New promotion patterns in Italian universities: Less seniority and more productivity? Data from ASN

Marini, Giulio

doi:10.1007/s10734-016-0008-x

Cited by 24 publications

(19 citation statements)

References 41 publications

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“…This paper provides a notable contribution when considered together with previous studies looking at the achievement of ASN (M. Bagues et al, 2017;Marini, 2016;Marzolla, 2016): it is paramount to shed light on what happens in the career trajectories of those scholars achieving the ASN, since successfully going through the ASN does not mean to get a position. Findings on the contrary show that a gender gap exists in accessing a position as full professor in Italy, and this cannot be explained by scientific productivity; this is remarkable since our analysis considers the entire population and all disciplines.…”

Section: Discussionmentioning

confidence: 97%

“…Table 1 around here ASN has been introduced to tackle issues of favouritism and nepotism as well (Abramo, D'Angelo, & Rosati, 2014); however, to some extent, these dynamics are still present . Fresh literature shows that this new process is helping younger and productive candidates to progress quicker in their careers (Marini, 2016). However, this evidence is related to ASN, and not to actual promotions.…”

Section: Introductionmentioning

confidence: 99%

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The trench warfare of gender discrimination: evidence from academic promotions to full professor in Italy

Marini

Meschitti

2018

Scientometrics

Self Cite

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In this paper we aim to understand if gender makes a difference in the path to promotion to full professor in Italian universities, drawing on data from 2013 to 2016. The new promotion system pursuant Gelmini Law (210/2010) in Italy implies to go through two steps. First, they have to obtain the national ASN system (fit-for-the-role national filter), based on merit measured via bibliometric and non-bibliometric indicators. This step does not mean to get a position, it only means to be able to apply for it at institutional level. We believe that discrimination based on gender may happen especially at institutional level as in comparison to ASN there is less transparency and more autonomy at institutional level. It is also hypothesised that discrimination based on gender may differ according to the percentage of women already at full professor rank by disciplinary field. We investigate gender inequality using a binary variable (promoted or not promoted along 2013 until 2016) controlling by scientific productivity, normalised number of available vacancies, result of national research evaluation (VQRdepartment of candidate's affiliation), age, current rank-and-file position. Multilevel logistic regression demonstrates that among those who obtained the ASN and at parity of other conditions, men have around 24% more probability to be promoted at parity of scientific production, which reveals a relevant gender discrimination. Our findings have implications on theory about inequality regimes and might serve to reflect on how to improve practices at institutional level.

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Section: Discussionmentioning

confidence: 97%

Section: Introductionmentioning

confidence: 99%

The trench warfare of gender discrimination: evidence from academic promotions to full professor in Italy

Marini

Meschitti

2018

Scientometrics

Self Cite

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“…Chronological age could influence research performance positively or negatively (Hedjazi and Behravan, 2011;Bland et al, 2004), and the literature supports conflicting assumptions regarding this influence [Angaiz, 2015;Creswell, (1985), p.34]. While the average productivity of faculty tends to decline with age (Marini, 2017;Albert et al, 2016: North et al, 2011, many older faculty members remain active in research, and their productivity is comparable to or higher than those of younger faculty members (Stafford, 2011). In addition, the relationship between age and research productivity could be influenced by other factors such as academic rank, work experience, academic qualification, and extrinsic and intrinsic motivators.…”

Section: Agementioning

confidence: 99%

Business research productivity and barriers

Khalil

2019

IJPQM

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Knowing why some faculty members are more scholarly productive than others and what factors influence research productivity in an institution is essential to guiding research productivity improvement efforts. This study explored the research productivity and perceived research barriers to conducting research by the business faculty members at the Kuwait University (KU) as well as the influence of their individual characteristics on the reported productivity and barriers. The reported business research productivity tends to be low. Barriers related to research efficacy, physical and information resources, fiscal resources, and time reportedly challenge research productivity. However, the individual characteristics of gender, age, nationality, academic rank, experience at HE, time spent on research, and time spent on teaching variably influence the reported research productivity and perceived research barriers. These findings as well as their implications and limitations are further discussed in the paper.

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“…This article addresses these gaps by studying the behaviour of Italian academics in response to the introduction of a national habilitation procedure that regulates the promotion to professorial positions. While metrics have been employed for institutional evaluation and to inform decisions on individual career paths, this procedure directly links the possibility to become an associate professor and a full professor to the number of publications and citations (Marini, 2016). Hence, doing well according to the metrics is a pre-condition for moving up the academic career ladder.…”

Section: Introductionmentioning

confidence: 99%

Self-citations as strategic response to the use of metrics for career decisions

et al. 2019

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There is limited knowledge on the extent to which scientists may strategically respond to metrics by adopting questionable practices, namely practices that challenge the scientific ethos, and the individual and contextual factors that affect their likelihood. This article aims to fill these gaps by studying the opportunistic use of selfcitations, i.e. citations of one's own work to boost metric scores. Based on sociological and economic literature exploring the factors driving scientists' behaviour, we develop hypotheses on the predictors of strategic increase in self-citations. We test the hypotheses in the Italian Higher Education system, where promotion to professorial positions is regulated by a national habilitation procedure that considers the number of publications and citations received. The sample includes 886 scientists from four of science's main disciplinary sectors, employs different metrics approaches, and covers an observation period beginning in 2002 and ending in 2014. We find that the introduction of a regulation that links the possibility of career advancement to the number of citations received is related to a strong and significant increase in self-citations among scientists who can benefit the most from increasing citations, namely assistant professors, associate professors and relatively less cited scientists, and in particular among social scientists. Our findings suggest that while metrics are introduced to spur virtuous behaviours, when not properly designed they favour the usage of questionable practices.

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New promotion patterns in Italian universities: Less seniority and more productivity? Data from ASN

Cited by 24 publications

References 41 publications

The trench warfare of gender discrimination: evidence from academic promotions to full professor in Italy

The trench warfare of gender discrimination: evidence from academic promotions to full professor in Italy

Business research productivity and barriers

Self-citations as strategic response to the use of metrics for career decisions

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