Author's Keywords: Social Capital, Social Networks, Agent-Based Model	Convention Submission, Review, and Scheduling! All Academic Convention can help with all of your abstract management needs and many more. Contact us today for a quote! Submission - Custom fields, multiple submission types, tracks, audio visual, multiple upload formats, automatic conversion to pdf. Review - Peer Review, Bulk reviewer assignment, bulk emails, ranking, z-score statistics, and multiple worksheets! Reports - Many standard and custom reports generated while you wait. Print programs with participant indexes, event grids, and more! Scheduling - Flexible and convenient grid scheduling within rooms and buildings. Conflict checking and advanced filtering. Communication - Bulk email tools to help your administrators send reminders and responses. Use form letters, a message center, and much more! Management - Search tools, duplicate people management, editing tools, submission transfers, many tools to manage a variety of conference management headaches! Click here for more information.
Association: Name: American Sociological Association URL: http://www.asanet.org
Citation: URL: http://www.allacademic.com/meta/p22800_index.html Direct Link: HTML Code:

Fountain, Christine. and Stovel, Katherine. "Turbulent Networks: Social Capital, Employer Hiring Preferences and Labor Market Outcomes" Paper presented at the annual meeting of the American Sociological Association, Marriott Hotel, Loews Philadelphia Hotel, Philadelphia, PA, Aug 12, 2005 <Not Available>. 2008-12-12 <http://www.allacademic.com/meta/p22800_index.html>

Fountain, C. and Stovel, K. , 2005-08-12 "Turbulent Networks: Social Capital, Employer Hiring Preferences and Labor Market Outcomes" Paper presented at the annual meeting of the American Sociological Association, Marriott Hotel, Loews Philadelphia Hotel, Philadelphia, PA Online <APPLICATION/PDF>. 2008-12-12 from http://www.allacademic.com/meta/p22800_index.html

Publication Type: Conference Paper/Unpublished Manuscript Abstract: Empirical evidence shows that many workers search for jobs through their networks, and that employers often prefer to hire through referrals. As a result, many have expected that who use their social networks will enjoy a labor market advantage over those who do not. However, as Mouw has documented, this pattern is not consistently observed empirically (Mouw 2003). In this paper we argue that networks might play a role in producing or buffering against various types of occupational instability (career turbulence) through the mechanisms of information and influence. Our results suggest that the perplexing lack of empirical support for the social network advantage is explained in part by differences in the local and global structure of networks and by variation in the strategies and preferences of employers. Using an agent-based simulation, we show that broader networks reduce the frequency of turbulent events in careers, and that dense networks can trap workers into unstable cycles of job holding. However, these results can be both amplified and attenuated by characteristics of global network structure of the network, and by employers� preferences for hiring through referral. We discuss the implications of these findings and make specific suggestions for important areas of future empirical research.

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