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Early career investigators (ECIs) in the Social Sciences and Humanities need to receive adequate information so that they will be empowered to progress in their academic career and deal with the various evaluation processes that constitute an essential part of their professional development. This article relies on an informational-ecosystemic approach originally developed in the context of resilience studies and crisis communication and uses it as a theoretical framework to analyse and understand the "early academic career building information ecosystems" (EACBIEs), into which ECIs professionally develop. The characteristics of these ecosystems are then refined through the analysis of interviews conducted with ECIs from all around Europe in the framework of the European Network for Research Evaluation in Social Sciences and Humanities (ENRESSH), European Cooperation in Science and Technology (COST) Action. The analysis reveals the remarkable heterogeneity of the information ecosystems into which early career researchers have to build their career in Europe, articulating a diversity of formal, non-formal and informal learning environments, and several related information channels, as well as showing a geographical spread that covers institutional, national and international levels. Furthermore, although the diverse information channels at hand and geographical levels at which they operate appear in some cases to be complementary, and even mutually reinforcing, they can also, in other cases, be dysfunctional, fragmented and unfair to some extent. [ABSTRACT FROM AUTHOR]

This research investigates the hiring procedure for research assistants in Turkish universities to see if it complies with fair employment law. According to the law, applicants should be ranked according to the weighted average of their GPA (30%), graduate examination score (30%), academic examination score (30%), and foreign language skills score (10%). However, the subjective academic examination score is widely believed to shadow other factors. To test whether the applicants are ranked according to the fair employment rules, 2409 applicant data for 530 positions is collected from 53 Turkish universities. The findings suggest that the final score of the applicants is almost entirely based on the highly subjective academic examination score conducted by the hiring institution. It is also found that the academic examination scores are inversely related to the candidates' GPA, which is against common sense. This inverse relation suggests that favoritism is the primary reason for the inequity in the hiring practice at Turkish universities. [ABSTRACT FROM AUTHOR]

The persistent gender inequalities in higher education are an ongoing concern among academics. This paper investigates how male and female academics perceive the need for gender-related changes to support academic women's career advancement in China. Drawing on 40 interviews with male and female academics at a leading Chinese research university, this paper finds that attitudes among male academics were overwhelmingly negative toward the necessity for gender-related changes, whereas the female academics' responses varied. Two underlying issues cause the relatively similar degrees of unwillingness of men and women to make gender-related policy changes at universities. First, these academics had a strong belief in merit-based rules for promotion, which embedded gender blindness in the name of 'fairness'. Second, the power of individual choice was the determining factor for women's career progression, although both men and women acknowledged that their traditional cultural beliefs were rooted in processes and practices that systematically disadvantaged women. The findings expose academics' low expectations for the successful creation or implementation of institutional policies that support academic women's career development, considering that male academics did not support gender-related changes, and female academics were not united in their perspectives. In addition, socio-cultural norms were a critical obstacle. The findings suggest that the successful implementation of any gender policies must meet two conditions: they should stress equal opportunities for both sexes and should not jeopardize the perceived 'fair' meritocracy in academia. [ABSTRACT FROM AUTHOR]

Recently, social scientists have begun to study the implications of increasing pressures in the early academic career. Studies focusing mostly on the life sciences have shown junior scholars making research decisions based on a productivity logic to increase their chances of career success. In this paper, we extend this literature to the very different context of economics, characterized by a dominant mainstream, a clear hierarchy, and an independent/small-team approach to scholarship. Adopting a culture-in-action framework, we analyze how cultural repertoires help early career economists deal with the sometimes competing career pressures associated with working in high-status departments. Drawing from in-depth interviews with tenure-track economists in three Scandinavian countries, we find that skillful use of discovery-talk and delivery-talk helps respondents respond to the challenges they face as junior academics. Implications for research include the avoidance of, e.g., interdisciplinary work and questions of only regional importance. Furthermore, the data indicate that discovery and delivery notions partly overlap and so contribute to preserving economics as a relatively coherent and homogenous field. [ABSTRACT FROM AUTHOR]

