 Human resources mobility management: a study of job related and non-related factorsMaria Pilar de Luis Carnicer, Manuela Perez Perez, Angel Martinez Sanchez, Maria Jose Vela Jimenez International Journal of Human Resources Development and Management, 2003, vol. 3, issue 4, 308-328 Abstract: This paper analyses the results of a survey about labour mobility, which used a representative sample of 1,185 Spanish employees. The results indicate that the perceptions of jobs, such as job satisfaction, fairness of pay, employment stability and work-family balance are explanatory factors of job mobility, while some human resources management practices, such as internal training, may have effects opposite to those expected. Different types of mobility have been studied: occupational mobility is greater in large companies, and among senior, younger and more trained employees; voluntary turnover is more frequent among male employees, who have a greater level of formal education, have had access to more training and have reached a higher level of professional category; intentions to quit increase among junior and younger employees who have had no access to training in the company. The results also have implications for the analysis of dualities in the labour markets. Keywords: mobility; promotion; turnover; human resources management; HRM; Spain. (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:ids:ijhrdm:v:3:y:2003:i:4:p:308-328 Access Statistics for this article More articles in International Journal of Human Resources Development and Management from Inderscience Enterprises Ltd |
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