Faculty Job Market Research Articles

SIGecom Job Market Candidate Profiles 2024

This is the ninth annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The twenty seven candidates for 2024 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually, or collectively via the moderated mailing list ecom-candidates2024@acm.org. Shortly before publishing these candidate profiles, we received the shocking news that one of the candidates from this collection, Orestis Papadigenopoulos, unexpectedly passed away. Apart from a great researcher, Orestis was a very kind, pleasant, and fun person and will be sorely missed. His profile remains in this collection in his memory, despite his untimely passing.

Market Design Job Market Candidate Profiles 2024

Inspired by the SIGecom Exchanges' annual survey of job market candidates, 1 this is the fourth annual collection of profiles of the junior faculty job market candidates of the market design community. The eleven candidates are listed alphabetically. Along with information regarding the candidate's bio, job market paper, other representative papers, and short research summary, each profile also contains links to the candidate's homepage and CV. We dedicate this effort in memory of all the innocents who were murdered or otherwise harmed in the terrorist attack on Israel on Oct 7, and all the innocents who were killed or otherwise harmed in its ongoing aftermath, and with the hope that all those abducted---children, women, and men---will be back home by the end of this job market season.

Academic Motherhood: Considerations of STEM Postdoctoral Scholar Women

This instrumental case study explores the messages STEM postdoctoral scholar women received and understood from faculty about having children and an academic career. Of concern, women with children are less likely than men with children or individuals without children to be offered tenure-track positions or to be promoted. This reality suggests academic motherhood is in opposition to professional legitimacy in higher education. Furthermore, postdoctoral scholars who are mothers are more likely than their peers to cite children as their primary reason for not entering the faculty job market. Through inductive and deductive methods, interview transcripts of 22 demographically diverse STEM postdoctoral scholar women were analyzed using the ideal worker conceptual framework. Two themes were identified: (1) messages interpreted as disparaging suggest to STEM postdoctoral women they must sacrifice the choice to have children for an academic career and (2) messages interpreted as supportive promote the belief that academic motherhood is achievable. These findings illustrate a systemic conflict for STEM postdoctoral scholar women who have children or are considering becoming mothers in the future. Due to disparaging messages from faculty, most interviewees felt the constraints of ideal worker norms; however, through supportive messages from faculty, particularly positive modeling, these women saw the feasibility of having children and a successful academic career without the necessity of conforming to these norms. Inclusive, family friendly higher education policies and practices must be instituted to ensure more women enter and thrive in the STEM professoriate, and women who have or desire to have children are not marginalized.

When Race Becomes Capital: Diversity, Faculty Hiring, and the Entrenchment of Racial Capitalism in Higher Education

Faculty hiring is an important dimension of diversity efforts across many postsecondary institutions. Many U.S. colleges and universities have released faculty job announcements establishing a demonstrated commitment to diversity, equity, and inclusion as a necessary criterion for applicants. This move is significant because it entrenches diversity as a commodity—an exchangeable good that universities value and are willing to pay for. This conceptual paper explores how underlying racialized cultures in academia incentivize People of Color to commodify their racial identity when participating in the faculty job market. By interrogating the racial character of capitalist exploitation, we expose how diversity imperatives shape the faculty hiring process at historically white institutions in ways that commodify, exploit, and devalue People of Color.

Market Design Job Market Candidate Profiles 2023

Inspired by the SIGecom Exchanges' annual survey of job market candidates, 1 this is the third annual collection of profiles of the junior faculty job market candidates of the market design community. The twelve candidates are listed alphabetically. Along with information regarding the candidate's bio, job market paper, other representative papers, and short research summary, each profile also contains links to the candidate's homepage and CV.

SIGecom Job Market Candidate Profiles 2023

This is the eighth annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The thirty candidates for 2023 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually or via the moderated mailing list ecom-candidates2023@acm.org.

SIGecom job market candidate profiles 2022

This is the seventh annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The twenty four candidates for 2022 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually or via the moderated mailing list ecom-candidates2022@acm.org.

Market design job market candidate profiles 2022

Inspired by the SIGecom Exchanges' annual survey of job market candidates, 1 this is the second annual collection of profiles of the junior faculty job market candidates of the market design community. The nine candidates are listed alphabetically. Along with information regarding the candidate's bio, job market paper, other representative papers, and short research summary, each profile also contains links to the candidate's homepage and CV.

SIGecom job market candidate profiles 2021

This is the sixth annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The twenty four candidates for 2021 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually or via the moderated mailing list ecom-candidates2021@acm.org.

SIGecom job market candidate profiles 2020

This is the fifth annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The seventeen candidates for 2020 are listed alphabetically and indexed by research areas that define the interests of the community. Along with information regarding the candidate's bio, research summary, and representative papers, each profile also contains links to the candidate's homepage, CV, and Google scholar publication profile. Employers with a relevant job opening can reach all the listed candidates directly by sending the relevant information to the moderated mailing list ecom-candidates2020@acm.org.

A Data‐Based Guide to the North American Ecology Faculty Job Market

AbstractEvery year for three years (2016–2018), I tried to identify every single person hired as a tenure‐track professor in ecology or an allied field (e.g., fish and wildlife) in the United States and Canada by consulting public sources. I identified a total of 566 hires. I also used public sources to compile data on the new hires and the institutions that hired them (e.g., number of publications, teaching experience, hiring institution Carnegie class). These data address some widespread anxieties and misunderstandings about the ecology faculty job market and also speak to gender diversity in recent ecology faculty hiring. They complement, and in some cases improve on, other sources of information, such as anecdotal personal experiences.

