Systematic inequality and hierarchy in faculty hiring networks.
Systematic inequality and hierarchy in faculty hiring networks.
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DOI：
10.1126/sciadv.1400005
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发表时间：
2015-02
期刊：
影响因子：
13.6
通讯作者：
Larremore DB
中科院分区：
文献类型：
--
作者：
Clauset A;Arbesman S;Larremore DB
对毕业生到教师招聘网络的分析揭示了系统性的招聘偏见和模式。教师就业市场在塑造科学家和机构的研究重点，教育成果和职业轨迹方面发挥着重要作用。然而，教师招聘作为一个系统的定量理解是缺乏的。使用一个简单的技术来提取机构声望排名，最好地解释了一个观察到的教师招聘网络谁雇用谁的毕业生作为教师，我们提出和分析近19,000名普通教师在三个不同的学科全面的就业数据。在各个学科中，我们发现教师招聘遵循一种常见且陡峭的等级结构，反映了深刻的社会不平等。此外，博士声望本身比《美国新闻与世界报道》排名更能预测最终的位置，女性通常比男性更差，而机构声望的提高会导致教师产量的增加，更好的教师安置，以及学科内更有影响力的位置。这些结果提高了我们量化学术声望影响的能力，并为学术体系提供了新的视角。
An analysis of networks of graduate-to-faculty hires reveals systematic hiring biases and patterns. The faculty job market plays a fundamental role in shaping research priorities, educational outcomes, and career trajectories among scientists and institutions. However, a quantitative understanding of faculty hiring as a system is lacking. Using a simple technique to extract the institutional prestige ranking that best explains an observed faculty hiring network—who hires whose graduates as faculty—we present and analyze comprehensive placement data on nearly 19,000 regular faculty in three disparate disciplines. Across disciplines, we find that faculty hiring follows a common and steeply hierarchical structure that reflects profound social inequality. Furthermore, doctoral prestige alone better predicts ultimate placement than a U.S. News & World Report rank, women generally place worse than men, and increased institutional prestige leads to increased faculty production, better faculty placement, and a more influential position within the discipline. These results advance our ability to quantify the influence of prestige in academia and shed new light on the academic system.