HELIX VINN Excellence Centre, Linköping University, 581 83 Linköping, Sweden.
BMC Public Health. 2012 Aug 21;12:682. doi: 10.1186/1471-2458-12-682.
Changing 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.
The study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions.
Low 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.
Voluntary 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.
换工作是现代职场生活的一部分。在职业健康领域，工作流动性主要是根据员工离职的意愿来研究的。与实际离职相比，离职意愿并不确定，只能反映个人换工作的概率。本研究旨在确定哪些工作条件预测自愿性工作流动，并检验健康状况或倦怠是否预测自愿性工作流动。
该研究基于 792 名公务员的问卷调查数据。使用逻辑回归对数据进行分析。
低多样性和高自主性与自愿性工作流动增加有关。然而，健康状况与自愿性工作流动之间的关联并未达到显著水平。可能导致结果为零的解释可能是人群具有同质性，并且用于衡量整体健康的工具对于健康的在职人群来说过于粗糙。
自愿性工作流动可能可以通过高自主性和低多样性来预测。前者可能反映出具有高自主性的个体具有更强的职业发展动机；后者可能反映了低多样性导致工作不满的事实。与我们关于工作内容的结果相反，整体健康测量并不是自愿性工作流动的有力预测指标。这可能是因为健康通过几个抵消渠道影响工作流动性，涉及寻找新工作的资源和能力。未来的工作应该使用更详细的健康测量或检查其他工作环境，以便我们可以了解健康的抵消效应在不同环境中占主导地位的情况。
