motivation dissertation

8 Most Effective Ways to Increase Motivation for Thesis Writing 

Writing a master’s or doctoral thesis is a tough job, and many students struggle with writer’s block and putting off work. The journey requires not just skill and knowledge but a sustained motivation for thesis writing. Here are eight essential strategies to help you find and maintain your motivation to write your thesis throughout the thesis writing process.

Know why you lack motivation

It’s important to understand whether you’re just avoiding writing (procrastination) or if you genuinely don’t feel interested in it (lack of motivation). Procrastination is when you delay writing even though you want to finish it, while a lack of motivation for thesis writing is when you have no interest in writing at all. Knowing the difference helps you find the right solution. Remember, not feeling motivated doesn’t mean you can’t write; it just might be less enjoyable.

Recognize external vs. internal motivation

In the early stages of your academic journey, things like job prospects or recognition may motivate you to write your thesis. These are external motivators. Over time, they might become less effective. That’s why it’s important to develop internal motivators, like a real passion for your topic, curiosity, or wanting to make a difference in your field. Shifting to these internal motivators can keep you energized about your thesis writing for a longer period.

Develop a writing plan

As you regularly spend time on your thesis, you’ll start to overcome any initial resistance. Planning and thinking about your work will make the next steps easier. You might find yourself working more than 20 minutes some days. As you progress, plan for longer thesis writing periods and set goals for completing each chapter.

Don’t overwhelm yourself

Getting stuck is normal in thesis or dissertation writing. Don’t view these challenges as impossible obstacles. If you’re frustrated or unsure, take a break for a few days. Then, consult your advisor or a mentor to discuss your challenges and find ways to move forward effectively.

Work on your thesis daily

Try to spend 15-20 minutes daily on tasks related to your thesis or dissertation. This includes reading, researching, outlining, and other preparatory activities. You can fit these tasks into short breaks throughout your day, like waiting for appointments, during commutes, or even while cooking.

Understand that thesis writing motivation changes

Realize that thesis writing motivation isn’t always the same; it changes over time. Your drive to write will vary with different stages of your research and life changes. Knowing that motivation can go up and down helps you adapt. When you feel less motivated, focus on small, doable parts of your work instead of big, intimidating goals.

Recharge your motivation regularly

Just like you need to rest and eat well to keep your body energized, your motivation for thesis writing needs to be refreshed too. Do things that boost your mental and creative energy. This could be talking with colleagues, attending workshops, or engaging in hobbies that relax you. Stay aware of your motivation levels and take action to rejuvenate them. This way, you can avoid burnout and keep a consistent pace in your thesis work.

Keep encouraging yourself

Repeating encouraging phrases like “I will finish my thesis by year’s end” or “I’ll complete a lot of work this week” can really help. Saying these affirmations regularly can focus your energy and keep you on track with your thesis writing motivation .

Remember, the amount you write can vary each day. Some days you might write a lot, and other days less. The key is to keep writing, even if it’s just rough ideas or jumbled thoughts. Don’t let the need for perfection stop you. Listening to podcasts where researchers talk about their writing experiences can also be inspiring and motivate you in your writing journey.

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Setting Goals & Staying Motivated 

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This vidcast talks about how to set goals and how to maintain motivation for long writing tasks. When setting goals for a writing project, it is important to think about goals for the entire project and also goals for specific writing times. These latter goals should be specific, measurable, and manageable within the time allotted for writing. The section on motivation shares ideas for boosting motivation over the course of a long writing project. The handouts on goal-setting and staying productive, as well as the scholarly writing inventory, complement the material in this vidcast and should be used in conjunction with it. 

Note: Closed-captioning and a full  transcript  are available for this vidcast. 

Handouts 

Goal-Setting for your Personal Intensive Writing Experience (IWE) | [PDF]

This handout guides writers through the important process of goal-setting for the personal Intensive Writing Experience. Specifically, it talks about how to (1) formulate specific, measurable, and reasonable writing goals, (2) set an overall IWE goal, (3) break up the overall goal into smaller, daily goals, and (4) break up daily goals into smaller goals for individual writing sessions. Writers are prompted to clear their head of distracting thoughts before each writing session and, after each session, to debrief on their progress and recalibrate goals as needed. 

Scholarly Writing Inventory (PDF) 

This questionnaire helps writers identify and inventory their personal strengths and weaknesses as scholarly writers. Specifically, writers are prompted to answer questions pertaining to (1) the emotional/psychological aspects of writing, (2) writing routines, (3) research, (4) organization, (5) citation, (6) mechanics, (7) social support, and (8) access to help. By completing this questionnaire, scholarly writers will find themselves in a better position to build upon their strengths and address their weaknesses. 

Stay ing Productive for Long Writing Tasks (PDF)

This resource offers some practical tips and tools to assist writers in staying productive for extended periods of time in the face of common challenges like procrastination. It discusses how the process of writing is more than putting words on a page and offers suggestions for addressing negative emotions towards writing, such as anxiety. The handout also lays out helpful methods for staying productive for long writing tasks: (1) time-based methods, (2) social-based methods, (3) output-based methods, (4) reward-based methods, and (5) mixed methods. 

A literature review on motivation

• Theoretical articles
• Published: 14 November 2013
• Volume 1 , pages 471–487, ( 2013 )

Cite this article

• Chandra Sekhar 1 ,
• Manoj Patwardhan 2 &
• Rohit Kr. Singh 3  

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Research on motivation has attracted academic and corporate entities over the last two decades. In the present study, authors have reviewed the intense literature to extract all possible dimensions of motivation, having direct and indirect impact on motivation techniques. This has examined the multidimensionality of motivation from the existing literature and present a conceptual framework based on it, and it is experienced that various motivation techniques (discussed in this study) are having a positive impact on both employee satisfaction and the quality of performance in the organization; however, the model needs to be validated using quantitative measures. In order to study the various issues highlighted in this paper related to employee motivation, a large body of literature mainly from different journals have been incorporated. To make the study more current only those studies were included which were published in the last two decades. In past research papers few dimensions of motivation were used to explain the different models motivation theory which has direct influence on employee motivation. The novelty of this study lies in its theoretical framework where authors have made an attempt to come up with a construct having dimensions that directly or indirectly influences employee motivation.

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Introduction

The ingredients of motivation lie within all and the internalized drive toward the dominant thought of the moment (Rabby 2001 ). Motivation directly links to individual performance that gain to organization performance and as a catalyzer for all individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do. Organization runs because of people working for it, and each person contributes toward achieving the ultimate goal of an organization. Panagiotakopoulos ( 2013 ) concluded that factors affecting staff motivation at a period where the financial rewards are kept to the least leads to stimulate employee performance. So, management personnel’s responsibility to motivate their employees to work as per the expectation to enhance the organization’s performance. Similarly Dysvik and Kuvaas ( 2010 ) concluded that intrinsic motivation was the strongest predictor of turnover intention and relationship between mastery-approach goals and turnover intention was only positive for employees, low in intrinsic motivation. The only thing organization needs to do is to give employees with ample resources and platform to do. As per Kuo ( 2013 ) a successful organization must combine the strengths and motivations of internal employees and respond to external changes and demands promptly to show the organization’s value. In this paper, we have taken various techniques of motivation from existing literature, and managed to make flow of motivation from young-age employees to old-age employees. From organization perspective managers need to understand the flow of motivation, it helps them to create a culture where employees always get motivated to do better. Barney and Steven Elias ( 2010 ) found that with extrinsic motivation there exist a significant interaction between job stress, flex time, and country of residence. Leaders know that at the heart of every productive and successful business lies a thriving organizational culture and hardworking people collaborate passionately to produce great results (Gignac and Palmer 2011 ). In the body of literature, various frameworks are used by the researchers based on theory of motivation, with only few dimensions of motivation.

Literature review

In a complex and dynamic environment, leader of the organization used to create the environment in which employee feel trusted and are empowered to take decisions in the organization which leads to enhance motivation level of employee and ultimately organizational performance are enhanced. Smith and Rupp ( 2003 ) stated that performance is a role of individual motivation; organizational strategy, and structure and resistance to change, is an empirical role relating motivation in the organization. Likewise, Luthans and Stajkovic ( 1999 ) concluded that advancement of human resources through rewards, monetary incentives, and organizational behavior modification has generated a large volume of debate in the human resource and sales performance field. According to Orpen ( 1997 ) better the relationship between mentors and mentees in the formal mentoring program, the more mentees are motivated to work hard and committed to their organization. Likewise, Malina and Selto ( 2001 ) conducted a case study in one corporate setting by using balance score card (BSC) method and found out that organizational outcomes would be greater if employees are provided with positive motivation. The establishment of operations-based targets will help the provision of strategic feedback by allowing the evaluation of actual performance against the operations-based targets. Goal-directed behavior and strategic feedback are expected to enhance organizational performance (Chenhall 2005 ). Kunz and Pfaff ( 2002 ) stated no substantive reason to fear an undermining effect of extrinsic rewards on intrinsic motivation. Decoene and Bruggeman ( 2006 ) in their study developed and illustrated a model of the relationship between strategic alignment, motivation and organizational performance in a BSC context and find that effective strategic alignment empowers and motivates working executives. Leaders motivate people to follow a participative design of work in which they are responsible and get it together, which make them responsible for their performance. Aguinis et al. ( 2013 ) stated that monetary rewards can be a very powerful determinant of employee motivation and achievement which, in turn, can advance to important returns in terms of firm-level performance. Garg and Rastogi ( 2006 ) identified the key issues of job design research and practice to motivate employees’ performance and concluded that a dynamic managerial learning framework is required to enhance employees’ performance to meet global challenges. Vuori and Okkonen ( 2012 ) stated that motivation helps to share knowledge through an intra-organizational social media platform which can help the organization to reach its goals and objectives. Den and Verburg ( 2004 ) found the impact of high performing work systems, also called human resource practices, on perceptual measures of firm performance. Ashmos and Duchon ( 2000 ) recognizes that employees have both a mind and a spirit and seek to find meaning and purpose in their work, and an aspiration to be part of a community, hence making their jobs worthwhile and motivating them to do at a high level with a view to personal and social development.

Methodology

The primary objective to write this review is to highlight the flow of motivation and reveals what motivation technique works more efficiently in different stages of life. This study provides useful managerial implication for employee motivation in an organization. The dimensions are made fit into a model that can benefit organization to enhance their performance; however, the model needs to validate through case study or quantitative study. To study the various issues highlighted in this study related to employee motivation, this study reviews a large body of literature mainly in different journals. Once all the issues have been identified, each issue is used as a keyword to search the relevant literature. To make the study more current only those studies are included which are published in the last two decades, while priority is given to studies which are published in the last decade. Table  1 shows that the number of articles or reviews published on motivation in the last two decades (Table  2 ).

