Opportunity Structures - Revision history

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Astrid: Protected "Opportunity Structures" ([Edit=Allow only administrators] (indefinite) [Move=Allow only administrators] (indefinite)) [cascading]

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Protected "Opportunity Structures" ([Edit=Allow only administrators] (indefinite) [Move=Allow only administrators] (indefinite)) [cascading]

Astrid: Created page with "== Main == Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numero..."

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Created page with "== Main == Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numero..."

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== Main ==
Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numerous exemplary hypothesis for the effect of opportunity structures on careers and productivity in science. For example, economic circumstances and social change impact on the demand for research and knowledge, national security challenges, economic competition, public health needs, environmental deterioration bring new opportunities for careers (Sent, 1999<ref name="sent_1999">Sent, E.-M. (1999). Economics of Science: Survey and Suggestions. ''Journal of Economic Methodology 6(1)'', 95–124. https://doi.org/10.1080/13501789900000005</ref>). Levels of competition and inequality affect the overall appeal of careers in science by altering entry rate and exit rate (Petersen & Penner, 2014<ref name="petersen_penner_2014">Petersen, A. M. & Penner, O. (2014). Inequality and Cumulative Advantage in Science Careers: A Case Study of High-Impact Journals. ''EPJ Data Science 3 (24)''. https://doi.org/10.1140/epjds/s13688-014-0024-y</ref>). Historical waves of hiring and non-hiring impact following cohorts, changes in the patterns or volumes of hiring impact performance (Lissoni et al., 2011<ref name="lissoni_et_al_2011">Lissoni, F., Mairesse, J., Montobbioy, F. & Pezzoniz, M. (2011). Scientific Productivity and Academic Promotion: A Study on French and Italian Physicists. ''Industrial and Corporate Change 20(1)'', 253–294. https://doi.org/10.3386/w16341</ref>). Another example are cohort effects: changing labor market conditions at the time of enrolment and ending of the PhD may affect preferences (Sauermann & Roach, 2012<ref name="sauermann_roach_2012">Sauermann, H. & Roach, M. (2012). Science PhD Career Preferences: Levels, Changes, and Advisor Encouragement. ''PloS ONE 7(5)'', e36307. https://doi.org/10.1371/journal.pone.0036307</ref>).

== Sources ==
<references/>

[[Category:Measurement Concepts]]

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−	~~== Main ==~~
	Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numerous exemplary hypothesis for the effect of opportunity structures on careers and productivity in science. For example, economic circumstances and social change impact on the demand for research and knowledge, national security challenges, economic competition, public health needs, environmental deterioration bring new opportunities for careers (Sent, 1999<ref name="sent_1999">Sent, E.-M. (1999). Economics of Science: Survey and Suggestions. ''Journal of Economic Methodology 6(1)'', 95–124. https://doi.org/10.1080/13501789900000005</ref>). Levels of competition and inequality affect the overall appeal of careers in science by altering entry rate and exit rate (Petersen & Penner, 2014<ref name="petersen_penner_2014">Petersen, A. M. & Penner, O. (2014). Inequality and Cumulative Advantage in Science Careers: A Case Study of High-Impact Journals. ''EPJ Data Science 3 (24)''. https://doi.org/10.1140/epjds/s13688-014-0024-y</ref>). Historical waves of hiring and non-hiring impact following cohorts, changes in the patterns or volumes of hiring impact performance (Lissoni et al., 2011<ref name="lissoni_et_al_2011">Lissoni, F., Mairesse, J., Montobbioy, F. & Pezzoniz, M. (2011). Scientific Productivity and Academic Promotion: A Study on French and Italian Physicists. ''Industrial and Corporate Change 20(1)'', 253–294. https://doi.org/10.3386/w16341</ref>). Another example are cohort effects: changing labor market conditions at the time of enrolment and ending of the PhD may affect preferences (Sauermann & Roach, 2012<ref name="sauermann_roach_2012">Sauermann, H. & Roach, M. (2012). Science PhD Career Preferences: Levels, Changes, and Advisor Encouragement. ''PloS ONE 7(5)'', e36307. https://doi.org/10.1371/journal.pone.0036307</ref>).		Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numerous exemplary hypothesis for the effect of opportunity structures on careers and productivity in science. For example, economic circumstances and social change impact on the demand for research and knowledge, national security challenges, economic competition, public health needs, environmental deterioration bring new opportunities for careers (Sent, 1999<ref name="sent_1999">Sent, E.-M. (1999). Economics of Science: Survey and Suggestions. ''Journal of Economic Methodology 6(1)'', 95–124. https://doi.org/10.1080/13501789900000005</ref>). Levels of competition and inequality affect the overall appeal of careers in science by altering entry rate and exit rate (Petersen & Penner, 2014<ref name="petersen_penner_2014">Petersen, A. M. & Penner, O. (2014). Inequality and Cumulative Advantage in Science Careers: A Case Study of High-Impact Journals. ''EPJ Data Science 3 (24)''. https://doi.org/10.1140/epjds/s13688-014-0024-y</ref>). Historical waves of hiring and non-hiring impact following cohorts, changes in the patterns or volumes of hiring impact performance (Lissoni et al., 2011<ref name="lissoni_et_al_2011">Lissoni, F., Mairesse, J., Montobbioy, F. & Pezzoniz, M. (2011). Scientific Productivity and Academic Promotion: A Study on French and Italian Physicists. ''Industrial and Corporate Change 20(1)'', 253–294. https://doi.org/10.3386/w16341</ref>). Another example are cohort effects: changing labor market conditions at the time of enrolment and ending of the PhD may affect preferences (Sauermann & Roach, 2012<ref name="sauermann_roach_2012">Sauermann, H. & Roach, M. (2012). Science PhD Career Preferences: Levels, Changes, and Advisor Encouragement. ''PloS ONE 7(5)'', e36307. https://doi.org/10.1371/journal.pone.0036307</ref>).

