

Table 5 Reasons for considering leaving position

From: Workplace experiences of mental health consumer peer workers in New South Wales, Australia: a survey study exploring job satisfaction, burnout and turnover intention

Reason

Gov (N = 23)

n (%)

CMO (N = 11)

n (%)

Overall (N = 34)

n (%)

Not enough hours / pay

10 (43.5%)

4 (36.4%)

14 (41.2%)

Not valued / lack of understanding of the role

6 (26.1%)

1 (9.1%)

7 (20.6%)

Poor culture / team dynamics

6 (26.1%)

1 (9.1%)

7 (20.6%)

Emotional challenges

5 (21.7%)

1 (9.1%)

6 (17.6%)

Poor management

3 (13.0%)

3 (27.3%)

6 (17.6%)

No opportunity for career advancement

4 (17.4%)

1 (9.1%)

5 (14.7%)

Health reasons

4 (17.4%)

0 (0.0%)

4 (11.8%)

Job insecurity

2 (8.7%)

2 (18.2%)

4 (11.8%)

Organisational barriers to doing my job

2 (8.7%)

2 (18.2%)

4 (11.8%)

Family / work-home balance

2 (8.7%)

1 (9.1%)

3 (8.8%)

Isolation

3 (13.0%)

0 (0.0%)

3 (8.8%)

Lack of support

2 (8.7%)

1 (9.1%)

3 (8.8%)

Not well suited to my strengths

1 (4.3%)

2 (18.2%)

3 (8.8%)

Stigma / discrimination or bullying

2 (8.7%)

1 (9.1%)

3 (8.8%)

To engage in further education / develop other skills

3 (13.0%)

0 (0.0%)

3 (8.8%)

Unable to create change

3 (13.0%)

0 (0.0%)

3 (8.8%)

Want something different

3 (13.0%)

0 (0.0%)

3 (8.8%)

Lack of access to professional development / supervision

0 (0.0%)

2 (18.2%)

2 (5.9%)

Not using my skills

2 (8.7%)

0 (0.0%)

2 (5.9%)

Other

2 (8.7%)

0 (0.0%)

2 (5.9%)

  1. Notes: Proportions of respondents identifying this element were significantly different between government and community managed organisation respondents (Pearson’s chi square, p < 0.05). Gov = Participants employed in government services; CMO = Participants employed in community managed organisations. Participants could identify more than one reason. Up to eight reasons could be coded