Referral hiring and ethnically homogeneous jobs: How prevalent is the connection and for whom?
Referral hiring and ethnically homogeneous jobs: How prevalent is the connection and for whom?
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DOI：
10.1006/ssre.2001.0704
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发表时间：
2001-09-01
影响因子：
2.5
通讯作者：
Elliott, JR
中科院分区：
文献类型：
--
作者：
Elliott, JR
对组织和劳动力市场的研究重新激起了人们对内部推荐在工人与工作匹配中的作用的兴趣，强调了这一过程对当地劳动力市场种族隔离再现的贡献。我在这项研究中的目的是使用来自城市不平等多城市研究的独特数据，对这些过程中的种族/移民差异进行系统检查。三个主要发现浮出水面。首先，有证据表明，内部推荐几乎解释了非正式工作匹配中所有种族/移民的差异。其次，拉丁美洲人，尤其是新移民，比本土出生的白人更有可能通过内部介绍找到工作。第三，内部推荐与种族同质工作之间的相关性是正的，并且仅对本土出生的黑人显著。这些发现支持了内部推荐对于理解移民就业机会至关重要的命题，但也意味着黑人唯一依赖内部推荐进入并因此维持种族同质工作。(C) 2001学术出版社。
Research on organizations and labor markets has rekindled interest in the role of insider referrals in matching workers to jobs, emphasizing the contribution this process makes to the reproduction of ethnic segregation in local labor markets. My objective in this study was to provide a systematic examination of ethnic/immigrant variation in these processes using unique data from the Multi-City Study of Urban Inequality. Three key findings emerged. First, evidence showed that insider referrals account for nearly all ethnic/immigrant variation in informal job matching. Second, Latinos, especially newly arrived immigrants, are more likely than native-born Whites to enter jobs through insider referrals. Third, the correlation between insider referrals and ethnically homogeneous jobs is positive and significant only for native-born Blacks. These findings support the proposition that insider referrals are critical for understanding immigrant employment opportunities but also imply that Blacks are uniquely reliant on insider referrals to enter and thus sustain ethnically homogeneous jobs. (C) 2001 Academic Press.