The effects of the mentor on the academic career

Long, J. Scott; McGinnis, Robert

doi:10.1007/bf02017149

Cited by 110 publications

(76 citation statements)

References 12 publications

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“…In traditional scientific careers, training follows a 'master-apprentice' relationship between professors and young scientists which is governed by the norm of reciprocity embedded in the scientific community (Long and McGinnis, 1985). Young scientists are 'apprentice-learners' who provide research assistance in return for mentoring and career support.…”

Section: Young Scientists In the Entrepreneurial Universitymentioning

confidence: 99%

‘Content to be sad’ or ‘runaway apprentice’? The psychological contract and career agency of young scientists in the entrepreneurial university

Lam

Campos

2014

Human Relations

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This article examines employee agency in psychological contracts by exploring how young scientists proactively shape their careers in response to unmet expectations induced by academic entrepreneurialism. It uses the lens of social exchange to examine their relationships with the professors engaged in two types of activities: collaborative research characterized by diffuse/reciprocal exchange, and commercial ventures, by restricted/negotiated exchange. These two categories show how career agency varies in orientation, form and behavioural outcome depending on the relational context within which their psychological contracts evolve. Those involved in collaborative research experienced a relational psychological contract and responded to unfulfilled career promises by ‘extended investment’ in their current jobs. They use ‘proxy agency’ by enlisting the support of their professors. However, some become ‘trapped’ in perennial temporary employment and are ‘content to be sad’. By contrast, those involved in research commercialization experienced a transactional contract and assert ‘personal agency’ by crafting their own entrepreneurial careers. They are ‘runaways’ who seek autonomy. The evidence is based on interviews with 24 doctoral/postdoctoral researchers and 16 professors from three leading UK universities. The article extends psychological contract theory by incorporating career agency and sheds new light on changing academic careers.

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Section: Young Scientists In the Entrepreneurial Universitymentioning

confidence: 99%

‘Content to be sad’ or ‘runaway apprentice’? The psychological contract and career agency of young scientists in the entrepreneurial university

Lam

Campos

2014

Human Relations

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“…The advantages of working together with successful scientists are not restricted to contents but include the dissemination of tacit knowledge (Zuckerman 1977;Long & McGinnis 1985;Leahey 2006;Gross & Jungbauer-Gans 2007). Having worked together with a renowned senior colleague correlates with early productivity (Long & McGinnis 1985;Long 1990), high satisfaction with earnings and occupational careers (Melicher 2000) and the achievement of high positions such as head of department (Sabatier et al 2006). When a young scientist has a mentor, she/he can borrow some of her/ his social capital and receive valuable knowledge.…”

Section: Social Capital In Academiamentioning

confidence: 99%

Determinants of Success in University Careers: Findings from the German Academic Labor Market / Erfolgsfaktoren in der Wissenschaft – Ergebnisse aus einer Habilitiertenbefragung an deutschen Universitäten

Jungbauer-Gans

Groß

2013

Zeitschrift Für Soziologie

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Summary: What factors determine the chances of being appointed to a chair in Germany? We propose to derive hypotheses from discrimination theory, social and human capital theory, and the signaling approach. In a survey we sampled scholars from mathematics, law and sociology who had completed their Habilitation ("second book") from 1985 and 2005 at West German universities. A young age at the time of completion of the Habilitation is beneficial across all disciplines. In sociology, the number of publications included in the Science Citation Index is the most important factor in attaining a chair, and women are at an advantage when they face the same conditions as do men. In the field of law, parents' years of education have a significant impact on success, as has having a highly respected mentor. In mathematics, the chances of getting a professorship increase significantly with high occupational prestige of the parents, the share of time spent in research, the specialty of applied mathematics, or having a mentor with a high reputation. Keywords

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“…The halo effects mean the effects from the reputation of institutions or from supervisors (Crane, 1965). Graduate students are affected by the reputation of their institutions (Fox, 1983;Long, 1978;Hilmer and Hillmer, 2007;Park, 2007;Cho, 2007;Kim, 2008;Kim and Park, 2011), and that of their supervisors (Crane, 1965;Reskin, 1979;Long and Mcginness, 1985;Williamson, 2003;Pagils, Green and Bauer, 2006;Hilmer and Hillmer, 2007;Cho, 2007;Kim, 2008;Kim andBak, 2011, Jang, 2013).…”

Section: Graduate Studentsmentioning

confidence: 99%

“…The supervisor factor is classified into the research productivity of supervisors and professional training. Supervisors' research productivity is calculated by the number of their publications, and it has a positive correlation with the graduate students' research productivity (Crane, 1965;Reskin, 1979;Long and Mcginness, 1985;Pagils, Green and Bauer, 2006;Hilmer and Hillmer, 2007;Cho, 2007;Kim, 2008;Kim andBak, 2011, Jang, 2013). Crane (1965) defined this positive correlation as the halo effect.…”

Section: Explanatory Variablesmentioning

confidence: 99%

Research Productivity of Graduate Students in GPF program of Korea

Kim¹

2014

KTIS

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This study analyzed the factors that influence the research productivity of 236 graduate students who are funded by the Global Ph.D. Fellowship Program of the National Research Foundation of Korea. Research productivity was measured by the number of SCI publications, and the explanatory factors are the demographic factor, the financial factor, the reputation of institutions and the supervisor factor. This study included 2 indices such as the reputation of institutions and the research productivity of supervisors to check the halo effect unlike other studies. Results are as follows: 1) no gender difference, 2) better performance by younger age group, 3) no difference even if the students are additionally funded by other research support programs, 4) no halo effect by the reputation of institution but rather better performance from low ranked universities, 5) and a positive halo effect by supervisors.

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The effects of the mentor on the academic career

Cited by 110 publications

References 12 publications

‘Content to be sad’ or ‘runaway apprentice’? The psychological contract and career agency of young scientists in the entrepreneurial university

‘Content to be sad’ or ‘runaway apprentice’? The psychological contract and career agency of young scientists in the entrepreneurial university

Determinants of Success in University Careers: Findings from the German Academic Labor Market / Erfolgsfaktoren in der Wissenschaft – Ergebnisse aus einer Habilitiertenbefragung an deutschen Universitäten

Research Productivity of Graduate Students in GPF program of Korea

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