Soziale Netzwerke und Arbeitsmarkt
Bei der Personalsuche und der Suche nach freien Arbeitsplätzen werden von Betrieben und Arbeitsuchenden auch soziale Netzwerke genutzt. Darunter sind nicht nur die persönlichen Beziehungen über Verwandte und den Freundeskreis etc. zu verstehen, sondern auch "technisch vermittelte" Kontakte über Facebook, Xing etc. Soziale Netzwerke liefern oftmals Informationen über den Betrieb bzw. die Person, die über herkömmliche Rekrutierungs- und Suchkanäle (z.B. Stellenanzeige, Bewerbungsunterlagen) nicht oder nur schwer zugänglich sind.
In der Infoplattform ist die aktuelle wissenschaftliche Literatur zur Bedeutung und zum Nutzen sozialer Netzwerke bei der Personal- und Arbeitsplatzsuche zusammengestellt.
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Literaturhinweis
Social media and hiring: a survey experiment on discrimination based on online social class cues (2024)
Zitatform
Galos, Diana Roxana (2024): Social media and hiring: a survey experiment on discrimination based on online social class cues. In: European Sociological Review, Jg. 40, H. 1, S. 116-128. DOI:10.1093/esr/jcad012
Abstract
"Discrimination based on social class is challenging to study, and therefore likely to be underappreciated due to its subtle nature. Social class is often difficult to gauge from traditional resumes, yet, the expansion of social networking platforms provides employers with an additional source of information. Given that many individuals have a social media presence today, employers can increasingly rely on additional information gleaned from such online platforms (e.g., Twitter, Instagram), which may alter hiring decisions. To study the role of social networking platforms vis-à-vis potential discrimination based on social class cues, I leverage an original online survey experiment in the United States. The aim of the investigation is (i) to measure the effect of cultural markers of social class expressed on social media profiles in a hypothetical hiring situation and (ii) to analyse potential channels that might explain class-based discrimination. I show that subjects favour the upper-class-signalling candidate over the lower-class-signalling candidate and that perceived competence and perceived warmth are two channels through which class-based discrimination may occur. The individual’s online presence might not be part of the formal application process, yet it seems to shape inferences about individuals’ employability, competence, and warmth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social capital exchanges in voluntary associations and work organizations: A network perspective (2023)
Zitatform
Au, Anson (2023): Social capital exchanges in voluntary associations and work organizations: A network perspective. In: Sociology Compass, Jg. 17, H. 1. DOI:10.1111/soc4.13031
Abstract
"Organizations have been an important setting in which social capital exchanges (SCEs) occur, but little work has been done to distinguish two predominant species of organizations in the social network literature: voluntary associations and formal work organizations. Addressing this lacuna, this article comparatively examines how the two organizational species differ in (1) how two prominent types of SCEs operate (restricted and generalized exchange), as well as (2) the analytical approaches and methodological tools for studying SCEs (boundary-specification, sampling, network designs, tie-recording methods) and their adherent implications for network structure (networking conditions and homophily). This article concludes by identifying methodological and theoretical challenges for studying SCEs in organizations (conceptualizing organizations as units, underappreciating meaning-making and methodological triangulation, and examining contagion in organizational networks in an age of digitalization) and developing recommendations for overcoming them." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Escaping from low-wage employment: The role of co-worker networks (2023)
Zitatform
Baranowska-Rataj, Anna, Zoltán Elekes & Rikard Eriksson (2023): Escaping from low-wage employment: The role of co-worker networks. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2022.100747
Abstract
"Low-wage jobs are often regarded as dead ends in the labour market careers of young people. Previous research focused on disentangling to what degree the association between a low-wage job at the start of working life and limited chances of transitioning to better-paid employment is causal or spurious. Less attention has been paid to the factors that may facilitate the upward wage mobility of low-wage workers. We focus on such mechanisms, and we scrutinize the impact of social ties to higher-educated co-workers. Due to knowledge spillovers, job referrals, as well as firm-level productivity gains, having higher-educated co-workers may improve an individual's chances of transitioning to a better-paid job. We use linked employer-employee data from longitudinal Swedish registers and panel data models that incorporate measures of low-wage workers' social ties to higher-educated co-workers. Our results confirm that having social ties to higher-educated co-workers increases individual chances of transitioning to better-paid employment." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
