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1.
This study explores the role of contemporaneous peer effects in driving an academic's involvement with industry. Specifically, we examine the influence of workplace peers and personal collaborators and how these effects are moderated by the career age of the scientist. Moreover, we look at situations in which both types of social influence are incongruent and the academic is faced with “dissonance”. Based on survey data of 355 German academics in the field of biotechnology and publication data from the Science Citation Index Expanded (SCIE), we find that the scientist's involvement with industry increases with the orientation of the scientist's department toward industry (“localized peer effect”). This effect turns out to be moderated by the scientist's age, such that the localized peer effect decreases with age and finally turns negative for very senior scientists. Moreover, we find that a scientist's involvement increases with the industry orientation of the scientist's co-authors (“personal peer effect”), irrespective of the scientist's age. In case both types of social influence are incongruent, younger scientists will revert to localized norms while more experienced scientists will orient themselves more toward their personal collaborators. 相似文献
2.
Previous research on academic entrepreneurship and engagement with industry has found that the behaviour of academics is influenced by their local social context. However, we know little about the mechanisms that produce this effect. We argue that academic scientists’ industry engagement is influenced significantly by the behaviour of their peers, that is, the behaviour of colleagues of similar seniority. Using insights from social psychology, we hypothesize that these peer effects are produced by the mechanism of social comparison. In an analysis of data from multiple sources for 1370 UK academic scientists and engineers, we find that peer effects are stronger for early career individuals and weaker for star scientists, suggesting the incidence of social comparison. We argue that individuals look to their immediate peers for inspiration, because they view them as an important reference group and use them as a benchmark for their own ambitions and behaviours. Our findings have important implications for how universities may encourage scientists’ behaviours by paying attention to local work contexts. 相似文献
3.
顶尖博士生科研绩效的影响因素研究 总被引：3，自引：0，他引：3
博士生科研绩效是博士生学习与科研活动成果的重要体现,直接反映其科研能力的高低,顶尖博士生必然有着非常突出的科研绩效。本文从个体因素、导师因素和培养机制等因素出发,以中国科学技术大学理学院已毕业的博士生为样本收集相关数据建立二值逻辑回归模型,研究影响顶尖博士生培养的关键点及作用机理。数据分析结果表明导师的学术经验、学术地位和所给予的指导量是顶尖博士生培养的关键点。中国高校可以提高导师队伍的整体科研能力,并将每位导师所带博士生的数量控制在一个合理的范围内,以培养出更多顶尖博士生。 相似文献
4.
《Research Policy》2022,51(10):104561
This paper investigates how the social environment to which a Ph.D. student is exposed during her training relates to her scientific productivity. We investigate how supervisor and peers' characteristics are associated with the student's publication quantity, quality, and co-authorship network size. Unique to our study, we cover the entire Ph.D. student population of a European country for all the STEM fields analyzing 77,143 students who graduated in France between 2000 and 2014. We find that having a productive, mid-career, low-experienced, female supervisor who benefits from a national grant is positively associated with the student's productivity. Furthermore, we find that having few productive freshman peers and at least one female peer is positively associated with the student's productivity. Interestingly, we find heterogeneity in our results when breaking down the student population by field of research. 相似文献
5.
本文从“究竟什么因素影响中国高水平大学研究型教师岗位的就职”这样具有现实意义的研究问题出发,考察普遍规范和特殊因素如何影响高校教师的学术入职。通过对就职前科研成果、博士毕业院系、导师声望、海外经历、留校任教等因素的定量研究,本文发现体现普遍规范的学术产出的影响具有学科差异,反映社会文化等影响的特殊因素对高校教师入职有显著作用。文章具体分析了中国的文化背景、社会结构、学术劳动力市场对于高校教师学术任职的特殊作用。 相似文献
6.
This paper investigates the difference in the profiles of university scientists who have founded or advised companies. We analyzed the commercial activities of a sample of 6138 university life scientists and found that the profiles of scientists who become academic entrepreneurs are different from those who become companies’ scientific advisors. Founding activity occurs earlier during a scientist's career than advising. Factors such as gender, research productivity, social networks and employer characteristics also differ in their effects on the propensity for founding and advising. In addition, regression analysis shows that being a company's scientific advisor decreases the probability of becoming an academic founder. Overall, evidence from our analysis suggests that founding and advising are two divergent paths for commercially oriented university scientists. 相似文献
7.
