Job Mobility Research Articles

Entrepreneurial career outcomes of women who switch to self-employment during the crises

This paper aims to reveal the implication of transitions from paid to self-employment during the period of economic crises, and whether such a transition may widen the gender gap in career outcomes. We use insights from the career perspective in entrepreneurship to study career outcomes in three steps. First, we study the survival rate and the career patterns of individuals who switch to self-employment in the post-crisis period. Second, we examine income, job satisfaction, and life satisfaction, as the subjective and objective measure of career success of individuals who survive in self-employment. Lastly, we look at the possible differences in entrepreneurial career outcomes between male and female self-employed in our samples. We use descriptive statistics and entropy balancing to examine the changes in career outcomes of individuals who switch to self-employment during the 1998 Asian financial crisis in Indonesia and the 2008 global financial crisis in the United Kingdom. Our findings demonstrate that in both countries, the survival rate is less than 50% for over 5 years following the transitions, with the risk of experiencing downward job mobility for those who do not survive in self-employment. In addition, our study reveals that transitions to self-employment give no gains to the individuals; as the career outcomes of those who switch to self-employment are relatively similar or even not any better than similar individuals who remain in paid employment. Lastly, we found a smaller proportion of females survive in self-employment in the long term, as those who switch to and survive in self-employment in both countries are dominated by males.

Gender inequality in relational position-taking: An analysis of intra-organizational job mobility networks

We conceptualize within-organization job mobility as a position-taking process, arguing that the structure and outcome of claims over positions are characteristics of organizational inequality regimes. Drawing on data from 10 distribution centers from a large U.S. firm, we examine gendered job mobility as the observed network of workers moving among jobs. Results from network analysis and meta-regression reveal that in the firm examined, workers tend to move between jobs with similar gender compositions, that mobility lattices tend to be more ladder-like for male-concentrated jobs but more circuitous for female-concentrated jobs, and that there is less upward mobility overall in organizations with higher levels of wage inequality. Both organization level inequalities and the relationship between positions within organizations condition mobility. While we do not observe discursive claims on positions, we argue that these are the underlying mechanisms driving gendered job mobility.

The Impact of MCAST Apprentices on Insurance Companies Operating in Malta - A Manager’s Perspective

This study probes the MCAST insurance apprenticeship scheme and the impact of apprentices on the local insurance companies, acting as sponsors. This study is of particular relevance since the local insurance firms are experiencing growth but have the challenge of employee turnover and skills shortage. This research study investigates the work-based learning experience of students, the mentoring of apprentices and the supervising procedures adopted by MCAST and the insurance firms. The purpose is to analyse the impact of MCAST trainees on local insurance firms and depict practical recommendations to ameliorate the learning experience of the apprentices. The recommendations emanating from this study, assist MCAST to develop high-performance apprenticeship schemes and assist the local insurance industry, in the recruiting and training of young employees. This qualitative research gathers data through nine in-depth, semi-structured interviews and adopts the Grounded Theory Methodology to address the research problem and attain the stated objectives. The researcher adopts the constructivist approach incorporating an inductive and abductive stance. The findings emanating from the data illustrate the need to promote the insurance industry as a provider of stable and fulfilling careers with the possibility of job mobility. MCAST and the insurance firms need to enhance their collaboration to promote the insurance apprenticeship, among young learners, even at secondary level. An overhaul of the mentoring and supervising approach is needed to provide a work-based learning experience of excellence to MCAST apprentices. MCAST apprenticeship is considered by the insurance executives as the best training opportunity to recruit skilled workers and create networks. The scheme is cost effective to the firms and is considered as a long-term investment in human resources. A well-planned strategy to enhance collaboration and share knowledge between the leading VET provider of the Maltese Islands and the insurance industry is required for the benefit of the apprentices who are the future employees of the local insurance firms.

Should I Learn or Should I Turn? Implications of Job Mobility for Subsequent Learning at Work

AbstractWork learning is the skills and the knowledge that is generated from work practices and in exchange of information at work. While there are good reasons to fear that frequent job changers do not learn thoroughly at work, it is also conceivable that the experience of many types of jobs instead yields greater learning. Despite this issue’s significance for on-going discussions in research and policy, thorough analyses of it are surprisingly sparse. In this study, we test whether job mobility is positively or negatively associated with subsequent work learning using data from two Swedish representative datasets (LNU and PIAAC). In order to substantiate both claims, we utilize a wide array of research on human capital, job matching, labor market segmentation and learning motivation. We analyze a broad set of indicators of work learning and show that job mobility in general is associated with greater total subsequent learning than is job stability.

