“A tie is a tie? Gender and network positioning in life science inventor collaboration”

Collaborative relationships are an important anchor of innovative activity, and rates of collaboration in science are on the rise. This research addresses differences in men’s and women’s collaborative positioning and collaborator characteristics in science, and whether network influences on scientists’ future productivity may be contingent on gender. Utilizing co-inventor network relations that span thirty years of global life science patenting across sectors, geographic locations, and technological background, I present trends of men’s and women’s involvement in patenting and their collaborative characteristics across time. Amidst some network similarities, women are less likely to connect otherwise unconnected inventors (brokerage) and have greater status-asymmetries between themselves and their co-inventors. In multivariate models that include past and future activity, I find that some network benefits are contingent on gender. Men receive greater returns from network positioning for brokerage ties, and when collaborating with men. Women benefit from collaborating with women, and are more likely to collaborate with women, but both men and women collaborate with mostly men. I discuss the implications of these results for innovative growth, as well as for policies that support men’s and women’s career development.     

我国科研人员职业生涯成长轨迹与影响因素研究

本文对我国科研人员职业生涯的成长轨迹与影响因素开展定量研究,以科研人员获得博士学位的时间为基点,采用事件史分析方法分析科研人员职业生涯中的若干重要节点和事件,包括职称晋升、第一次重要学术产出、第一次获得荣誉奖励以及第一次担任行政或学术职务等关键事件。在此基础上,进一步分析个人家庭因素（性别、孩子状况和配偶文化）、教育背景因素（毕业院校、导师身份和博士后经历）以及社会环境因素（工作单位、流动状况和学科领域）等对科研人员职业生涯成长的影响状况。结果发现,科研人员职业生涯成长过程中的“累积效应”依然明显,如毕业院校、博士后经历等教育背景都会对科研人员职业生涯的成长产生正向影响;师承效应在科研人员职业生涯发展中发挥重要作用;流动经历增加了科研人员进入到职业生涯中的关键事件比例等。基于研究结果,文章最后提出如何更好的促进科研人员成长的政策建议。     

基于获奖者年龄的国家科技奖激励效用分析

处于创新思维活跃期的青年人才是国家科技发展的希望,通过科技领域最高价值体现的国家科技奖对他们进行有效激励,充分调动他们的积极性和创造性,是社会公众和科技管理部门普遍关心的问题。本研究基于对2009-2013年获国家科技奖项目完成人年龄结构的分析,从获奖者群体与我国科技人力资源总体年龄结构差异、成果的检验期、及成果奖的缺陷等三个方面,探讨了现有国家科技奖项难以有效激励青年人才的原因,并结合获诺贝尔奖及获自然科学奖项目第一完成人最佳成果产出年龄分布的对比,就增设国家级青年科技奖项的重要性和必要性展开讨论。     

Gender-specific patterns in patenting and publishing

Measuring the output of men and women in science and technology has previously been mostly restricted to case studies or small-scale surveys. Based on an analysis of patent and publication databases, this paper applies a methodology to systematically assign the gender to the names of inventors and authors. The method is applied to 14 countries. The results of this investigation reveal substantial differences across countries in terms of women's relative contribution¹ to science and technology, with the central European countries of Germany, Austria and Switzerland all ranking comparatively low in this respect. We also examine trends over time, showing that the data on women's share of publications - unlike the results for patents - hardly increase over time for the already better-performing nations.     

研究生生活方式与心理健康的相关研究

调查了解研究生生活方式现状以及与心理健康的关系,采用生活方式自评量表和自测心理健康评定量表,随机调查了114名研究生。研究表明,目前研究生的生活方式总体处于良好状态。从不同群体研究生生活方式特点看,存在性别差异,女研究生的生活方式总体上比男研究生好,尤其是在酒精和药物、饮食习惯、安全这3个维度上。不存在年级差异。研究生生活方式与心理健康水平呈正相关,即生活方式越健康的研究生,其心理健康水平越高。     

科技奖励制度改革后广东省获得国家科学技术奖励情况分析

对国家科技奖励制度改革后广东省获得国家科学技术奖项目数量、等级、获奖率和领域分布等情况进行详细数据分析,并与近年来广东省研发经费支出、基础研究投入、企业和高校研发经费支出、省级重大科技成果等方面情况进行对比分析,研究得出广东省国家科技奖励工作主要存在提名和获奖项目数量和等级不高、获奖项目奖种和领域分布不均衡、提名和获奖项目来源不广等问题.同时针对这些问题,为广东省进一步做好国家科技奖励工作,提出加强项目挖掘和培育、强化与国家科学技术奖的对接和激励服务、建立广东省科学技术奖工作后评估制度、鼓励社会力量设立科学技术奖等对策建议.     

Affiliation bias in peer review and the gender gap

We document an affiliation bias in top Chinese journals and the gender gap in the current affiliation effect. We find that papers written by researchers who are affiliated with the journals' host institutions on average receive fewer citation counts than those written by non-affiliated researchers. Moreover, we show that this affiliation bias is greater for men than for women. We propose that the current effect can be accounted for by a social capital mechanism, and we provide evidence consistent with our proposition. In addition, the results of our analyses demonstrate heterogeneity of the affiliation bias and the gender gap with regard to researcher status. We discuss alternative mechanisms of the current effect and implications of our research.     