Dimensions of motivation

Training refers to ‘‘the systematic accretion of skills, command, concepts or mindset leads to improve performance’’ (Lazazzara and Bombelli 2011 ). Baldwin et al. ( 1991 ) indicates that individuals with higher pre-training motivation on the basis of their willingness to attend training have greater learning outcomes as compared to individuals heaving lower pre-training motivation. Commeiras et al. ( 2013 ) point out that traineeship is continuing to grow. In business, context training basically refers to action of teaching employees and providing proper knowledge and skills to make themselves job fit as well as organization fit. Training teaches employees how to work and enhance their skills, hence motivate them to achieve the common goal of organization as well as of employee. In the today’s competitive world, every organization wants to achieve competitive edge over their competitors and be impossible to achieve without employee involvement, which forces management to motivate their employees by different means.

Monetary incentives

As summarized by Park ( 2010 ), monetary incentive acts as a stimulus for greater action and inculcates zeal and enthusiasm toward work, it helps an employee in recognition of achievement. Likewise, Beretti et al. ( 2013 ) discussed that monetary incentives used to build a positive environment and maintain a job interest, which is consistent among the employee and offer a spur or zeal in the employees for better performance. For reason, monetary incentive motivate employees and enhance commitment in work performance, and psychologically satisfy a person and leads to job satisfaction, and shape the behavior or outlook of subordinate toward work in the organization.

Job transfer

The work of Azizi and Liang ( 2013 ) indicated that workforce flexibility can be achieved by cross-training and improved via job rotation. In the same way, Eguchi ( 2004 ) concluded that job transfer plays a significant role in preventing workers from performing influence activities for private help. As summarized by Asensio-Cuesta et al. ( 2012 ) job rotation provides benefits to both workers and management in an organization and prevents musculoskeletal disorders, cast out fatigue and increases job satisfaction and morale. As a result, job transfer gives the opportunity to learn multiple skills and outlooks to the workers. It avoids the dullness caused by monotonous jobs and simultaneously brings smoothness in technological job with the help of handling different circumstances at different levels and it leads to effective learning of many aspects in the organization.

Job satisfaction

In ( 2011 ), Parvin and Kabir studied the tested factors affecting job satisfaction for pharmaceutical companies and described job satisfaction as how content an individual is with his or her job, and viewed job satisfaction is not the same as motivation, although clearly linked. Similarly, Pantouvakis and Bouranta ( 201 3) indicated job satisfaction as a consequence of physical features and as an antecedent of interactive features. Wickramasinghe ( 2009 ) investigated that gender and tenure are significant in job satisfaction measurement. So here it can be said that job satisfaction is often determined by how well outcome meet or exceed expectations. For example, a good work environment and good work conditions can increase employee job satisfaction and the employees will try to give their best which can increase the employee work performance.

A study by García et al. ( 2012 ) identified that perceptions of promotion systems affect organizational justice and job satisfaction. Likewise, Koch and Nafziger ( 2012 ) specified that promotions are desirable for most employees, only because they work harder to compensate for their “incompetence.” As a result, promotion at regular interval of time has an optimistic approach behind and they are generally given to satisfy the psychological requirements of employees in the organization.

Achievement

The work of Hunter et al. ( 2012 ) defines that achievement is a unique and specialized form of organizational performance. As per Satyawadi and Ghosh ( 2012 ), employees are motivated to a greater extent by achievement and self-control. Now this can be understood: an employee who is achievement motivated seeks achievement, bringing realistic but challenging goals, and betterment in the job. There is a strong need for feedback from the higher officials in the organization as to achievement and progress, and a need for a sense of attainment.

Working conditions

In ( 2012 ), Jung and Kim stated that good work environment and good work conditions can increase employee job satisfaction and an employee organizational commitment. So the employees will try to give their best which can increase the employee work performance. Similarly, Cheng et al. ( 2013 ) concluded that there were evidences of moderating effects of age on the associations between psychosocial work conditions and health. Now the importance and the need of working condition is so describing or defining the physical environment by identifying those elements or dimensions of the physical environment. Employees having poor working conditions will only provoke negative performance, since their jobs are mentally and physically demanding, they need good working conditions.

Appreciation

A study by Mahazril et al. ( 2012 ) organizations had the duty to appreciate the employee from time to time and offer other form of benefits such as payment, which will help in employee motivation. Likewise, Kingira and Mescib ( 2010 ) define appreciation as the abstract of immaterial incentives; “employees giving immaterial incentives (appreciation, respect etc.) as much as materiel incentives with working department” shows employees do not agree with this behavioral statement. With this result, it can be stated that employees being employed in different parts can take their different opinions at different levels. Among the variable of responsibility and being appreciated, it is understood that “success of employers always be appreciated with education.” The more effective quality and practicality of education employees had, the more contribution they will have to businesses.

Job security

As per Yamamoto ( 2013 ) if an employee perceives they will be getting rewards for good work and their job is a secured one, the performance will automatically be better. Similarly, Zhang and Wu ( 2004 ) indicated that with Job security, an employee gets confident with the future career and they put their most efforts to achieve the objectives of the organization. So we can say job satisfaction is the most influential tool of motivation and put the employee very far off from mental tension and he gives his best to the organization, ultimately it leads to profit maximization.

Recognition

According to Candi et al. ( 2013 ), a growing recognition of the opportunities of innovation is through experience staging. Mahazril et al. ( 2012 ) concluded that rewards and recognition and communication may motivate them to work. Recognition enhances the level of productivity and performance at job whether it is a first time performance or a repeated action at the job in a progressive way and ultimately reinforces the behavior of employee.

Social opportunities

In ( 2013 ), Harvey indicated that an employee is accepted as part of the social group or team. Most staff has an acute need that their contribution is worthwhile, appreciated, and acknowledged. Organizations need to look beyond the traditional economic incentives of career opportunities and salaries to other social and lifestyle factors outside the workplace. Similarly, Kingira and Mescib ( 2010 ) concluded that, different opinions between the employees in terms of behavioral statements which can be “Social opportunities providing at the highest level with working period leads the employee to achieve their goals of the organization.” Therefore, a social opportunity for the employee is used to boost their motivation level and ultimately helps in achieving the goals and objectives of the organization.

Figure  1 explains how motivation works in different stages of life, and motivation dimension plays a vital role in enhancing individual performance in different stages of life of human being. In the developed and developing nations around the world people experiencing the phenomenon of population aging i.e., participation of worker in their late career stage is low in the labor market. Levinson’s ( 1986 ) life stage model pointed out that adult life is characterized by a consecution of stages, such as early, middle, and late career stage, divided into various sub-stages and concerned with career development (comparable to the career stage model of Super (1984)). Here we have considered early career stage between 20 and 40; middle career stages between 40 and 54, and late career stage 55 and above. In an effort to set a threshold to define the older worker category, as anyone over age 55 (Finkelstein et al. 1995 ; Koc-Menard 2009 ).

Flow of motivation

In the early and middle stage of life, money is important to goal setting because offering such incentives bring person being more willing to expand effort to meet a given goal level than not offering the incentives. Given the willingness to expand effort, a goal tells the individual during different career stages where to expand effort, how much effort to exert, and how long to exert the effort. For example, younger employees early in their careers may have a propensity for higher immediate compensation and benefits, such as fully paid family medical plans or maternity/paternity leaves; because employees in later career stages might prefer stock options or most company contributions to their retirement plans. Wiley ( 1997 ) concluded that good pay is an important motivator regardless of age.

Figure  2 explains how motivation dimensions influence individual and organization performance. In this competitive environment, organizations works harder to integrate its workforce and to keep the coordination among employees to enhance the working as well as employee productivity. The positive impact of motivation works toward enhancing individual responsiveness toward work. Individual enhanced responsiveness help organization working that directly links toward increase in profit and increase in organization responsiveness. Customer will be more satisfied if organization shows fast response toward his/her queries and if organization takes responsibility to fulfill his demand.

Theoretical construct of research dimensions

If we talk the motivation dimension that enhances organization performance, training used to enhance the skills, efficiency, and knowledge of employees for doing a particular job during their earlier career stage because it familiarizes them with the organizations goals, rules, and regulations and the working conditions in one hand since updates and amendments take place in technology, purchasing a new equipment, changes in technique of production, and computer impartment. The employees are trained for use of new equipments and work methods. Training molds the thinking of employees and leads to quality performance of employees. Supervisors believe that older workers are less motivated to learn, less flexible, and do not want to take part in training programs. So, companies do not invest in training or development opportunities for older people. In turn, older workers become less self-confident due to the lack of support in terms of training and their skills rapidly become outdated (Maurer 2001 ; Van Vianen et al. 2011 ).

Giving a job security to an employee makes him more responsible toward job. Job security can be explained as, affirmation that an employee has for the continuity of gainful employment for his or her job. It is more essential for younger employee during different career stages of life (job) because it arises from the terms of contract of employment, labor legislation that results in prevention of arbitrary termination, layoffs, and lockout. Likewise, Pravin and Kabir ( 2011 ) indicated that with job security in pharmaceutical companies employee is “neither happy nor unhappy” and hence influence job satisfaction in pharmaceutical companies. Job security has been considered from several theoretical perspectives, including as a motivational precursor to job performance.

Employee recognition is used to fulfill the inherent need to appreciate as well as work to be validated by the employee contribution. During the early and later stage of life of the employee, the most important tool to motivate the employee by recognizing positive behavior from employees means that those desired behaviors that drive business success will be reciprocated. Recognition is essential to an outstanding workplace because people want to be respected and valued for their contribution. Recognizing employee for their good work sends an extremely powerful message to the recipient, their work team, and other employees through formal and informal communication channels. Employee recognition is a dynamic communication technique to improve employee performance which leads to enhance organizational performance.

In an organization, it is important to make the employees valued and appreciated, because of which they get motivated and they work harder and be more loyal toward the organization. During the early and middle career stage of the job employee want more appreciation from his next boss in the organization. Many ways of appreciating employee are news for companies looking for inexpensive ways to show appreciation to employees who made an appreciative effort, to thank employees several times a week, often through notes mailed to their homes and admits an employee-of-the-month program, the least time-consuming way to make sure his staff continued to appreciate.

In an organization employees have the opportunity to transfer to another job if they are moving or have the want to switch occupations. It brings positive energy among the early career stage employee to work in a new environment, which gives workers the opportunity to learn multiple skills and outlooks. When employees continue working at the same tasks for an extended time, they are likely to build tight relationships with particular individuals and companies, which can yield help to the employees, and to the organization.

In the early stage of the employee, they used to seek the working environment and aspects of an employee’s terms and conditions of employment. This includes the employee payment, organization of work, and work activities; training, skills, and employability; amenities, physical environment, health, safety, and well-being; and working time and work–life balance. These used to motivate the employee to do better and achieve the organizational goals and objectives. Changes in working conditions and other aspects of the employment relationship can generate serious industrial relations problems.

Williams et al. ( 2003 ) argues that the job satisfaction works toward making good relationships with staff and colleagues, control of time off, enough resources, and bring autonomy for employee in the organization. It is essential in the stages of employment i.e., early, middle, and late career stage of life because it brings any combination of physiological, psychological, satisfaction that invokes a person truthfully to say I am satisfied with my current job and it leads to employee motivation to achieve goals of the organization. Job satisfaction refers doing a job one enjoys, and being rewarded for one’s accomplishment. It is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfillment of the desired goals and objectives (Kaliski 2007 ).

