Does studying abroad influence graduates’ wages?

We review quantitative studies that empirically examine whether studying abroad influences graduates’ wages. After describing features of the existing studies, we assess existing evidence on the size of the wage effect of studying abroad. We then examine corresponding effect heterogeneities, before discussing mechanisms mediating the effect of studying abroad on wages. We conclude by highlighting directions for future research. In a nutshell, our review suggests that studying abroad has a moderate positive effect on graduates’ early career wages in various national and institutional settings. However, this effect tends to vary across groups of graduates, employment contexts, and types of stays abroad. An increased likelihood of employer change and of gaining access to large and multinational companies as well as improved access to high-wage labor markets abroad appear to be the empirically most relevant mechanisms mediating the effect of studying abroad on wages. Other assumed explanatory mechansims, such as improved language skills and a greater tendency to pursue further education, turn out to be less relevant. On balance, our review illustrates that the examined research field has made great progress in recent years. It also shows how research can be further advanced by a stronger degree of standardization of study designs, internationally comparative and longitudinal datasets, the analysis of further plausible mediating mechansism, and a focus on new research questions.

The relationship between voluntary employer change and work ability among older workers: investigating the honeymoon-hangover effect

The aim of the study was to investigate the effect of voluntary employer changes on self-reported work ability among older workers in Germany and whether a honeymoon-hangover effect (HHE) exists here. In research on job satisfaction, three typical periods around a voluntary employer change characterize a HHE: a deterioration in the old job (deterioration), an initial increase in the new job (honeymoon) and a subsequent decline over time (hangover). Whether a HHE exists in respect to work ability following a voluntary employer change remained open. The analyses are based on data from the first three waves of the lidA study (2011, 2014, 2018), a representative cohort study of older employees in Germany born in 1959 or 1965. Data from 2502 workers who participated in all three study waves was analyzed. Fixed-effects regression analyses including lag and lead variables were conducted. A deterioration, honeymoon and hangover period were found. Work ability increased substantially following the voluntary employer change. Our study shows that voluntary employer changes have the potential to maintain work ability at higher working age, but not to increase the work ability in the long-term perspective. However, despite the existence of a hangover period, the positive overall effect of the voluntary change should not be underestimated.

Antecedents of Psychological Well-Being among Swedish Audit Firm Employees

The attractiveness of audit firms as employers appears to have decreased in recent years and the audit profession is currently experiencing high employee turnover. A shortage of personnel increases the risk of long-term stress and illness. This paper therefore proposes audit firm employees’ well-being as an important research topic and explores the antecedents of well-being of Swedish audit firm employees in comparison with those of other business professionals. Based on a nationwide survey of members of the Swedish association of business professionals, with a focus on psychological well-being (measured through General Health Questionnaire-12 (GHQ-12)), the study shows that the psychological well-being of the professionals in this study generally aligns with the results from similar studies in a Swedish context. However, the findings indicate that audit industry respondents have the lowest psychological well-being and that employer change, job satisfaction, and life satisfaction were the strongest antecedents of their psychological well-being.

Are Employees More Mobilized After Job Mobility?

The antecedents of voluntary employee turnover are well studied, but little is known about the consequences or outcomes of this voluntary job mobility. We address this gap through a survey study of 121 banking employees who have changed their employer in the last 3 years. We hypothesized that job change, whether self-initiated or imposed, may improve organizational commitment, work engagement, and well-being. These positive effects are expected when the job change is perceived as professionally and personally beneficial. Regression analyses revealed that employer change that is perceived as successful, whether voluntary or not, predicts an increase in general well-being, work engagement, and, to a lesser extent, affective organizational commitment. These results suggest that employer change may help employees to be more mobilized in their new work. Misconceptions about highly mobile employees and advantages of job change for both employees and organizations are discussed.