粤港澳三地政府科技奖励体系比较

比较分析粤港澳三地政府科技奖在奖项设置、参评方式、奖励对象、奖励等级与数量、评审组织、奖励方式等方面的异同和特点,发现广东省科技奖的行政色彩较为浓厚,政府部门作为主要提名者难以实质性落实提名责任,丰厚的奖励派生待遇偏离了科技奖励荣誉本身,缺乏对青年科技工作者的引导激励;澳门特区政府的科技奖与广东省科技奖较为相似,但其较为注重引导鼓励青年群体开展科技创新;香港特区政府的科技奖励注重发挥市场及社会组织的参与和管理作用.比较分析结果对完善广东省政府科技奖励体系的主要启示为:明晰非市场化激励机制和政策导向作用,进一步优化奖励对象结构,注重对青年科技人员的奖励,落实提名者责任,突出奖励的荣誉性和价值导向,实现与社会科技奖励的互补和协同发展.     

Gendered knowledge in fields and academic careers

Women and men often contribute differently to research knowledge. Do differences in these contributions partially explain disparities in academic career outcomes? We explore this by looking at how gender is embodied in research language, and then ascertain whether the adoption of more gendered research language affects career outcomes beyond the researcher's attributes. We identify different forms of gendered knowledge—gender referents (explicit references to sex and gender) and gender-associated terms (words that are implicitly associated with women or men researchers)—by applying natural language processing techniques to nearly one million doctoral dissertations published in the United States between 1980 and 2010. We then determine whether employing gender referents and gender-associated terms affects the course of PhDs’ ensuing careers. We find women researchers have lower chances of securing academic positions than men in every field; explicit references to women as research subjects are modestly rewarded in comparison to references to men; and more career opportunities are afforded to research knowledge associated with men. These results suggest that academia is slowly correcting the traditional and explicit bias of studying men at the exclusion of women. Still, there remains a stronger implicit bias against knowledge associated with women scholars. We discuss relative differences between humanities and social sciences versus natural sciences, technology, engineering, and math, as well as potential treatments for offsetting bias in those fields.     

Engaging excellence? Effects of faculty quality on university engagement with industry

We investigate how universities’ research quality shapes their engagement with industry. Previous research has predominantly found a positive relationship between academics’ research quality and their commercialization activities. Here we use industry involvement measures that are broader than commercialization and indicate actual collaboration, i.e. collaborative research, contract research and consulting. We hypothesise that the relationship between faculty quality and industry engagement differs across disciplines, depending on complementarities between industrial and academic work, and resource requirements. Using a dataset covering all UK universities, we find that in technology-oriented disciplines, departmental faculty quality is positively related to industry involvement. In the medical and biological sciences we find a positive effect of departmental faculty quality but establish that this does not apply to star scientists. In the social sciences, we find some support for a negative relationship between faculty quality and particularly the more applied forms of industry involvement. The implication for science policy makers and university managers is that differentiated approaches to promoting university-industry relationships are required.     

导师身份对科研人员职业成长影响的实证研究

本文采用事件史分析方法（EHA）探讨导师身份等因素对我国科研人员职业成长的影响。Cox比例风险模型结果表明,导师行政地位对晋升正高职称具有正向促进作用,而导师学术地位未能对晋升副高、正高职称产生显著影响;导师身份类型为双高型和高低兼具型的科研人员比导师身份为双低型的科研人员晋升正高职称更快,即导师身份类型层次越高,科研人员晋升正高职称速度越快。此外,研究结果还发现,科研能力是实现科研职称晋升的基础因素和必要条件,在985高校工作延缓了晋升正高职称速度,具有博士后经历有利于晋升正高职称,男性科研人员更容易实现职称晋升。     

Work and family conflict in academic science: patterns and predictors among women and men in research universities

This article addresses work-family conflict as reported among women and men academic scientists in data systematically collected across fields of study in nine US research universities. Arguing that academic science is a particularly revealing case for studying work-family conflict, the article addresses: (1) the bi-directional conflict of work with family, and family with work, reported among the scientists; (2) the ways that higher, compared with lower, conflict, is predicted by key features of family, academic rank, and departments/institutions; and (3) patterns and predictors of work-family conflict that vary, as well as converge, by gender. Results point to notable differences, and commonalties, by gender, in factors affecting interference in both directions of work-family conflict reported by scientists. These findings have implications for understandings of how marriage and children, senior compared with junior academic rank, and departmental climates shape work-family conflict among women and men in US academic science.     

诺贝尔科学奖获得者的教育背景分析及其启迪

诺贝尔科学奖是世界公认的和最具权威的最高荣誉奖,但是中国大陆的科学家至今还与诺贝尔科学奖无缘.教育与科学关系最为密切,通过研究外国著名大学教育、研究生教育、创新教育、实验教育和家庭教育对诺贝尔科学奖人才产生的重要作用,旨在加强我国人才教育和高水平大学建设,为中国科学家获得诺贝尔科学奖提供有益启迪和借鉴.     

