The Reasons for Choosing a Career as an Academic Staff in Comparison to Other Employment Alternatives
Abstract
The article explores the main reasons why scientific and pedagogical professionals choose an academic career and university employment, given the wide range of job opportunities, limited choices, and lack of alternatives. It reveals the range of motivations for both the initial choice of a career and subsequent changes in employment, which are significant for various groups of academic professionals - those with no work experience, those who have worked outside the academic field, those who rotate within the field, and those who leave the university environment.
The empirical basis for the study is based on interviews with 145 researchers and teachers from seven leading Russian universities. The main academic motivations for choosing a career as a scientific and pedagogical professional include: the desire to share knowledge, scientific curiosity, the desire to be part of the academic community, the intellectual challenges of the academic environment, and a desire for personal and professional growth. Non-academic motivations vary depending on whether a person has access to a variety of employment options. Those who do not restrict their options to the academic sector may choose the university because of its flexible work hours, long vacation periods, social status, government support, collegial atmosphere, social security, financial stability, and deferment from military service. Scientific and educational professionals who are committed to working in academia choose the university due to the presence of a prominent research school, the prestige and standing of the academic setting, and the resources available at the university. The informants, who initially chose a particular university as their employer, noted comfortable relationships in the team as one of the motives for their decision. They also mentioned personal and family circumstances and established interaction with their supervisor as important factors in their choice. Additionally, they felt a sense of belonging to the university's dynasty, which played a role in their decision-making process.
The results of this study can be useful for university managers in their efforts to manage personnel sustainably. By understanding the motives behind the choices of their employees, managers can create a more effective system for attracting and retaining academic talent. This can help reduce staff turnover and improve the overall quality of education in Russian higher education institutions.
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References
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