Term limits that effectively govern leadership transition play an important role in authoritarian power sharing. A fixed term and a pre-appointed successor – two crucial components of term limits – credibly commit the incumbent ruler to share power with other elites, and also allow the elites to monitor and coordinate against the ruler's transgression of the power-sharing agreement. While the successful adoption of term limits often requires an even balance of power among the ruling elites in the first place, once adopted it initiates an evolving bargain over allocation of political power among multiple generations of leaders that further keeps any one faction from dominating the others. I corroborate this argument using a biographical dataset of elite members of the Chinese Communist Party from 1982 to 2012. The findings suggest that the Party's incumbent leaders and their rivals (i.e., predecessor and heir-apparent) shared equal chances in promoting their associates—which proxy their political influence—and this pattern has become more salient since the 16th party congress, when the term limits that currently govern China's leadership transition became fully fledged. This result also sheds light on the role of informal, patronage-based promotion in the institutionalization of authoritarian politics.

Informal connections play an important role in regimes all across the world, but among China's political elite, it is particularly factional affiliation that is said to structure contention over who will rule and who will fall victim to a purge. This article identifies two approaches to measuring factional ties in the literature: the exploratory approach traces alliance ties through qualitative assessment of insider sources, while the structured approach uses publicly available data to infer factions from shared characteristics. The article combines the two by arguing that informal politics is better conceptualized as a process of alliance formation shaped by an underlying social (network) structure. Among the structured approaches, coworker networks best capture the latter, but this can be further refined by noting the number of instances of working together, or by taking into account promotions that have occurred while the two individuals were coworkers.