<b>Intraorganizational mobility and employees’ work-related contact patterns: evidence from panel data in the European Commission</b>

<p dir="ltr">Programs to encourage staff to move <i>within</i> public-sector organizations have become increasingly widespread in recent decades. Yet, although there are some anecdotal accounts, the effects of such intraorganizational mobility remain largely unexplored. Building on insights from organization theory and social psychology, we argue that intraorganizational mobility entails an important trade-off: it undermines movers’ depth of work-related contacts <i>within</i> the (new) department, while it increases the breadth of their work-related contacts <i>outside</i> it. Our empirical analysis evaluates this trade-off using a two-way fixed effects model for a longitudinal dataset of movers (<i>N</i> = 149) and stayers (<i>N</i> = 473) across two survey waves among European Commission officials in 2014 and 2018. Our main findings confirm that intraorganizational mobility is connected in opposing ways to employees’ intra- and extra-departmental work-related contact patterns. In line with theoretical expectations, we find these relationships to be stronger for employees who have previously experienced intraorganizational moves (“repeat-movers”).