ILR Research in Progress 2013-14

The production of scholarly research continues to be one of the primary missions of the ILR School. During a typical academic year, ILR faculty members published or had accepted for publication over 25 books, edited volumes, and monographs, 170 articles and chapters in edited volumes, numerous book reviews. In addition, a large number of manuscripts were submitted for publication, presented at professional association meetings, or circulated in working paper form. Our faculty's research continues to find its way into the very best industrial relations, social science and statistics journals.Research_in_Progress_2013_14.pdf: 54 downloads, before Oct. 1, 2020

Occupations, Organizations, and Boundaryless Careers

[Excerpt] The central premise of this chapter is that, as organizations become less important in defining career pathways and boundaries, occupations will become increasingly more important. While occupational demarcations have always had a significant, albeit often unacknowledged, impact on individual career patterns, the significance of such demarcations for careers is likely to be heightened by current trends in employment relationships. In this chapter, then, I review the sociological literature on occupational labor markets and on the structure of professional occupations, in an effort to shed light on a number of issues associated with occupationally based careers. Of specific concern are three questions: What kinds of job and occupational characteristics foster such careers? When occupations become the major locus of careers, what are the consequences for organizations? And finally, what are some of the key career-management issues for individuals pursuing occupation-ally based careers

The role of early-career university prestige stratification on the future academic performance of scholars

Prestige and mobility are important aspects of academic life that play a critical role during early-career. After PhD graduation scholars have to compete for positions in the labour market. Unfortunately, many of them have few research products such that their inherent ability and skills remain mostly unobserved for hiring committees. Institutional prestige in this context is a key mechanism that signals the quality of candidates, and many studies have shown that a “good” affiliation can confer manyopportunities for future career development. We know little, however, about how changes of scholar’sinstitutional prestige during early-career relate to future academic performance. In this paper, we use an algorithm to rank universities based on hiring networks in Mexico. We distinguish three groups ofscholars that move Up,Down or Stay in the prestige hierarchy between PhD graduation and first job. After controlling for individual characteristics by matching scholars with equal training or the same first job institution, we find that scholars hired by their existing faculty sustain higher performance over their career in comparison to other groups. Interestingly, we find that scholars that move up the hierarchy exhibit, on average, lower academic performance than the other groups. We argue that the negative relation between upward ranking mobility and performance is related to the difficulties in changing research teams at an early-career stage and to the so-called “big-fish-small-pond” effect. We observe a high stratification of universities by prestige and a negative association between mobility and performance that can hinder the flows of knowledge throughout the science syste

Which firms want PhDs? The effect of the university-industry relationship on the PhD labour market

PhD graduates hold the highest education degree, are trained to conduct research and can be considered a key element in the creation, commercialization and diffusion of innovations. The impact of PhDs on innovation and economic development takes place through several channels such as the accumulation of scientific capital stock, the enhancement of technology transfers and the promotion of cooperation relationships in innovation processes. Although the placement of PhDs in industry provides a very important mechanism for transmitting knowledge from universities to firms, information about the characteristics of the firms that employ PhDs is very scarce. The goal of this paper is to improve understanding of the determinants of the demand for PhDs in the private sector. Three main potential determinants of the demand for PhDs are considered: cooperation between firms and universities, R&D activities of firms and several characteristics of firms, size, sector, productivity and age. The results from the econometric analysis show that cooperation between firms and universities encourages firms to recruit PhDs and point to the existence of accumulative effects in the hiring of PhD graduates.

Governance in niche development for a transition to a new mobility regime

Urban mobility is a difficult sustainability challenge; measures to reduce transport impacts produce only marginal reductions in overall energy use and CO2 emissions. Even fuel switch to electric vehicles and measures to manage traffic produce insufficient improvements. Seeking transport sustainability within the existing socio-technical regime involves policy approaches for dense cities to provide high-capacity, corridor-based public transport, expecting people to arrange their lives around such transport systems. Yet this socio-technical regime ill-fits modern mobility needs. The reluctance to use public transport stems much from this 150 year old regime configuration. The social-technical landscape has shifted significantly: travel patterns are increasingly dispersed in space and time – not funnelled into traditional corridor peak-hour movements. The key is not getting people to return to travel patterns of 100 years ago, but in a transition to a socio-technical transport regime that delivers sustainability compatible with the 21st century social-technical landscape. An opportunity may be emerging for socio-technical configurations in niche environments to effect transitions to alternate mobility futures. Autonomous vehicles are rapidly approaching market application. Since 2011, small autonomous pods have operated on segregated tracks at Heathrow Airport. In 2014 a similar system opened at the Suncheon Bay tourist area in South Korea. Since 2011 there have been public street trials of autonomous vehicles in the USA and in 2015 they became street legal in the UK. The Milton Keynes (MK) ‘Pathfinder’ project focuses on two-seat pods which do not need segregated tracks, but will run on cycleways and footpaths, mixing with cyclists and pedestrians. Trials will start in 2015, on short distance links from the railway station to destinations in Central Milton Keynes. This project forms part of the wider Milton Keynes Future Cities Programme and Open University-led MK:Smart project. This paper draws on these trials in MK to show through case study research how autonomous vehicles applications are moving beyond protected niches and, along with other developments, hold the potential to stimulate a major transition in public transport systems. The vehicles are small and each journey is individual to the passenger(s). Services do not run along corridor routes, like buses and trams, but are based on alternate rule-sets to the existing regime with individual journeys customised for each user. Such developments may therefore stimulate transition to totally different sorts of public transport systems and ultimately, socio-technical mobility regimes, by offering much more to users than any corridor system can provide. Rather than people adjusting their behaviour to bus routes, schedules and operating times, they travel directly, whenever they want, on services running 24/7. Thus these new regimes could be more compatible with lifestyle and economic trends that comprise 21st century socio-technical landscapes. As such, they provide credible alternatives to the private car, and so hold potential to deliver major sustainability gains. But such transitions face major challenges from entrenched actors within the existing regime. Taxis, minicabs and bus operators would be threatened. If the Uber cab app is being blocked by incumbent actors, they look likely to be powerful opponents of autonomous vehicle based cab services. However, MK provides an interesting innovation context where there are several overlapping smart transport niches in different stages of development. As well as autonomous pods, demand responsive minibuses are planned and inductive changed electric buses are in service. If these projects build links to each other (niche accumulation), demonstrate economic value and reproduced beyond their original experimental spaces (niche proliferation), there is potential for them to overcome incumbent resistance. In Milton Keynes, these processes could be getting close to reaching critical mass, opening up the possibility of moving closer to radical regime transitions

