Perceived value of external job mobility: development and validation of job mobility mindset

Purpose The purpose of this paper is to examine how beliefs about the value of external mobility vary across individuals and influence job seeker outcomes. While some view frequent external mobility as job-hopping and a sign of disloyalty, others view external mobility as a way to build knowledge, skills and abilities across organizations. Thus, we conceptualize a new construct, job mobility mindset (JMM), which captures individual beliefs about the human capital and signaling value of external job mobility to careers and develop a psychometrically valid measure of JMM. Design/methodology/approach Across four studies, we develop and validate a measure of JMM. We demonstrate the distinction between JMM and extant mobility-related constructs. Additionally, we design a resume screening task to demonstrate the criterion validity of JMM on job seeker outcomes, above and beyond established constructs. Findings A seven-item measure of JMM with two factors was developed. In testing criterion validity, we find that raters who possess a stronger JMM than a weaker JMM, evaluate high-mobility candidates more favorably in the form of higher competence ratings, interview recommendations and starting salaries. Originality/value The conceptualization of JMM contributes to building a more comprehensive nomological network on careers and job mobility. Further, JMM advances research on job mobility and careers by accounting for and capturing more precisely the differing beliefs about the value of external mobility and their consequences for applicant selection.