Recent research on industrial and academic science draws on the notion that academically trained scientists have a strong “taste for science”. However, little attention has been paid to potential heterogeneity in researchers’ taste for science and to potential selection effects into careers in industry versus academia. Using survey data from over 400 science and engineering PhD students, we examine the extent to which PhD students’ taste for science (e.g., desire for independence, publishing, peer recognition, and interest in basic research) and other individual characteristics predict preferences for research careers in industry versus academia. Our results suggest that PhD students who prefer industrial employment show a weaker “taste for science”, a greater concern for salary and access to resources, and a stronger interest in downstream work compared to PhD students who prefer an academic career. Our findings have important implications for innovation research as well as for managers and policy makers. 相似文献
8.
We examine career patterns within the industrial, academic, and governmental sectors and their relation to the publication and patent productivity of scientists and engineers working at university-based research centers in the United States. We hypothesize that among university scientists, intersectoral changes in jobs throughout the career provide access to new social networks and scientific and technical human capital, which will result in higher productivity. For this study, the curriculum vitae of 1200 research scientists and engineers were collected and coded. In addition, patent data were collected from the U.S. Patent and Trademark Office. The overarching conclusion from our analysis is that the academic scientists’ and engineers’ research careers we studied are quite different than characterized in the research productivity literature that is a decade or more old. The wave of center creation activity that began in the early 1980s and continues today has resulted not only in greater ties between universities and industry, but also markedly different academic careers. 相似文献
9.
We examine information sharing among academics during the research process and show it is context dependent because of differences in trade-offs. When researchers respond to specific requests for information or materials, potential future reciprocity is weighed against the current loss of competitiveness, while general sharing intermediate results in an open forum is driven by the need for feedback versus potential misappropriation. We formally model these trade-offs and empirically test for differences using a survey of German and UK bio-scientists. Increased competition has a negative impact on sharing in both contexts. But career stage has an effect only on specific sharing with untenured faculty less likely to share. Further, scientists in larger teams are more likely to share specifically, but less likely to share generally. The importance of patents for one's reputation reduces sharing in both contexts, but the effect is greater for general information sharing. 相似文献
10.
《Research Policy》2019,48(7):1647-1665
This study investigates how research group characteristics relate to the early career success of PhD candidates who are trained in the group. In particular, I study how the citation impact of early-career PhDs is related to the staff composition and funding of the group. Using data on a cohort of Swedish doctoral graduates in science, engineering, mathematics and medicine, two sets of findings are obtained. First, students who were trained in groups with a lower number of PhD students perform better in terms of academic productivity. From the perspective of research policy, this finding suggests a decreasing return to funding additional PhD student positions allocated to professors who are already maintaining larger research groups. Second, PhD students trained in groups with funding for PhD research that is conditioned by funder influence over the topic of thesis research are more likely to stay in academia. Controlling for career destination, however, PhDs from such groups have lower than average scientific productivity and citation impact. These results suggest that funders of PhD studies face a trade-off between the two different funding objectives of “getting what they want” in terms of research content and fostering successful scholars. 相似文献
11.
《Research Policy》2019,48(9):103811
When do conversations lead people to generate better ideas? We conducted a field experiment at a startup bootcamp to evaluate the impact of informal conversations on the quality of product ideas generated by participants. Specifically, we examine how the personality of an innovator (openness to experience, capturing creativity) and the personalities of her randomly assigned conversational peers (extroversion, measuring willingness to share information) affects the innovator's ideas. We find that open innovators who spoke with extroverted peers generated significantly better ideas than others at the bootcamp. However, closed individuals produced mediocre ideas regardless with who they spoke, suggesting limited benefits of conversations for these people. More surprisingly, open individuals, who are believed to be inherently creative, produced worse ideas after they spoke with introverted peers, suggesting individual creativity's dependence on external information. Our study demonstrates the importance of considering the traits of both innovators and their conversational peers in predicting when conversations will lead to better ideas. 相似文献
12.
