Berkomitmen pada pekerjaan seumur hidup di satu perusahaan Jepang vs. berganti pekerjaan di pertengahan karier
Jika Anda bertindak
Bertahan di satu perusahaan seumur hidup
25%
Jika Anda tidak bertindak
Berpindah kerja di tengah karier
60%
Persentase orang yang kemudian menyesali setiap pilihan. Diagram batang dan catatan lengkap ditampilkan di bawah.
Career
Terakhir ditinjau 2026-05-13
Kualitas bukti 3.88/5
Skor tinjauan delapan dimensi terhadap
rubrik kualitas
. Setiap dimensi dinilai 1–5.
D1 Verifikasi sumber
2/5
D2 Otoritas & independensi sumber
3/5
D3 Akurasi tingkat penyesalan
2/5
D4 Keterbandingan sumber
5/5
D5 Pola Gilovich
5/5
D6 Kualitas prosa
4/5
D7 Kelengkapan peringatan
5/5
D8 Kualitas sampel
5/5
Rata-rata3.88/5
Data proksi — tidak ada survei penyesalan langsung untuk keputusan ini. Tingkat diturunkan dari skor kepuasan dan data hambatan akses daripada pertanyaan yang langsung menanyakan tentang penyesalan. Lihat peringatan di bawah.
Penyesalan atas tindakan
Bertahan di satu perusahaan seumur hidup
25%
25% pekerja Jepang yang mempertimbangkan berganti pekerjaan tetapi tetap tinggal menyesal tidak berganti
Pekerja Jepang yang tetap di satu perusahaan sepanjang karier mereka
survei retrospektif, Maret 2023
Penyesalan atas kelambanan
Berpindah kerja di tengah karier
60%
59,7% orang Jepang yang baru berganti pekerjaan mengatakan mereka menyesal atau merasa gagal setelah berganti pekerjaan
Pekerja Jepang yang berganti majikan di tengah karier
survei retrospektif, Maret 2023
% menyesal dengan pilihan ini
Bertahan di satu perusahaan seumur hidupBerpindah kerja di tengah karier
25%60%
inaction dominates — Tidak bertindak mendominasi — sebagian besar menyesali karena tidak bertindak.
Keputusan terkait
Keputusan yang serupa secara semantik — area yang sama, kompromi yang berbeda.
A Shikigaku survey of 1,000 Japanese employees who had changed jobs in the previous three
years found that 59.7% reported regret or a sense of failure after joining their new
employer — most often because the salary was lower than expected, or because the new
organisation’s culture did not fit. On the other side, a VALUE WORKS survey of 301 working
adults who had considered a job change but stayed found that only 25% regret not having
changed — the other 75% said they do not regret staying, although half of that group report
they are still reconsidering a move. Taken together, the surveys point to more regret from
changing jobs than from staying. The Japan Institute for Labour Policy and Training (JILPT)
2022 analysis adds context but no direct regret rate: it finds mid-career job-changers report
higher work engagement and self-evaluated performance than long-time employees, and that holding
a professional qualification or licence correlates with better wages after a change — a plausible
driver of the minority who regret not having moved.
The pattern here is inaction-dominates — regret runs higher among those who took the action
(changed jobs) than among those who stayed, which is the modal configuration in Gilovich and
Medvec’s temporal regret model only in the short term; over long horizons their model expects
inaction regret to grow. The two figures are not strictly comparable: they come from different
surveys, different years, and different populations, and Japanese job-change-regret polls vary
widely (other surveys report closer to one-in-four job-changer regret, well below Shikigaku’s
59.7%). What is consistent is that a clear majority of stayers do not regret staying, while a
majority of recent changers express at least some regret — frequently driven by pay that fell
short of expectations rather than by a wholesale rejection of the move.