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 == Main ==
-Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numerous exemplary hypothesis for the effect of opportunity structures on careers and productivity in science. For example, economic circumstances and social change impact on the demand for research and knowledge, national security challenges, economic competition, public health needs, environmental deterioration bring new opportunities for careers (Sent, 1999<ref name="sent_1999">Sent, E.-M. (1999). Economics of Science: Survey and Suggestions. ''Journal of Economic Methodology 6(1)'', 95–124. https://doi.org/10.1080/13501789900000005</ref>). Levels of competition and inequality affect the overall appeal of careers in science by altering entry rate and exit rate (Petersen & Penner, 2014<ref name="petersen_penner_2014">Petersen, A. M. & Penner, O. (2014). Inequality and Cumulative Advantage in Science Careers: A Case Study of High-Impact Journals. ''EPJ Data Science 3 (24)''. https://doi.org/10.1140/epjds/s13688-014-0024-y</ref>). Historical waves of hiring and non-hiring impact following cohorts, changes in the patterns or volumes of hiring impact performance (Lissoni et al., 2011<ref name="lissoni_et_al_2011">Lissoni, F., Mairesse, J., Montobbioy, F. & Pezzoniz, M. (2011). Scientific Productivity and Academic Promotion: A Study on French and Italian Physicists. ''Industrial and Corporate Change 20(1)'', 253–294. https://doi.org/10.3386/w16341</ref>). Another example are cohort effects: changing labor market conditions at the time of enrolment and ending of the PhD may affect preferences (Sauermann & Roach, 2012<ref name="sauermann_roach_2012">Sauermann, H. & Roach, M. (2012). Science PhD Career Preferences: Levels, Changes, and Advisor Encouragement. ''PloS ONE 7(5)'', e36307. https://doi.org/10.1371/journal.pone.0036307</ref>).
+Opportunity structures describe the relationship with demand and supply in the labor market independently of the assessment through the individual. There are numerous exemplary hypothesis for the effect of opportunity structures on careers and productivity in science. For example, economic circumstances and social change impact on the demand for research and knowledge, national security challenges, economic competition, public health needs, environmental deterioration bring new opportunities for careers (Sent, 1999<ref name="sent_1999">Sent, E.-M. (1999). Economics of Science: Survey and Suggestions. ''Journal of Economic Methodology 6(1)'', 95–124. https://doi.org/10.1080/13501789900000005</ref>). Levels of competition and inequality affect the overall appeal of careers in science by altering entry rate and exit rate (Petersen & Penner, 2014<ref name="petersen_penner_2014">Petersen, A. M. & Penner, O. (2014). Inequality and Cumulative Advantage in Science Careers: A Case Study of High-Impact Journals. ''EPJ Data Science 3 (24)''. https://doi.org/10.1140/epjds/s13688-014-0024-y</ref>). Historical waves of hiring and non-hiring impact following cohorts, changes in the patterns or volumes of hiring impact performance (Lissoni et al., 2011<ref name="lissoni_et_al_2011">Lissoni, F., Mairesse, J., Montobbioy, F. & Pezzoni, M. (2011). Scientific Productivity and Academic Promotion: A Study on French and Italian Physicists. ''Industrial and Corporate Change 20(1)'', 253–294. https://doi.org/10.3386/w16341</ref>). Another example are cohort effects: changing labor market conditions at the time of enrolment and ending of the PhD may affect preferences (Sauermann & Roach, 2012<ref name="sauermann_roach_2012">Sauermann, H. & Roach, M. (2012). Science PhD Career Preferences: Levels, Changes, and Advisor Encouragement. ''PloS ONE 7(5)'', e36307. https://doi.org/10.1371/journal.pone.0036307</ref>).
 == Sources ==

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