National Estimates of the Reserve Capacity of Registered Nurses Not Currently Employed in Nursing and Emergency Nursing Job Mobility in the United States

In a large-scale disaster, recruiting from all retired and nonworking registered nurses is one strategy to address surge demands in the emergency nursing workforce. The purpose of this research was to estimate the workforce capacity of all registered nurses who are not currently working in the nursing field in the United States by state of residence and to describe the job mobility of emergency nurses. Weighted population estimates were calculated using the 2018 National Sample Survey of Registered Nurses. Estimates of all registered nurses, including nurse practitioners who were not actively working in nursing as well as only those who were retired, based on demographics, place of residence, and per 1,000 state population, were visualized on choropleth maps. Workforce mobility into and out of the emergency nursing specialty between 2016 and 2017 was quantified. Of the survey participants, 61% (weighted n=2,413,382) worked full time as registered nurses at the end of both 2016 and 2017. At the end of 2017, 17.3% (weighted n=684,675) were not working in nursing. The Great Lakes states and Maine demonstrated the highest per capita rate of those not working in nursing, including those who had retired. The largest proportion of those entering the emergency nursing specialty were newly licensed nurses (15%; weighted n=33,979). There is an additional and reserve capacity available for recruitment that may help to meet the workforce needs for nursing, specifically emergency nurses and nurse practitioners, across the United States under conditions of a large-scale disaster. The results from this study may be used by the emergency care sector leaders to inform policies, workforce recruitment, workforce geographic mobility, new graduate nurse training, and job accommodation strategies to fully leverage the potential productive human capacity in emergency department care for registered nurses who are not currently working.

Trapped in a loss spiral: how and when work alienation relates to knowledge hiding

Drawing on conservation of resources theory, we hypothesize that work alienation promotes knowledge hiding through emotional exhaustion and that job mobility moderates the relationship between work alienation and emotional exhaustion. We conducted two time-lagged studies in China to test our research model. Studies 1 and 2 found that work alienation was positively related to knowledge hiding and that emotional exhaustion mediated this relationship. Study 2 revealed that job mobility attenuated the positive effect of work alienation on emotional exhaustion and the indirect effects of work alienation on evasive hiding, playing dumb, and rationalized hiding via emotional exhaustion. The present research sheds valuable light on the processes (how) and contingencies (when) whereby work alienation affects knowledge hiding for the first time, thus extending prior research and encouraging further explorations on the topic of work alienation and knowledge hiding.

US Permanent Residency, Job Mobility, and Earnings

One concern regarding US immigration policies is that skilled workers on temporary visas may be bound to their employers in “indentured servitude,” giving rise to monopsony power. I investigate this concern by estimating the effect of acquiring permanent residency on the job mobility and earnings of these workers. Using fixed effects models, I find an immediate upsurge in mobility upon permanent residency receipt, primarily driven by voluntary moving being depressed during the employer-sponsored immigration process. Job lock reduces the earnings of male workers by 4.7%, which translates to a 2% surplus for firms after extra hiring costs are subtracted.

Mapping the (mis)match of university degrees in the graduate labor market

This paper contributes to the scarce literature on the topic of horizontal education-job mismatch in the labor market for graduates of universities. Field-of-study mismatch or horizontal mismatch occurs when university graduates, trained in a particular field, work in another field at their formal qualification level. The data used in the analysis come from the first nationally representative survey of labor insertion of recent university graduates in Spain. By estimating a multinomial logistic regression, we are able to identify the match status 4 years after graduation based on self-assessments. We find a higher likelihood of horizontal mismatch among graduates of Chemistry, Mathematics, Physics, Pharmacy, and Languages and Literature. Only graduates in Medicine increase the probability of being adequately matched in their jobs. It may be hypothesized that horizontal mismatch is more likely among those graduates in degree fields that provide more general skills and less likely among those from degree fields providing more occupation-specific skills. Other degrees such as Business Studies, and Management and Economics Studies increase the probability of being vertically mismatched (over-educated). Vertical mismatch preserves at least some of the specific human capital gained through formal educational qualifications. However, some workers with degrees in Labor Relations and Social Work are in non-graduate positions and study areas unrelated to their studies. The paper also shows that graduates in the fields of health sciences and engineering/architecture increase the probability of achieving an education-job match after external job mobility.