Both rates carry framing caveats: the surveys were run by recruiting-adjacent organisations,
and the stayer “no regret” figure sits uneasily beside the finding that half of those same
workers are still weighing a change. An earlier version of this entry attributed both rates to
a single En Japan survey; that survey, per Nippon.com coverage, actually measured how overtime
affects which company people pick when changing jobs and reported no regret data at all, so its
figures have been replaced with the two direct-regret surveys above. The framing also assumes
genuine access to lifetime employment, which is shrinking: Japan’s share of non-regular workers
rose from 15% in 1984 to roughly 37% in 2023, so for a growing fraction of the workforce the
choice this entry describes is no longer available.
Sumber: tindakan
Buku besar klaim
Setiap angka di bawah ini adalah apa yang dilaporkan masing-masing sumber, dengan kutipan kata demi kata yang kami andalkan dan bagaimana kami sampai pada angka kami. Klik tautan mana saja untuk memverifikasi langsung.
[1]Mynavi Agent CANVAS (survey by VALUE WORKS) — 75% of those who considered a job change but did not change report no regret; half are reconsidering
Sumber referensi
VALUE WORKS surveyed 301 Japanese working adults aged 20-60 who had considered a job change but did not change jobs (online via Lancers, 10-19 October 2024). To the question "Do you regret not having changed jobs?", 75% answered "I do not regret it"; the complementary 25% therefore regret having stayed. The 25% is used directly as the action-side regret rate (regret of staying rather than changing). This replaces a prior figure (45%) that had been misattributed to an En Japan overtime/company-choice survey which, per Nippon.com coverage (nippon.com/en/japan-data/h01676), measured only whether overtime affected company choice and reported no regret data. A material caveat: half (50%) of these stayers report they are still reconsidering a job change, so "no regret" coexists with ongoing dissatisfaction.
[2]Japan Institute for Labour Policy and Training (JILPT) — JILPT Research Report No.215: Job Change, Skill Development, and Career Formation of Middle-Aged Workers
Laporan pemerintah
Mid-career job-changers had higher average work engagement and self-evaluations than long-time employees, and holding a professional qualification or licence correlated with better wages after a job change
Kutipan
“A comparative analysis between job changers and long-time employees shows that the former have a higher level of work engagement on average, higher self-evaluations of work performance, and a stronger tendency to have an "autonomous career perspective." Possession of a professional qualification or license was observed to have a statistically significant positive correlation or a trend toward a positive correlation with any of the results such as better wages, a higher job position, and the more effective use of skills and knowledge after job change.
”
Data sumber dari
2022-03-31
Diakses
2026-07-01
Perhitungan
This JILPT report provides material context for the action-side regret rather than a direct wage figure: it does not quantify a lifetime-vs-changer wage gap. Its comparative analysis finds mid-career job-changers report higher work engagement and self-evaluated performance than long-time employees, and that holding a professional qualification or licence correlates with better wages, a higher position, and greater use of skills after a job change — a plausible driver of the minority (25%) who regret not having changed. This source does not provide a direct regret rate and is supplementary to the VALUE WORKS direct-regret survey above. (An earlier version cited a generic JILPT reports directory and asserted a "15-20% higher pay by age 45" premium that appears in no JILPT report; that unsupported statistic has been removed.)
Sumber: tidak bertindak
Buku besar klaim
Setiap angka di bawah ini adalah apa yang dilaporkan masing-masing sumber, dengan kutipan kata demi kata yang kami andalkan dan bagaimana kami sampai pada angka kami. Klik tautan mana saja untuk memverifikasi langsung.
[1]HRzine (reporting Shikigaku Co. survey) — 59.7% report regret or failure after changing jobs; 'salary lower than expected' most common reason — Shikigaku survey
Sumber referensi
59.7% of recent job-changers said they had felt regret or that they had failed after joining their new employer, most often because salary was lower than expected
Shikigaku Co. surveyed 1,000 Japanese company employees aged 22-59 who had changed jobs within the previous 3 years (online questionnaire, 28-30 June 2022). 59.7% reported they had experienced regret or felt they had failed after joining their new employer; the most common reasons were "salary was lower than expected" (34.7%) and "organizational culture did not fit" (22.8%). The 59.7% is used directly as the inaction-side regret rate (regret of having changed jobs). This replaces a prior 26% figure that had been misattributed to an En Japan overtime/company-choice survey carrying no regret data (per Nippon.com coverage, nippon.com/en/japan-data/h01676).
