Employees’ mobility generally effects positively firms’ and individual outcomes. Mirroring these findings, co-mobility research, investigating group transitions, mirrors these findings. A recent population based study found that up to 4% of all employees’ transitions occur in group. Although comobility is an important phenomenon, its antecedents remain unknown. This study addresses this gap by linking various dimensions of homophily between co-mobile employees and the likelihood of comobility. Our research context is a natural experiment of an organizational collapse. We analyze 30.040 realized and non-realized transitions and find support for our theorizing on a positive effects of national homophily. We also find a strong support that gender-based homophily affects co-mobility differently for men and woman. For men, a gender-homophilic dyad has a higher likelihood of comobility. For women, this trend is inversed. We provide some additional evidence that, while, dyad of men are more likely to be promoted and less likely to be demoted in their new jobs, women are more vulnerable and likely to suffer from demotion. Our study contributes to the co-mobility literature and extends the literature on homophily as antecedent of tie formation.
|Number of pages||41|
|Publication status||Published - 2018|
|Event||DRUID18 Conference - Copenhagen Business School, Frederiksberg, Denmark|
Duration: 11 Jun 2018 → 13 Jun 2018
Conference number: 40
|Location||Copenhagen Business School|
|Period||11/06/2018 → 13/06/2018|