Using nationally representative data from the 2012 and 2014 China Labor-force Dynamics Survey, this paper investigates the effects of network types (kinship/non-kinship) and network resources (information/influence) on job attainment and match quality in China. We find a wage premium obtained through both kinship and non- kinship networks but shorter job duration only in jobs obtained through non-kinship networks. In regards to the different types of networks, resources embedded in the networks are not important. This conundrum can be reconciled if we take the structure of the network and the type of work unit into account. Kinship networks are more pervasive in the public sector, with better earnings and stable job positions. Non-kinship networks bring about a wage premium but lead to job dissatisfaction, especially in regards to promotion opportunities. This paper highlights the structure of the job market when studying networks and sheds new light on the types of networks that really matter in job attainment and those that result in the possible loss of match quality.
We use cookies to provide you with an optimal website experience. This includes cookies that are necessary for the operation of the site as well as cookies that are only used for anonymous statistical purposes, for comfort settings or to display personalized content. You can decide for yourself which categories you want to allow. Please note that based on your settings, you may not be able to use all of the site's functions.
Cookie settings
These necessary cookies are required to activate the core functionality of the website. An opt-out from these technologies is not available.
In order to further improve our offer and our website, we collect anonymous data for statistics and analyses. With the help of these cookies we can, for example, determine the number of visitors and the effect of certain pages on our website and optimize our content.