A doctorate is typically the first step in a longer (academic or otherwise) research career. Many think of it as a grueling rite of passage one must endure to get the job they want later on. But are there ways we can do the PhD to set us up for a remarkable and satisfying career? Are there ways we can make the PhD journey itself feel like a “good job”? In the first part of this book extract, we draw lessons from Cal Newport’s book So Good They Can’t Ignore You, about “passion traps”, we look at properties of a good PhD job, focusing on mastery, control, and how to develop them for a more satisfying PhD (and beyond).

Aside from PhD students’ own motivational factors (e.g., how much progress they perceive, or how exhausted they are), the support they receive from supervisors is another key aspect related to doctoral completion. In the continuation of last week’s “study report”, we discuss how different kinds of supervisor support relate to those motivational factors and, eventually, the finishing of the doctorate. We will also see how supervisors could foster these motivational aspects and help their students complete the PhD.

Many factors seem to play out into whether we complete our PhD, or drop out of it. Some of them are external and largely uncontrollable (like financial or family problems), while others relate to our thesis project and motivation. In this new type of blog post (the “study report”), I dive into the results of a recent research study that defines five types of doctoral students, in terms of their motivational profile.