Unraveling psychological processes underlying (un)realized work-to-work transitions: a qualitative study

Purpose The purpose of this paper is to enhance our understanding of the complexity and dynamics of voluntary work-to-work transitions by including both realized and non-realized transitions. We approach career transitions as a process starting with the desire to make a transition and ending after the (lack of) realization of the transition. We aim to enhance our understanding of how psychological processes during the transition phase result in realized or unrealized transitions. Design/methodology/approach A retrospective qualitative study was set up, gathering interview data from 38 employees reporting on 103 (un)realized transitions. Using a codebook approach, the analysis resulted in four types of career transition processes. Findings Relying on conservation of resources theory, career inaction theory and self-regulation theory, we enhance our understanding of how cognitive, motivational, emotional and behavioral processes during the transition phase result in realized or unrealized transitions over time. Originality/value By taking a process perspective, including both realized and unrealized transitions, we advance our understanding of the complexity and dynamics of contemporary career transitions. We provide novel insights by integrating elements from different theoretical perspectives, including cognitive processes as well as behavioral, motivational and emotional factors, leading to a more comprehensive understanding of career transitions.