The Old Boys' Club: Schmoozing and the Gender Gap (2023)
Cullen, Zoë; Perez-Truglia, Ricardo;Zitatform
Cullen, Zoë & Ricardo Perez-Truglia (2023): The Old Boys' Club: Schmoozing and the Gender Gap. In: The American economic review, Jg. 113, H. 7, S. 1703-1740. DOI:10.1257/aer.20210863
Abstract
"Offices are social places. Employees and managers take breaks together and talk about family and hobbies. In this study, we show that employees' social interactions with their managers can be advantageous for their careers, and that this phenomenon contributes to the gender pay gap. We use administrative and survey data from a large financial institution and exploit quasi-random variation induced by the rotation of managers. We provide evidence that when employees have more face-to-face interactions with their managers, they are promoted at a higher rate. This mechanism could explain a third of the gender gap in promotions at this firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Young people's job-search strategies in the German apprenticeship market: Who relies on referrals by strong ties and why? (2023)
Zitatform
Flohr, Matthias & Paula Protsch (2023): Young people's job-search strategies in the German apprenticeship market: Who relies on referrals by strong ties and why? In: Acta sociologica, Jg. 66, H. 2, S. 191-209. DOI:10.1177/00016993221115544
Abstract
"Social capital is often regarded as an important resource when searching for a job. However, unlike in the general labor market, in youth labor markets, leveraging network contacts does not necessarily enhance young people’s chances compared to formal job-search methods. Who then uses referrals by strong ties to support their school-to-work transitions? Drawing on the German National Educational Panel Study, we focus on noncollege-bound students searching for apprenticeship places. We investigate whether parental referrals are more likely to be used as a compensation strategy for limited opportunities due to regional conditions and lower levels of schooling and whether this search strategy entails a trade-off in terms of higher dropout risks. Our results indicate that in regions with poor regional labor market conditions, young people use parental referrals more often and also increasingly find apprenticeship places via referrals. Moreover, using referrals does not result in higher dropout risks. Lower-educated school leavers are also more likely to use referrals but they do not benefit from this search channel more than higher-educated youth. We conclude that social contacts can at least partly compensate for poor opportunities due to regional market conditions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Coworker networks and the labor market outcomes of displaced workers: Evidence from Portugal (2023)
Zitatform
Garcia-Louzao, Jose & Marta Silva (2023): Coworker networks and the labor market outcomes of displaced workers: Evidence from Portugal. In: Industrial Relations online erschienen am 20.10.2023. DOI:10.1111/irel.12348
Abstract
"The use of social contacts in the labor market is widespread. This paper investigates the association between personal connections and hiring probabilities as well as re-employment outcomes of displaced workers in Portugal. The hiring analysis indicates that displaced workers with a direct link to a firm through a former coworker are three times more likely to be hired compared to workers displaced from the same closing event who lack such a tie. Moreover, we show that successful displaced workers with a connection in the hiring firm have higher entry-level wages and enjoy greater job security." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
University peers and career prospects: The impact of university ties on early labor market outcomes (2023)
Zitatform
Ilyés, Virág & Anna Sebők (2023): University peers and career prospects: The impact of university ties on early labor market outcomes. In: Economics of Education Review, Jg. 96. DOI:10.1016/j.econedurev.2023.102456
Abstract
