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《Research Policy》2022,51(1):104411
Women and men often contribute differently to research knowledge. Do differences in these contributions partially explain disparities in academic career outcomes? We explore this by looking at how gender is embodied in research language, and then ascertain whether the adoption of more gendered research language affects career outcomes beyond the researcher's attributes. We identify different forms of gendered knowledge—gender referents (explicit references to sex and gender) and gender-associated terms (words that are implicitly associated with women or men researchers)—by applying natural language processing techniques to nearly one million doctoral dissertations published in the United States between 1980 and 2010. We then determine whether employing gender referents and gender-associated terms affects the course of PhDs’ ensuing careers. We find women researchers have lower chances of securing academic positions than men in every field; explicit references to women as research subjects are modestly rewarded in comparison to references to men; and more career opportunities are afforded to research knowledge associated with men. These results suggest that academia is slowly correcting the traditional and explicit bias of studying men at the exclusion of women. Still, there remains a stronger implicit bias against knowledge associated with women scholars. We discuss relative differences between humanities and social sciences versus natural sciences, technology, engineering, and math, as well as potential treatments for offsetting bias in those fields. 相似文献
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Based on the data from survey responses and publications of 1583 academic scientists in Spain, this paper examines the relationship between scientific performance and reward, considering tenure and permanent positions as key academic rewards in early phases of academic career and focusing especially on the mediating effect of mobile versus stable career paths. Although widely practiced, inbreeding has often been considered to be at odds with universalism and merit in science. Our findings indicate that inbred faculty does not get tenure with less scientific merits than PhDs from other institutions; we also find that non-mobile careers are a strong predictor of the timing of rewards in the form of early permanent positions. Our results question the assumption mainly based on US evidence that mobility enhances career. These findings must be interpreted in the context of organizational and institutional features of the Spanish academic system that promote the development of internal academic research job markets. 相似文献
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2 0世纪 80年代以来 ,全球博士后规模持续增长 ,对科学研究事业做出了重要贡献 ,博士后已成为全球争夺激烈的科技人力资源。各国政府从科学事业健康发展和国家人才竞争力出发 ,着手调解雇主 -博士后冲突 ,改善博士后不断恶化的工作环境。针对中国的现实情况 ,本文提出中国政府应建立保障博士后权益的制度体系、在体现国家利益的博士后领域投资、优化博士后区域配置和积极参与国际人才竞争 相似文献
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《Research Policy》2023,52(2):104609
Science policy discourse often encourages interdisciplinary research as an approach that enhances the potential of science to produce breakthrough discoveries and solutions to real-world, complex problems. While there is a large body of research examining the relationship between interdisciplinarity and scientific discovery, there is comparatively limited evidence on and understanding of the connection between interdisciplinarity and the generation of scientific findings that address societal problems. Drawing on a large-scale survey, we investigate whether scientists who conduct interdisciplinary research are more likely to generate scientific findings with high societal visibility - that is, research findings that attract the attention of non-academic audiences, as measured by mentions to scientific articles in blogs, news media and policy documents. Our findings provide support for the idea that two facets of interdisciplinarity - variety and disparity - are associated positively with societal visibility. Our results show, also, that the interplay between these two facets of interdisciplinarity has a systematic positive and significant association with societal visibility, suggesting a reinforcing effect of spanning multiple and distant scientific fields. Finally, we find support for the contingent role of scientists' collaboration with non-academic actors, suggesting that the positive association between interdisciplinary research and societal visibility is particularly strong among scientists who collaborate with actors outside academia. We argue that this study provides useful insights for science policy oriented to fostering the scientific and societal relevance of publicly funded research. 相似文献
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培养青少年在科学、技术、工程和数学(STEM)领域核心素养,是适应未来劳动力市场对科技创新型人才需求的重中之重,但驱使青少年追求STEM职业的关键性因素仍亟待探索。基于国际学生评估项目(PISA)2018年中国四省市学生测试数据,构建多层混合Logistic模型探查家庭科学资本与科学素养对青少年STEM职业期望的影响效应及作用路径。研究发现,持有不同家庭科学资本的个体显现出科学职业期望的倾向性不同。父母双方或父亲涉足科学相关领域显著增加其子代追求STEM职业机会优势,但母亲从事科学相关职业的影响甚微。家庭科学资本只有在具备高水平科学素养或数学相对优势的条件下,才能依赖家庭物质资源、家庭教育资源以及家庭文化资本进行有效传递。Shapley组群分解显示,高水平科学素养是驱使青少年追求STEM职业的关键因素,其相对贡献率达24.88%;先赋性的家庭科学资本相对贡献率较低,约占5.4%。培养和提升科学素养与形塑数学相对优势是驱使家庭科学资本匮乏的青少年追求STEM职业的必要途径。引导青少年形成科学职业偏好,重在增强早期科学启蒙教育,纠正对女性科学职业选择的偏见,注重保障均等享有激发科学家潜质的公平发展机会。 相似文献