Family background has been shown to be a strong determinant of educational attainment, yet relatively little is known about the role that family background plays in PhD attainment or in the selection into academic careers. In this study, we estimate sibling correlations from Finnish full population register data to comprehensively assess the importance of family background in selection into academia. Our results show that family background accounts for over a third of the overall variation in becoming a PhD and subsequently an academic — a share which is up to four times as large as implied by conventional comparisons by parental education. However, we did not find evidence that family background would be an exceptionally strong determinant of doctoral outcomes when compared to other educational outcomes. Our findings further suggest that sibling similarities in PhD attainment and academic careers may largely be attributed to sibling similarities in prior educational achievement rather than to other family background characteristics. [ABSTRACT FROM AUTHOR]

This article explores how organizational mobility and foreign nationality affect a researcher's chances of an internal career promotion in university systems that do not have rules preventing inbreeding and where teaching occurs mostly not in English but a local language. As a case study, we have examined the Flemish university system, the Dutch speaking part of Belgium, and developed expectations on the chances of promotion for mobile and foreign researchers compared to non-mobile and nationals. We use data for all postdoctoral and professorial staff between 1991 and 2017, for a total of 14,135 scientists. We calculated the chances of promotion with a competing risk model to take time into account and to disentangle the probability of two mutually exclusive risk events: promotion and leaving the university. The results show that international mobility and foreign nationality reduced the chances of promotion in the same university, and that mobile and foreign scientists were also more likely to leave any given university. These effects were particularly strong at an early stage: in the study period, 21.9% of non-mobile national postdocs became professor compared to just 1.2% of internationally mobile foreigners. These results would suggest that internationally mobile and foreign scientists struggle to advance in universities that lack rules preventing inbreeding and with little opportunity to teach in English. [ABSTRACT FROM AUTHOR]

Academic careers between the completion of a PhD and the acquisition of tenure are characterized by short term contracts, high levels of competition, and future uncertainty. Existing research indicates that uncertainty is a primary cause for postdocs in all disciplines to constantly question the continuation of their career. Despite this commonality between disciplines, we argue that future imaginations, coping strategies and ultimately the decision-making practices to exit or remain in academia differ in each discipline. Drawing from 60 qualitative interviews with physicists and historians, we compared imaginations of the labor market inside and outside of academia, as well as narratives on how they perceive their agency to exit or remain. Our data shows that imaginations of the labor market outside of academia, have considerable consequences for their sense of precarity and planning of career paths. We propose that the uniform concept of future uncertainty must be separated into ‘existential uncertainty’ and ‘secured uncertainty’, which more accurately reflect the problems postdocs are confronted with and the resulting coping strategies. While those who consider their uncertainty as existential either evoke narratives of survival to continue in adverse conditions or begin parallel careers as added security. Those who perceive their future as uncertain but generally secured rely either on their ability to decide when necessary or postpone the question indefinitely. These differences that correlate with our chosen disciplines have important implications for research quality as well as mental-health hazards and further our understanding of self-exploitation and precarity in academia. [ABSTRACT FROM AUTHOR]

Few studies explored whether publications in international peer-reviewed journals and publications in national journals, so-called local publications, affect academic promotion and whether their impact varies for different categories of scientists. Moreover, recruitment policies have mostly tried to incentivize international publications, but in recent years, some countries have promoted publications in national outlets, and the impact of such policies has not been explored. The goal of this article is to address these gaps considering all active Turkish full professors in Business and Economics (n = 1470) and the factors affecting the time to promotion. We found that international publications and, to a lesser extent, local publications predict significantly faster promotion, but with very different impact across categories of scientists. Moreover, local articles’ impact on time-to-promotion increased after the introduction of new regulations that encouraged publication in national journals, whereas international publications became completely irrelevant. [ABSTRACT FROM AUTHOR]

