Job mobility and job performance: beliefs about social and occupational (dis)advantages as mediators

Abstract

Background. Modern working conditions require an increased amount of spatial mobility from employed personnel. Research suggests that different types of job mobility might exert negative effects on well-being and health, and additionally have different costs and benefits for the work and the social domains. Methods. Using data from 3191 members of the German Armed Forces, we investigated the effects of four different types of job mobility (long-distance commuters, overnighters, residential mobiles and multi-mobiles) in contrast to non-mobiles on employees’ subjective job performance as an occupationally relevant outcome. Moreover, we expected beliefs about social and occupational advantages and disadvantages to mediate the effects of job mobility on subjective job performance. Results. A single concrete event during relocation had fewer negative consequences compared to the effects of circular mobility or multi-mobility. Moreover, beliefs about occupational and social advantages and disadvantages were differently associated with the different types of job mobility and partially mediated the direct effects of job mobility on job performance. Conclusions. Not all types of job mobility are an impairment and extra-organizational stress. Rather, the evaluation and perception of occupational and social (dis)advantages is crucial for the effects of different types of job mobility on organizational relevant outcomes.

Keywords:

• job mobility
• beliefs
• job performance
• mediation

Disclosure statement

No potential conflict of interest was reported by the authors.

Notes

1 The different types of overnighters and residential mobiles were coded separately at first. However, due to low cell numbers within the subcategories, we decided to combine the subtypes of overnighters and the subtypes of residential mobility into one category each.