"By using extensive Hungarian administrative data, this study aims to provide empirical evidence that former university ties strongly influence the labour market outcomes of individuals, even early in their careers. The estimates focus on the early career paths of graduates who obtained a master's degree between 2010 and 2017. As direct information on social contacts is not available in the dataset, we proxy university peers as students who started and finished the same university programmes (bachelor's or master's) in the same semester. Our results suggest that individuals are more likely to get hired by given firms if their former peers work there. The measured effects are considered significant and quite robust, even after controlling for the important sources of potential bias. Although we cannot present exact proof of the direct help of contacts, we provide suggestive evidence that seems to confirm the existence of such assistance. Our findings also revealed that the measured benefits are mainly attributable to connections from bachelor's studies. The effect of master's peers is mostly driven by the selection of individuals alongside prevalent study track-firm pathways. By comparing entries into new firms with and without peers, we also show that graduates with links have better labor market outcomes after hiring: they earn higher wages, obtain better and more prestigious positions, and stay longer at their new firm. The results draw attention to the importance of university peers in the labour market and contribute to the discussions about the determinants of early labour market success." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Raus aus der (gefühlten) Ohnmacht? Geflüchtete erleben ihr Ankommen in Deutschland als eine immense Herausforderung (2023)
Landauer, Philipp;Zitatform
Landauer, Philipp (2023): Raus aus der (gefühlten) Ohnmacht? Geflüchtete erleben ihr Ankommen in Deutschland als eine immense Herausforderung. In: IAB-Forum H. 05.01.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230105.01
Abstract
"Ob es Geflüchteten gelingt, in einer neuen Gesellschaft anzukommen, hängt sowohl von ihnen selbst als auch von den Einheimischen ab. Anhand von Erzählungen Geflüchteter verdeutlicht eine IAB-Studie, dass diese den schwierigen Prozess des Ankommens vor allem als ein stetes Ringen um Handlungsfähigkeit erleben – mit individuell höchst unterschiedlichem Erfolg." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Why Personal Ties (Still) Matter: Referrals and Congestion (2023)
Mylius, F.;Zitatform
Mylius, F. (2023): Why Personal Ties (Still) Matter: Referrals and Congestion. (Cambridge working papers in economics 2356), Cambridge, 21 S.
Abstract
"The internet has reduced search costs significantly, making it much easier to apply for a large number of jobs. In spite of that, the share of jobs found through personal contacts has remained stable over the past decades. My theoretical framework explores a new channel that makes referred candidates favorable for firms: a higher likelihood to accept a job offer. This trait becomes particularly advantageous whenever firms face large uncertainty over whether their candidates would accept their job offer. As we see, if search barriers vanish and workers apply to more firms, a referred candidate expects to face more competitors. On the other hand, with more applications being sent out, workers are, on average, less interested in each firm they apply to, which makes referred candidates stand out more. This means the chances of getting a job offer through a referral can increase if competing workers send out more applications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The weakness of common job contacts (2023)
Zitatform
Ruiz-Palazuelos, Sofía, María Paz Espinosa & Jaromír Kovářík (2023): The weakness of common job contacts. In: European Economic Review, Jg. 160. DOI:10.1016/j.euroecorev.2023.104594
Abstract
"Many people obtain job information from friends and acquaintances. However, one factor influencing labor-market outcomes that is ignored in the literature is the presence of overlapping friendship circles in social networks. We find that overlapping friendship networks produce correlated information flows, resulting in an increased probability of two events: either receiving redundant job offers or receiving no job offers at all. Consequently, people with common contact networks exhibit worse employment prospects even if they have the same number of information providers and compete with the same number of people for vacancies. In quantitative terms, the impact of overlapping friendship circles rivals that of the number of direct contacts and contacts’ contacts. This implies that the results in Calvó-Armengol (2004) only apply for networks where people’s friends are neither connected nor have common contacts. Because overlapping friendship circles are a crucial aspect of strong relationships, our findings uncover an alternative mechanism behind “The Strength of Weak Ties” (Granovetter, 1973): their ability to maintain independence in job information flows. We further show that people with common job contacts earn lower incomes on average. However, conditional on being employed, their expected wage is higher because they can take advantage of the multiple job offers received by selecting the one with the highest pay." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Measuring Income Inequality in Social Networks (2023)
Stark, Oded; Bielawski, Jakub; Falniowski, Fryderyk;Zitatform
Stark, Oded, Jakub Bielawski & Fryderyk Falniowski (2023): Measuring Income Inequality in Social Networks. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16666), Bonn, 33 S.
