Researcher mobility and sector career choices among doctorate holders

Bloch, Carter; Graversen, Ebbe Krogh; Pedersen, Heidi Skovgaard

doi:10.1093/reseval/rvv004

Cited by 52 publications

(58 citation statements)

References 20 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: 80%

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: 80%

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

et al. 2016

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“…There is evidence that international postdoctoral mobility has a positive impact on performance by enabling the formation of weak ties (Yang & Webber, 2015;Zubieta, 2009). Traditionally, postdoctoral mobility has been rare in business schools; however, it has become more widespread due to the lack of tenure-track positions available for doctoral program graduates (Bloch, Graversen, & Pedersen, 2015;Huisman, de Weert, & Bartelse, 2002). We focus here on another type of early-career mobility: International mobility which occurs immediately after PhD, when graduates relocate from the country of doctoral origin to another country for their first full-time faculty position.…”

Section: Patterns Of Mobility and Research-career Capitalmentioning

confidence: 99%

Choices and Consequences: Impact of Mobility on Research-Career Capital and Promotion in Business Schools

Ryazanova

McNamara

2019

AMLE

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We focus on the role that domestic and international mobility play in achieving a business academic's career outcomes. We seek to advance existing research by taking a morenuanced approach to the study of mobility. Using a sample of 376 tenured faculty members from 20 highly research-visible European business schools in 10 countries, we explore different patterns of mobility and highlight their link to research-career capital and the speed of academic promotion. Our findings show that mobility has a positive impact on research-career capital, but multiple moves delay academic promotion. In making decisions about international mobility, it is important to know that moving internationally for one's first post-PhD job undermines research productivity. However, moving internationally between year 2 and year 7 post-PhD is better than moving later on. The ability to move between countries is deeply rooted in gender, with female faculty less likely to access international mobility. Female academics also take longer to be promoted to a tenured rank and to full professorship. Our findings have implications for academic researchers who consider domestic and international mobility, and for PhD supervisors whose duty it is to prepare their students for successful careers in academia. 186

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“…First, we examine the broader category of R&D related occupations by means of the dummy R&D, that takes value one if individuals carry out a research intensive job in any of the productive sectors of the economy and zero otherwise. Indeed, we take into account that the job prospects of Ph.D holders in industry, public administration and governmental institutions are becoming more and more common over time (Bloch, Graversen, & Pedersen, ; Di Paolo, ) even if working in academia is among their most preferred matched occupations (Conti & Visentin, ). Accordingly, we also compute the dummy academic, which takes value one if the respondent works in the academic sector, and zero otherwise.…”

Section: Data and Model Specificationmentioning

confidence: 99%

“…Indicators pertaining to the characteristics and performance of the Ph.D programme are undeniable drivers of occupational choice. We examine the impact of the field of study ( studyfield ) as it provides information on competences and academic background that may affect job preferences (Bloch et al, ). It also allows to take into consideration that some fields offer wider opportunities of employment outside the traditional academic sectors (Di Paolo, ) or unique career paths (Abreu et al, ).…”

Section: Data and Model Specificationmentioning

confidence: 99%

Wage returns to interregional mobility among Ph.D graduates: Do occupations matter?

Ermini

Papi

Scaturro

2019

Papers in Regional Science

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This paper addresses the wage returns to interregional mobility among Italian Ph.D workers. We control for selection bias in both migration and occupation choice by estimating a double sample selection model. While OLS estimates indicate a positive wage premium of mobility across all types of occupations examined, wage equations estimated by correcting for double sample selection evidence a wage penalty for movers within academia, no effects for movers carrying out R&D activities but positive returns if they work within the industry sector. The selection process appears to be stronger when mobility choice is considered in comparison to the choice of occupation.

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Researcher mobility and sector career choices among doctorate holders

Cited by 52 publications

References 20 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

Choices and Consequences: Impact of Mobility on Research-Career Capital and Promotion in Business Schools

Wage returns to interregional mobility among Ph.D graduates: Do occupations matter?

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