In the middle and late career stages of their employment, employees have an opportunity to showcase their achievements with pride. Employees work in organizations not just to make a living, but to make a life. It encourages heightened ownership at work. Tangible benefits (salary) and intangible benefits (achievements of the knowledge) and other perks are necessary to engage employees, and motivate them to do their personal best. Mehta et al. ( 2000 ) pointed out that four most highly ranked rewards for sales managers in the late career stage have mean values that exceed 6.0, which includes achievement of market goals, retaining respect of salespeople, opportunities for promotion, and bonus.

A motivated and dedicated employee in the middle career stage of their job in the organization is an asset for any organization and proves instrumental in building a high-performance culture that drives organizational advancement. Promotion is always employee’s ultimate wish for the service rendered by him in the organization and this is the only way for an employee career development. Promotion is the ultimate motivating for any employee because it moves employee forward in hierarchy of concern organization added with other responsibility, higher respect, honors, with increase in grade pay and allowances. It stimulates self-development and creates interest in the job in one hand and minimizes discontent and unrest.

In the late career stage of their employment social opportunities for employees to get involved in leveraging the core competencies of the organization to create business value and positive social change can increase employee motivation and job satisfaction and help workers to more effectively manage job stress. This can lead to positive gains for the organization by enhancing organizational effectiveness and improving work quality, as well as by helping the organization attract and keep top-quality employees, which can bring growth and development to the organizations and can improve the quality of their employees’ work experience and realize the benefits of developing workers to their full potential.

Concluding remarks

Motivation works as a catalyzer for individual employees working for an organization to enhance their working performance or to complete task in much better way than they usually do. In this paper, authors identified the key motivation techniques from existing literature and linked it through organization performance. These motivation techniques has long been acknowledged as an important personnel work with the potential to improve employee motivation and hence performance, and to deliver management with the control needed to achieve organizational objectives. Authors made flow of motivation from early career motivation techniques to late career motivation techniques and reached on a conclusion: if employees are provided with right motivation technique at right time, their morale and confidence goes up and had a direct positive impact in individual performance and organizational performance. It is indicative of the above discussion, most of the motivation dimensions viz. training, monetary incentives, promotion, and working conditions has been met and for reason the efforts made to motivate are bound to succeed. This conclusion is built on the emphasis made by earlier researchers to motivate people, organizations need to first have the baseline in place; in the absence of the baseline, motivation is not possible to achieve. The study has shown success in intrinsic motivators and extrinsic motivators to improve performance in the organization.

The major limitation of this study is that the proposed framework is designed on basis of extensive literature review and so needs to be confirmed using quantitative measures. This framework is not been implemented in specific industry, due to its generality in nature. Although extensive research is reviewed and every possible dimensions of motivation are studied, it cannot be stated explicitly that these dimensions will be able to create the baseline which will motivate the employees through the motivators. Thus, they create a dilemma as to whether these motivation dimensions are enough to create a solid baseline which has an impact on the motivators.

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Sekhar, C., Patwardhan, M. & Singh, R.K. A literature review on motivation. Glob Bus Perspect 1 , 471–487 (2013). https://doi.org/10.1007/s40196-013-0028-1

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Dissertating Like a Distance Runner: Ten Tips for Finishing Your PhD

The above photo is of Sir Mo Farah running past Buckingham Palace into the home stretch of the London Marathon. I took the photo two days after my viva, in which I defended my PhD dissertation. Farah become a British hero when he and his training partner, Galen Rupp, won the gold and silver medals in the 10k at the London Olympic Games.

I had the honor of racing against Rupp at Nike’s Boarder Clash meet between the fastest high school distance runners in my home state of Washington and Rupp’s home state of Oregon. I’m happy to provide a link to the results and photos of our teenage selves since I beat Galen and Washington won the meet. (Note: In the results, ‘Owen’ is misspelled with the commonly added s , which I, as a fan of Jesse Owens, feel is an honor.) By the time we were running in college—Rupp for the University of Oregon and myself for the University of Washington—he was on an entirely different level. I never achieved anything close to the kind of running success Rupp has had. Yet, for most of us mortals, the real value in athletics is the character traits and principles that sports instill in us, and how those principles carry over to other aspects of life. Here I want to share ten principles that the sport of distance running teaches, which I found to be quite transferrable to writing my doctoral dissertation.

To provide some personal context, I began as a doctoral researcher at the University of Birmingham in 2014. At that time my grandparents, who helped my single father raise my sister and me, continued their ongoing struggle with my Grandfather’s Alzheimer’s. It was becoming increasingly apparent that they would benefit from having my wife and I nearby. So, in 2015 we moved to my hometown of Yakima, Washington. That fall I began a 2/2 teaching load at a small university on the Yakama Nation Reservation as I continued to write my dissertation. Since finishing my PhD four years ago, in 2018, I have published one book , five research articles , and two edited volume chapters related in various ways to my dissertation. As someone living in rural Eastern Washington, who is a first-gen college grad, I had to find ways to stay self-motivated and to keep chipping away at my academic work. I found the following principles that I learned through distance running very helpful.

(1) Establish community . There are various explanations, some of which border on superstitious, for why Kenyan distance runners have been so dominant. Yet one factor is certainly the running community great Kenyan distance runners benefit from at their elite training camps, as discussed in Train Hard, Win Easy: The Kenyan Way . Having a community that values distance running can compel each member of the community to pursue athletic excellence over a long period of time. The same can be said for academic work. Many doctoral researchers have built-in community in their university departments, but for various reasons this is not true for everyone. Thankfully, alternative ways to establish community have never been easier, predominantly due to technology.

Since my dissertation applied Aristotelian causation and neo-Thomistic hylomorphism to mental causation and neural correlates of consciousness, I found it immensely helpful to meet consistently with neuroscientist, Christof Koch, and philosopher of mind, Mihretu Guta. Mihretu does work on the philosophy of consciousness and Christof propelled the dawn of the neurobiology of consciousness with Francis Crick . Though Mihretu lives in Southern California, we met monthly through Skype, and I would drive over the Cascade Mountains once a month to meet with Christof in Seattle. As my dissertation examiner, Anna Marmodoro, once reminded me: the world is small—it’s easier than ever before to connect with other researchers.

It can also be helpful to keep in mind that your community can be large or small. As some athletes train in large camps consisting of many runners, others have small training groups, such as the three Ingebrigtsen brothers . Likewise, your community could be a whole philosophy department or several close friends. You can also mix it up. As an introvert, I enjoyed my relatively small consistent community, but I also benefitted from attending annual regional philosophy conferences where I could see the same folks each year. And I especially enjoyed developing relationships with other international researchers interested in Aristotelian philosophy of mind at a summer school hosted by the University of Oxford in Naples, which Marmodoro directed. For a brief period, we all stayed in a small villa and talked about hylomorphism all day, each day, while enjoying delicious Italian food.

Whatever your community looks like, whatever shape it takes, what matters is that you’re encouraged toward accomplishing your academic goal.

(2) Know your goal. Like writing a dissertation, becoming a good distance runner requires a lot of tedious and monotonous work. If you don’t have a clear goal of what you want to achieve, you won’t get up early, lace up your running shoes, and enter the frosty morning air as you take the first of many steps in your morning run. There are, after all, more enticing and perhaps even more pressing things to do. Similarly, if you don’t have a clear goal of when you want to finish your dissertation, it is easy to put off your daily writing for another day, which can easily become more distant into the future.

(3) Be realistic about your goal . While it is important to have a clear goal as a distance runner and as a doctoral researcher, it is important for your goal to be realistic. This means your goal should take into account the fact that you are human and therefore have both particular strengths and limitations. Everyone enters the sport of distance running with different strengths and weaknesses. When Diddy ran the city it would have been unrealistic for him to try to break the two-hour barrier in the marathon, as Eliud Kipchoge did . If Diddy made that his goal, he probably would have lost all hope in the first mile of the marathon and never finished. Because he set a more realistic goal of breaking four hours, not two hours, he paced himself accordingly and actually finished.

The parent of two young children who is teaching part-time can certainly finish a dissertation. But the parent will have a greater likelihood of doing so with a reasonable goal that fits that individual’s strengths and limitations. If the parent expects to finish on the same timescale as someone who is single with no children nor teaching responsibilities, this will likely lead to disappointment and less motivation in the middle of the process. Motivation will remain higher, and correspondingly so will productivity that is fueled by motivation, if one’s goal is realistic and achievable.

Another element of having a realistic goal is being willing to adapt the goal as your circumstances change. Sometimes a runner might enter a race expecting to place in the top five and midway through the race realize that she has a great chance of winning (consider, for example, Des Linden’s victory at the Boston Marathon ). At that point, it would be wise to revise one’s goal to be ‘win the race’ rather than simply placing in the top five. At other times, a runner might expect to win the race or be on the podium and midway realize that is no longer possible. Yet, if she is nevertheless within striking distance of placing in the top five, then she can make that her new goal, which is realistic given her current situation and will therefore sustain her motivation to the finish line. Sara Hall, who could have and wanted to crack the top three, held on for fifth at the World Championships marathon because she adjusted her goal midrace.

The PhD candidate who initially plans to finish her dissertation in three years but then finds herself in the midst of a pandemic or dealing with a medical issue or a family crisis may not need to give up on her goal of finishing her dissertation. Perhaps, she only needs to revise her goal so that it allows more time, so she finishes in five years rather than three. A PhD finished in five years is certainly more valuable than no PhD.

(4) Know why you want to achieve your goal . My high school cross-country coach, Mr. Steiner, once gave me a book about distance running entitled “Motivation is the Name of the Game.” It is one of those books you don’t really need to read because the main takeaway is in the title. Distance running requires much-delayed gratification—you must do many things that are not intrinsically enjoyable (such as running itself, ice baths, going to bed early, etc.) in order to achieve success. If you don’t have a solid reason for why you want to achieve your running goal, you won’t do the numerous things you do not want to do but must do to achieve your goal. The same is true for finishing a PhD. Therefore, it is important to know the reason(s) why you want to finish your dissertation and why you want a PhD.

As a side note, it can also be immensely helpful to choose a dissertation topic that you are personally very interested in, rather than a topic that will simply make you more employable. Of course, being employable is something many of us must consider. Yet, if you pick a topic that is so boring to you that you have significant difficulty finding the motivation to finish your dissertation, then picking an “employable dissertation topic” will be anything but employable.

