This paper is about the south african job market for ph.ds. Ph.d. To first job mobility involves the preferences of both the hiring institution and the candidate. Both want to make the best choice and here institutional prestige plays a crucial role. A university’s prestige is an emergent property of hiring interactions, so we use a network perspective to measure it. Using this emergent ordering, we compare the subsequent scientific performance of scholars with different changes in the prestige hierarchy. We ask how movements between universities of different prestige from ph.d. To first job correlates with academic performance. We use data of south african scholars from 1970 to 2012 and we find that those who make large movements in terms of prestige have lower research ratings than those who do not. Further, looking only those with large prestige movements, those with higher prestige ph.ds or first jobs have higher research ratings throughout their careers.
- d70 - Analysis of Collective Decision-Making: General
- i20 - Education and Research Institutions: General
- j15 - "Economics of Minorities, Races, and Immigrants; Non-labor Discrimination"
- o30 - "Technological Change; Research and Development; Intellectual Property Rights: General"
- z13 - Economic Sociology
- South Africa
- Faculty hiring network
- Institutional prestige
- Institutional stratification
- Scholars research performance
- University system
- Matched pair analysis
- RANKED GRADUATE PROGRAMS
- UNIVERSITY PRESTIGE
Cowan, R., & Rossello, G. (2018). Emergent structures in faculty hiring networks, and the effects of mobility on academic performance. Scientometrics, 117(1), 527-562. https://doi.org/10.1007/s11192-018-2858-8