Inbreeding and Research Productivity Among Sociology PhD Holders in Portugal

Tavares, Orlanda; Sin, Cristina; Lança, Vasco

doi:10.1007/s11024-019-09378-1

Cited by 26 publications

(26 citation statements)

References 33 publications

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“…Studies have shown that recruitment is not always meritocratic (Nielsen 2016) where candidates are selected based on a set of fixed evaluative criteria (Musselin 2010). Academic inbreeding is common in many countries (Altbach et al 2015;Tavares et al 2019), and social networks enhance both academic careers (Pezzoni et al 2012;Rossier 2020) and candidates' chances of success in recruitment (Combes et al 2008;Lutter and Schröder 2016). The literature has also shown that recruitment processes can be gender biased (Husu 2000;Nielsen 2016;Wennerås and Wold 1997).…”

Section: Evaluative Criteria In Recruitmentmentioning

confidence: 99%

Are evaluative cultures national or global? A cross-national study on evaluative cultures in academic recruitment processes in Europe

2020

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Studies on academic recruitment processes have demonstrated that universities evaluate candidates for research positions using multiple criteria. However, most studies on preferences regarding evaluative criteria in recruitment processes focus on a single country, while cross-country studies are rare. Additionally, though studies have documented how fields evaluate candidates differently, those differences have not been deeply explored, thus creating a need for further inquiry. This paper aims to address this gap and investigates whether academics in two fields across five European countries prefer the same criteria to evaluate candidates for academic positions. The analysis is based on recent survey data drawn from academics in economics and physics in Denmark, the Netherlands, Norway, Sweden, and the UK. Our results show that the academic fields have different evaluative cultures and that researchers from different fields prefer specific criteria when assessing candidates. We also found that these field-specific preferences were to some extent mediated through national frameworks such as funding systems.

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Section: Evaluative Criteria In Recruitmentmentioning

confidence: 99%

Are evaluative cultures national or global? A cross-national study on evaluative cultures in academic recruitment processes in Europe

2020

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“…Applicants are also able to complain about the expert committees' evaluation and candidate ranking. This transparency incentivizes evaluators to write consistent accounts and suggest that the reports may be rationalized without less legitimate evaluation criteria such as preferring a candidate based on their gender, ethnicity, or personal acquaintanceship, which has been documented to be influential by prior studies (Van den Brink et al 2006;Tavares et al 2019). This paper will neither confirm nor deny such effects.…”

Section: The Research Contextmentioning

confidence: 80%

“…Moreover, they are relatively free from recollection bias as they are written at the time of the evaluations and, thus, used in studies of academic recruitments (Hammarfelt and Rushforth 2017; Hylmö 2018). However, these documents do not openly account for the recruiters' strategic behavior (Musselin 2010), inbreeding effects (Altbach et al 2015;Tavares et al 2019), or gender bias (Van den Brink and Benschop 2011). Nor do they show unreported quantitative or qualitative research evaluations.…”

Section: Resultsmentioning

confidence: 99%

Bibliometrics in Academic Recruitment: A Screening Tool Rather than a Game Changer

Reymert

2020

Minerva

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This paper investigates the use of metrics to recruit professors for academic positions. We analyzed confidential reports with candidate evaluations in economics, sociology, physics, and informatics at the University of Oslo between 2000 and 2017. These unique data enabled us to explore how metrics were applied in these evaluations in relation to other assessment criteria. Despite being important evaluation criteria, metrics were seldom the most salient criteria in candidate evaluations. Moreover, metrics were applied chiefly as a screening tool to decrease the number of eligible candidates and not as a replacement for peer review. Contrary to the literature suggesting an escalation of metrics, we foremost detected stable assessment practices with only a modestly increased reliance on metrics. In addition, the use of metrics proved strongly dependent on disciplines where the disciplines applied metrics corresponding to their evaluation cultures. These robust evaluation practices provide an empirical example of how core university processes are chiefly characterized by path-dependency mechanisms, and only moderately by isomorphism. Additionally, the disciplinary-dependent spread of metrics offers a theoretical illustration of how travelling standards such as metrics are not only diffused but rather translated to fit the local context, resulting in heterogeneity and context-dependent spread.

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“…Entre as alternativas mais plausíveis estão o uso de binomiais negativos de zeros inflados (ZINB) ou binomiais negativos logit hurdle (NBLH) em decorrência do excesso de limitações apresentadas pelos modelos de Poisson, mais recorrentes nos manuais de estatística (Loyes et al 2012;Hilbe 2011). Em termos das variáveis utilizadas (publicações e orientações), a metodologia considerada mais adequada pela literatura é o modelo NBLH, uma vez que permite a divisão da variável dependente em dois grupos com a probabilidade de apresentar uma publicação/orientação ou maior número de publicações/orientações (Tavares et al 2019;Alipova e Lovakov 2018;Loeys et al 2012).…”

Section: Modelos De Contagemunclassified

“…Também foi observada a natureza pública das universidades, uma vez que todas as instituições públicas devem cumprir normativas legais para o recrutamento e a nomeação acadêmica, assim, pesquisadores de instituições privadas foram desconsiderados em função dos critérios de seleção subjetivos e diversos (Tavares et al 2019). Outro ponto diz respeito à diversificação na oferta, em que foram consideradas apenas as instituições 42 em que são oferecidos cursos das mesmas áreas disciplinares de avaliação da Capes (Tavares et al 2015;Cruz-Castro e Sanz-Menéndez 2010).…”

Section: Fonte De Dadosunclassified

Endogenia acadêmica: insights sobre a pesquisa brasileira

Pelegrini

França

2020

Estud. Econ.

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Resumo Este artigo analisa a endogenia acadêmica nas universidades públicas brasileiras, definida como a prática de recrutamento em que as universidades contratam os seus próprios doutorandos após a conclusão de seus estudos. Nesse sentido, foram utilizados dados dos docentes que atuam em grupos de pesquisa e o número de publicações em periódicos internacionais e nacionais, bem como o número de alunos de doutorado orientados como proxies da produtividade científica e da sobreposição das atividades de ensino e pesquisa. Por meio da aplicação de um modelo binomial negativo logit hurdle, os indivíduos que não são endógenos publicam ao menos um artigo internacional, mais artigos nacionais e possuem menos orientandos de doutorado. Contudo, não é possível afirmar categoricamente que os não endógenos são mais produtivos, uma vez que as diferentes áreas científicas possuem culturas disciplinares e de difusão distintas e o mercado de trabalho acadêmico brasileiro passa por uma fase de transição.

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Inbreeding and Research Productivity Among Sociology PhD Holders in Portugal

Cited by 26 publications

References 33 publications

Are evaluative cultures national or global? A cross-national study on evaluative cultures in academic recruitment processes in Europe

Are evaluative cultures national or global? A cross-national study on evaluative cultures in academic recruitment processes in Europe

Bibliometrics in Academic Recruitment: A Screening Tool Rather than a Game Changer

Endogenia acadêmica: insights sobre a pesquisa brasileira

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