Non-academic Careers Research Articles

Dukungan Sosial Guru Bimbingan Konseling terhadap Kematangan Karir Siswa di Sekolah Menengah Atas

The aim of this research is to determine the social support provided by Guidance Counseling Teachers (BK) on the Career Maturity of High School Students or equivalent. The method in this research is library research which uses 9 scientific articles related to social support, guidance and counseling teachers, and career maturity of high school students. The results of this research show that BK teachers provide information services to students who really need services so that they can maximize their learning process and be enthusiastic about achieving their dreams or desired careers. Through career guidance, it can be a bridge for students to get closer and get to know the world of work and the things that must be prepared so that students are able to plan the careers needed in the era of society 5.0. The BK Teacher's efforts include providing individual counseling services, developing group guidance, providing support to students, completing facilities, providing systematic and sustainable training that suits the potential needs of students at school. Additionally, before deciding on an academic or non-academic career path, it is important for students to complete an interest test. The conclusion of this research is that social support from guidance and counseling teachers can support the career maturity of high school students. The implication of this research is that students can use the services of guidance and counseling teachers to support career maturity for the students' future

Best Practices and the Need for Research on MA Degree Programs in Political Science

ABSTRACT Recent research suggests that master’s (MA) education in the United States could be restructured to better meet the expectations of students who seek nonacademic careers. This article considers the state of terminal MA degree programs in political science to assess whether they are preparing students to enter the workforce. We examine programs across various dimensions and supplement this analysis with survey data to gain additional information about the purpose of terminal MA degree programs. The results suggest that their reconceptualization is needed in the discipline of political science.

Reconceptualising and supporting graduate employability practitioners for higher degree research candidates

Research supervisors and their higher degree research (HDR) candidates – including Master, Professional Doctorate, and PhD candidates – make critical contributions to research and innovation. In addition to providing research training, research supervisors have traditionally also acted as the graduate employability practitioner for their HDR candidates through preparation for work in academia. However, the effectivness of traditional HDR training models (such as the knowledge transmission, master-apprentice model for PhD training) are being reviewed in Australia and elsewhere due to changes in the contemporary employment environment. These changes include: fewer available academic jobs; increased desire of HDR candidates for non-academic careers; and implementation of government policies aimed at increasing the return on research investment, including by increasing alignment of graduate attributes with contemporary employer needs. Consequently, work-integrated learning (WIL) activities are being incorporated into HDR degrees to broaden HDR training beyond acquisition of research-focussed skills. For effective incorporation of WIL into HDR degrees, recognition is needed of the different types and roles of graduate employability practitioners required by HDR candidates, as well as improvements to training support structures, and evolved metrics for assessment of supervisor and HDR candidate success.

PhD holders at the boundaries and knowledge brokering

ABSTRACT Over the past decade, there has been an increase in the number of PhDs pursuing careers at the boundaries between academic and non-academic sectors, particularly with multiple transitions and dual appointments. However, the professional links that PhD holders pursuing non-academic careers maintain with academia and how these relate to different knowledge brokering activities across sectors remain unexplored. To fill this gap, 39 PhD holders working beyond academia in Spain in the fields of Social Sciences, Humanities, and STEM were interviewed. The results revealed that PhD holders navigate diverse professional links with academia, including both organisational and individual-based links, and are involved in a variety of knowledge brokering activities gathered in four distinct qualitative profiles: the professional co-creator, the valuable knowledge holder, the bridge builder, and the knowledgeable associate lecturer. The profiles highlighted a complex relationship with academia, suggesting that in some cases deploying academic links does not secure or explain brokering activities. Moreover, results underscore the influence of career factors such as the organisational culture and support, the research performance in their primary job position, and the disciplinary background. Several research and practical implications of the study are discussed.

Editorial

This issue of Learning and Teaching: The International Journal of Higher Education in the Social Sciences features authors from Spain, the Netherlands, the United States of America, the United Kingdom and Iraq. They write about a new degree in Global Digital Humanities, academics’ understandings of what constitutes ‘good science’, the role of academic middle managers, what PhD graduates in non-academic careers actually do and obstacles to promotion for academics.

What do PhD graduates in non-academic careers actually do?

Abstract A growing literature examines PhD graduates working beyond academia. These studies are critiqued for rarely addressing the sectoral and organisational structural factors that influence actual work. So, we examined how the non-academic, contextually situated, organisational job specifications of fifteen PhD graduates interacted with their daily work experiences – looking particularly at the role of (a) communication since effective communication is reported as an employer concern, and (b) research since this is an expected outcome of PhD programmes. References to data collection and analysis were largely absent in interviews and job specifications, but research-related capabilities, for example, analytic thinking, were present, intertwined with communication in multiple ways, with dialogue and reading central. The graduates recognised these capabilities as having been finely honed in the PhD and inherent to their jobs.

