A few earlier studies have shown that employee's turnover intentions and job mobility simultaneously could affect health and burnout. The present study investigated the cross‐sectional, 2‐year longitudinal and possible interactional or additive effects of turnover intentions and job mobility (internal and external mobility) on health (SF‐36) and burnout (CBI). The study used questionnaire data from 662 Swedish civil servants, 73% remained at the same workplace, 13% were internally mobile, and 14% left the organization (externally mobile) during the 2‐year follow‐up period. The results showed that high turnover intentions were cross‐sectionally associated with worse mental health (MH) and higher degree of burnout. The externally mobile group had, after the change of workplace, less degree of personal and work‐related burnout compared to the non‐mobile group. The effect of internal mobility on burnout and health was negligible compared to the effects of external mobility. The results also indicated that the relationship between turnover intentions and actual job mobility are additive rather than interactive. One practical implication of the present findings is that external mobility, if it is in concordance with the individual intentions, could be a powerful health promoting factor.
Background: The main purpose of the present study was to examine the 2-year longitudinal and reciprocal relationship between job mobility and health and burnout. A second aim was to elucidate the effects of perceived organizational justice and turnover intentions on the relationship between job mobility (non-, internally and externally mobile), and health (SF-36) and burnout (CBI).
The aim of the present study was to evaluate and further validate a modified Exit, Voice, Loyalty and Neglect (EVLN) instrument (Hagedoorn, Van Yperen, Van de Vliert & Buunk, 1999), in a Swedish sample (n= 792). To test the underlying scaling assumptions, the convergent and divergent validity, a multitrait/multi-item analysis was conducted and factor analyses were used to evaluate the factor structure. The concurrent validity was tested by using the modified EVLN instrument as predictor and three different forms of justice as criteria in the analysis. The criterion-related validity was tested and an association between exit behavioral response and actual exit behavior was found (predictive validity). The results showed that the instrument may be considered to be a valid measure with the exception of the aggressive voice scale.
BackgroundChanging jobs is part of modern working life. Within occupational health, job mobility has mainly been studied in terms of employees’ intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility.MethodsThe study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions.ResultsLow variety and high autonomy were associated with increased voluntary job mobility. However, the associations between health and voluntary job mobility did not reach significance. Possible explanations for the null results may be that the population was homogeneous, and that the instruments for measuring global health are too coarse for a healthy, working population.ConclusionsVoluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts.
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