The academic career system in the Italian university is dealt with a particular focus on the period from late ‘90s to 2010, when it has been reformed several times. After having described the evolution of the professoriate from 1969 to 2010 and the general legal framework of the academic profession (i.e. recruitment and career system, contractual status, types of positions, salary scales) the chapter focuses on changes in the considered period. In particular the following issues will be considered: 1. Reforms of academic recruitment between 1998 and 2010 highlighting the changes they aimed at introducing and the effects they produced; 2. The recruitment and career advancement logic characterized by the lasting corporative-patrimonialist informal arrangements in recruitment/advancement decision-making and the internal labour market dynamic of career progressions; 3. The aging of academics and their turnover low rate produced by the interactions between formal norms of academic recruitment and career advancement, and the academic logic described in the previous point; 4. Gender inequalities in the academic profession. Academic women are more penalized, experiencing the glass-ceiling and leaking pipeline effects; 5. The growing use of fixed-term contracts for the younger cohorts entering the academic profession not paralleled by a tenure-track system.

The academic career in Italy. Structural aspects and dynamics between changes and tradition

VAIRA, MASSIMILIANO
2012-01-01

Abstract

The academic career system in the Italian university is dealt with a particular focus on the period from late ‘90s to 2010, when it has been reformed several times. After having described the evolution of the professoriate from 1969 to 2010 and the general legal framework of the academic profession (i.e. recruitment and career system, contractual status, types of positions, salary scales) the chapter focuses on changes in the considered period. In particular the following issues will be considered: 1. Reforms of academic recruitment between 1998 and 2010 highlighting the changes they aimed at introducing and the effects they produced; 2. The recruitment and career advancement logic characterized by the lasting corporative-patrimonialist informal arrangements in recruitment/advancement decision-making and the internal labour market dynamic of career progressions; 3. The aging of academics and their turnover low rate produced by the interactions between formal norms of academic recruitment and career advancement, and the academic logic described in the previous point; 4. Gender inequalities in the academic profession. Academic women are more penalized, experiencing the glass-ceiling and leaking pipeline effects; 5. The growing use of fixed-term contracts for the younger cohorts entering the academic profession not paralleled by a tenure-track system.
2012
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11571/987864
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