This paper investigates how early career academics interpret and respond to institutional demands structured by projectification. Developing a ‘frame analytic’ approach, it explores projectification as a process constituted at the level of meaning-making. Building on 35 in-depth interviews with fixed-term scholars in political science and history, the findings show that respondents jointly referred to competition and delivery in order to make sense of their current situation. Forming what I call the project frame, these interpretive orientations were legitimized by various organizational routines within the studied departments, feeding into a dominant regime of valuation and accumulation. However, while the content of the project frame is well-defined, attempts to align with it vary, indicating the importance of disciplines and academic age when navigating project-based careers. Furthermore, this way of framing academic work and careers provokes tensions and conflicts that junior scholars try to manage. To curb their competitive relationship and enable cooperation, respondents emphasized the outcome of project funding as ‘being lucky.’ They also drew on imagined futures to envision alternative scripts of success and worth. Both empirically and conceptually, the article contributes to an understanding of academic career-making as a kind of pragmatic problem-solving, centered on navigating multiple career pressures and individual aspirations. [ABSTRACT FROM AUTHOR]

Biological age is an important sociodemographic factor in studies on academic careers (research productivity, scholarly impact, and collaboration patterns). It is assumed that the academic age, or the time elapsed from the first publication, is a good proxy for biological age. In this study, we analyze the limitations of the proxy in academic career studies, using as an example the entire population of Polish academic scientists and scholars visible in the last decade in global science and holding at least a PhD (N = 20,569). The proxy works well for science, technology, engineering, mathematics, and medicine (STEMM) disciplines; however, for non-STEMM disciplines (particularly for humanities and social sciences), it has a dramatically worse performance. This negative conclusion is particularly important for systems that have only recently visible in global academic journals. The micro-level data suggest a delayed participation of social scientists and humanists in global science networks, with practical implications for predicting biological age from academic age. We calculate correlation coefficients, present contingency analysis of academic career stages with academic positions and age groups, and create a linear multivariate regression model. Our research suggests that in scientifically developing countries, academic age as a proxy for biological age should be used more cautiously than in advanced countries: ideally, it should be used only for STEMM disciplines. [ABSTRACT FROM AUTHOR]

In this paper, we explore how members of the scientific community leave academic science and how attrition (defined as ceasing to publish) differs across genders, academic disciplines, and over time. Our approach is cohort-based and longitudinal: We track individual male and female scientists over time and quantify the phenomenon traditionally referred to as “leaving science.” Using publication metadata from Scopus—a global bibliometric database of publications and citations—we follow the details of the publishing careers of scientists from 38 OECD countries who started publishing in 2000 (N = 142,776) and 2010 (N = 232,843). Our study is restricted to 16 STEMM disciplines (science, technology, engineering, mathematics, and medicine), and we track the individual scholarly output of the two cohorts until 2022. We use survival analysis to compare attrition of men and women scientists. With more women in science and more women within cohorts, attrition is becoming ever less gendered. In addition to the combined aggregated changes at the level of all STEMM disciplines, widely nuanced changes were found to occur at the discipline level and over time. Attrition in science means different things for men versus women depending on the discipline; moreover, it means different things for scientists from different cohorts entering the scientific workforce. Finally, global bibliometric datasets were tested in the current study, opening new opportunities to explore gender and disciplinary differences in attrition. [ABSTRACT FROM AUTHOR]

In solo research, scientists compete individually for prestige, sending clear signals about their research ability, avoiding problems in credit allocation, and reducing conflicts about authorship. We examine to what extent male and female scientists differ in their use of solo publishing across various dimensions. This research is the first to comprehensively study the "gender solo research gap" among all internationally visible scientists within a whole national higher education system. We examine the gap through mean "individual solo publishing rates" found in "individual publication portfolios" constructed for each Polish university professor. We use the practical significance/statistical significance difference (based on the effect-size r coefficient) and our analyses indicate that while some gender differences are statistically significant, they have no practical significance. Using a partial effects of fractional logistic regression approach, we estimate the probability of conducting solo research. In none of the models does gender explain the variability of the individual solo publishing rate. The strongest predictor of individual solo publishing rate is the average team size, publishing in STEM fields negatively affects the rate, publishing in male-dominated disciplines positively affects it, and the influence of international collaboration is negative. The gender solo research gap in Poland is much weaker than expected: within a more general trend toward team research and international research, gender differences in solo research are much weaker and less relevant than initially assumed. We use our unique biographical, administrative, publication, and citation database ("Polish Science Observatory") with metadata on all Polish scientists present in Scopus (N = 25,463) and their 158,743 Scopus-indexed articles published in 2009–2018, including 18,900 solo articles. [ABSTRACT FROM AUTHOR]

