Exploring How Faculty Apply Professional Legitimacy When Advising Students About Graduate Education

Nguyen, David J.; Blalock, A. Emiko

doi:10.1080/00221546.2023.2173461

Cited by 3 publications

(2 citation statements)

References 69 publications

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“…These types of programs defy narratives of ideal worker norms by pointing to the value of investing and remaining at one institution, elevating the importance of diverse faculty, and making clear directives about what institutions value. Changing the nature of the faculty pipeline challenges field norms in higher education that demand geographic mobility or institutional pedigree (Burris, 2004;Nguyen & Blalock, 2023;Rhoades et al, 2008;Wapman et al, 2022), which also had negative gendered implications on women. Furthermore, encouraging collaboration and cohort-based hiring may redress the often "lone-wolf" and "cut-throat" faculty mentality (O'Meara et al, 2008) toward promotion and career advancement.…”

Section: Discussionmentioning

confidence: 99%

Hierarchies and paradoxes: How women in non-tenure-track faculty positions experience a gendered organization.

Blalock¹,

Stefanese-Yates²

2023

Journal of Diversity in Higher Education

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Section: Discussionmentioning

confidence: 99%

Hierarchies and paradoxes: How women in non-tenure-track faculty positions experience a gendered organization.

Blalock¹,

Stefanese-Yates²

2023

Journal of Diversity in Higher Education

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“…Against this backdrop, boundaryless career theorists delved into how individuals sought extra-organisational support through interaction and negotiation with structural factors to 'leverage highly marketable skills' for career progressions transcending any single employer (Arthur et al, 2005, p. 26). This closely connects to the employment trajectories of doctorates, who agentively (McAlpine et al, 2014;McAlpine & Amundsen, 2009;Nguyen & Blalock, 2023) pursue cross-sectoral careers (Hancock, 2019;Neumann & Tan, 2011;Pedersen, 2014;Recotillet, 2007). Although the theoretical foundations of boundaryless career theory are well established with respect to academic contexts (Chen, 2021;Dowd & Kaplan, 2005;Ortlieb & Weiss, 2018), the same theory was criticised for its overemphasised individualism (Pringle & Mallon, 2003) and simplicity (Sullivan & Baruch, 2009).…”

Section: Conceptualisation Of the Frameworkmentioning

confidence: 95%

Occupational choice, satisfaction and success of PhD graduates in East Asia and the West: A systematic review

Yang,

Fumasoli

2024

Higher Education Quarterly

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The globally expanding doctoral education and the diminishing availability of academic job opportunities have prompted an increasing proportion of PhD graduates to seek employment beyond academia, drawing a growing scholarly interest. However, the existing literature on doctoral career pathways tends to be fragmented and dispersed, given the idiosyncratic individual and educational characteristics of doctorates grappling with the complex structural factors. To depict a comprehensive picture of the diversifying employment trajectories of doctorates across various geographical, disciplinary and sectoral contexts, this study conducts a systematic review, scouring 831 pertinent journal articles from the Web of Science. Following a set of inclusion criteria, 31 papers were ultimately selected to identify the key factors shaping employment trajectories of PhD graduates at structural (national supply and demand), institutional (employers' perceptions) and individual (doctorates' characteristics) levels. Drawing on the boundaryless and value‐based career theories, the authors develop a four‐dimension analytical framework, within which the findings of the 31 papers in East Asian and Western contexts are analysed. Overall, stakeholders in Western systems generally recognise the trend of PhD graduates securing non‐academic employment, whereas East Asian nations appear less receptive to this agenda. Meanwhile, due to their strong emphasis on research skills utilisation and employment stability, PhD graduates in certain economies find it challenging to pursue satisfying and successful careers, warranting increased attention. Building on the findings, we propose a four‐quadrat model in an effort to provide a tool for evaluating the capacity to absorb doctoral workforces of specific systems by categorising the doctoral professions. Highlighting shared patterns observed across various higher education systems and distinct trends prevalent in specific economies, this paper addresses key topics in doctoral education and doctorate employment literature such as labour market conditions, employment outcomes, job satisfaction, skills (mis)matches and sustainable careers.

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Importance of undergraduate institution prestige in physics faculty hiring networks

Grunspan,

Komperda,

Offerdahl

et al. 2024

Phys. Rev. Phys. Educ. Res.

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Reforming the professionalization experiences of future faculty members, including their undergraduate experience, provides a possible means to create scalable change in higher education. However, this requires an understanding of where faculty undergraduate training occurs. We analyze data from 7748 tenure-line faculty members across 611 U.S. physics departments, including their undergraduate alma mater and their employer university. The resulting undergraduate professionalization network reveals a prestige hierarchy similar in strength to those previously found in hiring networks at the Ph.D. level, indicating that the road to faculty jobs begins during undergraduate admissions. Furthermore, 42% of physics faculty members earned their undergraduate degrees from institutions outside of the United States. These results reinforce the importance of institutional prestige in academia and offer a potential strategy for driving systemic change. Published by the American Physical Society 2024

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Exploring How Faculty Apply Professional Legitimacy When Advising Students About Graduate Education

Cited by 3 publications

References 69 publications

Hierarchies and paradoxes: How women in non-tenure-track faculty positions experience a gendered organization.

Hierarchies and paradoxes: How women in non-tenure-track faculty positions experience a gendered organization.

Occupational choice, satisfaction and success of PhD graduates in East Asia and the West: A systematic review

Importance of undergraduate institution prestige in physics faculty hiring networks

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