Publikationen in referierten Zeitschriften
Bäker, Agnes, Susanne Breuninger, Julia Muschallik, Kerstin Pull & Uschi Backes-Gellner (Forthcoming): Time to Go? (Inter)National Mobility and Appointment Success of Young Academics. Schmalenbach Business Review.
Muschallik, Julia & Kerstin Pull (2016): Mentoring in higher education: Does it enhance mentees’ research productivity? Education Economics 24(2016)2: 210-223
Bäker, Agnes (2015): Non-tenured post-doctoral researchers’ job mobility and research output: An analysis of the role of research discipline, department size, and coauthors. Research Policy 44(2015)3: 634-650.
Joecks, Jasmin, Kerstin Pull & Uschi Backes-Gellner (2014): Childbearing and (Female) Research Productivity – A Personnel Economics Perspective on the Leaky Pipeline. Journal of Business Economics 84(2014)4: 517-530.
Baten, Jörg & Julia Muschallik (2012): The Global Status of Economic History. Journal of Economic History of Developing Regions 27(2012)1: 93-113.
Breuninger, Susanne, Kerstin Pull & Birgit Pferdmenges (2012): Like father(s), like son(s) – Does the relation between advisor and student productivity persist on group level? German Journal of Research in Human Resource Management – Zeitschrift für Personalforschung 26(2012)4: 331-345.
Pull, Kerstin & Uschi Backes-Gellner (2015): (Self-)Selection, Incentives and Resources – a Personnel Economics Perspective on Academia and Higher Education. In: Ramser, Hans-Jürgen; Manfred Stadler (Eds.): Entwicklung, Stand und Perspektiven der Wirtschaftswissenschaft. 43. Wirtschaftswissenschaftliches Seminar Ottobeuren, Tübingen: Mohr Siebeck: 263-280.
Goodall, Amanda H. & Agnes Bäker (2015): A Theory Exploring How Expert Leaders Influence Performance in Knowledge-Intensive Organizations. In: Welpe, Isabell, Jutta Wollersheim, Stefanie Ringelhan, Margit Osterloh (HG.): Incentives and Performance: Governance of Research Organizations. Heidelberg: Springer, 49-67.
Julia Muschallik (2013): Mentoring in the Creation of Human and Social Capital: Effects on Time to Tenure. Tübingen. Available at GEABA: Discussion Paper No. 13-25.
In this paper I analyze the development of mentees’ human and social capital created during academic mentoring relationships and how this might increase mentees’ likelihood of receiving tenure. The empirical study is based on an original dataset of more than 80 researchers in economics and business administration from Austria, Germany and the German-speaking part of Switzerland. Because the underlying dataset contains information on researchers who experience the event ‘receiving tenure’ and on postdocs who did not experience the event so far, Cox proportional hazard regressions (Cox 1972) were used. I find that mentors who sponsor their mentees into the scientific network and thereby increase mentees’ social capital are positively related to mentees’ likelihood of getting tenure in the next given time period. Mentees who acquire more job-related skills from their mentor and thereby increase their human capital are not more likely to receive tenure. Only when in combination with mentors’ role as gatekeeper, do job-related skills have positive effects on time to tenure. Working together on joint projects decreases mentees’ likelihood of receiving tenure.