(5) Prioritize your goal . “Be selfish” were the words of exhortation my college cross-country team heard from our coaches before we returned home for Christmas break. As someone who teaches ethics courses, I feel compelled to clarify that “be selfish” is not typically good advice. However, to be fair to my coaches, the realistic point they were trying to convey was that at home we would be surrounded by family and friends who may not fully understand our running goals and what it takes to accomplish them. For example, during my first Christmas break home from college, I was trying to run eighty miles per week. Because I was trying to fit these miles into my social schedule without much compromise, many of these miles were run in freezing temps, in the dark, on concrete sidewalks with streetlights, rather than dirt trails. After returning to campus following the holidays, I raced my first indoor track race with a terribly sore groin, which an MRI scan soon revealed was due to a stress fracture in my femur. I learned the hard way that I have limits to what I can do, which entails I must say “no thanks” to some invitations, even though that may appear selfish to some.

A PhD researcher writing a dissertation has a substantial goal before her. Yet, many people writing a dissertation have additional responsibilities, such as teaching, being a loving spouse, a faithful friend, or a present parent. As I was teaching while writing my dissertation, I often heard the mantra “put students first.” Yet, I knew if I prioritized my current students over and above finishing my dissertation, I would, like many, never finish my dissertation. However, I knew it would be best for my future students to be taught by an expert who has earned a PhD. So, I put my future students first by prioritizing finishing my PhD . This meant that I had to limit the teaching responsibilities I took on. Now, my current students are benefitting from my decision, as they are taught by an expert in my field.

While prioritizing your dissertation can mean putting it above some things in life, it also means putting it below other things. A friend once told me he would fail in a lot of areas in life before he fails as a father, which is often what it means to practically prioritize one goal above another. Prioritizing family and close friendships need not mean that you say ‘yes’ to every request, but that you intentionally build consistent time into your schedule to foster relationships with the people closest to you. For me, this practically meant not working past 6:00pm on weekdays and taking weekends off to hang out with family and friends. This relieved pressure, because I knew that if something went eschew with my plan to finish my PhD, I would still have the people in my life who I care most about. I could then work toward my goal without undue anxiety about the possibility of failing and the loss that would entail. I was positively motivated by the likely prospect that I would, in time, finish my PhD, and be able to celebrate it with others who supported me along the way.

(6) Just start writing . Yesterday morning, it was five degrees below freezing when I did my morning run. I wanted to skip my run and go straight to my heated office. So, I employed a veteran distance running trick to successfully finish my run. I went out the door and just started running. That is the hardest part, and once I do it, 99.9% of the time I finish my run.

You may not know what exactly you think about a specific topic in the chapter you need to write, nor what you are going to write each day. But perhaps the most simple and helpful dissertation advice I ever received was from David Horner, who earned his doctorate in philosophy from the University of Oxford. He told me: “just start writing.” Sometimes PhD researchers think they must have all their ideas solidified in their mind before they start writing their dissertation. In fact, writing your dissertation can actually help clarify what you think. So “just start writing” is not only simple but also sage advice.

(7) Never write a dissertation . No great marathoner focuses on running 26.2 miles. Great distance runners are masters of breaking up major goals into smaller goals and then focusing on accomplishing one small goal at a time, until they have achieved the major goal. Philosophers can understand this easily, as we take small, calculated steps through minor premises that support major premises to arrive at an overall conclusion in an argument.

Contained within each chapter of a dissertation is a premise(s) in an overall argument and individual sections can contain sub-premises supporting the major premise of each chapter. When you first start out as a doctoral researcher working on your dissertation, you have to construct an outline of your dissertation that maps out the various chapters and how they will relate to your overall conclusion. Once you have that outline in place, keep it in the back of your mind. But do not focus on writing the whole, which would be overwhelming and discouraging. Rather, focus on writing whichever chapter you are working on. The fastest American marathoner, Ryan Hall, wrote a book that sums up the only way to run long distances in the title Run the Mile You’re In . And Galen Rupp discusses in this interview how he mentally breaks up a marathon into segments and focuses on just finishing one segment at a time. Whatever chapter you’re writing, make it your goal to write that chapter. Once you’ve accomplished that goal, set a new goal: write the next chapter. Repeat that process several times and you will be halfway through your dissertation. Repeat the process a few more times, and you will be done.

By the time you have finished a master’s degree, you have written many chapter-length papers. To finish a dissertation, you essentially write about eight interconnected papers, one at a time, just as you have done many times before. If you just write the chapter (which you could call a “paper” if that feels like a lighter load) you’re writing, before you know it, you will have written a dissertation.

(8) Harness the power of habits . Becoming a great distance runner requires running an inordinate number of miles, which no one has the willpower to do. The best marathoners in the world regularly run well over one hundred miles a week, in addition to stretching, lifting weights, taking ice baths, and eating healthy. Not even the most tough-minded distance runner has the gumption to make all the individual decisions that would be required in order to get out the door for every run and climb into every ice bath apart from the development of habits. The most reliable way around each distance runner’s weakness of will, or akrasia , is developing and employing habits. The same can be true for writing.

If you simply try to write a little bit each weekday around the same time, you will develop a habit of writing at that time each day. Once you have that habit, the decision to write each weekday at that time will require less and less willpower over time. Eventually, it will take some willpower to not write at that time. I have found it helpful to develop the routine of freewriting for a few minutes just before starting my daily writing session of thirty minutes during which I write new content, before working on editing or revising existing content for about thirty minutes. My routine helped me develop the daily habit of writing, which removes the daily decision to write, as I “just do it” (to use Nike’s famous line) each day.

I have also found it helpful to divide my days up according to routines. As a morning person, I do well writing and researching in the morning, doing teaching prep and teaching during the middle of the day, and then doing mundane tasks such as email at the end of the day.

(9) Write for today and for tomorrow . Successful distance runners train for two reasons. One reason—to win upcoming races—is obvious. However, in addition to training for upcoming races, the successful distance runner trains today for the training that they want to be capable of months and years ahead. You cannot simply jump into running eighty, ninety, or one-hundred-mile weeks. It takes time to condition your body to sustain the stress of running high mileage weeks. A runner must have a long-term perspective and plan ahead as she works toward her immediate goals on the way to achieving her long-term goals. Similarly, for the PhD researcher, writing a dissertation lays the groundwork for future success.

For one, if the PhD candidate develops healthy, sustainable, productive habits while writing a dissertation, these habits can be continued once they land an academic job. It is no secret that the initial years on the job market, or in a new academic position, can be just as (or more) challenging than finishing a PhD. Effective habits developed while writing a dissertation can be invaluable during such seasons, allowing one to continue researching and writing even with more responsibilities and less time.

It is also worth noting that there is a sense in which research writing becomes easier, as one becomes accustomed to the work. A distance runner who has been running for decades, logging thousands of miles throughout their career, can run relatively fast without much effort. For example, my college roommate, Travis Boyd, decided to set the world record for running a half marathon pushing a baby stroller nearly a decade after we ran for the University of Washington. His training was no longer what it once was during our collegiate days. Nevertheless, his past training made it much easier for him to set the record, even though his focus had shifted to his full-time business career and being a present husband and father of two. I once asked my doctoral supervisors, Nikk Effingham and Jussi Suikkanen, how they were able to publish so much. They basically said it gets easier, as the work you have done in the past contributes to your future publications. Granted, not everyone is going to finish their PhD and then become a research super human like Liz Jackson , who finished her PhD in 2019, and published four articles that same year, three the next, and six the following year. Nevertheless, writing and publishing does become easier as you gain years of experience.

(10) Go running . As Cal Newport discusses in Deep Work , having solid boundaries around the time we work is conducive for highly effective academic work. And there is nothing more refreshing while dissertating than an athletic hobby with cognitive benefits . So, perhaps the best way to dissertate like a distance runner is to stop writing and go for a run.

Acknowledgments : Thanks are due to Aryn Owen and Jaden Anderson for their constructive feedback on a prior draft of this post.

• Matthew Owen

Matthew Owen (PhD, University of Birmingham) is a faculty member in the philosophy department at Yakima Valley College in Washington State. He is also an affiliate faculty member at the Center for Consciousness Science, University of Michigan. Matthew’s latest book is Measuring the Immeasurable Mind: Where Contemporary Neuroscience Meets the Aristotelian Tradition .

• Dissertating
• Finishing your PhD
• graduate students
• Sabrina D. MisirHiralall

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ORIGINAL RESEARCH article

The importance of students’ motivation for their academic achievement – replicating and extending previous findings.

• 1 Department of Psychology, TU Dortmund University, Dortmund, Germany
• 2 Department of Psychology, Philipps-Universität Marburg, Marburg, Germany
• 3 Department of Psychology, Heidelberg University, Heidelberg, Germany

Achievement motivation is not a single construct but rather subsumes a variety of different constructs like ability self-concepts, task values, goals, and achievement motives. The few existing studies that investigated diverse motivational constructs as predictors of school students’ academic achievement above and beyond students’ cognitive abilities and prior achievement showed that most motivational constructs predicted academic achievement beyond intelligence and that students’ ability self-concepts and task values are more powerful in predicting their achievement than goals and achievement motives. The aim of the present study was to investigate whether the reported previous findings can be replicated when ability self-concepts, task values, goals, and achievement motives are all assessed at the same level of specificity as the achievement criteria (e.g., hope for success in math and math grades). The sample comprised 345 11th and 12th grade students ( M = 17.48 years old, SD = 1.06) from the highest academic track (Gymnasium) in Germany. Students self-reported their ability self-concepts, task values, goal orientations, and achievement motives in math, German, and school in general. Additionally, we assessed their intelligence and their current and prior Grade point average and grades in math and German. Relative weight analyses revealed that domain-specific ability self-concept, motives, task values and learning goals but not performance goals explained a significant amount of variance in grades above all other predictors of which ability self-concept was the strongest predictor. Results are discussed with respect to their implications for investigating motivational constructs with different theoretical foundation.

Introduction

Achievement motivation energizes and directs behavior toward achievement and therefore is known to be an important determinant of academic success (e.g., Robbins et al., 2004 ; Hattie, 2009 ; Plante et al., 2013 ; Wigfield et al., 2016 ). Achievement motivation is not a single construct but rather subsumes a variety of different constructs like motivational beliefs, task values, goals, and achievement motives (see Murphy and Alexander, 2000 ; Wigfield and Cambria, 2010 ; Wigfield et al., 2016 ). Nevertheless, there is still a limited number of studies, that investigated (1) diverse motivational constructs in relation to students’ academic achievement in one sample and (2) additionally considered students’ cognitive abilities and their prior achievement ( Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ). Because students’ cognitive abilities and their prior achievement are among the best single predictors of academic success (e.g., Kuncel et al., 2004 ; Hailikari et al., 2007 ), it is necessary to include them in the analyses when evaluating the importance of motivational factors for students’ achievement. Steinmayr and Spinath (2009) did so and revealed that students’ domain-specific ability self-concepts followed by domain-specific task values were the best predictors of students’ math and German grades compared to students’ goals and achievement motives. However, a flaw of their study is that they did not assess all motivational constructs at the same level of specificity as the achievement criteria. For example, achievement motives were measured on a domain-general level (e.g., “Difficult problems appeal to me”), whereas students’ achievement as well as motivational beliefs and task values were assessed domain-specifically (e.g., math grades, math self-concept, math task values). The importance of students’ achievement motives for math and German grades might have been underestimated because the specificity levels of predictor and criterion variables did not match (e.g., Ajzen and Fishbein, 1977 ; Baranik et al., 2010 ). The aim of the present study was to investigate whether the seminal findings by Steinmayr and Spinath (2009) will hold when motivational beliefs, task values, goals, and achievement motives are all assessed at the same level of specificity as the achievement criteria. This is an important question with respect to motivation theory and future research in this field. Moreover, based on the findings it might be possible to better judge which kind of motivation should especially be fostered in school to improve achievement. This is important information for interventions aiming at enhancing students’ motivation in school.

