Replication Data for \"Do employers care about past mobility? A field experiment examining hiring preferences in technology and non-technology jobs\"

This dataset provides the data and scripts necessary to replicate the figures and tables for the paper “Do employers care about past mobility? A field experiment examining hiring preferences in technology and non-technology jobs” by Matissa Hollister, Nicole Denier, and Xavier St-Denis. The Master do-file runs the data analysis and calls the other do-files. After the Master file is run, the figures can be created in R by running the R scripts. Paper Abstract: Research in previous decades found that employers imposed penalties on job applicants with a past history of frequent moves across employers, and yet mobility across employers is more common in today’s economy and perhaps even a valuable career strategy. While popular discourse and some academic literature has portrayed highly mobile careers as widespread and broadly accepted, other studies have suggested that such careers may only thrive in specific pockets of the labor market, particularly high-technology jobs. We conducted a field experiment in the United States to assess employer responses to resumes with three levels of past mobility. We found significant variation in employer mobility preferences, with jobs in human resources, financial reporting, marketing, and IT penalizing high-mobility applicants. In contrast, very stable work histories were penalized when hiring software testers. Counter to expectations, high-technology employers did not broadly embrace mobility. These findings suggest that employers follow occupation-specific mobility expectations, and as a consequence must balance competing mobility orientations within their workforce. Workers, meanwhile, must face the challenges of navigating a precarious labor market while also being mindful of the impact that their cumulative mobility may have on future job opportunities.本数据集提供了复现Matissa Hollister、Nicole Denier及Xavier St-Denis所撰论文《雇主是否在意过往职业流动性？一项针对科技与非科技岗位招聘偏好的田野实验(field experiment)》(Do employers care about past mobility? A field experiment examining hiring preferences in technology and non-technology jobs)所需的数据与脚本文件。主do文件(do-file)将执行数据分析并调用其余do文件。运行主文件后，可通过执行R脚本在R语言环境中生成所有图表。论文摘要：过往数十年的研究表明，雇主会对过往频繁更换雇主的求职者施加负面评价，而如今劳动力市场中跨雇主流动愈发普遍，甚至可能成为一种颇具价值的职业发展策略。尽管大众舆论与部分学术文献将高流动性职业描绘为普遍且被广泛接受的职业路径，但另有研究指出，这类职业路径仅可能在劳动力市场的特定细分领域蓬勃发展，尤其是高技术岗位。本研究在美国开展了一项田野实验，以评估雇主对带有三种不同过往职业流动性水平的简历的反应。研究发现雇主对职业流动性的偏好存在显著差异：人力资源、财务报告、市场营销及信息技术岗位均会对高流动性求职者给出负面评价。与之形成对比的是，招聘软件测试人员时，过于稳定的工作经历反而会被扣分。与预期相悖的是，高技术领域雇主并未普遍接纳职业流动性。上述研究结果表明，雇主会遵循特定职业的流动性预期，因此必须在其员工队伍中平衡相互冲突的流动性导向。与此同时，求职者则需在不稳定的劳动力市场中应对各类挑战，同时还需留意自身累计的职业流动经历可能对未来求职机会产生的影响。