Social transformations and labour market entry:an investigation into university systems in emerging economies

Exclusion provokes a waste of talents and incalculable cultural and economic losses. Today, given the increasing number of qualified women and blacks, the lack of representation in top-job positions in knowledge-intensive occupations is hard to explain without considering network mechanisms in the entry process. Entering those occupations comprises training and supervision, collaboration, and mutual evaluation and often those tasks involve the same people. This implies that networks between agents, groups, and institutions form and are at the heart of learning, evaluation and promotion decisions. Thus, my thesis investigates network mechanisms of the entry process in academia with the empirical focus of South Africa and Mexico. First, I examine the tendency to form same-race and same-gender student-advisor relations in the educational phase. Then, I analyse this tendency closer asking whether it affects the doctoral productivity of the couples and whether its effect changes for students with high or low productivity profile. Lastly, I study how universities' prestige and first job-mobility affects scholars' future performance. My work highlights that the inertia of individual and institutional relations explains the lack of transformations in prestigious positions that, in turn, slow down transformations at lower levels. Besides this disheartening result, my work shows that when agents overcome the inertia, creating “uncommon” relations, they perform at the highest levels underlining the gains from inclusion

Testing Scenarios to Achieve Workplace Sustainability Goals : Using Backcasting and Agent-Based Modeling

[Abstract] Pro-environmental behaviors have been analyzed in the home, with little attention to other important contexts of everyday life, such as the workplace. The research reported here explored three categories of pro-environmental behavior (consumption of materials and energy, waste generation, and work-related commuting) in a public large-scale organization in Spain, with the aim of identifying the most effective policy options for a sustainable organization. Agent-based modeling was used to design a virtual simulation of the organization. Psychologically informed profiles of employees were defined using data gathered through a questionnaire, measuring knowledge, motivations, and ability. Future scenarios were developed using a participatory backcasting scenario development methodology, and policy tracks were derived. Dynamic simulations indicated that, to be effective, organizational policy should strengthen worker participation and autonomy, be sustained over time, and should combine different measures of medium intensity for behavior change, instead of isolated policies of high intensity

The Challenges Facing Women Leaders in Mid-Level Positions at Urban Community Colleges

Although women lead at higher rates overall at community colleges, they continue to lead at lower rates in senior-level positions compared to men within those institutions. Women serve as presidents in 36% of community colleges (ACE, 2017). Additionally, community college presidents are currently retiring at rapid rates, and this turnover in leadership is expected to continue (Phillipe, 2016; Shults, 2001; Tekle, 2012). As community colleges face current and future reductions in senior-level leadership, women in mid-level leadership roles should be considered to fill the leadership gap. Previous studies have examined the leadership challenges faced by women leaders, but there has been a focus on presidents and vice presidents. There is a need to assess the leadership experiences of women in mid-level positions, specifically deans and directors, and to identify their unique mobility challenges. Gender differences, including the internalization of social norms and gender bias and stereotyping, can potentially impact women’s leadership development and opportunities for professional advancement. This study provided a better understanding for community college leaders and practitioners, emphasizing the importance of more effective navigational tools, better leadership training and development, and inclusive and intentional leadership funnels and hiring practices for women mid-level leaders. The purpose of this qualitative, phenomenological study was to examine women leaders in mid-level positions and their perceptions of the personal, professional, and organizational challenges unique to them as leaders in urban community colleges, which tend to be larger and more complex than rural and suburban community colleges. Participants discussed these perceived challenges through in-depth, semi-structured interviews. Participants also described how they have attempted to navigate these challenges. Ten women, in positions of dean or director, were purposively selected from three urban community colleges in one southeastern US state. One-on-one interviews were conducted, providing the women leaders with opportunities to tell their own narratives and describe their lived experiences as mid-level leaders. Moustakas’ (1994) seven-step phenomenological data analysis framework was used to examine the data. An analysis of the data revealed five major themes: (a) leadership progression, (b) work-life balance, (c) mentorship and professional development, (d) communication, and (e) institutional climate and organizational structure. Recommendations for community college practitioners and leaders include: encouraging and providing opportunities and support for mentorship; creating and funding professional development opportunities; and assisting women leaders with doctoral degree completion. Recommendations for further research include additional qualitative research focused on the following groups: women in mid-level positions in other regions of the country; women of color in mid-level positions; women in mid-level positions in suburban and rural community colleges; and men in mid-level positions in various community college settings