Abstract
"We present a new index for measuring income inequality in networks. The index is based on income comparisons made by the members of a network who are linked with each other by direct social connections. To model the comparisons, we compose a measure of relative deprivation for networks. We base our new index on this measure. The index takes the form of a ratio: the network's aggregate level of relative deprivation divided by the aggregate level of the relative deprivation of a hypothetical network in which one member of the network receives all the income, and it is with this member that the other members of the network compare their incomes. We discuss the merits of this representation. We inquire how changes in the composition of a network affect the index. In addition, we show how the index accommodates specific network characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pre-existing company contacts and premature termination of apprenticeship training in Germany (2023)
Weißmann, Markus; Roth, Tobias;Zitatform
Weißmann, Markus & Tobias Roth (2023): Pre-existing company contacts and premature termination of apprenticeship training in Germany. In: Research in Social Stratification and Mobility, Jg. 87. DOI:10.1016/j.rssm.2023.100839
Abstract
"Using longitudinal data from Starting Cohort 4 of the German National Educational Panel Study (NEPS), we examined whether pre-existing strong ties and weak ties in the training company are associated with the risk of premature termination of apprenticeship training in Germany. This is highly relevant for the literature on social capital in the labor market since so far little is known about the role of social contacts for the turnover propensity of labor market entrants. By examining a potentially important factor for a successful labor market integration, our research also adds to both the school-to-work and the social stratification literature. Our empirical results are only partly consistent with our theoretically derived expectations. While contrary to our expectations, we found no association between strong ties and termination probability, weak ties were, as expected, associated with a lower probability of premature training termination among those apprentices who were trained in their desired occupation. Our main results, combined with several robustness checks, let us assume that this is due to better matched training situations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Ressourcen von beruflich erfolgreichen Frauen: eine qualitative Studie zu Frauen mit und ohne Behinderung (2022)
Ehrig, Heike; Krumpholz, Doris;Zitatform
Ehrig, Heike & Doris Krumpholz (2022): Ressourcen von beruflich erfolgreichen Frauen. Eine qualitative Studie zu Frauen mit und ohne Behinderung. Münster: Waxmann Verlag, 356 S.
Abstract
"Die Unterrepräsentanz von berufstätigen Frauen in ranghohen Positionen ist nach wie vor ein Thema in Gesellschaft und Politik. In Wissenschaft und Forschung war der Fokus bisher eher darauf gerichtet, was Frauen an beruflichem Erfolg hindert, wo etwa strukturelle Barrieren oder persönliche Faktoren einen Einfluss haben. Dieser bislang eher defizitorientierte Blick auf gut qualifizierte und erfolgsmotivierte Frauen vernachlässigte die Frage nach den Ressourcen und Kompetenzen von Frauen, die beruflich erfolgreich geworden sind. Dabei wurde die Frage nach Erfolgsfaktoren von Frauen mit Behinderung überhaupt nicht gestellt. In dieser Untersuchung mit qualitativen Interviews wird nach den Ressourcen von Frauen mit und ohne Behinderung gefragt und ihre Kompetenzen, Strategien und die Relevanz von sozialen Beziehungen werden ermittelt. Was bedeutet es für Frauen mit und ohne Behinderung, beruflich erfolgreich zu sein? Über welche Kompetenzen verfügen sie? Wie gestalten sie soziale Beziehungen und welche Strategien wenden sie an? Welche Empfehlungen geben sie anderen Frauen und Arbeitgeber*innen bzw. Organisationen? Dieses Buch will neben dem Beitrag zur Forschung auch hilfreiche Anregungen geben für Interessenvertretungen wie Gleichstellungsbeauftragte, Diversity-Beauftragte, Schwerbehindertenvertrauensleute und Personalrätinnen. Darüber hinaus können auch Führungskräfte, Erwachsenenbildner*innen und Pädagog*innen profitieren." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis bei der Deutschen Nationalbibliothek -
Literaturhinweis
The Effect of Co-ethnic Social Capital on Immigrants' Labor Market Integration: A Natural Experiment (2022)
Zitatform
Gërxhani, Klarita & Yuliya Kosyakova (2022): The Effect of Co-ethnic Social Capital on Immigrants' Labor Market Integration: A Natural Experiment. In: Comparative Migration Studies, Jg. 10, 2022-03-15. DOI:10.1186/s40878-022-00289-x
Abstract
