Jobmobilitet

Jobmobilitet describes the ability and actual movement of workers between jobs, occupations, regions, or employers within a labor market. It encompasses vertical and horizontal moves, internal mobility within organizations, external moves between firms, and geographic shifts.

Dimensions include occupational mobility (changing occupation), geographic mobility (relocating), and firm mobility (changing employer). Mobility can be voluntary or involuntary (due to layoff, outsourcing), and may be influenced by cross-border considerations in open labor markets.

Drivers and barriers: wage differentials, skill demand, and career prospects incentivize mobility; costs such as housing, relocation, caregiving, credential recognition, and discrimination can impede it. Policy settings like unemployment insurance, active labor market programs, and portability of benefits affect incentives.

Measurement: economists track transition rates, tenure, and job-to-job changes using surveys and administrative records. Indicators include the job mobility rate, average time between jobs, and geographic relocation rates. Data sources include national labor surveys and international databases (e.g., OECD).

Impact and policy relevance: higher mobility can improve allocation of labor, raise productivity and wages, and support structural adjustment to economic change. Conversely, transitions may involve short-term unemployment and skill mismatches. Policies to support mobility include retraining, recognition of qualifications, portable benefits, and housing or relocation assistance, alongside targeted regional development.