“拼爹”还是“拼搏”——家庭资本对高校毕业生城市间就业流动的影响

In recent years, the number of Chinese university graduates has been progressively increasing, and their employment situation has become increasingly poor under the influences of the COVID-19 epidemic and downward economic pressure. The employment issue of university graduates has attracted considerable attention. The migration of university graduates is synthetically affected by multiple factors including individual-, family-, and city-level factors. A systematic theoretical framework of the influencing mechanism of the migration of university graduates, which combines these factors, is lacking. Moreover, extant studies have scarcely investigated the migration of university graduates from the overall perspective of family capital, let alone different factors considered by graduates with different family capital levels in the migration decision-making process. The role of human capital in the relationship between the family capital and migration of graduates still remains unknown. To address this gap, based on first-hand survey data on the migration of new graduates from 78 universities in eight cities in 2022, this study employs a nested logit model to examine the influencing factors on the intercity migration of university graduates from both the individual and city levels, and reveals the dual influencing mechanism of family capital (economic, cultural, and social capital) and human capital (education qualification, university type, student cadre status, academic records, certificates, and internship experience). The results demonstrate that: 1) Family capital exerts a significantly positive impact on the intercity migration of university graduates. Graduates with higher levels of family capital are more inclined to move to higher-level cities. Compared with graduates whose parents have an annual income level below 90 thousand RMB and highest education qualification below a college degree, graduates whose parents have an annual income level above 90 thousand RMB and highest education qualification above a college degree are more likely to flow to first-tier and second-tier cities. 2) The influence of family capital on the migration of graduates presents significant heterogeneity. When choosing employment cities, graduates with a higher level of family capital pay more attention to urban economic and amenity factors. Compared with graduates with lower levels of family capital (represented by lower parental income levels, lower educational qualification levels, and parents' non-managerial or professional occupations), graduates with higher levels of family capital (opposite to their counterparts) are more affected by income levels, living costs, environmental quality, medical resources, and cultural resources, in selecting employment cities. 3) The human capital of graduates plays both a positive mediating role and a certain degree of a negative moderating role in the impact of family capital on the migration of graduates. All the variables of human capital play a positive mediating role, that is, family capital positively influences the migration of graduates by affecting their human capital; however, some variables of human capital (student cadre status, academic records, certificates, and internship experience) play a negative moderating role, that is, the human capital accumulated in the university can weaken the impacts of family capital on the migration of graduates. By introducing a spatial perspective, this study provides not only empirical evidence for the response to the social concern about whether getting good jobs depends on family background or personal efforts, but also scientific references for promoting the full employment of graduates and guiding the rational talent flows.