摘要
Faculty hiring networks—who hires whose graduates as faculty—exhibit steep hierarchies, which can reinforce both social and epistemic inequalities in academia. Understanding the mechanisms driving these patterns would inform efforts to diversify the academy and shed new light on the role of hiring in shaping which scientific discoveries are made. Here, we investigate the degree to which structural mechanisms can explain hierarchy and other network characteristics observed in empirical faculty hiring networks. We study a family of adaptive rewiring network models, which reinforce institutional prestige within the hierarchy in five distinct ways. Each mechanism determines the probability that a new hire comes from a particular institution according to that institution’s prestige score, which is inferred from the hiring network’s existing structure. We find that structural inequalities and centrality patterns in real hiring networks are best reproduced by a mechanism of global placement power, in which a new hire is drawn from a particular institution in proportion to the number of previously drawn hires anywhere. On the other hand, network measures of biased visibility are better recapitulated by a mechanism of local placement power, in which a new hire is drawn from a particular institution in proportion to the number of its previous hires already present at the hiring institution. These contrasting results suggest that the underlying structural mechanism reinforcing hierarchies in faculty hiring networks is a mixture of global and local preference for institutional prestige. Under these dynamics, we show that each institution’s position in the hierarchy is remarkably stable, due to a dynamic competition that overwhelmingly favors more prestigious institutions. These results highlight the reinforcing effects of a prestige-based faculty hiring system, and the importance of understanding its ramifications on diversity and innovation in academia.
摘要译文
教师招聘网络 - 聘请其毕业生作为教师展示陡层次结构,这可以加强学术界的社会和认知不等式。了解驾驶这些模式的机制会使努力使学院多样化,并阐述新的光线赋予培养的培养作用,这是科学发现的制造。在这里,我们调查结构机制可以解释在经验教职网中观察到的层次结构和其他网络特征的程度。我们研究了一个自适应重新加热网络模型的家庭,这在五种明显的方式中加强了层次结构内的制度声望。每个机制根据该机构的声望得分确定新雇用来自特定机构的概率,这是从招聘网络的现有结构推断出来的。我们发现,真正招聘网络中的结构不平等和中心模式最佳地通过全球展示权的机制再现,其中从特定机构征用了与先前绘制的雇用数量的特定机构。另一方面,通过当地放置权的机制更好地概括了偏见可见性的网络衡量,其中新的雇用从特定机构占据了招聘机构之前已经存在的先前员工的数量。这些对比结果表明,教师招聘网络中的潜在结构机制加强层次结构是制度声望的全球和当地偏好的混合。在这些动态下,我们表明每个机构在层次结构中的立场都非常稳定,由于充满活力的竞争,绝大多数争夺更加着名的机构。这些结果突出了基于声望的教师招聘制度的增强效果,以及理解其在学术界的多样性和创新的后果的重要性。
Lee; Eun[1];Clauset; Aaron[1];Larremore; Daniel B.[1]. The dynamics of faculty hiring networks[J]. EPJ Data Science, 2021,10(1): 1-25