The Facade of Fit in Faculty Search Processes
The Facade of Fit in Faculty Search Processes
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DOI：
10.1080/00221546.2020.1775058
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发表时间：
2020-07-10
影响因子：
3.1
通讯作者：
White-Lewis, Damani K.
中科院分区：
文献类型：
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作者：
White-Lewis, Damani K.
对学术职业的活力和种族/民族构成的各种担忧，促使人们对教师招聘委员会和招聘模式进行了新的研究，其中最引人注目的是对候选人评估中的“契合度”一词的研究。然而，没有一项研究利用候选人评估框架来调查教师是否真正进行了合适的评估，或者这些评估是否扼杀了多元化进程，特别是考虑到改革教师招聘的普遍机构努力。本研究采用关键人-环境契合度框架和多案例研究方法，探讨教师遴选委员会成员如何单独评估和集体选择有潜力的早期职业教师。结果表明，作为基于组织需求评估和选择候选人的假设、实践和策略系统，契合度在教师搜索中是最低的。相反，教师们严重依赖特殊偏好来评估研究、教学和服务证书，这也包含了直接或间接避免多样性的标准。调查结果显示，对候选人的审查和选择，与组织要求或一致性相比，更多地取决于委员会的个人偏好。
Various concerns regarding the vitality and racial/ethnic composition of the academic profession have prompted new study of faculty search committees and hiring paradigms, most notably examining the term "fit" in candidate appraisals. Yet no study utilizes a candidate evaluation framework to investigate whether or not faculty members truly assess for fit, or if these assessments stifle diversification processes, especially in light of pervasive institutional efforts to reform faculty hiring. This study uses a critical person-environment fit framework and multiple case study methods to investigate how faculty search committee members individually evaluate and collectively select prospective early-career faculty. Results indicate that fit, as system of assumptions, practices, and tactics designed to evaluate and select candidates based on organizational needs, was minimal in faculty searches. Instead, faculty relied heavily on idiosyncratic preferences to evaluate research, teaching, and service credentials, which also contained criterion that directly and indirectly averted diversity. Findings reveal how the review and selection of candidates is as much, if not more, about individual committee preferences than organizational demands or congruence.