Theoretical Relations Between Achievement Motivation and Academic Achievement

We take a social-cognitive approach to motivation (see also Pintrich et al., 1993 ; Elliot and Church, 1997 ; Wigfield and Cambria, 2010 ). This approach emphasizes the important role of students’ beliefs and their interpretations of actual events, as well as the role of the achievement context for motivational dynamics (see Weiner, 1992 ; Pintrich et al., 1993 ; Wigfield and Cambria, 2010 ). Social cognitive models of achievement motivation (e.g., expectancy-value theory by Eccles and Wigfield, 2002 ; hierarchical model of achievement motivation by Elliot and Church, 1997 ) comprise a variety of motivation constructs that can be organized in two broad categories (see Pintrich et al., 1993 , p. 176): students’ “beliefs about their capability to perform a task,” also called expectancy components (e.g., ability self-concepts, self-efficacy), and their “motivational beliefs about their reasons for choosing to do a task,” also called value components (e.g., task values, goals). The literature on motivation constructs from these categories is extensive (see Wigfield and Cambria, 2010 ). In this article, we focus on selected constructs, namely students’ ability self-concepts (from the category “expectancy components of motivation”), and their task values and goal orientations (from the category “value components of motivation”).

According to the social cognitive perspective, students’ motivation is relatively situation or context specific (see Pintrich et al., 1993 ). To gain a comprehensive picture of the relation between students’ motivation and their academic achievement, we additionally take into account a traditional personality model of motivation, the theory of the achievement motive ( McClelland et al., 1953 ), according to which students’ motivation is conceptualized as a relatively stable trait. Thus, we consider the achievement motives hope for success and fear of failure besides students’ ability self-concepts, their task values, and goal orientations in this article. In the following, we describe the motivation constructs in more detail.

Students’ ability self-concepts are defined as cognitive representations of their ability level ( Marsh, 1990 ; Wigfield et al., 2016 ). Ability self-concepts have been shown to be domain-specific from the early school years on (e.g., Wigfield et al., 1997 ). Consequently, they are frequently assessed with regard to a certain domain (e.g., with regard to school in general vs. with regard to math).

In the present article, task values are defined in the sense of the expectancy-value model by Eccles et al. (1983) and Eccles and Wigfield (2002) . According to the expectancy-value model there are three task values that should be positively associated with achievement, namely intrinsic values, utility value, and personal importance ( Eccles and Wigfield, 1995 ). Because task values are domain-specific from the early school years on (e.g., Eccles et al., 1993 ; Eccles and Wigfield, 1995 ), they are also assessed with reference to specific subjects (e.g., “How much do you like math?”) or on a more general level with regard to school in general (e.g., “How much do you like going to school?”).

Students’ goal orientations are broader cognitive orientations that students have toward their learning and they reflect the reasons for doing a task (see Dweck and Leggett, 1988 ). Therefore, they fall in the broad category of “value components of motivation.” Initially, researchers distinguished between learning and performance goals when describing goal orientations ( Nicholls, 1984 ; Dweck and Leggett, 1988 ). Learning goals (“task involvement” or “mastery goals”) describe people’s willingness to improve their skills, learn new things, and develop their competence, whereas performance goals (“ego involvement”) focus on demonstrating one’s higher competence and hiding one’s incompetence relative to others (e.g., Elliot and McGregor, 2001 ). Performance goals were later further subdivided into performance-approach (striving to demonstrate competence) and performance-avoidance goals (striving to avoid looking incompetent, e.g., Elliot and Church, 1997 ; Middleton and Midgley, 1997 ). Some researchers have included work avoidance as another component of achievement goals (e.g., Nicholls, 1984 ; Harackiewicz et al., 1997 ). Work avoidance refers to the goal of investing as little effort as possible ( Kumar and Jagacinski, 2011 ). Goal orientations can be assessed in reference to specific subjects (e.g., math) or on a more general level (e.g., in reference to school in general).

McClelland et al. (1953) distinguish the achievement motives hope for success (i.e., positive emotions and the belief that one can succeed) and fear of failure (i.e., negative emotions and the fear that the achievement situation is out of one’s depth). According to McClelland’s definition, need for achievement is measured by describing affective experiences or associations such as fear or joy in achievement situations. Achievement motives are conceptualized as being relatively stable over time. Consequently, need for achievement is theorized to be domain-general and, thus, usually assessed without referring to a certain domain or situation (e.g., Steinmayr and Spinath, 2009 ). However, Sparfeldt and Rost (2011) demonstrated that operationalizing achievement motives subject-specifically is psychometrically useful and results in better criterion validities compared with a domain-general operationalization.

Empirical Evidence on the Relative Importance of Achievement Motivation Constructs for Academic Achievement

A myriad of single studies (e.g., Linnenbrink-Garcia et al., 2018 ; Muenks et al., 2018 ; Steinmayr et al., 2018 ) and several meta-analyses (e.g., Robbins et al., 2004 ; Möller et al., 2009 ; Hulleman et al., 2010 ; Huang, 2011 ) support the hypothesis of social cognitive motivation models that students’ motivational beliefs are significantly related to their academic achievement. However, to judge the relative importance of motivation constructs for academic achievement, studies need (1) to investigate diverse motivational constructs in one sample and (2) to consider students’ cognitive abilities and their prior achievement, too, because the latter are among the best single predictors of academic success (e.g., Kuncel et al., 2004 ; Hailikari et al., 2007 ). For effective educational policy and school reform, it is crucial to obtain robust empirical evidence for whether various motivational constructs can explain variance in school performance over and above intelligence and prior achievement. Without including the latter constructs, we might overestimate the importance of motivation for achievement. Providing evidence that students’ achievement motivation is incrementally valid in predicting their academic achievement beyond their intelligence or prior achievement would emphasize the necessity of designing appropriate interventions for improving students’ school-related motivation.

There are several studies that included expectancy and value components of motivation as predictors of students’ academic achievement (grades or test scores) and additionally considered students’ prior achievement ( Marsh et al., 2005 ; Steinmayr et al., 2018 , Study 1) or their intelligence ( Spinath et al., 2006 ; Lotz et al., 2018 ; Schneider et al., 2018 ; Steinmayr et al., 2018 , Study 2, Weber et al., 2013 ). However, only few studies considered intelligence and prior achievement together with more than two motivational constructs as predictors of school students’ achievement ( Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ). Kriegbaum et al. (2015) examined two expectancy components (i.e., ability self-concept and self-efficacy) and eight value components (i.e., interest, enjoyment, usefulness, learning goals, performance-approach, performance-avoidance goals, and work avoidance) in the domain of math. Steinmayr and Spinath (2009) investigated the role of an expectancy component (i.e., ability self-concept), five value components (i.e., task values, learning goals, performance-approach, performance-avoidance goals, and work avoidance), and students’ achievement motives (i.e., hope for success, fear of failure, and need for achievement) for students’ grades in math and German and their GPA. Both studies used relative weights analyses to compare the predictive power of all variables simultaneously while taking into account multicollinearity of the predictors ( Johnson and LeBreton, 2004 ; Tonidandel and LeBreton, 2011 ). Findings showed that – after controlling for differences in students‘ intelligence and their prior achievement – expectancy components (ability self-concept, self-efficacy) were the best motivational predictors of achievement followed by task values (i.e., intrinsic/enjoyment, attainment, and utility), need for achievement and learning goals ( Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ). However, Steinmayr and Spinath (2009) who investigated the relations in three different domains did not assess all motivational constructs on the same level of specificity as the achievement criteria. More precisely, students’ achievement as well as motivational beliefs and task values were assessed domain-specifically (e.g., math grades, math self-concept, math task values), whereas students’ goals were only measured for school in general (e.g., “In school it is important for me to learn as much as possible”) and students’ achievement motives were only measured on a domain-general level (e.g., “Difficult problems appeal to me”). Thus, the importance of goals and achievement motives for math and German grades might have been underestimated because the specificity levels of predictor and criterion variables did not match (e.g., Ajzen and Fishbein, 1977 ; Baranik et al., 2010 ). Assessing students’ goals and their achievement motives with reference to a specific subject might result in higher associations with domain-specific achievement criteria (see Sparfeldt and Rost, 2011 ).

Taken together, although previous work underlines the important roles of expectancy and value components of motivation for school students’ academic achievement, hitherto, we know little about the relative importance of expectancy components, task values, goals, and achievement motives in different domains when all of them are assessed at the same level of specificity as the achievement criteria (e.g., achievement motives in math → math grades; ability self-concept for school → GPA).

The Present Research

The goal of the present study was to examine the relative importance of several of the most important achievement motivation constructs in predicting school students’ achievement. We substantially extend previous work in this field by considering (1) diverse motivational constructs, (2) students’ intelligence and their prior achievement as achievement predictors in one sample, and (3) by assessing all predictors on the same level of specificity as the achievement criteria. Moreover, we investigated the relations in three different domains: school in general, math, and German. Because there is no study that assessed students’ goal orientations and achievement motives besides their ability self-concept and task values on the same level of specificity as the achievement criteria, we could not derive any specific hypotheses on the relative importance of these constructs, but instead investigated the following research question (RQ):

RQ. What is the relative importance of students’ domain-specific ability self-concepts, task values, goal orientations, and achievement motives for their grades in the respective domain when including all of them, students’ intelligence and prior achievement simultaneously in the analytic models?

Materials and Methods

Participants and procedure.

A sample of 345 students was recruited from two German schools attending the highest academic track (Gymnasium). Only 11th graders participated at one school, whereas 11th and 12th graders participated at the other. Students of the different grades and schools did not differ significantly on any of the assessed measures. Students represented the typical population of this type of school in Germany; that is, the majority was Caucasian and came from medium to high socioeconomic status homes. At the time of testing, students were on average 17.48 years old ( SD = 1.06). As is typical for this kind of school, the sample comprised more girls ( n = 200) than boys ( n = 145). We verify that the study is in accordance with established ethical guidelines. Approval by an ethics committee was not required as per the institution’s guidelines and applicable regulations in the federal state where the study was conducted. Participation was voluntarily and no deception took place. Before testing, we received written informed consent forms from the students and from the parents of the students who were under the age of 18 on the day of the testing. If students did not want to participate, they could spend the testing time in their teacher’s room with an extra assignment. All students agreed to participate. Testing took place during regular classes in schools in 2013. Tests were administered by trained research assistants and lasted about 2.5 h. Students filled in the achievement motivation questionnaires first, and the intelligence test was administered afterward. Before the intelligence test, there was a short break.

