Archive for the ‘blogs’ Category
In the world of academia, the edited volume chapter doesn’t get a lot of love. For good reason, a blog post by Dorothy Bishop, a professor of neuropsychology at Oxford, shows that edited volume chapters almost never get cited. She scraped Google scholar and ranked all her dozens of pubs (she’s a full prof in a biomedical science). The result:
Yup, edited volumes might as well not exist. And, yes, there are caveats. In *some* humanities areas, they are cited. And yes, even in other areas, edited volumes occasionally have an impact. Organizational theory has been profoundly shaped by the 1991 Powell & DiMaggio anthology and the 1965 Handbook of Org Studies. But still, the lion’s share of scholarly reward goes to other publication formats. In addition to their reputation, they are not indexed, they are not accessible, and often prohibitively expensive.
When I advise graduate students and younger colleagues, I recommend against the edited volume but I never say never. I myself will do the occasional chapter – but only for a very specific reason. For example, if I think the volume has a serious chance of being high impact, I’ll give it a shot. I will also do it as an outlet for an idea that simply doesn’t fit in a journal or part of a book. But, the presumption, the default view, is that effort is best spent on other forms of publication. As Professor Bishop wrote, publishing in an edited volume is like taking your best work and burying it in the garden.
Nicolai “The Postmodernist” Foss recently drew my attention to the blog of sociologist Randall Collins. I had never read it before, but I’ve been missing out. My guess is that it documents Collins’ recent thoughts on topics that he’s working on. Examples:
Infrequent, but always good. Recommended.
At orgtheory we’ve tried to develop a loose environment for scholarly discussion. By loose, I mean a place where people can feel comfortable talking about serious ideas in a fun way, without the formality of a colloquium and more open and inclusive than most professional settings. For the most part we’ve been successful I think at facilitating that sort of feeling among contributors. Over the years we’ve had great conversations that have not been constrained by status, rank, or other forms of exclusivity. A community has formed around orgtheory that, while including a lot of sociologists, is fairly interdisciplinary and broad. Personally, that’s why I keep coming back and, even if I’ll go weeks without posting anything, I place a lot of value on this blog and the people who come here to speak their mind.
Our discussions frequently veer from their intended targets and most of the time that is totally okay and within the norms of orgtheory. This place would be boring if people were required to stay on point all the time. It’s consistent with the loose, collegial atmosphere we’ve tried to create. But occasionally (and I mean very infrequently) discussions turn in a sour direction. This wasn’t a problem for the first few years of the blog, perhaps because in those early years we knew almost everyone who came online to connect with us. We had a small community and it was easy to enforce norms with each other. But in the past couple of years, we’ve had a few posts where commenters have become a little snippy with each other. We’ve talked internally about how best to handle those outbursts. As I see it two ideals compete with each other. On the one hand, we value inclusiveness and believe that the best way to encourage real discussion and debate is not to censor. We want people to feel that their input is valued, regardless of status, rank, expertise, etc. On the other hand, we value civility and believe that if people treat each other according to the “golden rule” a greater variety of people will be more likely to participate. And it does seem to be true that when discussions get especially rancorous, many people drop out of the debate and the more impassioned voices surge to the front line. The rules of discussion that Fabio posted a few months ago were a response to the rising tide of incivility that we observed on the blog.
During Festivus, a commenter complained about the gender inequality on this blog. This comes up from time to time. Trust me, I’ve tried to remedy the situation. In the past, I’ve made a conscious effort to invite comparable numbers of guests from all genders. And we’ve had excellent female bloggers. Our permanent crew member Katehrine Chen, Hilary Levy Friedman, Jenn Lena, Leslie Hinkson, Mito Akiyoshi, Brandy Aven, Rhacel Parrenas, Karissa McKelvey, and others. But usually, men are much more likely to accept invitations and post, that’s why the imbalance remains. In Spring 2013, I even put out an open call and I posted *everything* that was sent to me. The result? Two men and one woman.
But that doesn’t mean we can’t try even harder. So here’s the deal: send me something to post. You have a commitment from me. If you send me a post that is social science/management or related to the academic profession (orgtheory’s two main topics), I will post it contingent on light editing and meeting our admittedly low intellectual standards. This helps me by bringing fresh ideas to the blog and it will bring new voices to the soc blogosphere. So if there’s a book you want to comment on, or an article you hate, or a theoretical point that needs to get out there, send it in!!
