Abstract
AbstractThis chapter offers a critical review of the Mouw–Lin debate and examines the role of contact resources in job outcomes in the US, East Germany before 1989, and post-reform China. The first-difference method and Heckman selection procedure are combined to deal with endogeneity. Empirical findings from different labour market contexts demonstrate that: (1) contact resources have a causal and positive role in job outcomes; (2) in a market economy, the role of resources is more salient if they provide within-occupation job-leads; (3) under state job-assignment systems occupational homophily does not pay off; and (4) job-search ties can take the form of heterophilous selection.KeywordsSocial capital networkJob searchContactsWagesOccupational prestige
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