Ability Self-Concept

Students’ ability self-concepts were assessed with four items per domain ( Schöne et al., 2002 ). Students indicated on a 5-point scale ranging from 1 (totally disagree) to 5 (totally agree) how good they thought they were at different activities in school in general, math, and German (“I am good at school in general/math/German,” “It is easy to for me to learn in school in general/math/German,” “In school in general/math/German, I know a lot,” and “Most assignments in school/math/German are easy for me”). Internal consistency (Cronbach’s α) of the ability self-concept scale was high in school in general, in math, and in German (0.82 ≤ α ≤ 0.95; see Table 1 ).

Table 1. Means ( M ), Standard Deviations ( SD ), and Reliabilities (α) for all measures.

Task Values

Students’ task values were assessed with an established German scale (SESSW; Subjective scholastic value scale; Steinmayr and Spinath, 2010 ). The measure is an adaptation of items used by Eccles and Wigfield (1995) in different studies. It assesses intrinsic values, utility, and personal importance with three items each. Students indicated on a 5-point scale ranging from 1 (totally disagree) to 5 (totally agree) how much they valued school in general, math, and German (Intrinsic values: “I like school/math/German,” “I enjoy doing things in school/math/German,” and “I find school in general/math/German interesting”; Utility: “How useful is what you learn in school/math/German in general?,” “School/math/German will be useful in my future,” “The things I learn in school/math/German will be of use in my future life”; Personal importance: “Being good at school/math/German is important to me,” “To be good at school/math/German means a lot to me,” “Attainment in school/math/German is important to me”). Internal consistency of the values scale was high in all domains (0.90 ≤ α ≤ 0.93; see Table 1 ).

Goal Orientations

Students’ goal orientations were assessed with an established German self-report measure (SELLMO; Scales for measuring learning and achievement motivation; Spinath et al., 2002 ). In accordance with Sparfeldt et al. (2007) , we assessed goal orientations with regard to different domains: school in general, math, and German. In each domain, we used the SELLMO to assess students’ learning goals, performance-avoidance goals, and work avoidance with eight items each and their performance-approach goals with seven items. Students’ answered the items on a 5-point scale ranging from 1 (totally disagree) to 5 (totally agree). All items except for the work avoidance items are printed in Spinath and Steinmayr (2012) , p. 1148). A sample item to assess work avoidance is: “In school/math/German, it is important to me to do as little work as possible.” Internal consistency of the learning goals scale was high in all domains (0.83 ≤ α ≤ 0.88). The same was true for performance-approach goals (0.85 ≤ α ≤ 0.88), performance-avoidance goals (α = 0.89), and work avoidance (0.91 ≤ α ≤ 0.92; see Table 1 ).

Achievement Motives

Achievement motives were assessed with the Achievement Motives Scale (AMS; Gjesme and Nygard, 1970 ; Göttert and Kuhl, 1980 ). In the present study, we used a short form measuring “hope for success” and “fear of failure” with the seven items per subscale that showed the highest factor loadings. Both subscales were assessed in three domains: school in general, math, and German. Students’ answered all items on a 4-point scale ranging from 1 (does not apply at all) to 4 (fully applies). An example hope for success item is “In school/math/German, difficult problems appeal to me,” and an example fear of failure item is “In school/math/German, matters that are slightly difficult disconcert me.” Internal consistencies of hope for success and fear of failure scales were high in all domains (hope for success: 0.88 ≤ α ≤ 0.92; fear of failure: 0.90 ≤ α ≤ 0.91; see Table 1 ).

Intelligence

Intelligence was measured with the basic module of the Intelligence Structure Test 2000 R, a well-established German multifactor intelligence measure (I-S-T 2000 R; Amthauer et al., 2001 ). The basic module of the test offers assessments of domain-specific intelligence for verbal, numeric, and figural abilities as well as an overall intelligence score (a composite of the three facets). The overall intelligence score is thought to measure reasoning as a higher order factor of intelligence and can be interpreted as a measure of general intelligence, g . Its construct validity has been demonstrated in several studies ( Amthauer et al., 2001 ; Steinmayr and Amelang, 2006 ). In the present study, we used the scores that were closest to the domains we investigated: overall intelligence, numerical intelligence, and verbal intelligence (see also Steinmayr and Spinath, 2009 ). Raw values could range from 0 to 60 for verbal and numerical intelligence, and from 0 to 180 for overall intelligence. Internal consistencies of all intelligence scales were high (0.71 ≤ α ≤ 0.90; see Table 1 ).

Academic Achievement

For all students, the school delivered the report cards that the students received 3 months before testing (t0) and 4 months after testing (t2), at the end of the term in which testing took place. We assessed students’ grades in German and math as well as their overall grade point average (GPA) as criteria for school performance. GPA was computed as the mean of all available grades, not including grades in the nonacademic domains Sports and Music/Art as they did not correlate with the other grades. Grades ranged from 1 to 6, and were recoded so that higher numbers represented better performance.

Statistical Analyses

We conducted relative weight analyses to predict students’ academic achievement separately in math, German, and school in general. The relative weight analysis is a statistical procedure that enables to determine the relative importance of each predictor in a multiple regression analysis (“relative weight”) and to take adequately into account the multicollinearity of the different motivational constructs (for details, see Johnson and LeBreton, 2004 ; Tonidandel and LeBreton, 2011 ). Basically, it uses a variable transformation approach to create a new set of predictors that are orthogonal to one another (i.e., uncorrelated). Then, the criterion is regressed on these new orthogonal predictors, and the resulting standardized regression coefficients can be used because they no longer suffer from the deleterious effects of multicollinearity. These standardized regression weights are then transformed back into the metric of the original predictors. The rescaled relative weight of a predictor can easily be transformed into the percentage of variance that is uniquely explained by this predictor when dividing the relative weight of the specific predictor by the total variance explained by all predictors in the regression model ( R 2 ). We performed the relative weight analyses in three steps. In Model 1, we included the different achievement motivation variables assessed in the respective domain in the analyses. In Model 2, we entered intelligence into the analyses in addition to the achievement motivation variables. In Model 3, we included prior school performance indicated by grades measured before testing in addition to all of the motivation variables and intelligence. For all three steps, we tested for whether all relative weight factors differed significantly from each other (see Johnson, 2004 ) to determine which motivational construct was most important in predicting academic achievement (RQ).

Descriptive Statistics and Intercorrelations

Table 1 shows means, standard deviations, and reliabilities. Tables 2 –4 show the correlations between all scales in school in general, in math, and in German. Of particular relevance here, are the correlations between the motivational constructs and students’ school grades. In all three domains (i.e., school in general/math/German), out of all motivational predictor variables, students’ ability self-concepts showed the strongest associations with subsequent grades ( r = 0.53/0.61/0.46; see Tables 2 –4 ). Except for students’ performance-avoidance goals (−0.04 ≤ r ≤ 0.07, p > 0.05), the other motivational constructs were also significantly related to school grades. Most of the respective correlations were evenly dispersed around a moderate effect size of | r | = 0.30.

Table 2. Intercorrelations between all variables in school in general.

Table 3. Intercorrelations between all variables in math.

Table 4. Intercorrelations between all variables in German.

Relative Weight Analyses

Table 5 presents the results of the relative weight analyses. In Model 1 (only motivational variables) and Model 2 (motivation and intelligence), respectively, the overall explained variance was highest for math grades ( R 2 = 0.42 and R 2 = 0.42, respectively) followed by GPA ( R 2 = 0.30 and R 2 = 0.34, respectively) and grades in German ( R 2 = 0.26 and R 2 = 0.28, respectively). When prior school grades were additionally considered (Model 3) the largest amount of variance was explained in students’ GPA ( R 2 = 0.73), followed by grades in German ( R 2 = 0.59) and math ( R 2 = 0.57). In the following, we will describe the results of Model 3 for each domain in more detail.

Table 5. Relative weights and percentages of explained criterion variance (%) for all motivational constructs (Model 1) plus intelligence (Model 2) plus prior school achievement (Model 3).

Beginning with the prediction of students’ GPA: In Model 3, students’ prior GPA explained more variance in subsequent GPA than all other predictor variables (68%). Students’ ability self-concept explained significantly less variance than prior GPA but still more than all other predictors that we considered (14%). The relative weights of students’ intelligence (5%), task values (2%), hope for success (4%), and fear of failure (3%) did not differ significantly from each other but were still significantly different from zero ( p < 0.05). The relative weights of students’ goal orientations were not significant in Model 3.

Turning to math grades: The findings of the relative weight analyses for the prediction of math grades differed slightly from the prediction of GPA. In Model 3, the relative weights of numerical intelligence (2%) and performance-approach goals (2%) in math were no longer different from zero ( p > 0.05); in Model 2 they were. Prior math grades explained the largest share of the unique variance in subsequent math grades (45%), followed by math self-concept (19%). The relative weights of students’ math task values (9%), learning goals (5%), work avoidance (7%), and hope for success (6%) did not differ significantly from each other. Students’ fear of failure in math explained the smallest amount of unique variance in their math grades (4%) but the relative weight of students’ fear of failure did not differ significantly from that of students’ hope for success, work avoidance, and learning goals. The relative weights of students’ performance-avoidance goals were not significant in Model 3.

Turning to German grades: In Model 3, students’ prior grade in German was the strongest predictor (64%), followed by German self-concept (10%). Students’ fear of failure in German (6%), their verbal intelligence (4%), task values (4%), learning goals (4%), and hope for success (4%) explained less variance in German grades and did not differ significantly from each other but were significantly different from zero ( p < 0.05). The relative weights of students’ performance goals and work avoidance were not significant in Model 3.

In the present studies, we aimed to investigate the relative importance of several achievement motivation constructs in predicting students’ academic achievement. We sought to overcome the limitations of previous research in this field by (1) considering several theoretically and empirically distinct motivational constructs, (2) students’ intelligence, and their prior achievement, and (3) by assessing all predictors at the same level of specificity as the achievement criteria. We applied sophisticated statistical procedures to investigate the relations in three different domains, namely school in general, math, and German.

Relative Importance of Achievement Motivation Constructs for Academic Achievement

Out of the motivational predictor variables, students’ ability self-concepts explained the largest amount of variance in their academic achievement across all sets of analyses and across all investigated domains. Even when intelligence and prior grades were controlled for, students’ ability self-concepts accounted for at least 10% of the variance in the criterion. The relative superiority of ability self-perceptions is in line with the available literature on this topic (e.g., Steinmayr and Spinath, 2009 ; Kriegbaum et al., 2015 ; Steinmayr et al., 2018 ) and with numerous studies that have investigated the relations between students’ self-concept and their achievement (e.g., Möller et al., 2009 ; Huang, 2011 ). Ability self-concepts showed even higher relative weights than the corresponding intelligence scores. Whereas some previous studies have suggested that self-concepts and intelligence are at least equally important when predicting students’ grades (e.g., Steinmayr and Spinath, 2009 ; Weber et al., 2013 ; Schneider et al., 2018 ), our findings indicate that it might be even more important to believe in own school-related abilities than to possess outstanding cognitive capacities to achieve good grades (see also Lotz et al., 2018 ). Such a conclusion was supported by the fact that we examined the relative importance of all predictor variables across three domains and at the same levels of specificity, thus maximizing criterion-related validity (see Baranik et al., 2010 ). This procedure represents a particular strength of our study and sets it apart from previous studies in the field (e.g., Steinmayr and Spinath, 2009 ). Alternatively, our findings could be attributed to the sample we investigated at least to some degree. The students examined in the present study were selected for the academic track in Germany, and this makes them rather homogeneous in their cognitive abilities. It is therefore plausible to assume that the restricted variance in intelligence scores decreased the respective criterion validities.

