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Why do some employees fall into and fail to exit a job-lock situation?
Anna Huysse-Gaytandjieva1, Wim Groot, Milena Pavlova
1Department of Health Services Research, CAPHRI, Maastricht University Medical Center, Faculty of Health, Medicine and Life Sciences, Maastricht University, Duboisdomein 30, 6229 Maastricht, The Netherlands. anna.huysse@gmail.com
Journal of Environmental and Public Health
|June 6, 2013
Summary
Job lock, a state where employees feel trapped in their jobs, is influenced by demographics and work factors. Mental health and personality traits significantly impact staying in job lock, while career progression opportunities aid exit.
Area of Science:
- Labor Economics
- Organizational Psychology
- Sociology of Work
Background:
- Limited research exists on employee exit from job lock.
- Understanding factors influencing job lock persistence is crucial for employee well-being and labor market dynamics.
Purpose of the Study:
- To identify factors influencing employees' ability to exit job lock.
- To analyze predictors of remaining in or exiting long-term job lock.
Main Methods:
- Utilized longitudinal data to track employees in and out of job lock.
- Employed first-order Markov transition models to analyze influencing factors.
Main Results:
- Demographic and work-related factors (age, marital status, employment type, occupation, sector, regional unemployment) predict entry into long-term job lock.
- Mental health issues and personality traits (low self-esteem, decisional procrastination) increase the likelihood of remaining in job lock.
- Managerial, service, or associate occupations, private sector employment, and promotion opportunities facilitate exit from job lock.
Conclusions:
- Job lock entry is associated with specific demographic and employment characteristics.
- Persistence in job lock is linked to mental health and personality traits.
- Career-related factors such as occupation type and promotion prospects are key to exiting job lock.
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