摘要：This paper analyzes the effectiveness of social networks in finding jobs and estimates the value of job search network using the Korean Laber and Income Panel Study (KLIPS) dataset and utilizing the Difference–in–Difference Propensity Score Matching (PSM) methodology (Heckman et al.,1997).While the wide use of social networks in the Korean labor market is often perceived as 'nepotism,’ this study confirms that social networks,by serving as an effective information transmitter between job search and recruitment,make a significant contribution to improving the adequacy of job matching in the domestic labor market.In order to verify the effectiveness of using social networks for getting jobs,this study looks into the cases of labor turnover using social networks and also not using it.In the aspect of individual satisfaction improvement relating to workplace and job duties,both cases of turnover turn out to experience an increased satisfaction by 2~3 points (on a 100–score scale).Meanwhile,as for the educational and technical adequacy improvement,no positive effects are found in the case of turnover without social networks,whereas the educational and technical adequacy improvement turns out to increase by 2.13 and 2.52 points,respectively,in the case of turnover using social networks.The effect of income increase through turnover using social networks registered 40,074 Korean won per month (as of 2010),which can be considered as the result from the improved educational and technical adequacy.Of all things being considered,the value of job search network per wage worker in the Korean society is estimated to be 18.72 million won in terms of life–cycle wage improvement,and 758.2 scores in terms of the improvement of working life satisfaction.Provided that the cash value of satisfaction score 1 is equivalent to '’ times 10,000 won,the aggregate value of job search network is estimated to be 18.72＋7.582 million won,which means the total amount of costs that a wage worker in the Korean society willingly pays to maintain and manage job networks for lifetime.
其他摘要：본 논문은 한국노동패널 (KLIPS) 자료를 활용하여 국내 노동시장에서의 인적 네트워크 활용 의 효과성을 검증하고 임금근로자 개인의 구직 네트워크 가치를 추정하였다.흔히 인적 네트 워크를 활용한 이직을 '연줄’ 혹은 '정실인사’라고 하여 부정적으로 보는 견해가 많으나,본 연 구는 인적 네트워크가 이직자와 구인자 사이의 정보전달기능을 수행함으로써 사회 전반의 일 자리 매치 (job match)의 적합성을 증대시키는 긍정적 기능을 수행하고 있음을 입증하고 있다.Propensity Score Matching 방법론을 활용하여 검증한 결과,자발적 이직자들의 이직을 네트 워크형 이직과 비네트워크형 이직으로 구분하여 보았을 때,네트워크형 이직만이 교육수준 및 기술수준의 적합도를 각기 (100점 만점에서) 2.13점과 2.52점 개선시키는 것으로 확인되었으 며,이러한 적합도의 개선은 월 4.074만원 (2010년 기준)의 임금상승효과로도 재확인되었다.
关键词：(Social Networks);(Value of Job Networks);(Job Match);(Job Transfer);(Propensity Score Matching)
