Programs to encourage staff to move within 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 within the (new) department, while it increases the breadth of their work-related contacts outside it. Our empirical analysis evaluates this trade-off using a two-way fixed effects model for a longitudinal dataset of movers (N = 149) and stayers (N = 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”).

中文翻译：

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组织内流动性和员工与工作相关的接触模式：来自欧盟委员会面板数据的证据


近几十年来，鼓励员工在公共部门组织内流动的计划变得越来越普遍。然而，尽管有一些轶事描述，但这种组织内部流动的影响在很大程度上仍未得到探索。基于组织理论和社会心理学的见解，我们认为组织内部流动性需要一个重要的权衡：它削弱了搬家者在（新）部门内与工作相关的联系的深度，同时增加了他们在部门外与工作相关的联系的广度。我们的实证分析使用双向固定效应模型评估了这种权衡，该模型用于 2014 年和 2014 年欧盟委员会官员的两波调查浪潮 （N = 149） 和留守者 （N = 473） 的纵向数据集。我们的主要发现证实，组织内流动性与员工部门内和部门外与工作相关的接触模式以相反的方式联系。与理论预期一致，我们发现这些关系对于以前经历过组织内部调动的员工（“重复移动者”）来说更牢固。