Social Networks in the Labor Markets

研究人员早就意识到， 通过朋友和亲戚。 调查证据表明， 大约一半的工人通过个人 联系人. 劳动力市场的双方--工人和公司-- 似乎受益于员工推荐。 的 工人和公司广泛使用的转介表明， 社会结构--社会联系的模式 个人--可能在决定劳动力方面发挥重要作用-- 市场结果。 特别是，近亲繁殖的偏见（患病率 群体内关系）和三合会偏见（派系盛行） 在社交网络中， 加剧不平等。 这个项目的目的是分析 这些网络偏见的影响。 在问题中， 问题是：（1）这些社会结构的变化 影响劳动力市场的结果？ (2)均衡是什么 求职方式、网络结构、工资、 和就业？ 特别令人感兴趣的是， 对劳动力市场不平等的解释与 观察劳动力微观数据的相关性。 该项目 这很重要，因为它可以帮助我们更好地理解为什么 持续存在的种族和性别差异， 工资和其他劳动力市场的结果。

Researchers have long realized that many workers find jobs through friends and relatives. Survey evidence suggests that about half of all workers found their jobs through personal contacts. Both sides of the labor market-- workers and firms-- appear to benefit from the use of employee referrals. The widespread use of referrals by workers and firms suggests that social structure--the pattern of social ties connecting individuals--may play an important role in determining labor- market outcomes. In particular, inbreeding bias (the prevalence of intra-group ties) and triad bias (the prevalence of cliques) in social networks may reduce labor-market efficiency and increase inequality. The purpose of this project is to analyze the implications of these network biases. Among the questions to be addressed are: (1) How do changes in these social structures affect labor market outcomes? (2) What is the equilibrium relationship among job-search method, network structure, wages, and employment? Of special interest is whether social network explanations of labor market inequality are consistent with observed correlations in labor force micro data. The project is important because it may help us to better understand why there are persistent racial and gender differences with respect to wages and other labor market outcomes.