Entry into working life: Internal migration and the job match quality of higher‐educated graduates

Abstract

We estimate the impact of internal migration on job-match quality for recent Dutch university and college graduates. We find positive yet modest wage returns. After controlling for the self-selection of migrants with an IV approach, this effect is no longer significant for university graduates and all graduates from peripheral areas. We also find that, for our alternative job-match measures, where there is evidence of migrant self-selection, controlling for self-selection strongly reduces the effect of internal migration on job-match quality. In some cases, the returns on internal migration are found to be negative, which may signal forced migration.

Location‐specific knowledge in spatial job search and its outcomes: An empirical investigation

“…These results stand in contrast to numerous migration studies that find positive returns to geographical mobility (e.g., Böheim & Taylor, ; Di Cintio & Grassi, ; Lehmer & Ludsteck, ; Lehmer & Möller, ), though there are several exceptions finding no statistically significant effect (Venhorst & Cörvers, ; Zaiceva, ). The positive returns to geographical mobility in many earlier studies are a result of both residential considerations and mechanisms relating to the geographical dimension of knowledge.…”

Research on Students' Performance in Higher Education through Sequence Analysis

“…In a study among Dutch graduates, Hensen et al (2009) find that spatial mobility leads to a better matching and higher quality job. Venhorst & Cörvers (2015) find positive returns of spatial mobility on wages, but note that this effect disappears after controlling for self-selection. This indicates that it is the higher human capital individuals who are spatially mobile and that this is driven by necessity (no suitable job opportunities nearby).…”

“…This implies that the decision to be mobile is a personal consideration of costs and benefits. Hence it is not surprising that young individuals with high levels of human capital (for instance, recent graduates of higher education) are known to be especially mobile (Faggian & Mccann, 2009;Venhorst & Cörvers, 2015;Venhorst et al, 2011). Both the costs of staying in an inferior location and benefits of moving toward a more opportunity-rich location are higher, and young individuals have more time to change the costs of a move into the benefits of a better job (Sjaastad, 1962).…”

“…Different theoretical frameworks and empirical approaches have been used to explain spatial mobility (Herzog Jr, Schlottmann, & Boehm, 1993;Venhorst & Cörvers, 2015). However, the general focus is on the effects of periods in and moves between certain locations on labor market outcomes (e.g.…”

Does it Pay to Move? Returns to Regional Mobility at the Start of the Career for Tertiary Education Graduates

“…Winters (2012) analyse the differences in several employment outcomes related to the migration decision of US college graduates. Hensen et al (2009) and Venhorst and Cörvers (2015), investigate the impact of regional mobility at labour market entry on education-job matches and job match quality, respectively. statistics of the tertiary education graduates in our sample.…”