Lighting the match: how a student-led career mentorship program can blaze the way for non-academic careers.

Lighting the match: how a student-led career mentorship program can blaze the way for non-academic careers.

Expanding Career Diversity

Over the last few issues, the Bulletin has been brining you pieces to help scholars rethink professionalization and academic training in the study of religion. In this issue, William Brown, Senior Technical Editor at Quanta Technology, LLC offers some much-needed insight on this front. He contends that once academic units recognize and normalize nonacademic career pursuits, then these units can put into play proven practices to empower future religious studies trained professionals.

Addressing structural mentoring barriers in postdoctoral training: a qualitative study

Purpose Structural mentoring barriers are policies, practices and cultural norms that collectively disadvantage marginalized groups and perpetuate disparities in mentoring. This study aims to better understand structural mentoring barriers at the postdoctoral training stage, which has a direct impact on faculty diversity and national efforts to retain underrepresented groups in research careers. Design/methodology/approach A diverse sample of postdoctoral scholars (“postdocs”) from across the USA were asked to participate in focus groups to discuss their training experiences. The authors conducted five 90-min focus groups with 32 biomedical postdocs, including 20 (63%) women and 15 (47%) individuals from underrepresented racial/ethnic groups (URG). Findings A social-ecological framework was used to categorize both the upstream and downstream manifestations of structural mentoring barriers, as well as mentoring barriers, overall. Notable structural barriers included: academic politics and scientific hierarchy; inequalities resulting from mentor prestige; the (over) reliance on one mentor; the lack of formal training for academic and non-academic careers; and the lack of institutional diversity and institutional mentor training. To overcome these barriers, postdocs strongly encouraged developing a network or team of mentors and recommended institutional interventions that create more comprehensive professional development, mentorship and belonging. Originality/value For postdoctoral scientists, structural mentoring barriers can permeate down to institutional, interpersonal and individual levels, impeding a successful transition to an independent research career. This work provides strong evidence for promoting mentorship networks and cultivating a “mentoring milieu” that fosters a supportive community and a strong culture of mentorship at all levels.

Early Career Paths of Economists Inside and Outside of Academia

Economics job candidates face considerable professional and financial uncertainties when deciding between academic and nonacademic career paths. Using novel panel data, we provide a broad picture of PhD economists’ early career mobility and earnings growth–both in and outside of academia. We find that academic jobs have fallen to just over half of US placements, with growing shares in tech, consulting, and government. We document considerable early career job mobility and higher earnings growth among job changers, private-sector economists, and men. We also find an earnings premium for graduates of top-ranked PhD programs that grows over early career years in academia while shrinking in the private sector. These different earnings dynamics mean the opportunity cost (in terms of potential earnings) of remaining in academia is generally less for graduates of top-ranked programs, although there is significant dispersion in mid-career earnings among these academics.

Co-designing doctoral programs to enhance postgraduate students' employability: insights from industry stakeholders

PurposeDoctoral programs play a crucial role in promoting innovation and technology transfer in universities. To design these programs effectively and with a co-design perspective, it is essential to consider all stakeholders involved in the process, including teachers, students and employers. The main objective of this study is to enhance postgraduate programs to improve students' employability.Design/methodology/approachThis empirical study was conducted over a three-year period and employed semi-structured interviews as its primary research methodology. In the first phase, 21 in-depth semi-structured interviews were conducted with managers from various sectors. The second phase involved 20 interviews, and the final phase of the study included 18 interviews with the same managers from previous phases.FindingsThe study's main results revealed that the international networks, language proficiency and analytical skills of doctoral students were highly valued by employers. The main findings come from companies with doctoral students. Therefore, the skills were identified during the learning experience of the PhD graduates in the companies.Practical implicationsThe study's results can guide improvements in postgraduate program curricula and design to enhance students' employability.Originality/valueThis research presents a novel approach to its findings. On the one hand, the study's conclusions may provide valuable insights for business agents, encouraging them to hire PhD students. On the other hand, it aims to drive necessary changes that promote more PhD students' focus on non-academic careers, creating significant value for research and innovation in the private sector.

A Research Operations, Management, and Strategy Fellowship for Life Sciences PhD Graduates.