In this study, we used the institutional logics perspective to identify the logics underpinning the tenure track career system, how the logics manifest themselves in recruitment and performance management and how academic leaders and academics negotiate between the logics. The study contributes to research on governance dynamics in academia and to universities' organisational transformation in the context of strategic actorhood. The data comprised interviews with academic leaders (vice-rectors, deans, department heads) and academics in tenure track positions at two Finnish universities. Empirically, the study explores two key areas of human resource management: recruitment and performance management. The findings show that in the area of recruitment, the leaders at the highest hierarchical levels emphasised organisational visions and priorities. On the other hand, academic leaders constantly negotiated on the weight given to the managerial and the professional logics. The managerial logic also stands out in the area of performance management, but in daily life, it is mediated by the professional and the market logics. Theoretically, the findings underscore the complex interplay between different, yet coexisting institutional logics, as well as the agentic role of academic leaders and academics in addressing the tensions that unfold. [ABSTRACT FROM AUTHOR]

This study addresses stratification in the global higher education research community and the changing geography of country affiliations in six elite journals. The distribution of country affiliations is analyzed from a longitudinal perspective (1996–2018), and full-time and part-time authors in the field are contrasted. The prestige maximization model and principal-agent theory provide the theoretical framework for the study, which examines 6334 articles published in six elite journals in the context of 21,442 articles in 41 core journals. The findings indicate that about 3.3% of academics have authored at least five articles (full-timers). These authors constitute the publishing core of the research community, while the 80% who have authored one article (part-timers) constitute its periphery. Higher Education (HE) and Studies in Higher Education (SHE) emerge as elite global journals, with an increasing share of non-Anglo-Saxon authors. Previously globally invisible countries became visible almost exclusively through HE and SHE. Global trends include the diminishing role of American researchers and the increasing role of researchers from Continental Europe, East Asia, and the cluster of 66 "other" countries. The single biggest affiliation loser is the United States, which had 42.5% of country affiliations in 1996–2003 but only 26.9% in 2012–2018. This reflects both the increasing share of non-American affiliations and the increasing yearly volume of HE and SHE publications, in which US academics tend not to publish massively. [ABSTRACT FROM AUTHOR]

This article compares the career trajectories and mobility patterns of Nobel Laureates in economics with those of highly cited sociologists to evaluate a theory advanced by Richard Whitley that postulates a nexus between the overall intellectual structure of a discipline and the composition of its elite. The theory predicts that the most eminent scholars in internally fragmented disciplines such as sociology will vary in their departmental affiliations and academic career paths, while disciplines such as economics with strong linkages between specialties and shared standards of excellence will be dominated by a more homogeneous elite. The comparison provides strong empirical evidence in favor of Whitley's theory. The careers of the most eminent economists are closely tied to the top five departments of the discipline, whereas the career pathways to eminence in sociology are largely unpredictable. [ABSTRACT FROM AUTHOR]

Since the 1980s scholars have been increasingly confronted with expectations to orient themselves toward societal and economic priorities. This normative demand for societal responsiveness is inscribed in discourses aimed at increasing the usefulness, competitiveness, and control of academia. New performance criteria, funding conditions, and organizational forms are central drivers of this debate – thereby, they change the conditions in which scholars conduct research and advance their careers. However, little is known so far about the impact these institutional changes have on the habitus of academics. This article analyzes how stable and consistent habitus formations among academics turn out to be in the course of institutional changes. We compare the habitus formations of two generations of German scholars before and after institutional changes gained pace in Germany. Three distinct habitus formations can be identified, which we refer to as "self-fulfilling," "self-surpassing," and "self-asserting." These habitus formations hold across the two generations, but the lines between them become blurry in the new generation. [ABSTRACT FROM AUTHOR]