创新驱动发展战略背景下科技奖励地方立法研究——基于31个省（自治区、直辖市）科技奖励地方立法文本的实证分析

科技奖励制度是激励科技创新的重要政策工具,在规范科技奖励、评价科技成果、指引创新方向方面意义重大。在国家深化科技奖励制度改革以及《国家科学技术奖励条例》修订的背景下,以《广东省科学技术奖励办法》的修订为研究起点,对31个省（自治区、直辖市）奖励办法进行横向比较和实证分析,本文认为地方在深入推进科技奖励制度改革的立法保障方面还存在一些问题,包括地方科技奖励制度的系统性和及时性不足、奖项设置导向性仍需要加强、工作机制仍需进一步细化、社会力量设奖仍有待促进和规范等。据此,建议正确处理科技奖励制度改革和地方立法的关系,持续推进科技奖励制度改革,进一步完善科技奖励工作机制和发挥社会力量作用,促进科技奖励制度法治化。     

Examining gender differences in people’s information-sharing decisions on social networking sites

Information systems research provides increasing evidence that women and men differ in their use of information technology. However, research has not sufficiently explained why these differences exist. Using the theory of reasoned action and social role theory, this paper investigates gender differences in people’s decisions about information sharing in the context of social networking sites (SNSs). We developed a comparative model of the information-sharing decision process across genders and theoretically explained why these differences exist. Data was collected from an online survey taken by American SNS users. We found that privacy risks, social ties, and commitment were more important in the formation of attitudes toward information sharing for women than men. Gender significantly moderates the relationship between people’s perceptions of information sharing and their intention to share information. This paper provides an enhanced understanding of gender differences in people’s decisions about sharing information on SNSs. It advances gender differences research into the use of newly emerged information technology and provides researchers insightful views of the role that gender plays in the social media era. Being aware of the research findings, practitioners may better engage their targeted stakeholders on SNSs and collect more useful information for business purposes.     

创业倾向影响路径的性别差异研究

本文研究创业倾向的性别差异,在理论分析的基础上建立研究框架,构建结构方程模型,并以北京高校大学生作为实证研究对象,定量探讨人际关系、前瞻性人格、创业态度和创业能力对创业倾向的影响。研究发现,男性创业倾向的各条影响路径均高于女性,且人际关系在其中发挥重要作用。本文的理论贡献在于明确了这些变量之间相互影响的机制和路径,阐明女性创业倾向的形成路径,以及不同性别创业倾向影响路径的差异,对于女性创业教育的研究和实践具有重要意义。     

重构我国科技奖励的社会分层体系

科技奖励的社会分层直接影响着科技奖励制度的实施效果。我国现行科技奖励按奖励主体的行政隶属关系进行分层,这种方式存在许多弊端,有必要对我国科技奖励的社会分层体系进行重新构建,政府奖根据行政级别进行社会分层,社会力量设奖则通过预先功能定位和社会选择来实现分层,社会力量设奖与政府奖两大系统共同构筑我国的科技奖励系统的金字塔结构。     

浅谈院系教务员如何做好研究生招生工作

随着社会经济的发展,研究生培养规模和社会对研究生需求量都不断在扩大。目前我国大部分高校在研究生招生上都实行的是层级式管理。在这种模式下,院系教务员成为招生工作最前沿的人,他们的工作包含了大量内容。长期从事这样具体而又繁杂的工作给负责招生的教务员带来了巨大的心理压力,让他们没有认同感。院系级教务员利用现代科技力量合理安排工作,并从心理上做好自我调节,不断提高自身素质是改变现状并消除困扰的行之有效的方法。     

国家科技奖励制度运行绩效的投入产出分析

根据指标选取的若干原则,结合学者们的相关研究成果及反复咨询多名专家意见,将国家科技奖励制度运行绩效的测算指标分为奖励投入和奖励产出两大类,共包含6个二级指标、20个三级指标。再根据投入产出分析的测算公式,选取国家科技奖励制度1980—2010年的运行数据进行统计分析,对不同年份和不同奖种的投入产出状况进行了纵向和横向的比较,并在比较结果的基础上提出了政策建议。     

Gender and the evaluation of research

This study examines if and how gender relates to research evaluation via panel assessment and journal ratings lists. Using data from UK business schools we find no evidence that the proportion of women in a submission for panel assessment affected the score received by the submitting institution. However, we do find that women on average receive lower scores according to some journal ratings lists. There are important differences in the rated quality of journals that men and women publish in across the sub-disciplines with men publishing significantly more research in the highest rated accountancy, information management and strategy journals. In addition, women who are able to utilise networks to co-author with individuals outside their institution are able to publish in higher-rated journals, although the same is not true for men; women who are attributed with “individual staff circumstances” (e.g. maternity leave or part-time working) have lower scores according to journal ratings lists.