Prospects in the Academic Labor Market for Economists

This paper discussed what the academic labor market for economists is likely to look like in the years ahead. After tracing out trends in PhD production of new economists, including the increasing share of new PhDs who are foreign residents, it presents new evidence on the growing use of part-time and full-time non tenure-track faculty in U.S. economics departments, the growing salary differentials between economists employed at private and public doctoral universities, and how economists' salaries have changed relative to those of faculty in other disciplines.

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Off the track: A profile of non-tenure track faculty at McGill University

Canadian Journal of Higher Education ◽

10.47678/cjhe.v28i3.183318 ◽

2017 ◽

Vol 28 (3) ◽

pp. 1-19

Author(s):

Carol Cumming Speirs ◽

Rhonda Amsel ◽

Malcolm G. Baines ◽

Jo-Anne Pickel

Keyword(s):

Employment Status ◽

Full Time ◽

Tenure Track ◽

Highly Qualified ◽

Tenure Track Faculty ◽

Financial Restraint ◽

Part Time ◽

Mcgill University ◽

Disproportionate Number ◽

High Degree

A survey conducted at McGill University suggests that non-tenure track faculty are a diverse group of highly-qualified individuals whose employment status involves a high degree of uncertainty. In accordance with other Canadian and American studies, the survey also found that a disproportionate number of women occupy non-tenure track as opposed to tenured or tenure track positions. Since the 1980s, North American universities have responded to increasing student enrollments and con- tinued cuts to government funding by appointing significant numbers of faculty to full-time and part-time non-tenure track positions. Due to the precariousness of their employment status, non-tenure track faculty rep- resent an attractive buffer in times of financial restraint. Despite their increasing numbers, however, little is known about the composition and concerns of non-tenure track faculty as a group. This article describes this group at one university and puts into question the structural and power relations that have led to their increased use and abuse.

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Perceptions of Part-Time Faculty by Chairpersons of Undergraduate Health Education Programs

Health Promotion Practice ◽

10.1177/1524839910372040 ◽

2011 ◽

Vol 12 (6) ◽

pp. 923-931

Author(s):

James H. Price ◽

Robert E. Braun ◽

Molly A. McKinney ◽

Amy Thompson

Keyword(s):

Health Education ◽

Full Time ◽

Graduate Degree ◽

Tenure Track ◽

Education Programs ◽

Graduate Degree Programs ◽

Part Time Faculty ◽

Tenure Track Faculty ◽

Part Time ◽

Time Faculty

In recent years, it has become commonplace for universities to hire part-time and non–tenure track faculty to save money. This study examined how commonly part-time faculty are used in health education and how they are used to meet program needs. The American Association of Health Education’s 2009 “Directory of Institutions Offering Undergraduate and Graduate Degree Programs in Health Education” was used to send a three-wave mailing to programs that were not schools of public health ( n = 215). Of the 125 departments (58%) that responded, those that used part-time faculty averaged 7.5 part-time faculty in the previous academic year, teaching on average a total of 10 classes per year. A plurality of departments (38%) were currently using more part-time faculty than 10 years ago and 33% perceived that the number of part-time faculty has resulted in decreases in the number of full-time positions. Although 77% of department chairs claimed they would prefer to replace all of their part-time faculty with one full-time tenure track faculty member. As colleges downsize, many health education programs are using more part-time faculty. Those faculty members who take part-time positions will likely be less involved in academic activities than their full-time peers. Thus, further research is needed on the effects of these changes on the quality of health education training and department productivity.

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A test of resource dependency theory using higher education institution behavioral changes after state based merit aid adoption

10.32469/10355/66165 ◽

2018 ◽

Author(s):

◽

Jason (Jason F.) Evans

Keyword(s):

Institutional Support ◽

Full Time ◽

Tenure Track ◽

Merit Aid ◽

Part Time Faculty ◽

Tenure Track Faculty ◽

Dependent Variables ◽

Part Time ◽

Time Faculty ◽

Faculty Employment

The purpose of this study was to analyze whether four-year, public institutions altered their behaviors as their revenue streams changed. I utilized state based merit aid adoption to examine whether institutions altered their functional expenditures and faculty employment behaviors as institutions became more resource dependent on students. The dependent variables concerning functional expenditures analyzed were instruction, research, student services, public services, academic support, institutional support, and scholarships. The dependent variables concerning faculty employment analyzed were part-time faculty, full-time non-tenure-track faculty, and fulltime tenure-track faculty. A difference-in-difference estimation strategy estimated institutional responses to a merit aid program being adopted in their state. The findings indicated that after merit aid adoption in their state, institutions altered their behaviors in ways that indicated they became more resource dependent on students. Specifically, the models indicated that, on average, institutions in states that adopted a merit aid program spent more money on instruction, institutional support, and scholarships and employed more part-time faculty than institutions in states that did not adopt any merit aid program. The findings of this study suggest that if states direct funds to students that institutions will respond as though the students provide the funding and not the state.

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British Unions in Decline: Determinants of the 1980s Fall in Union Recognition

ILR Review ◽

10.1177/001979399504800302 ◽

1995 ◽

Vol 48 (3) ◽

pp. 403-419 ◽

Cited By ~ 31

Author(s):

Richard Disney ◽

Amanda Gosling ◽

Stephen MacHin

Keyword(s):

Labor Market ◽

Working Conditions ◽

Structural Changes ◽

Industrial Relations ◽

Full Time ◽

Level Data ◽

Time Work ◽

Private And Public ◽

Part Time ◽

Part Time Work

This examination of establishment-level data from the Workplace Industrial Relations Surveys of 1980, 1984, and 1990 shows that the proportion of British establishments (that is, workplaces in both the private and public sector) that recognized unions for collective bargaining over pay and working conditions fell by almost 20% between 1980 and 1990. Largely accountable for this decline was a much lower rate of union recognition in establishments founded in the 1980s than in previous years, particularly in the private sector. Citing these findings, as well as recent structural changes in employment in the British labor market (such as the shift from manufacturing to services, from manual to non-manual employment, and from full-time to part-time work) and a government that continues to enact anti-union legislation, the authors foresee no reversal of unions' decline in the 1990s.

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