Frank J. van Rijnsoever Laurens K. Hessels Rens L.J. Vandeberg 《Research Policy》2008,37(8):1255-1266
The high value of collaboration among scientists and of interactions of university researchers with industry is generally acknowledged. In this study we explain the use of different knowledge networks at the individual level from a resource-based perspective. This involves viewing networks as a resource that offers competitive advantages to an individual university researcher in terms of career development. Our results show that networking and career development are strongly related, but it is important to distinguish between different types of networks. Although networks on various levels (faculty, university, scientific, industrial) show strong correlations, we found three significant differences. First, networking within one's own faculty and with researchers from other universities stimulates careers, while interactions with industry do not. Second, during the course of an academic career a researcher's scientific network activity first rises, but then declines after about 20 years. Science-industry collaboration, however, continuously increases. Third, the personality trait ‘global innovativeness’ positively influences science-science interactions, but not science-industry interactions. 相似文献
13.
本文基于不可验证性视角对学术水平是否适合作为科研奖励的评奖标准进行了研究。本文提出了一个科学家获奖概率模型,该模型弥补了科研锦标赛框架中未考虑同行评议的缺陷,并使得科研奖励模型更加符合学术水平不可验证的经济学特征。本文运用上述模型实证分析了我国科研奖励中同行评议的有效性。本文的主要研究结论是:(1)学术水平难以直接作为遴选科研奖励获奖成果的标准;(2)科学家能否获奖取决于同行科学家的推定而与其科研成果的学术水平没有显著的直接关系;(3)目前我国省级以上科研奖励的同行评议难以有效分离学术水平不同的科研成果;(4)学术创新还难以成为我国省级以上科研奖励的主要激励目标。提高同行评议的有效性是本文研究结论最主要的政策含义。 相似文献
14.
《Information processing & management》2023,60(5):103420
This study proposes a novel approach for evaluating the impact of scientists by introducing a new set of metrics and a dual measurement framework that combines the concepts of disruption and consolidation. Traditional metrics like total citation and h-index are limited in their ability to capture the full range of a scientist's influence, and therefore the Scientists' Disruptive Citation (SDC), Disruptive h-index (D h-index), and consolidating metrics are introduced to provide a more comprehensive evaluation of scientists' disruptive and consolidating influence. Using a dataset of 463,348 papers, 234,086 disambiguated scientists, and data on three important awards, including Nobel Prize, Wolf Prize, and Dirac Medal, in the field of Physics, this study demonstrates that the SDC and D h-index are superior to all benchmark metrics, including the conventional and normalized disruption-based measures, in terms of convergent validity. Second, this study analyzes the distribution of academic characteristics between award-winning and non-laureates, explores various metrics of scientists with high SDC and Scientists' Consolidating Citation (SCC), and finds that disruptive impact can identify successful scientists from their counterparts and serve as an early signal of successful scientists. Third, this study reveals that the disruptive citation proposed in this study is less susceptible to manipulation, making it a more reliable metric for assessing a scientist's or a single paper's disruptive impact than the CD-index. The results suggest that the SDC and D h-index are reliable metrics for measuring scientists' innovative influence and can aid in the development of future scientific research. Overall, this study provides a scientifically sound and effective new perspective on measuring scientists using a dual measurement of disruptive and consolidating influence. 相似文献
15.
The concept of regional technology spill-overs created by university research is one of the most enduring theories within the economic geography and innovation management fields. This article introduces an alternative perspective on academic commercialization, arguing that the quality of a university's regional environment can significantly impact a university's success in commercializing science. Recent research on university technology transfer stresses the importance of personal contacts between academic and industry scientists in driving commercialization. The social structure of the regional economy in which a university is embedded will strongly influence the density of contacts linking university scientists with individuals in industry, and through doing so, impact the density of networks through which university knowledge can be commercialized. Social network analysis is used to examine the quality of social ties linking industry and university scientists within the San Francisco and Los Angeles California biotechnology industries over the 1980–2005 period. Results support the theory that the existence of strong social networks linking inventors heightens university commercialization output. Despite similar university research endowments, universities in San Francisco have dramatically commercialization outputs than San Francisco, which is correlated with the existence of cohesive inventor networks linking industry and university scientists in this region, but not Los Angeles. Moreover, longitudinal analysis shows that the commercialization output of San Francisco universities increased substantially starting in the early 1990s, the time period in which cohesive inventor networks emerged in the region. 相似文献
16.