The literature on the diversification of the higher education workforce has tended to focus on broad brush changes to patterns of employment and working conditions. What has been less remarked is ways in which individuals are negotiating the structures and stretching the parameters within which they work, including experience outside higher education. Thus, academic work is also seen in the context of broader opportunities, for instance extended networks that enable individuals to construct new forms of professional capital. Arising from these conditions, two empirical studies, on which this paper draws, demonstrate the emergence of what might be termed itinerant identities. The triggers for these are seen as arising, on the one hand, from a spirit of exploration, that is an intrinsic interest in entering new areas of activity, and, on the other, from a desire for a greater sense of security by keeping a range of options open. The two motivations are not mutually exclusive and are likely to depend on individual circumstances and career stages. It would also appear that, in space outside higher education, individuals may find some of the freedom and autonomy they may feel that they have lost as a result of increased structural requirements including, for instance, workload models and performance assessment. [ABSTRACT FROM AUTHOR]

Management scholars in the West engage in a variety of work that tends to divide between scholarly research and practical endeavors. The schism has not historically existed in China and the East, where scholarship and practice are by tradition regarded as an integrated whole. This paper seeks to narrow the gulf by exploring the conception of management scholarship in the global context, a concern that goes to the heart of what an academic career in management means today, and how scholars may contribute to research and the profession in general. This paper conveys lessons and insights from my three decades of scholarly work developing competitive dynamics and ambicultural management as distinctive research domains, as well as academic and business ventures I have founded to support my research. All these entrepreneurial undertakings are grounded in an expansive, integrated “Chinese” view of management scholarship. Academics seeking to explore synergies between scholarship and practice and to achieve a balanced career anchored in research may find that my entrepreneurial efforts to integrate scholarly and practical ventures offer a useful guide. [ABSTRACT FROM AUTHOR]

The early stages of an academic career are fraught with insecurity. By focusing on the individual and his or her background, this article sets out to analyse and develop theories for this insecurity. We see academic career insecurity as a mix of how much someone wants to pursue a job in academia and what they feel is the probability of reaching their goal. The article draws on concepts of boundaryless careers and protean careers to theorise about the antecedents of insecurity. Empirical analysis is based on survey data from early-career researchers at a large Austrian university. The findings indicate that the most important individual factors that reduce academic career insecurity are the willingness to be geographically mobile, self-attribution of previous career success, a high proportion of working time devoted to research and networking, as well as being at an advanced career stage. The article demonstrates the potential and limits of the boundaryless and protean career concepts for studying academic careers. Practical measures are that universities should provide early-career researchers with temporal space for research and networking, facilitate stays at other universities, inform them about career success factors, and tailor faculty development programmes to the distinct stages of academic careers. [ABSTRACT FROM AUTHOR]

Scientific communities reproduce themselves by allowing senior scientists to educate young researchers, in particular through the training of doctoral students. This process of reproduction is imperfectly understood, in part because there are few large-scale datasets linking doctoral students to their advisors. We present a novel approach employing machine learning techniques to identify advisors among (frequent) co-authors in doctoral students’ publications. This approach enabled us to construct an original dataset encompassing more than 20,000 doctoral student-advisor pairs in applied physics and electrical engineering from German universities, 1975-2005. We employ this dataset to analyze the “fecundity” of doctoral students, i.e. their probability to become advisors themselves. [ABSTRACT FROM AUTHOR]

Early career researchers are faced with the expectation of their scientific communities to conduct independent research, which is reflected in the development of independent new research lines. This change must take place under conditions that vary between national career systems. Case studies for a chair system (Germany) and two tenure systems, one with strong hierarchies (the Netherlands) and one with flat hierarchies (Australia) were conducted. The career conditions created by universities and funding agencies during this transition phase towards independence are systematically compared for two fields, molecular biology and history. Despite their different structures functional equivalents lead to similar outcomes: Only a small group of the potential elite had sufficient 'protected space' to start new research lines without delay. The majority of early career researchers encountered limitations of their 'protected space.' Differences between the systems occurred due to the increasing importance of the external funding system for the creation of 'protected space': researchers were better off in a rich funding landscape with higher grant success rates. [ABSTRACT FROM AUTHOR]