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We examine career patterns within the industrial, academic, and governmental sectors and their relation to the publication and patent productivity of scientists and engineers working at university-based research centers in the United States. We hypothesize that among university scientists, intersectoral changes in jobs throughout the career provide access to new social networks and scientific and technical human capital, which will result in higher productivity. For this study, the curriculum vitae of 1200 research scientists and engineers were collected and coded. In addition, patent data were collected from the U.S. Patent and Trademark Office. The overarching conclusion from our analysis is that the academic scientists’ and engineers’ research careers we studied are quite different than characterized in the research productivity literature that is a decade or more old. The wave of center creation activity that began in the early 1980s and continues today has resulted not only in greater ties between universities and industry, but also markedly different academic careers. 相似文献
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《Information processing & management》2022,59(6):103110
The research on studying exploration-exploitation behavior in topic choice has consistently been the focus of a great deal of attention. In this study, we propose five novel research strategies under exploration and exploitation based on the general but significant features of topics, and present a series of metrics to quantify and identify these strategies. We analyze the relationship between scientists’ research performance (i.e., productivity and impact) and their preference for different strategies, and examine the evolution of their preference in scientific careers through comprehensive statistical analysis. We employ a MAG dataset as our data source, and select about 30 million scientists from the computer science filed and their publications as our analysis objects. Our empirical analysis shows that productive and impactful scientists tend to follow academic frontiers, study diverse topics, explore emerging topics and combinatorial innovation, but exploit mature topics less often. We also figure out the potential reasons for the phenomenon. In addition, we find that successful scientists prefer to execute exploratory research strategies from the beginning of their career, and young scientists seem to be more creative. Our research may help researchers deeply understand topic selection behavior, and therefore provide enlightenment for training scientists and give advice for funding allocation as well as research and development policy formulation. 相似文献
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This paper examines how funding patterns, career pathways and collaboration networks influence scientific recognition. We analyze these institutional factors in the early and middle phases of academic careers through comparison of a group of researchers recognized as creative by their peers with a matched group of researchers. Measurement of scientific recognition is based on survey nominations and research prizes in two growing, laboratory-intensive research domains: nanotechnology and human genetics. Curriculum vitae data is used to compare researchers based in the United States and Europe. In the early career model for the United States, we find that scientific recognition is associated with broad academic education, fast completion of PhD, and a record of independent postdoctoral research, while in Europe these factors are much less prominent. The mid-career model suggests that both in the United States and Europe fast job promotion within academia is a strong predictor of future recognition. However, there is a clear divide across the Atlantic regarding other mid-career factors: work experience inside and outside academia, research leadership, external grant income, and prizes from professional associations are connected to scientific recognition in the United States, but are less influential in Europe. 相似文献
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The economic health of nations and regions is increasingly coming to rest on the scientific and technical labor force conducting scientific research. As such, enormous social resources are directed to educating and training those who will fire the engines of economic growth. In the first part of this paper, we compare recent investment in the scientific and technical labor forces by two giants of nationally-supported research endeavors: France and the United States. We find that France is more invested in scientific and technical training, but that both nations invest directly and indirectly in the scientific and technical labor force. French policy is more likely to support the individual graduate student directly through a national grant, while graduate students in the US tend to rely indirectly on federal support through research grants to other researchers. We then use duration models on individual data to predict entry into a permanent academic position within three years of completing a Ph.D. We do not find that industrial support of graduate training has any effect on later success in obtaining a position. There is, however, evidence of different academic labor markets operating in each country. In France, entry into a position has not depended on period factors, while in the US more recent cohorts have been more successful in obtaining permanent employment. Furthermore, postdoctoral positions in France delay or deter academic careers, but have no impact on entry in the US: this suggest that two different modes of scientific human resources management operate in France and in the USA. In the USA, Ph.D.s are seen as an essential element in the process of knowledge transfer, and early mobility does not affect entry into permanent academic careers. In France, few incentives are given to encourage mobility, which merely deters the access to permanent jobs. Finally, we found that graduates of the most prestigious undergraduate institutions were systematically advantaged in obtaining permanent academic employment, suggesting that academic stratification occurs very early in the training path in each country. 相似文献
