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The Dynamics of Faculty Hiring Networks
arXiv - CS - Social and Information Networks Pub Date : 2021-05-06 , DOI: arxiv-2105.02949 Eun Lee, Aaron Clauset, Daniel B. Larremore
arXiv - CS - Social and Information Networks Pub Date : 2021-05-06 , DOI: arxiv-2105.02949 Eun Lee, Aaron Clauset, Daniel B. Larremore
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.
中文翻译:
教师招聘网络的动态
教师招聘网络-招聘毕业生为教师的企业,其职位层次结构严峻,这可能加剧学术界的社会和认知不平等。了解驱动这些模式的机制,将有助于使该学院多样化的努力,并为雇用人员在塑造科学发现方面的作用提供新的思路。在这里,我们调查了结构机制可以解释等级和其他网络特征的程度,这些特征是在经验型教师招聘网络中观察到的。我们研究了一系列自适应重布线网络模型,这些模型以五种不同的方式增强了层次结构内的机构声望。每种机制都会根据该机构的信誉得分来确定新员工来自某个特定机构的可能性,这是从招聘网络的推论中得出的。的现有结构。我们发现,真正的招聘网络中的结构性不平等和集中性模式可以通过全球安置力量的机制得到最好的再现,在这种机制中,来自某个特定机构的新员工与之前在任何地方被聘用的员工的数量成比例。另一方面,通过本地安置权的机制可以更好地概括有偏见的网络测度,在这种机制中,从特定机构中提取新员工的比例与其在该招聘机构中已经存在的先前员工的数量成正比。这些相反的结果表明,加强教师招聘网络层次结构的基本结构机制是全球和地方对机构声望的偏好的混合。在这些动态下,我们表明每个机构
更新日期:2021-05-10
中文翻译:
教师招聘网络的动态
教师招聘网络-招聘毕业生为教师的企业,其职位层次结构严峻,这可能加剧学术界的社会和认知不平等。了解驱动这些模式的机制,将有助于使该学院多样化的努力,并为雇用人员在塑造科学发现方面的作用提供新的思路。在这里,我们调查了结构机制可以解释等级和其他网络特征的程度,这些特征是在经验型教师招聘网络中观察到的。我们研究了一系列自适应重布线网络模型,这些模型以五种不同的方式增强了层次结构内的机构声望。每种机制都会根据该机构的信誉得分来确定新员工来自某个特定机构的可能性,这是从招聘网络的推论中得出的。的现有结构。我们发现,真正的招聘网络中的结构性不平等和集中性模式可以通过全球安置力量的机制得到最好的再现,在这种机制中,来自某个特定机构的新员工与之前在任何地方被聘用的员工的数量成比例。另一方面,通过本地安置权的机制可以更好地概括有偏见的网络测度,在这种机制中,从特定机构中提取新员工的比例与其在该招聘机构中已经存在的先前员工的数量成正比。这些相反的结果表明,加强教师招聘网络层次结构的基本结构机制是全球和地方对机构声望的偏好的混合。在这些动态下,我们表明每个机构