While postdoctoral researchers (postdocs) are an increasingly important and productive group of employees in academia, they lack further career prospects and embeddedness within their organizations. This paper provides a rare glimpse into this relatively unexplored but important group. A comparative study of two Dutch universities included a survey with both closed and open questions among 225 respondents. Our study reveals that nearly all postdocs (85 %) want to stay in the academic field, but only <3 % was offered a tenure-track position. The uncertainty of their future prospects in academia lowered their job satisfaction; this is particularly true for the social sciences and humanities. Concerning alternative career paths, only few of the postdocs spent time in preparing for a career outside academia, and less than a third attempted to develop any transferable skills, although the importance of networking was recognized. Given that postdocs seem to be trapped between their own ambitions and a lack of academic career opportunities, it is very important that, on the one hand, postdocs aim for better visibility within their organizations, while on the other hand, universities provide more clarity and openness about their further career prospects inside and outside academia. [ABSTRACT FROM AUTHOR]

We take up the issue of performance differences between male and female researchers, and investigate the change of performance differences during the early career. In a previous paper it was shown that among starting researchers gendered performance differences seem small to non-existent (Van Arensbergen et al. ). If the differences do not occur in the early career anymore, they may emerge in a later period, or may remain absent. In this paper we use the same sample of male and female researchers, but now compare performance levels about 10 years later. We use various performance indicators: full/fractional counted productivity, citation impact, and relative citation impact in terms of the share of papers in the top 10 % highly cited papers. After the 10 years period, productivity of male researchers has grown faster than of female researcher, but the field normalized (relative) citation impact indicators of male and female researchers remain about equal. Furthermore, performance data do explain to a certain extent why male careers in our sample develop much faster than female researchers' careers; but controlling for performance differences, we find that gender is an important determinant too. Consequently, the process of hiring academic staff still remains biased. [ABSTRACT FROM AUTHOR]

Do young tenured professors who receive mentorship differ from those without mentorship in terms of motivation, scholarly performance, and group management practice? We conducted a survey among research group leaders in the biomedical and health sciences in the Netherlands, to study the effects of mentorship. Our results show that mentorship practices leads to positive results. Young professors who receive mentorship on average have a more positive view on their work environment and manage their research more actively. Furthermore, young professors with a mentor on average perform better in terms of acquired grants. These findings indicate that it is important for universities to actively organize mentorship programs for young senior staff. [ABSTRACT FROM AUTHOR]

The Swiss National Science Foundation Professorships Programme is presented as a programme that aims to promote outstanding young scholars to professorial positions. Academic excellence is presented as the main selection criterion. The emphasis put on the research portfolio and on the age of the candidates means that the beneficiaries of these professorships put forward an image of excellence that is more embedded in data-based sciences, than in the humanities and social sciences, thus strengthening the domination of a sector of scientific activity essentially occupied by men over the sector that has opened up more widely to women. This paper aims to deconstruct the criteria of academic excellence as they appear in this programme, and to show that what seem to be quality criteria are inspired by a specific model. These biases tend to undermine the gender equality aims of the programme. [ABSTRACT FROM AUTHOR]

Select groups and organizations embrace practices that perpetuate their inferiority. The result is the phenomenon we call 'mediocrity.' This article examines the conditions under which mediocrity is selected and maintained by groups over time. Mediocrity is maintained by a key social process: the marginalization of the adept, which is a response to the group problem of what to do with the highly able. The problem arises when a majority of a group is comprised of average members who must decide what to do with high performers in the group. To solve this problem, reward systems are subverted to benefit the less able and the adept are cast as deviant. Marginalization is a resolution of two tensions: marginalization of the adept for their behavior, and protection from the adept for the mediocre. The American research university is used as an example to describe the phenomenon and to formulate a theoretic argument. The forms and consequences of marginalization are discussed. Marginalizing the adept illustrates an anti-meritocratic behavioral pattern which serves to sustain social systems on which all people, however able, depend. [ABSTRACT FROM AUTHOR]

This study analyzes the editorials in Science and Nature published between 2000 and 2012 about careers in science. Of the total body of documents, 8.8 % dealt with science careers. The editorials were manually classified by topics and then mapped using the VOSviewer. This revealed six easily distinguishable clusters: career conditions in science, the attractiveness of science as a career, merit-based career policies, the effect of research funding on careers, specific groups underrepresented in science, and mobility of scientists. The paper summarizes the main thrust of the arguments in these editorials. There is strong agreement about the problems in scientific careers, but less consensus on the solutions to these problems. The paper also explores whether mapping on the basis of automatically identified terms could have provided adequate results, but concludes that manual classification is needed. [ABSTRACT FROM AUTHOR]

