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Purpose: The purpose of this paper is to analyze if gained trust is intrinsically motivating and whether it is correlated to subjective person-job fit and occupational turnover intentions among Swedish real estate brokers. Design/methodology/approach: The empirical data was gathered via a survey targeting all real estate brokers in Sweden and analyzed using structural equation modeling. Findings: The results indicated that brokers are motivated by gained trust from their sellers and that gained trust is a vital part of person-job fit among brokers. In addition, the results show that higher levels of person-job fit reduce the occupational turnover intentions among brokers. Research limitations/implications: Being a real estate broker in Sweden might differ from being a broker in many other otherwise comparable countries. Another limitation is the lack of measurements of job satisfaction and/or intrinsic motivation connected to other job characteristics besides customer relations and gained trust. The high mean values of person-job fit, and intrinsic motivation connected to gained trust from customers are contributing to a more nuanced description of brokerage. Practical implications: This study gives insights about intrinsic motivation and its connection to person-job fit. Awareness of what drives brokes can be used by both workers and managers to reduce occupational turnover. Originality/value: This study is interesting from a person-job fit theory advancement perspective since the focus is given to the connection between specific situational work characteristics and person-job fit.

Purpose: The purpose of this study is to analyze and compare the level of professionalization of the real estate broker's occupation in Victoria, Australia, and Sweden. As previous studies have indicated that the real estate agent occupation in both regions is experiencing low levels of trust, an analysis of the level of professionalization is warranted. Design/methodology/approach: The data used in the analysis in this paper have been gathered from a number of different high-quality sources. In Sweden, information has been obtained from the Swedish Real Estate Agents Inspectorate, the Association of Swedish Real Estate Agents and the Swedish Real Estate Agents Association, and Real Estate Statistics. For the Victorian case, information has been obtained from the Real Estate Institute of Victoria, which is the leading professional body in organizing real estate agents. Furthermore, information has also been sourced from the Business Licensing Authority as well as Consumer Affairs Victoria. The focus of the analysis has been on the institutional changes of the real estate profession, including the education required to become an agent, the legislation and supervision of real estate agents and the role of the professional bodies that organize the real estate agents. 10; Findings: The analysis shows that both the real estate brokerage market in Victoria and Sweden could be characterized as mature. Using the definition of a profession from Millerson (1964), the authors conclude that the brokerage industry has a number of the characteristics of a profession such as a long albeit interdisciplinary education, strong professional bodies, code of conduct and some level of self-regulation. Research limitations/implications: This research examines two countries, both considered mature in their house market process. Findings may be very different if the research methodology was applied to house markets that do not exhibit the same level of regulatory control. Practical implicat, QC 20230602

Purpose The purpose of this article is to describe and analyze the occupational life cycle of Swedish real estate brokers. Design/methodology/approachVoluntary turnover among real estate brokers could lead to occupational turnover and/or employee turnover and has been described as problematic by both practitioners and researchers alike. Most previous studies focusing on this issue have explored connections between real estate brokers' personality, economic and market conditions and turnover. Employee turnover involves shifting jobs within the profession (real estate brokerage), whereas occupational turnover concerns movement to a job not related to the real estate brokerage profession. Both perspectives on turnover are however lacking data about the average time spent as a broker. This study fills this gap by exploring real estate brokers' life cycle through data analysis using a cohort study consisting of a sample of 5,304 real estate brokers registered and/or deregistered over a ten-year period from 2010 to 2019. Findings The analysis show that the decline is almost linear, resulting in 50% of the newly registered real estate brokers remain in the occupation eight years after registration. These findings are not in line with previous assumptions as the real estate brokers' life cycle is substantially longer. The results also reveal that there are differences in life cycles due to gender and year of registration. Originality/value The analysis of longitudinal, aggregated data on the life cycle of real estate brokers is highly relevant as it serves as a point of reference for future longitudinal studies analyzing the motives for leaving the occupation.