Current Status of Training and Certification for Congenital Heart Surgery Around the World: Proceedings of the Meetings of the Global Council on Education for Congenital Heart Surgery of the World Society for Pediatric and Congenital Heart Surgery.

The optimal training of the highly specialized congenital heart surgeon is a long and complex process, which is a significant challenge in most parts of the world. The World Society for Pediatric and Congenital Heart Surgery (WSPCHS) has established the Global Council on Education for Congenital Heart Surgery as a nonprofit organization with the goal of assessing current training and certification and ultimately establishing standardized criteria for the training, evaluation, and certification of congenital heart surgeons around the world. The Global Council and the WSPCHS have reviewed the present status of training and certification for congenital cardiac surgery around the world. There is currently lack of consensus and standardized criteria for training in congenital heart surgery, with significant disparity between continents and countries. This represents significant obstacles to international job mobility of competent congenital heart surgeons and to the efforts to improve the quality of care for patients with Congenital Heart Disease worldwide. The purpose of this article is to summarize and document the present state of training and certification in congenital heart surgery around the world.

대졸 청년층의 초기 노동시장에서의 이직 결정요인 및 임금효과 분석

본 연구의 목적은 2018 대졸자직업이동경로조사(2017GOMS) 자료를 활용하여 대졸 청년층의 초기 노동시장에서의 이직 결정요인 및 임금효과를 실증적으로 분석하였다. 주요 분석결과는 첫째, 이직 결정 요인 분석 결과, 여성, 기혼, 전문대졸업자, 직업훈련 미참여, 인턴 미경험, 예체능계열, 짧은 현직장근속 기간, 숙박 및 음식점업, 그리고 업무에 대한 만족도가 낮을수록 이직가능성이 높은 것으로 나타났다. 둘 째, 이직에 의한 임금효과 분석 결과, 이직여부와 관련하여 비이직자에 비해 이직자는 평균적으로 2.7% 높은 임금상승을 보이는 것으로 나타났다. 이직사유에 따른 임금효과에 대한 분석 결과, 비이직자들에 비 해, 자발/비자발적 이직을 경험한 사람들의 임금 상승폭이 큰 것으로 나타났으며, 자발적 이직자에 비해 비자발적 이직을 경험한 사람들의 임금 상승폭이 조금 더 높게 나타났다. 셋째, 학력별 이직에 따른 임금 효과를 분석한 결과, 전문대졸업자와 4년제 졸업자 모두 이직을 통해 임금상승의 효과가 나타났으며, 전 문대 졸업자의 임금상승이 조금 더 높게 나타났다. 본 연구는 대졸 청년들의 초기 노동시장에서의 이직 결정요인 및 임금효과를 분석함에 있어, 이직사유의 세분화, 학력별 이직에 따른 임금효과에 대한 실증적 인 분석을 통해 선행연구에서 언급되고 있는 첫 일자리의 중요성과 더불어 2차 노동시장으로 진입한 일 부 청년들이 이직을 통해 임금이 변화하는 양상을 확인할 수 있다.

Testifying in support of SB 906: AN ACT CONCERNING NON-COMPETES

Noncompetes have a harmful effect on job mobility, wages, competition, entrepreneurship, and equality. They restrict employees from switching employers or starting their own competing business. Those restrictions depress wages, reduce entrepreneurship, and impede efforts to correct inequities. In the past decade, a wealth of research—empirical, experimental, and theoretical studies—offers evidence about the key role that human capital policy, including noncompete contracts, plays in industries and regions. Research on the question of labor market mobility has taken multiple forms: longitudinal studies, comparative regional studies, patent network mapping, surveys, behavioral lab experiments, ethnographies, simulations, and modeling.

What do residential lotteries show us about transportation choices?

