A taste for science? PhD scientists’ academic orientation and self-selection into research careers in industry

Roach, Michael; Sauermann, Henry

doi:10.1016/j.respol.2010.01.004

Cited by 408 publications

(297 citation statements)

References 42 publications

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“…Our results indicate that outside academia, PhDs have more trouble finding jobs that are intellectually challenging and that offer autonomy, values they find very important in their job choice (e.g., Roach and Sauermann 2010;Bloch et al 2015;Waaijer 2016). The current study shows that not only are jobs outside academia less attractive to PhDs due to the relative lack of these job qualities, they also decrease job satisfaction.…”

Section: Satisfaction With Job Contentmentioning

confidence: 79%

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

et al. 2016

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In this study, we assess the effects of temporary employment on job satisfaction and the personal lives of recent PhD graduates. Temporary employment is becoming increasingly prevalent in many sectors, but has been relatively common in academia, especially for early career scientists. Labor market theory shows temporary employment to have a conspicuous negative influence on the job satisfaction and well-being of employees, but also identifies groups that may be exempt from these negative influences, such as the highly educated. Here, we study the effect of temporary employment on the highest educated group in the labor force, PhD graduates. We present findings of a survey of 1133 respondents who obtained their PhD from one of five Dutch universities between 2008 and 2012. Compared to PhDs employed on a permanent contract, PhDs on a temporary contract are less satisfied with their terms of employment, especially if they have no prospect of permanence. Temporary contracts with no prospect of permanence also decrease satisfaction with job content. Conversely, self-employment increases satisfaction with job content. Educational level required for the job also influences job satisfaction to a large degree: working below PhD level negatively affects job satisfaction. Finally, the type of contract affects different aspects of the personal lives of PhDs, such as the ability to obtain a mortgage, the stability of family life, and the possibility to start a family. In conclusion, we show that the highest educated, i.e., PhD graduates are not exempt from the negative influences of temporary employment.Electronic supplementary material The online version of this article

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Section: Satisfaction With Job Contentmentioning

confidence: 79%

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

et al. 2016

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“…Whereas Colakoglu (2011) and Höge et al (2012) implicitly assume that at a given point in time, individuals know their career goals, we follow Greenhalgh and Rosenblatt (2010), who stress the essential problem of being indifferent regarding career goals. Previous research reveals that graduates and early-career researchers frequently do not know whether they wish to pursue academic careers or not (Mueller et al 2015;Reybold and Alamia 2008;Roach and Sauermann 2010). While this indecision partly originates from the scarceness of academic positions, this feeling also exists independent of the availability of jobs (Hakala 2009;Ylijoki 2010).…”

Section: Conceptualising Career Insecuritymentioning

confidence: 99%

“…According to this model, individuals preferably choose jobs characterised by high autonomy, understood as individual freedom to decide what tasks to do, and how and when to do them (Hall 2004). Workplace autonomy is an essential characteristic of the academic profession (Baruch and Hall 2004;Gappa et al 2007;Roach and Sauermann 2010;Sutherland 2017). …”

Section: Driven By Valuesmentioning

confidence: 99%

What makes academic careers less insecure? The role of individual-level antecedents

Ortlieb

Weiss

2018

High Educ

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The early stages of an academic career are fraught with insecurity. By focusing on the individual and his or her background, this article sets out to analyse and develop theories for this insecurity. We see academic career insecurity as a mix of how much someone wants to pursue a job in academia and what they feel is the probability of reaching their goal. The article draws on concepts of boundaryless careers and protean careers to theorise about the antecedents of insecurity. Empirical analysis is based on survey data from early-career researchers at a large Austrian university. The findings indicate that the most important individual factors that reduce academic career insecurity are the willingness to be geographically mobile, self-attribution of previous career success, a high proportion of working time devoted to research and networking, as well as being at an advanced career stage. The article demonstrates the potential and limits of the boundaryless and protean career concepts for studying academic careers. Practical measures are that universities should provide early-career researchers with temporal space for research and networking, facilitate stays at other universities, inform them about career success factors, and tailor faculty development programmes to the distinct stages of academic careers.

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“…The coalition between subgroups is also a set of members who collectively manage their resources on specific issues (Murnighan & Brass, 1991). Likewise, subgroups within a team can promote active communication and cooperation with members, but differences in heterogeneity between subgroups can produce a negative impact on team atmosphere (e.g., Roach & Sauermann, 2010).…”

Section: Previous Research On Entrepreneurial Teammentioning

confidence: 99%

Exploring the Role of Entrepreneurial Team Characteristics on Entrepreneurial Orientation

Yoon

2018

Sage Open

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This study explores the role of entrepreneurial teams' characteristics as determinants of entrepreneurial orientation (EO). Previous literature usually assumed the determinants of EO as given, and focused on the performance effects of EO. Although some theoretical concerns shed light on the role of entrepreneurial team influences on EO, a direct analysis of such positive association has so far been limited. This current study examines the positive influences of top talents and the possible influence of functional diversity of entrepreneurial teams on EO, as well as those of entrepreneur's human and social capital. The results of 1,228 Korean business venture samples showed that the level of EO is determined by the entrepreneurial team characteristics, such as human and social capital, and the existence of marketing top talents. However, supplementary subgroup analyses showed that these positive effects of an entrepreneurial team's characteristics on EO are significant for the sample of "founders stay," whereas the positive influence of an entrepreneurial team's diversity as well as the existence of marketing top talents are significant for the sample of "founders left." Based on these results, theoretical and practical implications are discussed.

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A taste for science? PhD scientists’ academic orientation and self-selection into research careers in industry

Cited by 408 publications

References 42 publications

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

What makes academic careers less insecure? The role of individual-level antecedents

Exploring the Role of Entrepreneurial Team Characteristics on Entrepreneurial Orientation

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