When all variables were assessed at the same level of specificity, the achievement motives hope for success and fear of failure were the second and third best motivational predictors of academic achievement and more important than in the study by Steinmayr and Spinath (2009) . This result underlines the original conceptualization of achievement motives as broad personal tendencies that energize approach or avoidance behavior across different contexts and situations ( Elliot, 2006 ). However, the explanatory power of achievement motives was higher in the more specific domains of math and German, thereby also supporting the suggestion made by Sparfeldt and Rost (2011) to conceptualize achievement motives more domain-specifically. Conceptually, achievement motives and ability self-concepts are closely related. Individuals who believe in their ability to succeed often show greater hope for success than fear of failure and vice versa ( Brunstein and Heckhausen, 2008 ). It is thus not surprising that the two constructs showed similar stability in their relative effects on academic achievement across the three investigated domains. Concerning the specific mechanisms through which students’ achievement motives and ability self-concepts affect their achievement, it seems that they elicit positive or negative valences in students, and these valences in turn serve as simple but meaningful triggers of (un)successful school-related behavior. The large and consistent effects for students’ ability self-concept and their hope for success in our study support recommendations from positive psychology that individuals think positively about the future and regularly provide affirmation to themselves by reminding themselves of their positive attributes ( Seligman and Csikszentmihalyi, 2000 ). Future studies could investigate mediation processes. Theoretically, it would make sense that achievement motives defined as broad personal tendencies affect academic achievement via expectancy beliefs like ability self-concepts (e.g., expectancy-value theory by Eccles and Wigfield, 2002 ; see also, Atkinson, 1957 ).

Although task values and learning goals did not contribute much toward explaining the variance in GPA, these two constructs became even more important for explaining variance in math and German grades. As Elliot (2006) pointed out in his hierarchical model of approach-avoidance motivation, achievement motives serve as basic motivational principles that energize behavior. However, they do not guide the precise direction of the energized behavior. Instead, goals and task values are commonly recruited to strategically guide this basic motivation toward concrete aims that address the underlying desire or concern. Our results are consistent with Elliot’s (2006) suggestions. Whereas basic achievement motives are equally important at abstract and specific achievement levels, task values and learning goals release their full explanatory power with increasing context-specificity as they affect students’ concrete actions in a given school subject. At this level of abstraction, task values and learning goals compete with more extrinsic forms of motivation, such as performance goals. Contrary to several studies in achievement-goal research, we did not demonstrate the importance of either performance-approach or performance-avoidance goals for academic achievement.

Whereas students’ ability self-concept showed a high relative importance above and beyond intelligence, with few exceptions, each of the remaining motivation constructs explained less than 5% of the variance in students’ academic achievement in the full model including intelligence measures. One might argue that the high relative importance of students’ ability self-concept is not surprising because students’ ability self-concepts more strongly depend on prior grades than the other motivation constructs. Prior grades represent performance feedback and enable achievement comparisons that are seen as the main determinants of students’ ability self-concepts (see Skaalvik and Skaalvik, 2002 ). However, we included students’ prior grades in the analyses and students’ ability self-concepts still were the most powerful predictors of academic achievement out of the achievement motivation constructs that were considered. It is thus reasonable to conclude that the high relative importance of students’ subjective beliefs about their abilities is not only due to the overlap of this believes with prior achievement.

Limitations and Suggestions for Further Research

Our study confirms and extends the extant work on the power of students’ ability self-concept net of other important motivation variables even when important methodological aspects are considered. Strength of the study is the simultaneous investigation of different achievement motivation constructs in different academic domains. Nevertheless, we restricted the range of motivation constructs to ability self-concepts, task values, goal orientations, and achievement motives. It might be interesting to replicate the findings with other motivation constructs such as academic self-efficacy ( Pajares, 2003 ), individual interest ( Renninger and Hidi, 2011 ), or autonomous versus controlled forms of motivation ( Ryan and Deci, 2000 ). However, these constructs are conceptually and/or empirically very closely related to the motivation constructs we considered (e.g., Eccles and Wigfield, 1995 ; Marsh et al., 2018 ). Thus, it might well be the case that we would find very similar results for self-efficacy instead of ability self-concept as one example.

A second limitation is that we only focused on linear relations between motivation and achievement using a variable-centered approach. Studies that considered different motivation constructs and used person-centered approaches revealed that motivation factors interact with each other and that there are different profiles of motivation that are differently related to students’ achievement (e.g., Conley, 2012 ; Schwinger et al., 2016 ). An important avenue for future studies on students’ motivation is to further investigate these interactions in different academic domains.

Another limitation that might suggest a potential avenue for future research is the fact that we used only grades as an indicator of academic achievement. Although, grades are of high practical relevance for the students, they do not necessarily indicate how much students have learned, how much they know and how creative they are in the respective domain (e.g., Walton and Spencer, 2009 ). Moreover, there is empirical evidence that the prediction of academic achievement differs according to the particular criterion that is chosen (e.g., Lotz et al., 2018 ). Using standardized test performance instead of grades might lead to different results.

Our study is also limited to 11th and 12th graders attending the highest academic track in Germany. More balanced samples are needed to generalize the findings. A recent study ( Ben-Eliyahu, 2019 ) that investigated the relations between different motivational constructs (i.e., goal orientations, expectancies, and task values) and self-regulated learning in university students revealed higher relations for gifted students than for typical students. This finding indicates that relations between different aspects of motivation might differ between academically selected samples and unselected samples.

Finally, despite the advantages of relative weight analyses, this procedure also has some shortcomings. Most important, it is based on manifest variables. Thus, differences in criterion validity might be due in part to differences in measurement error. However, we are not aware of a latent procedure that is comparable to relative weight analyses. It might be one goal for methodological research to overcome this shortcoming.

We conducted the present research to identify how different aspects of students’ motivation uniquely contribute to differences in students’ achievement. Our study demonstrated the relative importance of students’ ability self-concepts, their task values, learning goals, and achievement motives for students’ grades in different academic subjects above and beyond intelligence and prior achievement. Findings thus broaden our knowledge on the role of students’ motivation for academic achievement. Students’ ability self-concept turned out to be the most important motivational predictor of students’ grades above and beyond differences in their intelligence and prior grades, even when all predictors were assessed domain-specifically. Out of two students with similar intelligence scores, same prior achievement, and similar task values, goals and achievement motives in a domain, the student with a higher domain-specific ability self-concept will receive better school grades in the respective domain. Therefore, there is strong evidence that believing in own competencies is advantageous with respect to academic achievement. This finding shows once again that it is a promising approach to implement validated interventions aiming at enhancing students’ domain-specific ability-beliefs in school (see also Muenks et al., 2017 ; Steinmayr et al., 2018 ).

Data Availability

The datasets generated for this study are available on request to the corresponding author.

Ethics Statement

In Germany, institutional approval was not required by default at the time the study was conducted. That is, why we cannot provide a formal approval by the institutional ethics committee. We verify that the study is in accordance with established ethical guidelines. Participation was voluntarily and no deception took place. Before testing, we received informed consent forms from the parents of the students who were under the age of 18 on the day of the testing. If students did not want to participate, they could spend the testing time in their teacher’s room with an extra assignment. All students agreed to participate. We included this information also in the manuscript.

Author Contributions

RS conceived and supervised the study, curated the data, performed the formal analysis, investigated the results, developed the methodology, administered the project, and wrote, reviewed, and edited the manuscript. AW wrote, reviewed, and edited the manuscript. MS performed the formal analysis, and wrote, reviewed, and edited the manuscript. BS conceived the study, and wrote, reviewed, and edited the manuscript.

We acknowledge financial support by Deutsche Forschungsgemeinschaft and Technische Universität Dortmund/TU Dortmund University within the funding programme Open Access Publishing.

Conflict of Interest Statement

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

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Keywords : academic achievement, ability self-concept, task values, goals, achievement motives, intelligence, relative weight analysis

Citation: Steinmayr R, Weidinger AF, Schwinger M and Spinath B (2019) The Importance of Students’ Motivation for Their Academic Achievement – Replicating and Extending Previous Findings. Front. Psychol. 10:1730. doi: 10.3389/fpsyg.2019.01730

Received: 05 April 2019; Accepted: 11 July 2019; Published: 31 July 2019.

Reviewed by:

Copyright © 2019 Steinmayr, Weidinger, Schwinger and Spinath. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

*Correspondence: Ricarda Steinmayr, [email protected]

Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.

Dissertation Strategies

What this handout is about.

This handout suggests strategies for developing healthy writing habits during your dissertation journey. These habits can help you maintain your writing momentum, overcome anxiety and procrastination, and foster wellbeing during one of the most challenging times in graduate school.

Tackling a giant project

Because dissertations are, of course, big projects, it’s no surprise that planning, writing, and revising one can pose some challenges! It can help to think of your dissertation as an expanded version of a long essay: at the end of the day, it is simply another piece of writing. You’ve written your way this far into your degree, so you’ve got the skills! You’ll develop a great deal of expertise on your topic, but you may still be a novice with this genre and writing at this length. Remember to give yourself some grace throughout the project. As you begin, it’s helpful to consider two overarching strategies throughout the process.

First, take stock of how you learn and your own writing processes. What strategies have worked and have not worked for you? Why? What kind of learner and writer are you? Capitalize on what’s working and experiment with new strategies when something’s not working. Keep in mind that trying out new strategies can take some trial-and-error, and it’s okay if a new strategy that you try doesn’t work for you. Consider why it may not have been the best for you, and use that reflection to consider other strategies that might be helpful to you.

Second, break the project into manageable chunks. At every stage of the process, try to identify specific tasks, set small, feasible goals, and have clear, concrete strategies for achieving each goal. Small victories can help you establish and maintain the momentum you need to keep yourself going.

Below, we discuss some possible strategies to keep you moving forward in the dissertation process.

Pre-dissertation planning strategies

Get familiar with the Graduate School’s Thesis and Dissertation Resources .

Create a template that’s properly formatted. The Grad School offers workshops on formatting in Word for PC and formatting in Word for Mac . There are online templates for LaTeX users, but if you use a template, save your work where you can recover it if the template has corrruption issues.

Learn how to use a citation-manager and a synthesis matrix to keep track of all of your source information.