"Empirically identifying the causal effect of social capital on immigrants’ economic prospects is a challenging task due to the non-random residential sorting of immigrants into locations with greater opportunities for prior or co-ethnic connections. Our study addresses this selection-bias issue by using a natural-experimental dataset of refugees and other immigrants who were exogenously allocated to their first place of residence by German authorities. This unique opportunity allows us to make an important methodological contribution to the predominantly observational knowledge about immigration and co-ethnic social capital. Although a growing body of migration studies in economics and sociology stresses the importance of social networks for migrants’ labor market integration, our results show little evidence of a causal effect of social networks themselves. Being part of a larger co-ethnic community per se does not accelerate immigrants’ labor market success except for the migrants who use the resources embedded in their social contacts when looking for a job. We conclude that further methodological advancements can be achieved by embracing recent technological developments and by combining different methods to increase both internal and external validity of findings in migration studies." (Author's abstract, © Springer Nature) ((en))
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Literaturhinweis
Ethnic enclaves and immigrant economic integration: High-quality enclave networks encourage labor market success for newly arriving immigrants (2022)
Zitatform
Schüller, Simone & Tanika Chakraborty (2022): Ethnic enclaves and immigrant economic integration. High-quality enclave networks encourage labor market success for newly arriving immigrants. (IZA world of labor 287), Bonn, 10 S. DOI:10.15185/izawol.287.v2
Abstract
"Aus theoretischer Sicht ist offen, ob ethnische Enklaven die ökonomischen Eingliederungschancen limitieren oder aber Migranten dabei helfen, sich dank eines besseren Zugangs zu Informationen und Arbeitsplätzen erfolgreicher zu integrieren. Empirische Belege deuten darauf hin, dass Zuwanderer, die sich in ethnischen Enklaven niederlassen, ein höheres Einkommen erzielen können – primär hängt dies von der Qualität des ethnischen Netzwerks ab. Eine Politik, die Anreize für Neuzuwanderer schafft, sich in Regionen mit relativ hohen Beschäftigungsquoten und hohem Bildungsniveau innerhalb der eigenen ethnischen Gruppe niederzulassen, kann ihre Integration in den Gesamtarbeitsmarkt fördern." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Deutsche Kurzfassung -
Literaturhinweis
Network explanations of the gender gap in migrants' employment patterns: Use of online and offline networks in the Netherlands (2021)
Zitatform
Bilecen, Başak & Verena Seibel (2021): Network explanations of the gender gap in migrants' employment patterns: Use of online and offline networks in the Netherlands. In: Journal of Family Research, Jg. 33, H. 2, S. 541-565. DOI:10.20377/jfr-484
Abstract
"Objective: We investigate the relation between having online and offline personal networks and employment for male and female migrants in the Netherlands. Background: Previous research diagnoses an alarming gender gap for migrants in their employment patterns. Although social networks are identified as being crucial for migrants' labor market participation, we know very little about how migrant men and women differ in their social networks and how these differences translate into varying employment opportunities. Method: Drawing on the Dutch Immigrant Panel of LISS (Longitudinal Internet Studies for the Social Sciences) dataset, we examined migrants' employment patters who have arrived to the Netherlands under different migration streams by conducting logistic regression models. Results: We identify two major findings. While contrary to our expectations, migrant women tend to be connected with those who are employed and with a Dutch background, less connected to men and have a rather dense network structure. Nonetheless, women's personal networks do not significantly account for their unemployment, but rather their less use of LinkedIn than migrant men. Conclusion: Our findings have implications in understanding network inequalities for female migrants in their labor market participation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hiring Your Friends: Evidence from the Market for Financial Economists (2021)
Zitatform
Hadlock, Charles J. & Joshua R. Pierce (2021): Hiring Your Friends: Evidence from the Market for Financial Economists. In: ILR review, Jg. 74, H. 4, S. 977-1007. DOI:10.1177/0019793919896755
Abstract
