Table 5.

Reasons for considering leaving position

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%)

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