The process of job matching is complementary to human capital investment in determining earnings growth over the individual job history. Change in earnings associated with moving between jobs is portrayed as a result of matching. In this paper the idea of job matching is refined to distinguish between job matching within firms and job matching across firms. The derived hypotheses are supported by empirical results of a causal model which controls for human capital and personal endowment variables.
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Pak-Wai Liu (1986) studied this question.
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