Credibly identifying how the built environment shapes behaviour is empirically challenging, because people select residential locations based on differing constraints and preferences for site amenities. Our study overcomes these research barriers by leveraging San Francisco’s affordable housing lotteries, which randomly allow specific households to move to specific residences. Using administrative data, we demonstrate that lottery-winning households’ baseline preferences are uncorrelated with their allotted residential features such as public transportation accessibility, parking availability and bicycle infrastructure – meaning that neighbourhood attributes and a building’s parking supply are effectively assigned at random. Surveying the households, we find that these attributes significantly affect transportation mode choices. Most notably, we show that essentially random variation in on-site parking availability greatly changes households’ car ownership decisions and driving frequency, with substitution away from public transport. In contrast, we find that parking availability does not affect employment or job mobility. Overall, the evidence from our study robustly supports that local features of the built environment are important determinants of transportation behaviour.

The (socio) politics of misfit: a moderated-mediation model

PurposeThe growing instability of the labor market will almost certainly result in more employees whose values misfit with their organization’s. This paper draws from the exit-neglect-voice-loyalty model to examine a broader range of responses to misfit; explores sociopolitical resources as the mechanisms through which misfit transmits its effects and investigates job mobility as a boundary condition enhancing or constraining responses to misfit.Design/methodology/approachA novel model (N = 152 New Zealand employees) examined links from misfit to two sociopolitical resources (perceived influence and organizational responsiveness) and from these to exit-neglect-voice-loyalty moderated by job mobility. Supplemental analyses examine moderated-mediation.FindingsMisfit negatively predicted both sociopolitical resources, perceived influence and organizational responsiveness. Moderated-mediation analyses showed that the constructive reactions to misfit (voice and loyalty) were predicted conditionally at low levels of job mobility and indirectly via the respective sociopolitical resources. In contrast, destructive reactions to misfit (exit and neglect) were predicted directly, with neglect predicted at high levels of job mobility.Research limitations/implicationsImplications for human resource practitioners highlight the deleterious repercussions of misfit but also include the conditions under which misfit employees may attempt to constructively salvage their employment relationship.Originality/valueThis study integrates a broader set of concurrent responses to misfit using the exit-neglect-voice-loyalty typology, as well as introducing sociopolitical perspectives to the literature on misfit.

Wage Growth across Fields of Study among Young College Graduates: Is There a Gender Gap?

AbstractWe use the Flexible Professional in the Knowledge Society data set to learn about gender gaps during the early career of college graduates in Europe. We document substantial heterogeneity across fields of education in the gender wage gap at the entrance to the labour market. We find that the gap evolves against women over the five years after graduation in Social Science and in Economics, Business, and Law. Finally, we estimate a significant female wage growth penalty after we control for observable characteristics only within the Economics, Business, and Law category. Within this field, we estimate a female annual wage growth penalty of 1.1 percentage points among individuals who remained childless and 2.5 percentage points among individuals who became parents. A small fraction of the wage growth gap disappears after we control for variables capturing individual differences in job mobility or in labour market attachment during the early career. (JEL codes: J16, J24, J31)

Trends and cycles in U.S. job mobility

AbstractRecent studies document a decline in U.S. labor‐market fluidity from as early as the 1970s on. Making use of the Annual Social and Economic supplement to the Current Population Survey, I uncover a pronounced increase in job‐to‐job mobility from the 1970s to the 1990s, i.e. the annual share of continuously employed job‐to‐job movers rises from 5.9% of the labor force in 1975–1979 to 8.8% in 1995–1999. Job‐to‐job mobility exhibits a downward trend only since the turn of the millennium. In order to provide a formal economic interpretation, I additionally estimate the parameters of the random on‐the‐job search model. Furthermore, I document that job‐to‐job mobility has an unconditional correlation of −0.86 with the unemployment rate at business‐cycle frequencies in 1975–2017, varying by around 3 percentage points over the business cycle.

Enjoy the pain that you cannot avoid: Investigation on the relationship between developmental job experience and employees’ innovative behavior

This study investigates the positive and negative effects of developmental job experience (DJE) on employees’ innovative behavior. Relying on transactional stress theory, we hypothesize the mediating roles of psychological capital and burnout in the relationship between DJE and innovative behavior as assessed by team leaders. The results reveal that DJE is only indirectly related to innovative behavior via psychological capital and burnout when employees’ perceived job mobility within an organization (PJM) is low (moderated mediation). We also find that employees’ PJM significantly and differentially moderates the relationships between DJE and psychological capital and between DJE and burnout. Our study provides both theoretical and practical guidance on how to utilize developmental jobs to promote employees’ innovative behavior.

