Demographic Characteristics of the Participants
The focus group consisted of 23 counsellors. Regarding the demographics for the group
discussion, the participants did not discuss with nor announce to the other group members,
instead they wrote their responses on the paper questionnaire provided. The responses are
presented in Tables 6.1, 6.2, 6.3, and 6.4.
Table :
Age Group of Participants
Frequency Percent
20-29
3
13.0
30-39
7
30.4
Age
group
40-49 10 43.5
50-59
3
13.0
Total 23 100.0
Age category frequencies are displayed in Table 6.1. The survey sample was distributed over the
ages of 20 to 59. The participants were asked to indicate the age group that they fell in as
follows; 20-29, 30-39, 40-49, 50-59, and 60 plus. The age range of 40-49 had the highest
frequency of 43.5 percent compared to 39.5 percent for the quantitative part of the study,
followed by 30-39 which had a frequency of 30.4 percent compared to 24.15, then 50-59 which
had a frequency of 13 percent compared to 20.4 percent and then 20-29 which had a frequency of
13 percent compared to 9.9 percent for the quantitative part of the study.
Table :
Sex of Participant
Frequency Percent
Female 17 73.9
Sex Male
6
26.1
Total 23 100.0
Gender category frequencies are displayed in Table 6.2. Female respondents were 73.9 percent,
male respondents were 26.1 percent in comparison to the quantitative part of the study where
female respondents were 63.6 percent, male respondents were 35.8 percent and one respondent
indicated saying they were transsexual.
Table :
Highest Academic Qualification
Frequency Percent
Diploma
7
30.4
Academic
qualification
Bachelor’s degree 12 52.2
Master’s degree
4
17.4
Total 23 100.0
Highest academic qualifications category frequency is displayed in Table 6.3. Counsellors with a
bachelor’s degree were the highest frequency 52.2 percent followed by those with diploma at
30.4 percent, then master’s degree 17.4 percent. There was no participant with a PhD, this could
be attributed to their busy schedules and hence could not find time to attend the focus group
discussion. In contrast to the quantitative part of the study whereby counsellors with a master’s
degree were the highest frequency 43.8 percent followed by those with bachelor’s degree at 25.9
percent, then diploma at 21 percent and PhD at 9.3 percent.
Table :
Current Job Status
JOB STATUS Frequency Percent
Working on a fixed term contract
2
8.7
Working on permanent or open ended
contract
8
34.8
Self employed
9
39.1
Part time or locum basis
4
17.4
Total 23 100
Current job status category frequencies were displayed in Table 6.4. Self employed counsellors
were highest at 39.1 percent followed by those working on permanent/open contracts at 34.8
percent then by those working part time or on locum basis at 17.4 percent and those working on
fixed term contracts at 8.7 percent.
Themes and Subthemes Extrapolated from the Focus Group Interview
Secondary research objective 1: What are the personal experiences of dealing with low
self-esteem, high burnout and employee turnover intentions?
Participants were asked if they had ever thought changing jobs since employee turnover is the
main variable of the study. The responses are presented in table 6.5. 60.9 percent responded
‘yes’ and 39.1 percent said ‘no’.
© University of South Africa 2016
Table :
Frequency of Changing Jobs
Frequency Percent
Yes 14 60.9
No
9
39.1
Total 23 100.0
Reasons for Job Change.
Three themes emerged from participants’ responses/narratives namely; diversification reasons,
growth and development reasons; remunerative and benefits reasons. The table below elaborates
the themes and subthemes.
Table :
Reasons for Job Change
Themes and Subthemes Elaboration on Themes
Diversification Reasons
Career change
Seeking and Yearning a
Different Opportunity
Diversification Reasons
The theme ‘diversification reasons’ refers to job changes
associated with introduction or responding to a variety of
options or lack of. The theme is derived from the
participant’s verbatim responses.
Sentences, expressions and descriptions from participant’s
responses referring to career change, seeking and yearning
for different opportunities were included in this criterion.
Career Change
155
© University of South Africa 2016
Career change in this study is referred to as progression of
one’s working or professional life. The subtheme is derived
from participants 2, 5, 13, and 21.
Participant 2 stated “Career change’”
Participant 5 reported: “My life experiences have influenced
this”
Participant 13 shared: “I have never thought of changing
jobs since I entered the counselling profession. I enjoy my
work”.