[2]Nippon.com (reporting Japan MHLW 'Survey on recent graduates changing jobs') — A Third of Japan's University Grads Leave Their First Job Within Three Years
Sumber referensi
33.8% of Japanese university graduates and 37.9% of high school graduates who started work in 2022 left their first job within three years, per the Ministry of Health, Labour and Welfare
Kutipan
“33.8% of those who graduated from university in March 2022 had left their first job within three years. [...] 37.9% among high school graduates. [...] Due in the part to the increase in job openings in 2021 that followed a drop at the start of the COVID-19 pandemic, the rate for recent graduates changing jobs announced in 2024 for 2021 graduates reached a 16-year high.
”
Data sumber dari
2025-11-19
Diakses
2026-07-01
Perhitungan
Japan's Ministry of Health, Labour and Welfare "Survey on recent graduates changing jobs" (reported by Nippon.com) finds that roughly a third of the 2022 graduate cohort left their first employer within three years — 33.8% of university graduates and 37.9% of high school graduates — with turnover concentrated in smaller firms and in sectors such as accommodation and food service (55.4% for university graduates). This documents the underlying scale of mid-career/early-career job mobility in Japan that the changing side of this decision draws on. It does not provide a direct regret rate and is supplementary to the Shikigaku direct-regret survey above. (This replaces a prior source — a non-existent "JILPT Report on Youth Employment and Job Mobility in Japan 2022" citing a generic 403 directory URL and unverifiable 19%/8% one-year figures — with a real, government-sourced job-separation statistic.)
Catatan
Kedua tingkat penyesalan berasal dari dua survei berbeda dengan populasi dan sampel berbeda, sehingga kedua sisi tidak secara ketat setara. Angka 25% sisi-tindakan adalah komplemen dari survei VALUE WORKS (n=301, Okt 2024) di mana 75% pekerja yang mempertimbangkan tetapi tidak berganti pekerjaan mengatakan mereka tidak menyesal tetap tinggal — meskipun separuh dari kelompok yang sama melaporkan mereka masih mempertimbangkan ulang pergantian, sehingga "tidak menyesal" berdampingan dengan ketidakpuasan yang berkelanjutan. Angka 59,7% sisi-kelambanan berasal dari survei Shikigaku (n=1.000, Juni 2022) terhadap orang yang berganti pekerjaan dalam tiga tahun sebelumnya; alasan penyesalan utamanya adalah "gaji lebih rendah dari yang diharapkan", dan kedua sumber yang berdekatan dengan rekrutmen mungkin mengusung bias pembingkaian. Angka penyesalan-pergantian-pekerjaan Jepang bervariasi luas antarsurvei (jajak pendapat lain melaporkan sekitar satu-dari-empat penyesalan pengganti-pekerjaan), sehingga 59,7% berada di ujung yang lebih tinggi dan harus dibaca sebagai temuan satu survei, bukan tingkat yang telah mapan. Versi sebelumnya entri ini mengatribusikan kedua tingkat (45%/26%) kepada survei En Japan yang, menurut liputan Nippon.com, sebenarnya mengukur bagaimana lembur memengaruhi pemilihan perusahaan dan tidak melaporkan data penyesalan sama sekali; angka-angka itu telah diganti. Pasar tenaga kerja Jepang sedang mengalami perubahan struktural: bagian pekerja non-reguler tumbuh dari 15% pada 1984 menjadi sekitar 37% pada 2023, sehingga pekerjaan seumur hidup yang sesungguhnya — dan bingkai entri ini — berlaku bagi fraksi tenaga kerja yang menyusut. Sumber-sumber JILPT memberikan konteks material tetapi tidak menyediakan tingkat penyesalan yang independen.