With less than 25% of PhD-trained scientists in the United States securing a tenure-track faculty position following training, nonacademic careers have become common. As the academic research enterprise has increased, business-oriented careers have emerged. The Research Operations, Management, and Strategy (ROMS) Fellowship was developed to increase awareness of and prepare life sciences PhD graduates for business-focused careers. The ROMS Fellowship was developed from March through December 2018 by the University of Michigan Medical School. Launched in 2019 and based on real-world experiences, the 2-year ROMS Fellowship combines immersion rotations and project work to develop an understanding of foundational infrastructure across the full spectrum of research. From 2019 to 2022, there were 4 ROMS Fellowship recruitment cycles, with a mean of 7 applicants per cycle and 2 fellows selected each year. Of the 8 fellows recruited, 5 (62.5%) joined directly from PhD training, whereas 3 (37.5%) had 2 to 6 years of postdoctoral training. Fellows have worked with 26 departments on 44 rotation projects and 30 impact projects and self-reported significant skill development in communicating with diverse stakeholders, strategic thinking, using new tools and resources, developing and scoping a project plan, and managing and leading a project. To date, 4 fellows have completed the program and were hired immediately into full-time positions at the University of Michigan Medical School. Early feedback indicates that the program has been well received and effective. Previously, program refinement was directed by qualitative input from fellows and unit directors. However, for future cohorts, assessment tools will be implemented to capture qualitative and quantitative data to measure acquired skills and how program components contribute to professional development and career placement. A longitudinal follow-up will also be conducted with program alumni to track longer-term outcomes and career pathways.

Supporting STEM graduate students in strengthening their professional identity through an authentic interdisciplinary partnership

PurposeHistorically, graduate education’s goal was to prepare academics; now most science, technology, engineering and/or mathematics (STEM) graduate students (GSs) go on to nonacademic careers. STEM GSs must be equipped for success regardless of career aspirations, which can be done by strengthening GSs’ professional identities. This study aims to explore an interdisciplinary partnership designed to strengthen STEM GS professional identity.Design/methodology/approachThe STEM Partnership Project (SPP), asked STEM GSs to serve as disciplinary experts and teach STEM content to elementary teacher candidates (TCs) so the TCs could design and teach an elementary science lesson. GSs also enrolled in a one-credit course to support SPP participation and activities. Over five semesters, the authors collected data from 28 STEM GSs across different disciplines and degree programs in the form of course assignments, surveys and interviews.FindingsThe SPP supported the development of a professional identity by having GSs serve as and feel like experts; increasing GSs’ sense of belonging in their field; increasing GSs’ self-confidence that they could (learn to) teach a wide variety of audiences; and raising GSs’ awareness of their ability to serve others via their field.Originality/valueThe SPP’s outcomes were consistent across STEM disciplines, did not require GSs to take on large amounts of coursework, nor did it cost much beyond materials for the various lessons. Furthermore, the key components that strengthened GSs’ professional identities could be adapted for different contexts and institutions.

Bridging the expectation gap: a survey of Australian PhD candidates and supervisors in politics and international relations

ABSTRACT What do PhD candidates and supervisors say about the quality of PhD training, the supervisory experience, and post-PhD career prospects? With little research into the quality of Australian politics and international relations PhD programmes, and the impacts of COVID-19 exacerbating concerns about academic job prospects, we need to evaluate the quality of PhD training. This paper reports on two mirrored surveys of PhD candidates (n = 109) and supervisors (n = 55) in Politics and International Relations from twenty-three Australian universities. The survey, conducted in 2022, drew on a 2013 survey of Australian PhD candidates in these disciplines, allowing for temporal comparisons. We find that methods training is perceived as largely non-existent or insufficient. We also find that there is a lack of job preparedness training built into the PhD programme, whether for academic or non-academic careers. Finally, we highlight ongoing gendered disparities that negatively impact female candidates and supervisors.

Knowledge or science-based economy? The employment of UK PhD graduates in research roles beyond academia

ABSTRACT In recent decades, governments have sought to increase the number of PhD graduates and support their transition into non-academic employment. The UK is no exception to this trend: investing significantly in doctoral funding, skills training and programme reform to facilitate progression into the non-academic labour market. To an extent, these aspirations have been fulfilled, with a growing proportion of PhD graduates forging non-academic careers. However, it is less clear if the types of roles that PhD graduates occupy fulfil the promise of a high-skilled, knowledge-based economy. This article focuses on the absorption of UK PhD graduates into research employment outside of academia and considers how entry into research roles varies by academic and demographic characteristics. To explore this question, data from two cohorts of UK domiciled PhD-holders in the ‘Destination of Leavers of Higher Education Longitudinal Survey’ are analysed (n = 4,731). Over two-thirds of PhD graduates enter non-academic employment. However, a significantly higher proportion of science graduates from the prestigious Russell Group of universities secure research employment and report greater career satisfaction. The analysis signals the existence of a science-based knowledge economy into which certain PhD holders fit, but research employment opportunities for humanities and social science PhD graduates are less evident. The implications of these differentiated trajectories for continued doctoral expansion are discussed. While the dataset is a valuable resource, its limitations illustrate the need to advance empirical and conceptual understanding of PhD employment beyond academia.

