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Mobility and career development of professionals and managers

Mobility and career development of professionals and managers. Laura Coppin Tom Vandenbrande. Overview of the presentation. 2006: European year of workers’ mobility P&MS in the EB mobility Geographic mobility (change of residence) Level and distance of geographic mobility

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Mobility and career development of professionals and managers

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  1. Mobility and career development of professionals and managers Laura Coppin Tom Vandenbrande

  2. Overview of the presentation • 2006: European year of workers’ mobility • P&MS in the EB mobility • Geographic mobility (change of residence) • Level and distance of geographic mobility • Attitudes towards international mobility • Experience with past long distance mobility • Job mobility (change of employer) • Attitudes towards job mobility • Level of job mobility • Voluntary vs. forced job hops • Conclusions: the position of P&MS

  3. 2006: European year of workers’ mobility • Mobility: a central issue in the European employment strategy • Eurobarometer survey on mobility (EB64.1) • European Foundation for the Improvement of Living and Working Conditons • September 2005 • 25 000 respondents, 25 MS

  4. P&MS in the EB mobility • P&MS: 1 902 respondents (17%) • Managers (ISCO 1): 618 • Professionals (ISCO 2): 1 284 • Respondents in other occupations: 9 572 (83%)

  5. GEOM: past moves (1) • # of moves since leaving the parental home • P&MS: 4.1 • Other: 3.2 • Average duration of stay in dwelling • P&MS: 6.1 years • Other: 6.7 years

  6. GEOM: past moves (2) • Distance of past moves: longer distances = larger share of P&MS (especially professionals)

  7. GEOM: future moves • Expected mobility in the next 5 years: • P&MS: 34% • Other: 28% • Distance of expected moves: longer distances = larger share of P&MS • to another EU country: • P&MS: 5% ↔ other workers: 3% • to another country, outside the EU • P&MS: 4% ↔ other workers: 2%

  8. Attitudes towards international mobility • P&MS more positive attitude towards international mobility • more convinced of the benefits of long distance mobility (for individuals, families, the economy, the labour market, European integration) • more encouraging factors • less discouraging factors • less expected difficulties

  9. Encouraging factors for international mobility • P&MS more encouraged by local environment factors (discovering a new environment, having better weather) • Social network related reasons more important for P&MS • A higher household income and better working conditions more important for other workers

  10. Discouraging factors and expected difficulties • No.1 discouraging factor: missing support / direct contact with family or friends • No.1 expected difficulty: lack of language skills • P&MS: 44% • Other: 60% • P&MS more confident about finding a job • P&MS: 30% • Other: 41%

  11. Past long distance mobility experience • Motivation: new job or job transfer most important reason • P&MS: 52% • Other: 40% • Effects: P&MS in general more satisfied about the outcomes of long distance mobility • P&MS more satisfied about work and income related factors • Housing conditions most important improvement (except for managers: work and income) • Contact with family and friends most important deterioration (P&MS = other)

  12. Attitudes towards job mobility • P&MS more confident about their position on the labour market: agreement to “it is difficult to find a good job in our country” • P&MS: 58% • Other: 71% • P&MS more positive towards job mobility: agreement to “changing jobs every few years is good for people” • P&MS: 53% (P: 55% ↔ M: 48%) • Other: 43%

  13. Job mobility over the career • # of jobs in the entire career • P&MS: 3.8 (M: 4.0 ↔ P: 3.6) • Other: 3.9 • % of respondents who have never changed employer • P&MS: 27% (M: 20% ↔ P: 30%) • Other: 25%

  14. Recent job mobility: the previous job hop (1) • Lower share of P&MS experienced job mobility in the recent past • Job hop in the last year: • P&MS: 5% • Other: 9% • Job hop in the last 5 years: • P&MS: 28% • Other: 33%

  15. Recent job mobility: the previous job hop (2) • Professionals more mobile when making a job hop than managers & other workers (larger share with previous job in other region or country) • Higher sectoral homogeneity (NACE 1-digit) between jobs among P&MS • P&MS: 58% • Other: 54%

  16. JOBM: future job hops • Professionals higher mobility expectations than managers and other workers • Expected job mobility in the next five years • P: 45% • M: 35% • Other: 41%

  17. Voluntary vs. forced job mobility (1) • Previous job hop • Strong position of managers (and professionals) • Forced for labour market related reasons (was made redundant, contract expired) • M: 12% • P: 18% • Other: 26% • Voluntary for labour market related reasons (didn’t like previous job, found a better job, created own business) • M: 71% • P: 59% • Other: 50%

  18. Voluntary vs. forced job mobility (2) • Job mobility expectations • Optimistic expectations among professionals • Forced expected job mobility (will be made redundant, contract will expire) • M: 16% • P: 16% • Other: 26% • Voluntary expected job mobility (doesn’t like current job, will find a better job, likes change) • M: 61% • P: 71% • Other: 63%

  19. Conclusion Strong position of P&MS Long distance mobility: interaction: more (positive) experience & more positive attitudes & language skills Job mobility: positive attitude, not necessarily more mobility but better mobility

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