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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

ReasonGov (N = 23)
n (%)
CMO (N = 11)
n (%)
Overall (N = 34)
n (%)
Not enough hours / pay10 (43.5%)4 (36.4%)14 (41.2%)
Not valued / lack of understanding of the role6 (26.1%)1 (9.1%)7 (20.6%)
Poor culture / team dynamics6 (26.1%)1 (9.1%)7 (20.6%)
Emotional challenges5 (21.7%)1 (9.1%)6 (17.6%)
Poor management3 (13.0%)3 (27.3%)6 (17.6%)
No opportunity for career advancement4 (17.4%)1 (9.1%)5 (14.7%)
Health reasons4 (17.4%)0 (0.0%)4 (11.8%)
Job insecurity2 (8.7%)2 (18.2%)4 (11.8%)
Organisational barriers to doing my job2 (8.7%)2 (18.2%)4 (11.8%)
Family / work-home balance2 (8.7%)1 (9.1%)3 (8.8%)
Isolation3 (13.0%)0 (0.0%)3 (8.8%)
Lack of support2 (8.7%)1 (9.1%)3 (8.8%)
Not well suited to my strengths1 (4.3%)2 (18.2%)3 (8.8%)
Stigma / discrimination or bullying2 (8.7%)1 (9.1%)3 (8.8%)
To engage in further education / develop other skills3 (13.0%)0 (0.0%)3 (8.8%)
Unable to create change3 (13.0%)0 (0.0%)3 (8.8%)
Want something different3 (13.0%)0 (0.0%)3 (8.8%)
Lack of access to professional development / supervision0 (0.0%)2 (18.2%)2 (5.9%)
Not using my skills2 (8.7%)0 (0.0%)2 (5.9%)
Other2 (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