The literature on job networks predicts that employees referred through networks would be better matched and mentored and thus would have lower turnover. However, existing research on this question has neglected the ways in which network effects are contingent upon firm organization. Using the personnel records of a large retail bank, we examine the relationship between network recruitment and turnover among new employees. There was no significant difference between network referrals and non-referrals, but referrals eligible for the employee referral program did have lower turnover. These results are explicable in light of the bank’s organization.
Neckerman, K.M. and Fernandez, R.M. (2003), "KEEPING A JOB: NETWORK HIRING AND TURNOVER IN A RETAIL BANK", Buskens, V., Raub, W. and Snijders, C. (Ed.) The Governance of Relations in Markets and Organizations (Research in the Sociology of Organizations, Vol. 20), Emerald Group Publishing Limited, Bingley, pp. 299-318. https://doi.org/10.1016/S0733-558X(02)20011-7
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