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Mismatching of persons and jobs in the Netherlands: consequences for the returns to mobility

Author

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  • Maurice Gesthuizen

    (Radboud University Nijmegen, The Netherlands, M.Gesthuizen@maw.ru.nl)

  • Jaco Dagevos

    (Social and Cultural Planning Office of the Netherlands, J.Dagevos@scp.nl)

Abstract

This article answers three questions.To what extent do Dutch workers voluntarily change employers or positions within the firm, do objective and subjectively experienced job characteristics influence voluntary mobility, and does voluntary mobility result in changes in these job characteristics? Analyses show that voluntary mobility occurs quite often. Objective job characteristics do not predict the odds of voluntary mobility. The subjective evaluation of aspects of the job, such as for instance the job in general, the income, the job content and colleagues, and workload, however, do. The stronger this mismatch of persons and jobs, the more likely one is to be voluntarily mobile. Panel analyses furthermore show that this voluntary mobility improves objective job characteristics such as income and status, and reduces an unfavourable evaluation of the person—job fit. Clearly, an unfavourably experienced person—job fit pushes workers out of their jobs, and on average this step brings positive returns.

Suggested Citation

  • Maurice Gesthuizen & Jaco Dagevos, 2008. "Mismatching of persons and jobs in the Netherlands: consequences for the returns to mobility," Work, Employment & Society, British Sociological Association, vol. 22(3), pages 485-506, September.
    • Handle: RePEc:sae:woemps:v:22:y:2008:i:3:p:485-506
    DOI: 10.1177/0950017008093482
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    References listed on IDEAS

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    Cited by:

    1. Ferreira, Priscila & Taylor, Mark, 2011. "Measuring match quality using subjective data," Economics Letters, Elsevier, vol. 113(3), pages 304-306.

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