There's been a lot of conversation lately about negative incentives in academic science. A good example of this is
Xenia Schmalz's nice recent post. The basic argument is, professional success comes from publishing a lot and publishing quickly, but scientific values are best served by doing slower, more careful work. There's perhaps some truth to this argument, but it overstates the misalignment in incentives between scientific and professional success. I suspect that people
think that quantity matters more than quality, even if the facts are the opposite.
Let's start with the (hopefully uncontroversial) observation that number of publications will be correlated at some magnitude with scientific progress. That's because for the most part, if you haven't done any research you're not likely to be able to publish, and if you have made a true advance it should be relatively easier to publish.* So there will be some correlation between publication record and theoretical advances.
Now consider professional success. When we talk about success, we're mostly talking about hiring decisions. Though there's something to be said about promotion, grants, and awards as well, I'll focus here on hiring.** Getting a postdoc requires the decision of a single PI, while faculty hiring generally depend on committee decisions. It seems to me that many people believe these hiring decisions comes down to the weight of the CV. That doesn't square with either my personal experience
or the incentive structure of the situation. My experiences suggest that the quality and importance of the research is paramount,
not the quantity of publications. And more substantively, the incentives surrounding hiring also often favor good work.***
At the level of hiring a postdoc, what I personally consider is the person's ideas, research potential, and skills. I will have to work with someone closely for the next several years, and the last person I want to hire is someone sloppy and concerned only with career success. Nearly all postdoc advisors that I know feel the same way, and that's because our incentive is to bring someone in who is a strong scientist. When a PI interviews for a postdoc, they talk to the person about ideas, listen to them present their own research, and read their papers. They may be impressed by the quantity of work the candidate has accomplished, but only in cases where that work is well-done and on an exciting topic. If you believe that PIs are motivated at all by scientific goals – and perhaps that's a question for some people at this cynical juncture, but it's certainly not one for me – then I think you have to believe that they will hire with those goals in mind.