Understanding how individual scientists build a personal portfolio of research is key to understanding outcomes on the level of scientific fields, institutions, and systems. We lack the scientometric and statistical instruments to examine the development over time of the involvement of researchers in different problem areas. In this paper we present a scientometric method to map, measure, and compare the entire corpus of individual scientists. We use this method to analyse the search strategies of 43 condensed matter physicists along their academic lifecycle. We formulate six propositions that summarise our theoretical expectations and are empirically testable: (1) a scientist's work consists of multiple finite research trails; (2) a scientist will work in several parallel research trails; (3) a scientist's role in research trail selection changes along the lifecycle; (4) a scientist's portfolio will converge before it diverges; (5) the rise and fall of research trails is associated with career changes; and (6) the rise and fall of research trails is associated with the potential for reputational gain. Four propositions are confirmed, the fifth is rejected, and the sixth could not be confirmed or rejected. In combination, the results of the four confirmed propositions reveal specific search strategies along the academic lifecycle. In the PhD phase scientists work in one problem area that is often unconnected to the later portfolio. The postdoctoral phase is where scientists diversify their portfolio and their social network, entering various problem areas and abandoning low-yielding ones. A professor has a much more stable portfolio, leading the work of PhDs and postdoctoral researchers. We present an agenda for future research and discuss theoretical and policy implications. [ABSTRACT FROM AUTHOR]

This paper primarily deals with the relationships between academics and their university in European countries. The aim of this paper is therefore not to produce new results but provide a synthesis of the main trends that can be identified from the literature and then suggest what can be borrowed from sociological theories to highlight the on-going evolutions. The first section of the paper reviews the main results to be drawn from previous research on this issue and focuses on the management of academic careers and the management of academic activities at the university level. The second section suggests alternative interpretative frameworks to be borrowed from sociological theory in order to complete the already existing research and develop new perspectives to explain and interpret these changes in the relationships between academics and their institutions. Four perspectives are successively explored particularly useful here: a sociology of work; a labor market perspective; an analysis in terms of careers and trajectories and finally considerations about the traditional tension between organizations and professions. [ABSTRACT FROM AUTHOR]

The need is urgent to build capacity in the environmental community, and the interdisciplinary approach is one of the most promising avenues to accomplish this. The environmental studies and sciences program movement can ably lead this effort. Based on a workshop at the second annual meeting of the Association for Environmental Studies and Sciences (AESS) in 2010, we look at barriers to interdisciplinarity in academia, including the cultural, historical, and institutional context of disciplinary scholarship. It is within this context that interdisciplinarians must fight for identity, recognition, roles, legitimacy, and standing. Teaching, research, service, publishing, competing for funding, and meeting reappointment/promotion/tenure evaluation criteria can all pose unique difficulties for interdisciplinary scholars. We offer advice to those seeking professional interdisciplinary education, including finding the right program and advisor, developing skills, designing and completing the dissertation, and establishing a professional network. We also offer advice on securing a job-setting the stage while still in graduate school and highlighting interdisciplinary strengths in the application and interview process. We also offer advice on career advancement, such as clarifying one's expertise and its significance, setting and fulfilling tenure-track benchmarks, adapting the career trajectory to capitalize on an interdisciplinary career, clarifying with one's institution the criteria for advancement, and preparing the tenure portfolio. Finally, we offer an introduction to interdisciplinarity as an explicit, systematic approach in concept and framework that rests on a higher order means of organizing knowledge and action, with a focus on integration. AESS is emerging as an organization to assist professionals by assembling a supportive community of environmental educators, researchers, and problem solvers, by clarifying and promoting standards for successful interdisciplinarity in the classroom and in the field, and by offering advice and support on career issues for both up-and-coming professionals and established faculty and practitioners. [ABSTRACT FROM AUTHOR]

