Traditionally, professorial recruitment has been controlled by scholars themselves selecting the best qualified candidates as new member of the academic community according to scientific criteria. Recent studies have, however, documented that recruitment has become increasingly influenced by managers and HR personnel who approach professorial recruitment as a strategic opportunity to satisfy organizational needs following a strategic organizational logic. Thus, today professorial recruitment is shaped by both an academic and an organisational logic. However, the complex interplay between these logics and how this complexity is handled remains unclear. Drawing on interviews and semi-confidential reports from professorial recruitment processes at Norwegian universities, we show that recruitment is a sequential decision-making process and that different logics dominate different phases of the process. Sequential decision-making eases tension, meaning that multiple logics can operate harmoniously if appropriately separated. However, we also document that the sequential problem-solving has altered the power balance between the logics, leading to a moderately increased reliance on organisational logic.

传统上，教授招聘一直由学者自己根据科学标准选择最合格的候选人作为学术界的新成员来控制。然而，最近的研究表明，招聘越来越受到经理和人力资源人员的影响，他们将教授招聘视为一种战略机会，以满足遵循战略组织逻辑的组织需求。因此，今天的教授招聘是由学术逻辑和组织逻辑共同决定的。然而，这些逻辑之间的复杂相互作用以及如何处理这种复杂性仍不清楚。借鉴挪威大学教授招聘过程中的采访和半机密报告，我们表明招聘是一个连续的决策过程，并且不同的逻辑支配着该过程的不同阶段。顺序决策可以缓解紧张情绪，这意味着如果适当分离，多个逻辑可以和谐地运行。然而，我们还记录了顺序解决问题已经改变了逻辑之间的权力平衡，导致对组织逻辑的依赖适度增加。