Working Paper: CEPR ID: DP18248
Authors: Sebastian Hager; Carlo Schwarz; Fabian Waldinger
Abstract: We study how performance metrics affect the allocation of talent. We exploit the introduction of a new measure of scientific performance: citation metrics. For technical reasons, the first citation database only covered citations from certain journals and years. Thus, only a subset of citations became visible, while others remained invisible. We identify the effects of citation metrics by comparing the predictiveness of visible to invisible citations. Citation metrics increased assortative matching between scientists and departments. We also find that highly-cited scientists in lower-ranked departments (“hidden stars”) benefited from citation metrics, while minorities did not. Citation metrics also affected promotion decisions.
Keywords: Science; Performance Metrics; Talent Allocation; Citation Metrics
JEL Codes: J01; M51; O31
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| Citation Visibility (A14) | Assortative Matching (C78) |
| Visible Citations (Y10) | Department Ranking (A14) |
| Invisible Citations (Y50) | Department Ranking (A14) |
| Visible Citations (Y10) | Promotion Likelihood (J62) |
| Invisible Citations (Y50) | Promotion Likelihood (J62) |
| Citation Metrics (A14) | Discrimination Mitigation (J79) |