Factors Influencing Graduates of American Academy of Facial Plastic and Reconstructive Surgery Fellowships Career Choice of Academic or Private Practice: A 20-Year Review.

Background: Absence of published literature on facial plastic and reconstructive surgery (FPRS) fellows' pursuit of academic careers hampers informed decision making for those interested in the specialty, fellowship program directors, and leaders in the American Academy of Facial Plastic and Reconstructive Surgery. Objective: To examine career choices among FPRS fellows from 2000 to 2019 and identify factors linked to academic or private practice employment after fellowship. Methods: Data from 796 fellows were analyzed, including gender, medical school, residency program, fellowship program, fellowship year, and degrees, to categorize them based on academic or nonacademic career placement. Logistic regression analyses were conducted to explore the association between demographic factors and academic career placement. Results: Forty-three percent (n = 345) obtained academic positions, with significant associations found between academic placement and additional advanced degrees, completion of fellowship training in the northeast, and residency training at an institution offering FPRS fellowship. Conclusion: Although fellows in FPRS predominantly pursue private practice, the decision to pursue academia is influenced by complex and multifactorial factors among graduates in the field.

The Long-Term Influences of Graduate Studies Abroad: Learning from the Experiences of Overseas-Educated Indonesians Engaged in Non-Academic Careers

The Long-Term Influences of Graduate Studies Abroad: Learning from the Experiences of Overseas-Educated Indonesians Engaged in Non-Academic Careers

Postdoctoral employment and future non-academic career prospects.

Most recipients of doctorates leave universities some years after graduation, while little is known about their future non-academic career prospects. I report results from a novel microlevel database that links information about doctoral dissertations completed in Germany with doctorate recipients' social security records. The results, based on graduates' individual careers for five broader subject groups, indicate that postdoctoral periods do not result in a wage premium when changing to the non-academic sector.

Graduate Student Mental Health: Lessons from American Economics Departments

We study the mental health of graduate students at eight top-ranked economics PhD programs in the United States using clinically validated surveys. We find that 24.8 percent experience moderate or severe symptoms of depression or anxiety—more than two times the population average. Though our response rate was 45.1 percent and sample selection concerns exist, conservative lower bounds nonetheless suggest higher prevalence rates of such symptoms than in the general population. Mental health issues are especially prevalent at the end of the PhD program: 36.7 percent of students in years 6+ of their program experience moderate or severe symptoms of depression or anxiety, versus 21.2 percent of first-year students. Of economics students with these symptoms, 25.2 percent are in treatment, compared to 41.4 percent of graduate students in other programs. A similar percentage of economics students (40–50 percent) say they cannot honestly discuss mental health with advisers as say they cannot easily discuss nonacademic career options with them. Only 26 percent find their work to be useful always or most of the time, compared to 70 percent of economics faculty and 63 percent of the working age population. We provide recommendations for students, faculty, and administrators on ways to improve graduate student mental health. (JEL A23, I12, I18, I23)

Worth doing but not worth having? The influence of personal aspirations and career expectations on the value of a doctorate

PurposeThe purpose of this study is to understand the interaction between the component domains of doctoral value to identify those which have a greater influence on overall perceptions of the value of a doctorate. This study also investigates what may lead an individual to say the doctorate was not worth doing.Design/methodology/approachUsing Bryan and Guccione’s (2018) conceptual model of “doctoral value”, this study used a qualitative survey, to examine 261 perceptions of the value of the doctorate in a range of employment contexts.FindingsIndividual perceptions of value are dynamically influenced by the fulfilment of expectations, career achievements and the employer’s perception of the doctorate’s value. The authors found that the circumstances of respondents’ current employment are the most common predictor of overall perceived value and that those who reported that their doctorates were “not worth doing” attributed this to lack of a positive career outcome.Originality/valueA recurring concept was that respondents considered that their doctorate had been “worth doing” for the value it conveyed to them personally, but not “worth having” because of its low value to employers. This new understanding illustrates the complexity of decision-making and the individual career timelines that influence value. This study positions the “career value” and “personal value” domains as determinant in informing individual value judgements. The findings of this study lend weight to calls for doctoral education to focus on non-academic careers and also inspire further investigation into how non-academic employers recruit, motivate and value doctoral graduates.