Participant 21. “No. counselling job is the best, it gives me
satisfaction”
Seeking and Yearning a Different Opportunity
‘Seeking and yearning for different opportunities’ in this
study refers to those reasons ‘that involve searching for or
gaining favourable possibilities, or moving away from
unfavourable possibilities. This subtheme is derived from
responses of participant 4, 9, 10, 12, 14, 15, 21 and 23.
Participant 9 stated: “Greener pastures.”
Participant 12 expressed: “I feel there is a lot of expertise
156
© University of South Africa 2016
© University of South Africa 2016
required with too few resources.”
Participant 4 expressed: “I want to do more research”
Participant 14 expressed: “I want to teach more.”
Participant 15 stated: “Insecurity and new opportunities.”
Participant 10 expressed: “Not really changing but
diversifying to other fields.”
Participant 23 opined: “This depends on available
opportunities.”
Participant 21 expressed: “Though I enjoy training
counsellors than practicing addictions counselling.”
Growth and Development
Reasons
Striving for career
growth
Dealing with job and
career dissatisfaction
Improvement in life
skills
The theme of ‘growth and development reasons’ was derived
from responses that covered overall progression and
improvement reasons. Sentences and expressions referring to
‘dealing with job and career dissatisfaction,’ ‘striving for
career growth’ and ‘improvement in life skills’ was included
in this criterion.
Dealing with Job and Career Dissatisfaction
The subtheme of ‘dealing with job and career dissatisfaction’
was derived from responses that expressed discontent,
157
© University of South Africa 2016
158
© University of South Africa 2016
displeasure and frustration with ones occupation,
occupational setting and occupational progress. This
subtheme is derived from responses of participants 2, 6, 7,
10, 11, 17, 19, 20, and 23.
Participant 2 stated: “Too much pressure not commensurate
with remuneration.”
Participant 6 stated: “Discord with management.”
Participant 7 stated: “Dissatisfaction in the current jobs.”
Participant 10 expressed: “I always felt as if handling clients
was difficult and I was not really cut off for the job.”
Participant 11 expressed: “I didn’t feel motivated and felt
lost within the counselling department.”
Participant 17 stated: “Lack of challenges.”
Participant 19 stated: “Lack of team work.”
Participant 20 expressed: “Lack of upward mobility in
addiction counselling field.”
Participant 23 stated: “Monotony.”
159
© University of South Africa 2016
Striving for Career Growth
The subtheme of ‘striving for career growth’ refers to
responses that expressed professional and occupational
progression and improvement. This subtheme is derived from
responses of participants 3 and 5
Participant 3 stated: “Career growth”
Participant 5 stated: “Desire for career progression and
autonomy”
Improvement in Life Skills
The subtheme ‘improvement in life skills” refers to responses
that expressed deficits in skills needed in daily life. This
subtheme is derived from responses of participant 1.
Participant 1 stated: ‘Poor costly decision making skills.’
Remunerative and Benefit
Reasons
Finance factors
Dealing with workplace
grievances
The theme of ‘remunerative and benefits factors’ was derived
from responses that made reference to or involved money
being spent or paid to the counsellors. In addition, they
referred to the responses that elicited aspects that assist or
promote the well being of the counsellors. Sentences and
expressions covered two subthemes namely: ‘finance factors’
160
© University of South Africa 2016
and ‘dealing with workplace grievances’
Finance Factors
Finance factors were derived from responses that made
reference to or mentioned or involved the obtaining of or
expenditure of money.
Participant 1 stated: “Benefits.”
Participant 8 expressed: “Due to financial constraints
leading to not meeting obligations.”
Participant 18 reported: “Lack of sufficient monetary
compensation.”
Participant 22 stated: “Medical insurance.”
Participant 13 stated: “Poor pay.”
Dealing with Workplace Grievances
The subtheme of ‘dealing with workplace grievances’ was
derived from responses that expressed current complaints
and concerns emanating from the workplace.
Participant 21 stated: “Managing a 24 hour helpline.”
161
© University of South Africa 2016
Participant 6 stated: “No enough time for rest.”
Participant 3 expressed: “Poor management practices.”
Participant 14 sated: “Recalls from leave.”
Participant 18 expressed: “Working with lazy colleagues”
