Written by: Stephen Hsu
Primary Source: Information Processing
Science Advances 01 Feb 2015: Vol. 1 no. 1 e1400005 DOI: 10.1126/sciadv.1400005
The faculty job market plays a fundamental role in shaping research priorities, educational outcomes, and career trajectories among scientists and institutions. However, a quantitative understanding of faculty hiring as a system is lacking. Using a simple technique to extract the institutional prestige ranking that best explains an observed faculty hiring network—who hires whose graduates as faculty—we present and analyze comprehensive placement data on nearly 19,000 regular faculty in three disparate disciplines. Across disciplines, we find that faculty hiring follows a common and steeply hierarchical structure that reflects profound social inequality. Furthermore, doctoral prestige alone better predicts ultimate placement than a U.S. News & World Report rank, women generally place worse than men, and increased institutional prestige leads to increased faculty production, better faculty placement, and a more influential position within the discipline. These results advance our ability to quantify the influence of prestige in academia and shed new light on the academic system.
From the article:
… Across the sampled disciplines, we find that faculty production (number of faculty placed) is highly skewed, with only 25% of institutions producing 71 to 86% of all tenure-track faculty …
… Strong inequality holds even among the top faculty producers: the top 10 units produce 1.6 to 3.0 times more faculty than the second 10, and 2.3 to 5.6 times more than the third 10.
[ Figures at bottom show top 60 ranked departments according to algorithm defined below ]
… Within faculty hiring networks, each vertex represents an institution, and each directed edge (u,v) represents a faculty member at v who received his or her doctorate from u. A prestige hierarchy is then a ranking π of vertices, where πu = 1 is the highest-ranked vertex. The hierarchy’s strength is given by ρ, the fraction of edges that point downward, that is, πu ≤ πv, maximized over all rankings (14). Equivalently, ρ is the rate at which faculty place no better in the hierarchy than their doctorate. When ρ = 1/2, faculty move up or down the hierarchy at equal rates, regardless of where they originate, whereas ρ = 1 indicates a perfect social hierarchy.
Both the inferred hierarchy π and its strength ρ are of interest. For large networks, there are typically many equally plausible rankings with the maximum ρ (15). To extract a consensus ranking, we sample optimal rankings by repeatedly choosing a random pair of vertices and swapping their ranks, if the resulting ρ is no smaller than for the current ranking. We then combine the sampled rankings with maximal ρ into a single prestige hierarchy by assigning each institution u a score equal to its average rank within the sampled set, and the order of these scores gives the consensus ranking (see the Supplementary Materials). The distribution of ranks within this set for some u provides a natural measure of rank uncertainty.
Across disciplines, we find steep prestige hierarchies, in which only 9 to 14% of faculty are placed at institutions more prestigious than their doctorate (ρ = 0.86 to 0.91). Furthermore, the extracted hierarchies are 19 to 33% stronger than expected from the observed inequality in faculty production rates alone (Monte Carlo, P < 10−5; see Supplementary Materials), indicating a specific and significant preference for hiring faculty with prestigious doctorates.
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