Some studies indicate that job dissatisfaction will motivate employees to switch their jobs while others suggest that tendency to feel dissatisfied with the job is an inherent individual difference which cannot be entirely decreased through voluntary job mobility. Current study tries to integrate these two theoretical perspectives. Drawing upon the affective adaptation theory, we propose a dynamic model which describes that although voluntary job mobility facilitated by job dissatisfaction will temporarily decrease job dissatisfaction, this effect will not prolong. This is because the temporary decrease of job dissatisfaction caused by prior voluntary job mobility will inhibit voluntary job mobility in the future, which in turn increase job dissatisfaction to some extents until the influence of prior voluntary job mobility diminishes. Job dissatisfaction and voluntary job mobility serve as mediators that keep eliminating the negative effect of voluntary job mobility on job dissatisfaction until it becomes positive. Moreover, the personal control facilitates this recursive relationship by moderating these mediating effects. Results of two cross-lagged studies with 956 and 5,025 employees in individual-level as well as 6,692 and 35,175 career tracks in year-level from National Longitudinal Study of Youth confirm the hypotheses.