Drawing on 60 qualitative interviews with Canada research chairs (CRCs), we explore their careers in context. We develop a model to understand the intersection of individual and institutional factors that shape the everyday experiences of the CRCs. The model shows the dialectical relationship between faculty identity, research, relations with colleagues and students, and institutional practices and structures. We classify individuals’ experiences as “good,” “bad,” or “ugly.” The interviews show that while a majority of CRCs have a positive experience, others have a negative experience that is prone to becoming ugly when institutional practices and systemic factors impede the work of the CRC. We discuss the perceived problems with the CRC program from the standpoint of Chairholders, and the implications of our findings for the CRC program and universities. As well, we propose that additional research on the professoriate is needed to determine whether or not the model from our study is generalizable beyond our sample. [ABSTRACT FROM AUTHOR]

The article presents results of an ongoing study of centers of intellectual innovations in post-Soviet Russia. Using the European University at St. Petersburg as the main object of their analysis, the authors demonstrate how new models of academic careers, which became available in the 1980s and 1990s, were eventually institutionalized as new models of knowledge production and educational practices. Supported by American foundations, this private university had to invent a new institutional structure and to position itself within the field of higher education, still mostly dominated by the state. [ABSTRACT FROM AUTHOR]

Based on a survey of university management professors in German-speaking Europe, we analyze the relationship between individual and organizational characteristics and university academics' preferences in appointment decisions. Senior faculty's attitude towards change proves to be a particular robust predictor of differences in appointment preferences. Faculty who were satisfied with university structures before any reforms place greater value on high-quality monographs and the possession of the venia legendi. Faculty who welcome the aims of university reforms value prestigious journal publications and international experience in applicants. Our results confirm previous homophily and similarity research by showing that university professors value characteristics and qualifications that they themselves possess. Our results also show that differences in appointment preferences depend on whether universities are publicly or privately financed, and their rank in the CHE reputation ranking. [ABSTRACT FROM AUTHOR]

One hundred nine women faculty in psychology departments at small colleges through the United States responded to a survey about the benefits and challenges of establishing a career at a primarily undergraduate institution with an enrollment of 3,000 or fewer students. Participants reported high teaching and service loads, which made it difficult for them to spend time on their research and writing. Descriptions of campus climate were variable—from supportive to very unsupportive of feminist teaching and scholarship. Despite the challenges, the majority of the participants had no regrets about their career paths. Advice to new women psychology faculty at small colleges is presented. [ABSTRACT FROM AUTHOR]

BACKGROUND: We studied female graduates of the Robert Wood Johnson Clinical Scholars Program (CSP, Class of 1984 to 1989) to explore and describe the complexity of creating balance in the life of mid-career academic woman physicians. METHODS: We conducted and qualitatively analyzed (N 0.35 to 1.0 for theme identification among rater pairs) data from a semi-structured survey of 21 women and obtained their curricula vitae to quantify publications and grant support measures of academic productivity, RESULTS: Sixteen of 21 (76%) women completed the survey. Mean age was 48 (range: 45 to 56). Three were full professors, 10 were associate professors, and 3 had left academic medicine. Eleven women had had children (mean 2.4: range: 1 to 3) and 3 worked part-time. From these data, the conceptual model expands on 3 key themes: (1) defining, navigating, and negotiating success, (2) making life work, and (3) making work work. The women who described themselves as satisfied with their carters (10/16) had clarity of values and goals and a sense of control over their time. Those less satisfied with their careers (6/16) emphasized the personal and professional costs of the struggle to balance their lives and described explicit institutional barriers to fulfillment of their potential. CONCLUSION: For this group of fellowship-prepared academic women physicians satisfaction is achieving professional and personal balance. [ABSTRACT FROM AUTHOR]

In a sample of 162 associate professors of organization science, women in more research-oriented departments had published significantly more during their assistant professor periods than did those in less research-oriented departments, whereas this effect was not observed for men. In more research-oriented departments, men were more likely to have had families (partners and/or dependents) in their assistant professor periods than were women. Patterns in the data suggest that women published more than men in more research-oriented departments but less than men in less research-oriented departments. Findings are discussed in light of person–organization fit theories, gender theories, academic productivity, and gender differences research. [ABSTRACT FROM AUTHOR]