Willingness for different job mobility types and wage expectations: An empirical analysis based on the online resumes

Abstract

In this paper, we study different determinants of the intentions of multi-dimensional job mobility and potential consequences on the expected wage, allowing for multiple types of moves, including location, industry, and occupation, and different combinations of these three dimensions. Our results confirm that the same observable characteristics can lead to different or even completely opposite effects on job mobility intentions. To be specific, on-the-job seekers (compared to unemployed ones) and job seekers with management positions in their last jobs both have a higher willingness to change job locations, but they are less willing to change industries and occupations. Moreover, our results demonstrate that the relationship between job mobility and wage expectations highly depends on the combinations of different mobility dimensions. Specifically, potential geographic mobility positively impacts wage expectations, with an increase of the expected wage by 6.3%. However, changing industry, occupation, or both results in a lower expected wage by 3.7%, 1.6%, and 11%, respectively. The wage expectation of the "All change" group does not significantly differ from the cohort of non-movers (i.e., "No change"), implying that geographic moves could only partially offset the adverse effects of switching both occupation and industry.

Workers’ mobility across occupations: Complementary insights from the human capital, migration and social stratification literature.

“…, 2014), having a college/university degree (Parrado, Caner, & Wolff, 2007) and having specific training (Mueller & Schweri, 2015). The possible loss of human capital makes on-the-job seekers (Deng, Li, & Shi, 2022) and workers with solid occupational commitment (Otto, Dette-Hagenmeyer, & Dalbert, 2010) less willing to change occupations.…”

“…As human capital is learned through experience in the labor market and formal education, it is known that mobility decreases with age (Bachmann et al, 2020;Gabe, Abel, & Florida, 2019;Gathmann & Sch€ onberg, 2010;Roosaar et al, 2014), firm-tenure (Roosaar et al, 2014), having a college/university degree (Parrado, Caner, & Wolff, 2007) (Mueller & Schweri, 2015). The possible loss of human capital makes on-the-job seekers (Deng, Li, & Shi, 2022) and workers with solid occupational commitment (Otto, Dette-Hagenmeyer, & Dalbert, 2010) less willing to change occupations. However, the transfer of human capital is not the same among all occupations, which explains the significant heterogeneity in worker flows from one occupation to another (Harper, 1995;Poletaev & Robinson, 2008;Villarreal, 2020).…”

Quitters from Hospitality Industry: Misfit or Just Looking for Better Conditions?

“…Finally, following Deng et al (2022), we included regional context variables that may influence the intention to move. By considering the residence county identification, regional variables, such as the unemployment rate and the percentage of employment in the hospitality industry (obtained from Statistics Portugal, INE), were included in the dataset as control variables.…”