Self-esteem and employee burnout as predictors of employee turnover intention among professional counsellors in Nairobi, Kenya

Abstract

Staff turnover affects employees, employers and their clients. When counsellors leave a particular employment context, relationships have to be modified or terminated, and in some instances, clients have to start counselling afresh. This study focused on testing whether self-esteem and burnout can be predictors of voluntary turnover. Relating the three variables of self-esteem, employee burnout, and employee turnover intentions among counsellors reveals a dearth in literature and research. This study utilised qualitative and quantitative data. A sample of 200 counsellors received questionnaires to collect quantitative data and 162 questionnaires were analysed. The Intentions-To-Stay Questionnaire by Roodt (2004) measured turnover intention, the Maslach Burnout Inventory (Maslach & Jackson, 1981) measured Burnout and the Rosenberg Self-esteem scale (Rosenberg, 1965) measured self-esteem. Qualitative data collection utilised the focus group interview. 23 participants for one group interview were selected using Convenience sampling. Significant relationship was found between self-esteem and age, gender, marital status, duration of work, academic qualification and job status. Results indicated that the emotional exhaustion subscale has statistically significant relationships with age, academic qualification, marital status and employment status. The depersonalization subscale indicated a statistically significant relationship with age, gender, marital status and employment status. The personal accomplishment subscale indicated statistically significant relationship with gender, academic qualification, marital status, duration of employment and employment status. A statistically significant relationship was found between turnover intention and age, marital status, highest academic qualification of participant and employment status. Further, a statistically significant relationship was found between turnover intention and burnout but not between turnover intention and self-esteem. This analysis confirmed burnout as a predictor variable and self-esteem as not. Study findings revealed three categories of reasons influencing turnover among counsellors; namely diversification reasons, growth and development reasons, and remunerative reasons. Counsellor narratives of burnout revealed three major themes namely: exhaustion, work settings, characteristics, and sources of stress. Workplace and institutional interventions were categorized into two namely developmental and normative. An integrated model of clinical supervision for responding to burnout and turnover intention was presented as part of the discussion.