Regional mobility of economists

Davis, J. Charlene; Patterson, Debra Moore

doi:10.1007/s12122-000-1037-9

Cited by 11 publications

(5 citation statements)

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“…Third, little consideration has been directed at explaining productivity posttenure. Given the evidence that tenure leads to decreased research productivity for many scholars (Davis & Patterson, 2000;Park & Gordon;Zivney, Bertin, & Gavin, 1995), understanding the reasons for this seems important. The work that has been done on this topic is limited by the prior constraint: a paucity of psychologically relevant motivational concepts.…”

Section: Faculty Research Productivitymentioning

confidence: 99%

Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity

Becker

Kernan

Clark

et al. 2015

Journal of Management

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Commitments to organizations and professions have important implications for behavior in the workplace, but little is known about how these dual commitments combine to affect organizational outcomes. We present a model proposing that commitment to professions influences productivity through a positive effect on intrinsic motivation and a negative effect on extrinsic motivation. Commitment to organizations, conversely, is hypothesized to have a negative effect on intrinsic motivation and a positive effect on extrinsic motivation. We tested the model with a sample of 237 tenured management professors and, overall, the model fit the data well and better than less parsimonious models or ones positing reverse causality. Commitment to the profession was positively related to intrinsic motivation to engage in research and, through this effect, resulted in more challenging research goals, increased commitment to those goals, more hours spent on research, and greater research productivity. Commitment to the organization (university) was positively related to extrinsic motivation and negatively related to intrinsic motivation and was unrelated to goal level, goal commitment, hours spent on research, and research productivity. Our model makes a unique theoretical contribution by revealing the differing paths by which commitments to organizations and professions affect work outcomes, and our results support and extend commitment theory and offer unique insights into posttenure productivity.

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Section: Faculty Research Productivitymentioning

confidence: 99%

Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity

Becker

Kernan

Clark

et al. 2015

Journal of Management

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“…Indeed, while the research performance of Ph.D.s have attracted the attention of many scholars (Athey et al 2007;Grove & Wu 2007), only recently the international migration literature has started examining the mobility of doctorate holders. In particular, it has been shown how the propensity to migrate responds to age and gender differences (Di Cintio & Grassi 2016), the type of jobs Ph.D.s are willing to accept (Davis & Patterson 2000), the presence of both amenity factors (Gottlieb & Joseph 2006) and world-leading research organizations (Grogger & Hanson 2015). We extend this discussion by deepening the understanding of the labor market outcomes associated to episodes of temporary migration of doctoral holders.…”

Section: Background and Related Literaturementioning

confidence: 78%

The Returns to Temporary Migration: The Case of Italian Ph.D.s

Cintio

Grassi

2016

SSRN Journal

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This paper examines the implications of temporary migration episodes for two cohorts of Italian Ph.D.s. Special attention is given to the duration of experience abroad, its contribution to earned wages and the selectivity of returnees. After controlling for the endogeneity of both the migration decision and the length of stay abroad, we find positive returns to longer periods abroad and negative returns to shorter periods. Returnees are also found to be positively self-selected. The results are confirmed in several robustness and sensitivity checks.

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“…The role of migration is still under‐investigated. For example, looking at U.S. PhD holders, Davis and Patterson (2000) observed that doctoral economists are more likely to switch regions for academic employment than for private‐sector jobs. Similarly, Grogger and Hanson (2015) showed that economic conditions are the most important factor determining the mobility of U.S. PhD students in the field of science and engineering.…”

Section: Literature Backgroundmentioning

confidence: 99%

Postgraduate education and job mismatch in Italy: Does migration help?

Aronica

Faggian

Insolda

et al. 2023

Population Space and Place

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Doctoral graduates represent the pinnacle of education. While the importance of increasing their number has been recognised by the Italian government and there has been a huge increase in the number of publicly funded PhD scholarships, doctoral graduates still struggle in the labour market to find employment commensurate with their skills and competencies. It is against this backdrop that the role of migration becomes crucial. Exploiting Italian microdata at the census level, this study aims to investigate how human capital migration, occurring at different ‘times’ of individual's life and across different regions, could mitigate the potential education–job mismatch, which is measured here from a multidimensional perspective by looking at overeducation, overskilling and satisfaction. Our findings reveal some positive effects of migration on reducing this mismatch. Moreover, the study highlights two relevant gaps, the first between domestic and foreign workers and the second between genders.

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Regional mobility of economists

Cited by 11 publications

References 0 publications

Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity

Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity

The Returns to Temporary Migration: The Case of Italian Ph.D.s

Postgraduate education and job mismatch in Italy: Does migration help?

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