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本文对我国科研人员职业生涯的成长轨迹与影响因素开展定量研究,以科研人员获得博士学位的时间为基点,采用事件史分析方法分析科研人员职业生涯中的若干重要节点和事件,包括职称晋升、第一次重要学术产出、第一次获得荣誉奖励以及第一次担任行政或学术职务等关键事件。在此基础上,进一步分析个人家庭因素（性别、孩子状况和配偶文化）、教育背景因素（毕业院校、导师身份和博士后经历）以及社会环境因素（工作单位、流动状况和学科领域）等对科研人员职业生涯成长的影响状况。结果发现,科研人员职业生涯成长过程中的“累积效应”依然明显,如毕业院校、博士后经历等教育背景都会对科研人员职业生涯的成长产生正向影响;师承效应在科研人员职业生涯发展中发挥重要作用;流动经历增加了科研人员进入到职业生涯中的关键事件比例等。基于研究结果,文章最后提出如何更好的促进科研人员成长的政策建议。 相似文献
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《Research Policy》2019,48(7):1647-1665
This study investigates how research group characteristics relate to the early career success of PhD candidates who are trained in the group. In particular, I study how the citation impact of early-career PhDs is related to the staff composition and funding of the group. Using data on a cohort of Swedish doctoral graduates in science, engineering, mathematics and medicine, two sets of findings are obtained. First, students who were trained in groups with a lower number of PhD students perform better in terms of academic productivity. From the perspective of research policy, this finding suggests a decreasing return to funding additional PhD student positions allocated to professors who are already maintaining larger research groups. Second, PhD students trained in groups with funding for PhD research that is conditioned by funder influence over the topic of thesis research are more likely to stay in academia. Controlling for career destination, however, PhDs from such groups have lower than average scientific productivity and citation impact. These results suggest that funders of PhD studies face a trade-off between the two different funding objectives of “getting what they want” in terms of research content and fostering successful scholars. 相似文献
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Jen-Ruei FuAuthor Vitae 《International Journal of Information Management》2011,31(3):279-293
Using push-pull-mooring framework and investment model as theoretical lenses, this study provides a compelling theoretical model that helps understand the important antecedents of career commitment of IT professionals. Especially, we examined the moderating role of IT career tenure. Data to test the hypotheses were drawn from a cross-sectional field study of MIS departments from top-1000 large-scale companies in Taiwan. The results generally supported the research model. Career satisfaction was the most important determinant of career commitment, followed by professional self-efficacy, threat of professional obsolescence and career investment. The moderating analysis revealed distinct patterns that IT professionals seemed to hold different attitudes about the careers at different stages. The career attitudes of senior IT professionals were largely driven by push factors. On the contrary, the expelling forces which driving people away from their current careers (push effects) and personal inhibitors and facilitators (mooring effects) seemed equally important to junior IT professionals on their attitudes toward committing to the IT career. Insight and implications on management strategy for IT/HR managers are discussed. 相似文献
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Based on data collected through a complex survey of science and engineering PhD graduates from a UK research-based university, this paper examines the different types of careers and to what extent different types of competences acquired from doctoral education are regarded as valuable in the different career types. The results show that employment outside the conventional technical occupations is the main destination for the survey respondents. This career type is not only successful at retaining its members, but is also the destination of the other career types. Moreover, different types of competences from doctoral education are regarded as relatively more valuable in different career types: knowledge directly tied to subject areas is regarded as more valuable in academia/public research; both knowledge directly tied to subject areas (but more general type of knowledge rather than specialist knowledge in PhD topics) and the more general and transferable skills are regarded as valuable in technical positions in manufacturing; and the general and transferable skills are regarded as more valuable in employment outside the conventional technical occupations. In absolute terms, general analytical skills and problem solving capability acquired from doctoral education are perceived as valuable in all three career types. 相似文献
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本文以国家自然科学基金申请和获得资助的基础研究领域科研人员为研究对象,采用抽样调查的方式对不同职业发展阶段中的科研人员开展问卷调查,基于问卷结果分析了不同职业发展阶段科研人员对职业发展的满意状况、影响因素与遇到的压力与问题等。在此基础上针对不同职业发展阶段的科研人员提出了如何更好的促进其发展的政策建议。 相似文献
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STAR METRICS项目是美国联邦政府开展并实施的,针对因缺乏数据和信息支持而导致的政府科技决策失灵问题,以评估科研成果外部社会影响及其社会贡献为目标的科研评估项目。该项目自运行至今共有两个阶段,第一阶段聚焦美国联邦政府科研投入对劳动力就业的影响,第二阶段聚焦联邦政府的科研投入对科学知识、社会产出、劳动力产出与经济增长的影响。本研究通过收集STAR METRICS官网以及美国相关政府部门网站中关于STAR METRICS项目的第一手资料,系统梳理了该项目的缘起、实施流程、数据收集及评估指标等方面,并对其独具的优势和面临的挑战进行了深入分析,籍此为我国科技政策与科研评估改革提供三点启示：关注并开展科研成果的非学术影响评估;构筑并完善机构数据共享网络;提升科技政策决策科学化水平。 相似文献
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随着知识经济和全球一体化的日益深化,科研人员的国际流动日益频繁,海归学者群体内部的差异性也日益显著,但这一议题尚未引起学界广泛关注。本文聚焦我国高层次人才 “长江学者奖励计划”,以1999—2017年间入选的科学技术领域长江学者特聘教授为研究样本,以入选国家高层次人才计划时的年龄为职业发展速度指标,分析了不同类别和不同层次的海外经历对高校科研人员职业成就进展的影响。研究发现：海外经历对高层次人才计划入选时间的催化剂作用具有异质性。获得海外博士学位即归国以及海外经历仅为短暂求学/访问的科研人员在职业发展中均不具优势,而全职海外经历缩短职业成就时间的效果明显。此外,海外经历的加速效应因科研人员所在研究平台的不同呈现异质性。入职“双一流”高校的海归学者往往更快入选国家高层次人才计划。基于研究发现,论文对我国公派访问政策和高校当前的人才引进实践进行了讨论。 相似文献