Matchmaker, Matchmaker: The Effect of Old Boy Networks on Job Match Quality, Earnings, and Tenure
Matchmaker, Matchmaker: The Effect of Old Boy Networks on Job Match Quality, Earnings, and Tenure
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DOI：
10.1086/298289
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发表时间：
1992-07
影响因子：
3.8
通讯作者：
Curtis J. Simon;J. T. Warner
中科院分区：
文献类型：
--
作者：
Curtis J. Simon;J. T. Warner
公司通常认为，与通过就业公司等正式的劳动力市场中介机构直接申请或推荐相比，现有员工的求职者推荐更具信息量。我们认为，老朋友关系网降低了雇主对员工生产率的不确定性。使用约万诺维奇的工作匹配模型，我们发现，通过老男孩网络招聘的员工应该(1)获得更高的初始工资，(2)在工作中经历较低的后续工资增长，(3)比从网络外招聘的其他可比员工在工作中停留的时间更长。我们使用1972年对自然和社会科学家和工程师的调查数据发现，这一理论得到了相当大的支持。
Firms often view job applicant referrals from current employees as more informative than direct applications or referrals through formal labor market intermediaries such as placement firms. We argue that old boy networks reduce employers' uncertainty about worker productivity. Using Jovanovic's job matching model, we show that workers hired through the old boy network should (1) earn higher initial salaries, (2) experience lower subsequent wage growth on the job, and (3) stay on the job longer than otherwise comparable workers hired from outside the network. We find considerable support for this theory using data from the 1972 Survey of Natural and Social Scientists and Engineers.