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Mobility Indicator

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Quick Facts

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    NL | EN 

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    Norm group

    Advice (N=6200)

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    10-15 minutes

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The Mobility Indicator maps the degree to which someone is looking at or moving to in relation to the labour market at this moment compared to the attachment one feels with their current job.
Job mobility emerges from the balance between loyalty to a current job and the appeal of alternatives. The Mobility Indicator is based on field research by Kurt Lewin and Vroom’s VIE model. This is complemented by the Clarity of objectives scale, based on the idea that only clear objectives can truly motivate someone. Research has indicated the validity of this inventory. Those who score highly on this questionnaire are able to find a new job faster and more often than those with lower scores.


The Mobility Indicator inventory is primarily used during career consultancy procedures and in studies on employee mobility. In addition, the questionnaire is useful in reintegration and outplacement trajectories, providing insight into the aspects that contribute to candidates’ motivation. Too low or too high levels of mobility can pose problems within organisations. Too low levels of mobility can lead to an organisation becoming less nimble and agile, unable to renew and revitalise. Too high levels of mobility can lead to an organisational braindrain.

The following scales are measured:

1. Appeal of other job position;

Is the appeal of a new job larger than the bond with one’s current position? At issue here are primarily your own experiences and expectations. The appeal is sub-divided into four aspects:
a. General satisfaction
b. Job content surplus value: tasks and responsibilities
c. Relational surplus value: cooperation
d. Financial surplus value: salary, and terms and conditions

The more you expect to find these aspects in a new job compared to your current position, the stronger the appeal of the new job compared to the current one.

2. Clarity of objectives
Do you have a clear vision of what you want to do once you leave your current job?

3. Perceived chance of succes
Do you believe you have a real chance of realising your objectives?

4. Job application activities
Are you truly engaged in achieving your objective?

Present mobility
Jointly, all four factors determine your present labour mobility score. The higher your present mobility score, the greater the chance of you accepting a new job position quickly.

Potential mobility
Two factors – Clarity of objectives and Perceived chance of succes – determine your potential mobility; your conviction that, should it be necessary, you can move into a suitable job opening at short notice.

Sample question Mobility Indicator



Sample report Mobility Indicator 



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