SIGecom job market candidate profiles 2019

This is the fourth annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The twenty five candidates for 2019 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually or via the moderated mailing list ecom-candidates2019@acm.org.

Sport History and Sport Management in the United States: Opportunities and Challenges

Abstract This article examines the faculty job market in the humanities broadly, and sport history specifically, to assess the past, current, and future of sport history as an academic field. We suggest one way to expand the sport history job market and popular appeal of academic sport history is for scholars to embrace research questions and topics related to sport management and business history and the activities of sport entrepreneurs and commercial organizations. The authors explore the multidisciplinary field of business history as a comparison to the field of sport history; highlight evidence of job opportunities for sport historians in sport management; and assess the current vocational outlook for sport historians in the context of the United States.

SIGecom job market candidate profiles 2018

This is the third annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The eighteen candidates for 2018 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually or via the moderated mailing list ecom-candidates2018@acm.org.

SIGecom job market candidate profiles 2017

This is the second annual collection of profiles of the junior faculty job market candidates of the SIGecom community. The twenty four candidates for 2017 are listed alphabetically and indexed by research areas that define the interests of the community. The candidates can be contacted individually or via the moderated mailing list ecom-candidates2017@acm.org.

SIGecom job market candidate profiles 2016

In the sixteen years since the inception of EC as the flagship conference of the SIGecom community, we have learned a lot about the efficiency (or lack thereof) of markets. We have studied markets for school choice, marriage, supply chains, advertising, etc. We understand the loss in welfare from decentralized versus centralized market mechanisms. We understand that information plays an important role in market efficiency and stability. Profiled herein are thirty candidates for the 2016 junior academic job market with research areas that span the interest of the SIGecom community. Though it may not be a complete list, we hope that it will help alleviate some of the informational inefficiencies in the most important market for the community, its junior faculty job market. A table of contents lists the candidates in alphabetical order with keywords they provided. The candidate profiles are listed with brief biographies, research summaries, and three representative papers. Following the candidate profiles is an index of the candidates by keywords.

Stress, Survival, and Success in Academia 2.0: Lessons from Working Inside and Outside of the Academy

As graduate students writing our dissertations between 2009 and 2010 at the University of California Irvine, we began to feel the first ripples of a shrinking job market for tenuretrack academic positions in anthropology. There were questions, in hushed whispers as well as anxious and frantic outbursts, about how long the recession would last, whether we should "wait and see" before graduating, or apply now and just cast a wider net in terms of schools and searches. The 2009 Anthropology Faculty Job Market Report opens up with, "AAA has been increasingly concerned with the academic job market. Anecdotal evidence suggests that faculty lines are being lost and searches cancelled" (Terry-Sharp 2009). Given uncertainty, we both chose the latter option and had the good fortune to find employment in academic institutions— Cortney Hughes Rinker at the Arlington Innovation Center for Health Research (Virginia Tech) and Sheena Nahm at the Norman Lear Center (University of California Annenberg School for Communication and Journalism). Interestingly enough, neither of us entered these institutions through the traditional route of the tenure-track position. Although our jobs were quite unique and different from each other, they both were in research centers focused on contracts and grants and were not solely situated in the realm of cultural anthropology, the field in which we are trained. Since then, we both went on to publish, teach, work in applied fields, and often engage with academic and nonacademic interlocutors.

Market Demand for Special Education Faculty

Since 1988, researchers have monitored the extent and severity of the chronic special education (SE) faculty shortage. The present study sought to add to this knowledge base by (a) gathering data on the supply and demand of leadership personnel in SE since the 2001 Faculty Shortage Study; (b) combining and comparing these data with other sources (e.g., Survey of Earned Doctorates [SED]); (c) producing evidence to assess what changes, if any, have occurred in leadership personnel in SE over the past 10 years; (d) describing the characteristics of the SE faculty job market, including recent faculty search trends; and (e) identifying emerging issues as it relates to the demand for SE faculty. Data to answer these questions came from a random sample of job-search coordinators ( n = 36) for SE faculty position advertisements posted in The Chronicle of Higher Education between June and November, 2010. Other sources of data include the Survey of Doctoral Training Programs in Special Education and the Survey of Teacher Education Training Programs in Special Education. The most important finding from this study indicates that although demand markers have improved in the last 10 years, retirements across all SE programs are predicted to increase by 21% per year between 2011 and 2017. Implications of and solutions for the predicted shortage are discussed.

Anthropology Faculty Job Market Report. Gendered Dimensions of Applied Work Environments: COSWA Survey Report. Doing Anthropology Well?: Panels and Proposals

Abstract:“Anthropology Faculty Job Market Report,” by Kathleen Terry‐Sharp“Gendered Dimensions of Applied Work Environments: COSWA Survey Report,” by Keri Vacanti Brondo and Linda A Bennett“Doing Anthropology Well?: Panels and Proposals,” by Deborah Winslow

Supply and Demand for IS Faculty: A Longitudinal Study

The supply and demand of IS professors shifted in the last decade. Understanding the fluctuation of the IS faculty job market is a critical success factor for future planning and recruitment efforts. This paper presents the results of a longitudinal study that monitored the supply and demand of IS professors between 1992 and 2004. Data, primarily from the AIS and ICIS placement services, were analyzed to identify the trends in this market. Other relevant issues such as the composition of IS faculty position applicants, supply of IS doctorates, and trends in IS professor salary are also discussed. The paper concludes with recommendations to business and IS schools based on the findings. Explain what the findings were