The economic health of nations and regions is increasingly coming to rest on the scientific and technical labor force conducting scientific research. As such, enormous social resources are directed to educating and training those who will fire the engines of economic growth. In the first part of this paper, we compare recent investment in the scientific and technical labor forces by two giants of nationally-supported research endeavors: France and the United States. We find that France is more invested in scientific and technical training, but that both nations invest directly and indirectly in the scientific and technical labor force. French policy is more likely to support the individual graduate student directly through a national grant, while graduate students in the US tend to rely indirectly on federal support through research grants to other researchers. We then use duration models on individual data to predict entry into a permanent academic position within three years of completing a Ph.D. We do not find that industrial support of graduate training has any effect on later success in obtaining a position. There is, however, evidence of different academic labor markets operating in each country. In France, entry into a position has not depended on period factors, while in the US more recent cohorts have been more successful in obtaining permanent employment. Furthermore, postdoctoral positions in France delay or deter academic careers, but have no impact on entry in the US: this suggest that two different modes of scientific human resources management operate in France and in the USA. In the USA, Ph.D.s are seen as an essential element in the process of knowledge transfer, and early mobility does not affect entry into permanent academic careers. In France, few incentives are given to encourage mobility, which merely deters the access to permanent jobs. Finally, we found that graduates of the most prestigious undergraduate institutions were systematically advantaged in obtaining permanent academic employment, suggesting that academic stratification occurs very early in the training path in each country. 相似文献
17.
随着知识经济和全球一体化的日益深化,科研人员的国际流动日益频繁,海归学者群体内部的差异性也日益显著,但这一议题尚未引起学界广泛关注。本文聚焦我国高层次人才 “长江学者奖励计划”,以1999—2017年间入选的科学技术领域长江学者特聘教授为研究样本,以入选国家高层次人才计划时的年龄为职业发展速度指标,分析了不同类别和不同层次的海外经历对高校科研人员职业成就进展的影响。研究发现：海外经历对高层次人才计划入选时间的催化剂作用具有异质性。获得海外博士学位即归国以及海外经历仅为短暂求学/访问的科研人员在职业发展中均不具优势,而全职海外经历缩短职业成就时间的效果明显。此外,海外经历的加速效应因科研人员所在研究平台的不同呈现异质性。入职“双一流”高校的海归学者往往更快入选国家高层次人才计划。基于研究发现,论文对我国公派访问政策和高校当前的人才引进实践进行了讨论。 相似文献
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19.
《Research Policy》2023,52(5):104744
What motivates some firms to hire star academics? This paper provides a theoretical framework that combines several factors known to influence a firm's hiring decision of scientists capable of conducting both, research and development activities. The targeted type, reflecting the scientist's academic ability, is endogenous. When research and development activities are not strong substitutes, the optimal contract induces the scientist to engage in multitasking and the firm targets applicants with either the highest or the lowest type. Scientist with the lowest ability to conduct academic research are hired in environments where investments in absorptive capacity have low returns, academic publications generate substantial negative externalities for the firm, and/or the academic sector offers desirable outside options. When academic ability is not verifiable, the contract must only appeal to scientists with the targeted ability. Top scientists may need to be overcompensated for their research outcomes while low ability scientists may be overly compensated for their development outcomes. This, in turn, leads the hiring decision to be biased in favour of high-ability scientists when research and development activities exhibit a strong complementarity. By opposition, scientists with the lowest ability are more frequently targeted when the cost of conducting both activities increases. 相似文献
20.
Recent highly publicized cases of scientific misconduct have raised concerns about its consequences for academic careers. Previous and anecdotal evidence suggests that these reach far beyond the fraudulent scientist and (his or) her career, affecting coauthors and institutions. Here we show that the negative effects of scientific misconduct spill over to uninvolved prior collaborators: compared to a control group, prior collaborators of misconducting scientists, who have no connection to the misconduct case, are cited 8–9% less often afterwards. We suggest that the mechanism underlying this phenomenon is stigmatization by mere association. The result suggests that scientific misconduct generates large indirect costs in the form of mistrust towards a wider range of research findings than was previously assumed. The far-reaching fallout of misconduct implies that potential whistleblowers might be disinclined to make their concerns public in order to protect their own reputation and career. 相似文献