Regional labour market effects of immigration on low-skilled workers: the case of Sweden 1990–2003

PurposeThe purpose of this paper is to examine the effects of immigration on the labour market outcomes of low-educated natives (i.e. residents without a university diploma). Using the labour market competition theory, which argues that the labour market effects of natives depend on the skill set of immigrants, the paper addresses whether immigrants are complementary to or substitutes for native workers.Design/methodology/approachLongitudinal matched employer–employee data on Sweden are used to estimate how low-educated natives, in regions experiencing the greatest influx of refugees from the Balkan wars, responded to this supply shock with regard to real wages, employment and job mobility between 1990 and 2003.FindingsFirst, the analysis shows that low-educated native workers respond to the arrival of immigrants with an increase in real wages. Second, although employment prospects in general worsened for low-skilled workers in most regions, this is not attributable to the regions experiencing the largest supply shock. Third, there are indications that low-skilled natives in immigration-rich regions are more likely to change workplace, particularly in combination with moving upwards in the wage distribution.Originality/valueRather than seeing an emergence of the commonly perceived displacement mechanism when an economy is subject to a supply shock, the regional findings suggest that high inflows of immigrants tend to induce a mechanism that pulls native workers upwards in the wage distribution. This is important, as the proportion of immigrants is seldom evenly distributed within a nation.

Noncompete Clauses, Job Mobility, and Job Quality: Evidence from a Low-Earning Noncompete Ban in Austria

I study the effect of noncompete agreements on low-earning workers using a noncompete ban in Austria. The ban increased treated workers’ annual job-to-job transition rate by 0.3 percentage points (a two percent increase). This effect was driven by within-industry job transitions. The reform also disproportionately increased transitions to higher-quality firms and transitions accompanied by earnings gains. However, I do not find that the ban increased treated workers' overall earnings growth rates. This evidence shows that noncompetes in Austria restricted low-earning workers’ job mobility but that their impact was not large enough to affect overall mobility or earnings trends.

Job Displacement and Job Mobility: The Role of Joblessness

Who is harmed by and who benefits from worker reallocation? We investigate the earnings consequences of changing jobs and find a wide dispersion in outcomes. This dispersion is driven not by whether the worker was displaced, but by the duration of joblessness between job spells. Job movers who experience joblessness suffer a persistent reduction in earnings and tend to move to lower-paying firms, suggesting that job ladder models offer a useful lens through which to understand the negative consequences of job separations.

Banning Noncompete Agreements to Create Competitive Job Markets

Competitive job markets are critical to the success of the national economy, spurring innovation while boosting wages and labor equality. The moment is ripe for the new administration to foster competitive job markets by banning noncompete agreements (noncompetes). New empirical evidence shows that noncompetes have harmful effects on job mobility, wages, competition, entrepreneurship, and equality. Yet noncompetes are widely included in employment contracts. And inconsistent state rules on noncompetes (and their enforcement) have led to employee confusion and disputes among state courts. A tough, consistent federal strategy to eliminate noncompetes is needed. Several recent federal and state initiatives addressing noncompetes have created momentum that the new administration can build on to rapidly address this issue. The Biden-Harris administration should (1) adopt a federal ban on noncompetes, (2) actively educate the public about their labor-mobility rights (and actively support those rights), and (3) take proactive steps to ensure compliance with labor-mobility policy. Specific steps the new administration could consider include: Barring noncompete agreements through legislation or executive order. If barring all noncompetes is not yet feasible, a federal ban on noncompetes imposed on low-wage and unskilled workers would be a good first step. Issuing executive orders that (i) restrict or eliminate government contracting with companies that use noncompetes; and (ii) require employers in states that restrict noncompetes not to sign noncompetes with employees in those states, and/or to give prominent notice of the unenforceability of noncompetes in those states. Requiring employment contracts to include a notice about employees’ right to leave their employer. Banning secrecy imposed by employers regarding salary information. Requiring the Department of Labor, Federal Trade Commission, and Department of Justice Antitrust Division to collaborate to actively enforce laws and policies governing noncompetes nationwide.