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Work, Employment & Society
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Mismatching of persons and jobs in the Netherlands: consequences for the returns to mobility

Maurice Gesthuizen

Radboud University Nijmegen, The Netherlands, M.Gesthuizen{at}maw.ru.nl

Jaco Dagevos

Social and Cultural Planning Office of the Netherlands, J.Dagevos{at}scp.nl

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.

Key Words: intragenerational mobility • job characteristics • mismatches • mobility • panel analyses • returns to mobility

Work, Employment & Society, Vol. 22, No. 3, 485-506 (2008)
DOI: 10.1177/0950017008093482
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