人力信息传递与关系网络的变动 以职业流动的个案为例

The Transfer of Human Capital Information and the Change in the Relation Network-A Case Study of Job Mobility

关系网络未必总是积极的,从而也未必总能构成社会资本。本文试图将信息经济学的信号传递问题与社会学的关系网络研究结合起来,以职业流动的个案为例,来探讨人力投资、信息传递与关系网络改变的逻辑联系。在求职过程中,行为者随机会集合的状况不同会对关系网络有不同的倾向;行为者可选择的机会集合与其人力的状况、人力显示方式和程度有着密切的关系。在机会集合一定的情况下,关系网络除了有助于行为者获取职业信息之外,还会影响外界对他/她的评价,进而影响其人力信息的传递;而对自己感兴趣的方向进行人力投资不仅会改善人力状况,还能多样化人力显示方式(包含改变关系网络在内),强化人力显示程度。

Relation networks are not always positive, hence no guarantee to produce social capital. This paper combines the concept of information transfer from the field of information economics and the concept of relation networks from the field of sociology to explore the logical relationships between human capital investment, information transfer, and changes in relation networks via a case study. In the process of seeking a job, the job hunter will vary his or her reliance on the relation network according to different opportunity clusters. The opportunities available for selection and the quality of the human capital, its way of expression and depth, all are closely related. In certain opportunity clusters, relation networks will not only help the job hunter obtain job-related information but also influence the external evaluation of him or her, which in turn, can influence the transfer of the information about the human capital. Trying to invest him/herself in his/her own interested direction will improve the quality of his/her human capital, and furthermore, it will help the human capital being expressed in multiple ways and to a more intensified extent.