6. Conclusion
The study revealed that employees, who have changed their jobs, differ by socio-demographic characteristics, but there is a weak or insignificant relationship between these characteristics and job change. The main reason of job change is acceptance of a better job or search for a better job. There is also a weak or insignificant relationship between employee’s socio-demographic characteristics and reasons for the job change. At the macro-level, labor market indicators have at least a medium correlation with the number of employees, who changed the job, and with the number of employees who changed jobs due to an acceptance of better job offer or search for a better job, or due to involuntary reasons, or due to child care and care for other dependents. However, at individual level, labor market situation has a marginal role. Since the correlations of the job change and the reasons for job change with employee’s socio-demographic characteristics and labor market conditions are weak, then it can be concluded that the job change is determined by other factors. Further studies should clarify the role of economic status, professional and psychological characteristics of employee in the job change. Regarding the labor market conditions, it could be argued that the job change will be likely more affected by the parameters characterizing the job quality than by the quantity of objectively available jobs.
