Levenslange tewerkstelling bij één Japans bedrijf vs. van baan wisselen midden in de carrière
Als je handelt
Levenslang bij één bedrijf blijven
25%
Als je niets doet
Halverwege je loopbaan van baan veranderen
60%
Percentage dat later spijt heeft van elke keuze. De balken en het volledige overzicht staan hieronder.
Carrière
Laatst beoordeeld 2026-05-13
Kwaliteit van bewijs 3.88/5
Beoordelingsscore op acht dimensies volgens de
kwaliteitsrubriek
. Elke dimensie krijgt een score van 1 tot 5.
D1 Bronverificatie
2/5
D2 Autoriteit en onafhankelijkheid van bronnen
3/5
D3 Nauwkeurigheid van spijtcijfer
2/5
D4 Vergelijkbaarheid van bronnen
5/5
D5 Gilovich-patroon
5/5
D6 Prozakwaliteit
4/5
D7 Volledigheid van voorbehouden
5/5
D8 Steekproefkwaliteit
5/5
Gemiddelde3.88/5
Proxygegevens — er bestaat geen directe spijtenquête voor deze beslissing. De percentages zijn afgeleid van tevredenheidsscores en toegangsdrempelgegevens in plaats van vragen die direct naar spijt vroegen. Zie opmerkingen hieronder.
Spijt van handelen
Levenslang bij één bedrijf blijven
25%
25% van de Japanse werknemers die overwogen van baan te veranderen maar bleven, heeft er spijt van dat ze niet veranderden
Japanse werknemers die hun hele carrière bij één bedrijf bleven
retrospectieve enquête, maart 2023
Spijt van nalaten
Halverwege je loopbaan van baan veranderen
60%
59,7% van de recente Japanse baanveranderaars zegt dat ze spijt hadden of het gevoel hadden gefaald te hebben na het veranderen van baan
Japanse werknemers die mid-carrière van werkgever wisselden
retrospectieve enquête, maart 2023
% betreurt deze keuze
Levenslang bij één bedrijf blijvenHalverwege je loopbaan van baan veranderen
25%60%
inaction dominates — Niets doen domineert — de meesten hebben spijt dat ze niet handelden.
Gerelateerde keuzes
Semantisch vergelijkbare keuzes — zelfde terrein, andere afwegingen.
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.
Bronnen: handelen
Bronnenverantwoording
Elk getal hieronder is wat elke bron rapporteerde, met het letterlijke citaat waarop we ons baseerden en hoe we tot ons cijfer kwamen. Klik op een link om rechtstreeks te verifiëren.
[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
Gerenommeerde referentie
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
Overheidsrapport
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
Fragment
“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.
”
Brongegevens van
2022-03-31
Geraadpleegd
2026-07-01
Berekening
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.)
Bronnen: niet handelen
Bronnenverantwoording
Elk getal hieronder is wat elke bron rapporteerde, met het letterlijke citaat waarop we ons baseerden en hoe we tot ons cijfer kwamen. Klik op een link om rechtstreeks te verifiëren.
[1]HRzine (reporting Shikigaku Co. survey) — 59.7% report regret or failure after changing jobs; 'salary lower than expected' most common reason — Shikigaku survey
Gerenommeerde referentie
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
Gerenommeerde referentie
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
Fragment
“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.
”
Brongegevens van
2025-11-19
Geraadpleegd
2026-07-01
Berekening
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.)
Kanttekeningen
De twee spijtpercentages komen uit twee verschillende enquêtes met verschillende populaties en steekproeven, dus de zijden zijn niet strikt gelijksoortig. De 25% aan de actiezijde is het complement van een VALUE WORKS-enquête (n=301, okt 2024) waarin 75% van de werknemers die van baan wilden veranderen maar dat niet deden, zei geen spijt te hebben van het blijven — al meldt de helft van diezelfde groep dat ze nog steeds een verandering overwegen, dus "geen spijt" gaat samen met aanhoudende ontevredenheid. De 59,7% aan de inactiezijde komt uit een Shikigaku-enquête (n=1.000, juni 2022) onder mensen die in de voorgaande drie jaar van baan veranderden; de belangrijkste spijtreden was "salaris lager dan verwacht," en beide aan werving gerelateerde bronnen kunnen framing bias bevatten. Japanse cijfers voor spijt over baanverandering variëren sterk tussen enquêtes (andere peilingen melden spijt bij ongeveer één op de vier baanveranderaars), dus de 59,7% ligt aan de hoge kant en moet als de bevinding van één enquête worden gelezen, geen vaststaand percentage. Een eerdere versie van dit item schreef beide percentages (45%/26%) toe aan een En Japan-enquête die, volgens de berichtgeving van Nippon.com, feitelijk mat hoe overwerk de bedrijfskeuze beïnvloedt en helemaal geen spijtdata rapporteerde; die cijfers zijn vervangen. De Japanse arbeidsmarkt ondergaat een structurele verandering: het aandeel niet-reguliere werknemers groeide van 15% in 1984 tot ongeveer 37% in 2023, dus echte levenslange werkgelegenheid — en de framing van dit item — geldt voor een krimpend deel van de beroepsbevolking. De JILPT-bronnen bieden inhoudelijke context maar leveren geen onafhankelijke spijtpercentages.