"The authors study connections in academic hiring in a sample of finance doctoral graduates. Departments hire PhD graduates with school connections to other recently hired faculty at a significantly greater rate than models predict. Similarly, schools exhibit an elevated propensity to hire individuals with names that indicate a similar ethnic background to incumbent department members. School-connected hires tend to publish at significantly elevated rates, a finding that is robust to a large number of model modifications and is stronger in more research-intensive departments. The evidence on school connections appears highly consistent with an employer information benefit from hiring based on school connections. Ethnic-connected hires tend to publish at lower-than-predicted rates when controlling for hiring-school characteristics, but this finding is not robust to the inclusion of hiring-school fixed effects. This evidence suggests that the possible information benefits of school-connected hiring do not immediately extend to other types of connections." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Whom do you know? Recruiters' motives for assessing jobseekers' online networks (2021)
Hedenus, Anna; Håkansson, Peter; Backman, Christel;Zitatform
Hedenus, Anna, Christel Backman & Peter Håkansson (2021): Whom do you know? Recruiters' motives for assessing jobseekers' online networks. In: The International Journal of Human Resource Management, Jg. 32, H. 8, S. 1754-1777. DOI:10.1080/09585192.2019.1579245
Abstract
"Network recruitment has become an essential part of the modern labour market. However, there are significant research gaps: 1) the development of social media has been crucial to the growth of social networks, yet we know little about its influence on network recruitment; 2) studies on network recruitment generally focus on employees' rather than employers' perspectives; 3) the context of most research is the US labour market, which then identifies a need for contributions relating to other countries. The aim of this study is to analyse and discuss recruiters' use of SNS to evaluate the networks of potential candidates. To understand how and why recruiters assess online networks, we used qualitative data from a Swedish study. Our analysis showed that recruiters search the internet either to find information that helps them ascertain the candidate as trustworthy, or to evaluate the candidate's social capital through the size and composition of their networks. For certain job positions especially, active management of one's online networks thus becomes crucial. Finally, this study illustrates how network connections may undermine rather than build trust, and thereby challenges a belief in the positive impact of networks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social Capital and Its Effect on Labour Market (Mis)match: Migrants' Overqualification in Germany (2021)
Kracke, Nancy; Klug, Christina;Zitatform
Kracke, Nancy & Christina Klug (2021): Social Capital and Its Effect on Labour Market (Mis)match: Migrants' Overqualification in Germany. In: Journal of International Migration and Integration, Jg. 22, H. 4, S. 1573-1598. DOI:10.1007/s12134-021-00817-1
Abstract
"If a person is overqualified in the sense that an employee's level of training exceeds the job requirements, then some human capital lies idle and cannot be converted into appropriate (monetary and non-monetary) returns. Migrants are particularly at risk of being overqualified in their employment; however, this phenomenon cannot be fully explained by differences in human capital or socio-economic characteristics. This paper examines whether social capital plays a decisive role in migrants' risk of overqualification in Germany. Using data from the German IAB-SOEP Migration Sample, we analyse the job search process of migrants to determine whether social networks influence their risk of being employed below their acquired educational level. We estimate logistic regression models and find that social capital influences the adequacy of migrants' jobs: We show that migrants are at a greater risk of overqualification if they use only informal job search strategies such as relying on friends or family members. Moreover, we find that homophilous migrant networks and jobs in employment niches are risk factors for overqualification. We conclude that the combination of informal job search modes and homophilous migrant networks leads to a comparably high risk for migrants of being overqualified in their employment in the German labour market." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Dann eben mithilfe meiner Leute: Wie Netzwerke helfen, ethnische Diskriminierung bei der Jobsuche zu umgehen (2021)
Schulz, Benjamin;Zitatform
Schulz, Benjamin (2021): Dann eben mithilfe meiner Leute. Wie Netzwerke helfen, ethnische Diskriminierung bei der Jobsuche zu umgehen. In: WZB-Mitteilungen, Jg. 173, S. 9-11.
Abstract
"Auch in Deutschland geht die ethnische Herkunft mit erheblichen Nachteilen auf dem Arbeitsmarkt einher. Neben beruflichen Qualifikationen und Deutschkenntnis en bestimmen auch die soziale Einbettung und ethnische Diskriminierung die Arbeitsmarktintegration. Längsschnittliche Analysen von Daten des Nationalen Bildungspanels zeigen, dass Zugewanderte stärker von der Nutzung ihrer sozialen Ressourcen profitieren als Deutsche ohne Migrationshintergrund, vor allem Menschen aus ehemaligen Anwerbeländern wie der Türkei. Ihnen kann die Nutzung persönlicher Netzwerke helfen, um (erwartete) Diskriminierung zu umgehen." (Autorenreferat, IAB-Doku)