Administrative Science Quarterly now has a blog – aptly named The ASQ Blog. The purpose of the blog is a bit different than your typical rambling academic blog. Each post contains an interview with the author(s) of a recent article published in the journal. For example, there are interviews with Chad McPherson and Mike Sauder about their article on drug court deliberations, with Michael Dahl, Cristian Dezső, and David Ross on CEO fatherhood and its effect on employee wages, and András Tilcsik and Chris Marquis about their research on natural disasters and corporate philanthropy. The interviews are informal, try to get at the research and thought process behind the article, and allow reader comments. I think its innovative of the ASQ editorial team to come up with this in an effort to make research more open and to draw more eyes to the cutting edge research at ASQ.
A couple of years ago I served on an ASQ task force (with Marc-David Seidel and Jean Bartunek) to explore different ways that the journal could better use online media to engage readers. At the time, ASQ was way behind the curve. It was difficult to even find a permanent hyperlink to its articles. Since that time ASQ and most journals have greatly improved their online accessibility . The blog is just one example. ASQ’s editor, Jerry Davis, said in a recent email to the editorial board that they recognize that “younger scholars connect with the literature in ways that rarely involve visits to the library or print subscriptions.” To maintain relevance in today’s academic “attention economy” (for lack of a better term), journals have to be active on multiple platforms. ASQ gets it; Sociological Science’s (hyper)active tweeter (@SociologicalSci) gets it too. In the end, everyone hopes the best research will float to the top and get the attention it deserves, but if the best research is hard to find or is being out-hyped by other journals, it may never get noticed.
It made me wonder, how do people most commonly find out about new research? I know that orgtheory readers are not the most representative sample, but this seems to be the crowd that Jerry referred to in his email. So, below is a poll. You can choose up to three different methods for finding research. But please, beyond adding to the poll results, tell us in comments what your strategy is.
Everybody get on the bench. Yes, that includes you, Ramirez. I know you have to use the bathroom, but you can hold it for a little while I talk – ok?
Alright, this is about the comment policy. Ever since we started in 2006, our policy has been to let people say whatever they want. I can’t speak for everyone, but I can speak for myself. I have always felt that intellectual life should be based on evaluating the merits of argument, not the rank of the person. So I always hate it when one guy hogs up the class discussion, or people pull back just because the speaker is a fancy chair at some big university.* That’s why we generally let most comments stand. High school students and full professors all sit at the same table.
But we occasionally edit comments or delete them. Here are the rules. Follow them and no one gets hurt:
- We delete all spam.
- We will ban commenters who obsessively repeat the same points over and over, regardless of context.
- We delete comments that are personal attacks on individuals.
- We delete comments that use profanity or sexually explicit/offesnive material.
- The Sherkat Exemption: Professor Sherkat of Southern Illinois University is exempt from Rule #4.
- Each orgtheory crew member reserves the right to delete comments as they see fit.
It’s not a hard rule, but I’ve also deleted a few comments that were nothing more than grousing. If you hate this blog, go read another one. Write your own. It’s not a required class.
I don’t censor for political opinions, genuine academic disagreements or anything else that is a real engagement with the topics we cover at orgtheory.
Agree? Good. There’s little cups of Gatorade on the table by the Pepsi machine.
* Yes, IU groupies, I’m referring to the Bobo incident.
Sociologist and blogger Phil Cohen has an op-ed in the NY Times on gender inequality. Here’s a key clip:
The assumption of continuous progress has become so ingrained that critics now write as if the feminist steamroller has already reached its destination. The journalists Hanna Rosin (“The End of Men”) and Liza Mundy (“The Richer Sex”) proclaimed women’s impending dominance. The conservative authors Kay S. Hymowitz (“Manning Up”) and Christina Hoff Sommers (“The War Against Boys”) worried that feminist progress was undermining masculinity and steering men toward ruin.
But in fact, the movement toward equality stopped. The labor force hit 46 percent female in 1994, and it hasn’t changed much since. Women’s full-time annual earnings were 76 percent of men’s in 2001, and 77 percent in 2011. Although women do earn a majority of academic degrees, their specialties pay less, so that earnings even for women with doctorate degrees working full time are 77 percent of men’s. Attitudinal changes also stalled. In two decades there has been little change in the level of agreement with the statement, “It is much better for everyone involved if the man is the achiever outside the home and the woman takes care of the home and family.”
After two steps forward, we were unprepared for the abrupt slowdown on the road to gender equality. We can make sense of the current predicament, however — and gain a better sense of how to resume our forward motion — if we can grasp the forces that drove the change in the first place.
Read the whole thing.