This issue of the BMS is quite unusual, and not only because it was prepared and finalised during the Covid-19 crisis. It was conceptualised in February when the twofold mobilisation of French social science journals – against the retirement law reforms that were being presented to parliament and the bill for pluri-annual programming of research – was in full swing.¹ It is founded on the observation that the increasing precarity of teaching and research professions, which has been steadily increasing over the last 20 years, is inflicting serious damage on our profession both individual and collectively. This precarity is not the “price” that must be paid to enter a university career. It is not simply a matter of a series of postdocs and associate (or assistant) professor positions before finally obtaining the Holy Grail of tenure or a permanent contract, as the discourses on the necessary adjustments to national university systems through globalisation, in line with an American ideal type, might lead us to believe. There continues to be a range of diverse forms of university organisation in different countries, but there is also a general trend towards a dualization of the university employment market (Afonso, 2016). Precarious contracts have become an unavoidable element in higher education and research professions, which have become more diverse with the massification of the university sector, and the development of knowledge societies – with the “democratisation” that entails, in the sense of broader knowledge sharing – and the increasing number of PhD graduates. Precarity is now a structural element in a sector where management strategies are more and more similar to those in other economic sectors (Enders and Musselin, 2008).²

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为什么要特别关注“风俗”？

BMS的这一版本非常不寻常，不仅因为它是在Covid-19危机期间准备并完成的。它是在2月概念化的，当时法国社会科学期刊的两次动员正在紧锣密鼓地进行-反对向议会提交的退休法改革和针对研究计划的年度法案。^1个基于这样的观察，过去20年来，教学和研究行业的不稳定性日益增加，这对我们的职业造成了个人和集体的严重损害。这种不稳定并不是进入大学生涯必须付出的“代价”。在最终获得终身教职或永久合同之前，这不仅仅是一系列博士后和副教授（或助理教授）的职位，因为有关通过全球化对国家大学系统进行必要调整的论述美国的理想类型，可能使我们相信。在不同国家/地区，大学组织的形式仍然多种多样，但大学就业市场的二元化趋势也普遍存在（阿方索，2016）。不稳定的合同已成为高等教育和研究行业中不可避免的因素，随着大学界的大众化以及知识社会的发展，这种契约变得更加多样化–从更广泛的知识共享的意义上讲，“民主化”以及越来越多的博士毕业生。目前，风险管理已成为该部门的结构要素，该部门的管理策略与其他经济部门的管理策略越来越相似（Enders和Musselin，2008年）。在更广泛的知识共享意义上–以及越来越多的博士学位毕业生。目前，风险管理已成为该部门的结构要素，该部门的管理策略与其他经济部门的管理策略越来越相似（Enders和Musselin，2008年）。在更广泛的知识共享意义上–以及越来越多的博士学位毕业生。目前，风险管理已成为该部门的结构要素，该部门的管理策略与其他经济部门的管理策略越来越相似（Enders和Musselin，2008年）。²