Gains and losses related to career transitions within organisations

• Career transitions are related to strain and satisfaction via stressors/resources.
• The mediation model is tested using a longitudinal design.
• Latent difference scores are used to model mediators and dependent variables.
• Effects of career transitions on satisfaction are transported via increased PJ fit.
• Effects on strain are transported via time pressure, and work–home-conflict.

With this study we aim to look at potential gains and losses in terms of higher career satisfaction and increased strain levels as a consequence of intraorganisational upward career transitions. Following the idea of a matching principle, we further expected stressors to mediate the relationship between transitions and strain, and resources to mediate the relationship between transitions and career satisfaction. Altogether, N = 581 employees from 11 German organisations filled in an online questionnaire twice, with a time lag of one year. About 20% of the respondents stated having experienced upward transitions. SEM analyses using latent difference scores for the mediators and dependent variables revealed that career transitions are related to increased strain (irritation), but also to higher career satisfaction. Furthermore, specific indirect effects could be shown to link upward career transitions with irritation via elevated time pressure and increased work–home interference. The link between upward career transitions and career satisfaction could be shown to be mediated by increased person–job fit, but not by autonomy. Results are discussed in light of organisational and individual measures in order to increase gains and to reduce losses related to upward career transitions.