Skim other dissertations from your department, program, and advisor. Enlist the help of a librarian or ask your advisor for a list of recent graduates whose work you can look up. Seeing what other people have done to earn their PhD can make the project much less abstract and daunting. A concrete sense of expectations will help you envision and plan. When you know what you’ll be doing, try to find a dissertation from your department that is similar enough that you can use it as a reference model when you run into concerns about formatting, structure, level of detail, etc.

Think carefully about your committee . Ideally, you’ll be able to select a group of people who work well with you and with each other. Consult with your advisor about who might be good collaborators for your project and who might not be the best fit. Consider what classes you’ve taken and how you “vibe” with those professors or those you’ve met outside of class. Try to learn what you can about how they’ve worked with other students. Ask about feedback style, turnaround time, level of involvement, etc., and imagine how that would work for you.

Sketch out a sensible drafting order for your project. Be open to writing chapters in “the wrong order” if it makes sense to start somewhere other than the beginning. You could begin with the section that seems easiest for you to write to gain momentum.

Design a productivity alliance with your advisor . Talk with them about potential projects and a reasonable timeline. Discuss how you’ll work together to keep your work moving forward. You might discuss having a standing meeting to discuss ideas or drafts or issues (bi-weekly? monthly?), your advisor’s preferences for drafts (rough? polished?), your preferences for what you’d like feedback on (early or late drafts?), reasonable turnaround time for feedback (a week? two?), and anything else you can think of to enter the collaboration mindfully.

Design a productivity alliance with your colleagues . Dissertation writing can be lonely, but writing with friends, meeting for updates over your beverage of choice, and scheduling non-working social times can help you maintain healthy energy. See our tips on accountability strategies for ideas to support each other.

Productivity strategies

Write when you’re most productive. When do you have the most energy? Focus? Creativity? When are you most able to concentrate, either because of your body rhythms or because there are fewer demands on your time? Once you determine the hours that are most productive for you (you may need to experiment at first), try to schedule those hours for dissertation work. See the collection of time management tools and planning calendars on the Learning Center’s Tips & Tools page to help you think through the possibilities. If at all possible, plan your work schedule, errands and chores so that you reserve your productive hours for the dissertation.

Put your writing time firmly on your calendar . Guard your writing time diligently. You’ll probably be invited to do other things during your productive writing times, but do your absolute best to say no and to offer alternatives. No one would hold it against you if you said no because you’re teaching a class at that time—and you wouldn’t feel guilty about saying no. Cultivating the same hard, guilt-free boundaries around your writing time will allow you preserve the time you need to get this thing done!

Develop habits that foster balance . You’ll have to work very hard to get this dissertation finished, but you can do that without sacrificing your physical, mental, and emotional wellbeing. Think about how you can structure your work hours most efficiently so that you have time for a healthy non-work life. It can be something as small as limiting the time you spend chatting with fellow students to a few minutes instead of treating the office or lab as a space for extensive socializing. Also see above for protecting your time.

Write in spaces where you can be productive. Figure out where you work well and plan to be there during your dissertation work hours. Do you get more done on campus or at home? Do you prefer quiet and solitude, like in a library carrel? Do you prefer the buzz of background noise, like in a coffee shop? Are you aware of the UNC Libraries’ list of places to study ? If you get “stuck,” don’t be afraid to try a change of scenery. The variety may be just enough to get your brain going again.

Work where you feel comfortable . Wherever you work, make sure you have whatever lighting, furniture, and accessories you need to keep your posture and health in good order. The University Health and Safety office offers guidelines for healthy computer work . You’re more likely to spend time working in a space that doesn’t physically hurt you. Also consider how you could make your work space as inviting as possible. Some people find that it helps to have pictures of family and friends on their desk—sort of a silent “cheering section.” Some people work well with neutral colors around them, and others prefer bright colors that perk up the space. Some people like to put inspirational quotations in their workspace or encouraging notes from friends and family. You might try reconfiguring your work space to find a décor that helps you be productive.

Elicit helpful feedback from various people at various stages . You might be tempted to keep your writing to yourself until you think it’s brilliant, but you can lower the stakes tremendously if you make eliciting feedback a regular part of your writing process. Your friends can feel like a safer audience for ideas or drafts in their early stages. Someone outside your department may provide interesting perspectives from their discipline that spark your own thinking. See this handout on getting feedback for productive moments for feedback, the value of different kinds of feedback providers, and strategies for eliciting what’s most helpful to you. Make this a recurring part of your writing process. Schedule it to help you hit deadlines.

Change the writing task . When you don’t feel like writing, you can do something different or you can do something differently. Make a list of all the little things you need to do for a given section of the dissertation, no matter how small. Choose a task based on your energy level. Work on Grad School requirements: reformat margins, work on bibliography, and all that. Work on your acknowledgements. Remember all the people who have helped you and the great ideas they’ve helped you develop. You may feel more like working afterward. Write a part of your dissertation as a letter or email to a good friend who would care. Sometimes setting aside the academic prose and just writing it to a buddy can be liberating and help you get the ideas out there. You can make it sound smart later. Free-write about why you’re stuck, and perhaps even about how sick and tired you are of your dissertation/advisor/committee/etc. Venting can sometimes get you past the emotions of writer’s block and move you toward creative solutions. Open a separate document and write your thoughts on various things you’ve read. These may or may note be coherent, connected ideas, and they may or may not make it into your dissertation. They’re just notes that allow you to think things through and/or note what you want to revisit later, so it’s perfectly fine to have mistakes, weird organization, etc. Just let your mind wander on paper.

Develop habits that foster productivity and may help you develop a productive writing model for post-dissertation writing . Since dissertations are very long projects, cultivating habits that will help support your work is important. You might check out Helen Sword’s work on behavioral, artisanal, social, and emotional habits to help you get a sense of where you are in your current habits. You might try developing “rituals” of work that could help you get more done. Lighting incense, brewing a pot of a particular kind of tea, pulling out a favorite pen, and other ritualistic behaviors can signal your brain that “it is time to get down to business.” You can critically think about your work methods—not only about what you like to do, but also what actually helps you be productive. You may LOVE to listen to your favorite band while you write, for example, but if you wind up playing air guitar half the time instead of writing, it isn’t a habit worth keeping.

The point is, figure out what works for you and try to do it consistently. Your productive habits will reinforce themselves over time. If you find yourself in a situation, however, that doesn’t match your preferences, don’t let it stop you from working on your dissertation. Try to be flexible and open to experimenting. You might find some new favorites!

Motivational strategies

Schedule a regular activity with other people that involves your dissertation. Set up a coworking date with your accountability buddies so you can sit and write together. Organize a chapter swap. Make regular appointments with your advisor. Whatever you do, make sure it’s something that you’ll feel good about showing up for–and will make you feel good about showing up for others.

Try writing in sprints . Many writers have discovered that the “Pomodoro technique” (writing for 25 minutes and taking a 5 minute break) boosts their productivity by helping them set small writing goals, focus intently for short periods, and give their brains frequent rests. See how one dissertation writer describes it in this blog post on the Pomodoro technique .

Quit while you’re ahead . Sometimes it helps to stop for the day when you’re on a roll. If you’ve got a great idea that you’re developing and you know where you want to go next, write “Next, I want to introduce x, y, and z and explain how they’re related—they all have the same characteristics of 1 and 2, and that clinches my theory of Q.” Then save the file and turn off the computer, or put down the notepad. When you come back tomorrow, you will already know what to say next–and all that will be left is to say it. Hopefully, the momentum will carry you forward.

Write your dissertation in single-space . When you need a boost, double space it and be impressed with how many pages you’ve written.

Set feasible goals–and celebrate the achievements! Setting and achieving smaller, more reasonable goals ( SMART goals ) gives you success, and that success can motivate you to focus on the next small step…and the next one.

Give yourself rewards along the way . When you meet a writing goal, reward yourself with something you normally wouldn’t have or do–this can be anything that will make you feel good about your accomplishment.

Make the act of writing be its own reward . For example, if you love a particular coffee drink from your favorite shop, save it as a special drink to enjoy during your writing time.

Try giving yourself “pre-wards” —positive experiences that help you feel refreshed and recharged for the next time you write. You don’t have to “earn” these with prior work, but you do have to commit to doing the work afterward.

Commit to doing something you don’t want to do if you don’t achieve your goal. Some people find themselves motivated to work harder when there’s a negative incentive. What would you most like to avoid? Watching a movie you hate? Donating to a cause you don’t support? Whatever it is, how can you ensure enforcement? Who can help you stay accountable?

Affective strategies

Build your confidence . It is not uncommon to feel “imposter phenomenon” during the course of writing your dissertation. If you start to feel this way, it can help to take a few minutes to remember every success you’ve had along the way. You’ve earned your place, and people have confidence in you for good reasons. It’s also helpful to remember that every one of the brilliant people around you is experiencing the same lack of confidence because you’re all in a new context with new tasks and new expectations. You’re not supposed to have it all figured out. You’re supposed to have uncertainties and questions and things to learn. Remember that they wouldn’t have accepted you to the program if they weren’t confident that you’d succeed. See our self-scripting handout for strategies to turn these affirmations into a self-script that you repeat whenever you’re experiencing doubts or other negative thoughts. You can do it!

Appreciate your successes . Not meeting a goal isn’t a failure–and it certainly doesn’t make you a failure. It’s an opportunity to figure out why you didn’t meet the goal. It might simply be that the goal wasn’t achievable in the first place. See the SMART goal handout and think through what you can adjust. Even if you meant to write 1500 words, focus on the success of writing 250 or 500 words that you didn’t have before.

Remember your “why.” There are a whole host of reasons why someone might decide to pursue a PhD, both personally and professionally. Reflecting on what is motivating to you can rekindle your sense of purpose and direction.

Get outside support . Sometimes it can be really helpful to get an outside perspective on your work and anxieties as a way of grounding yourself. Participating in groups like the Dissertation Support group through CAPS and the Dissertation Boot Camp can help you see that you’re not alone in the challenges. You might also choose to form your own writing support group with colleagues inside or outside your department.

Understand and manage your procrastination . When you’re writing a long dissertation, it can be easy to procrastinate! For instance, you might put off writing because the house “isn’t clean enough” or because you’re not in the right “space” (mentally or physically) to write, so you put off writing until the house is cleaned and everything is in its right place. You may have other ways of procrastinating. It can be helpful to be self-aware of when you’re procrastinating and to consider why you are procrastinating. It may be that you’re anxious about writing the perfect draft, for example, in which case you might consider: how can I focus on writing something that just makes progress as opposed to being “perfect”? There are lots of different ways of managing procrastination; one way is to make a schedule of all the things you already have to do (when you absolutely can’t write) to help you visualize those chunks of time when you can. See this handout on procrastination for more strategies and tools for managing procrastination.

Your topic, your advisor, and your committee: Making them work for you

By the time you’ve reached this stage, you have probably already defended a dissertation proposal, chosen an advisor, and begun working with a committee. Sometimes, however, those three elements can prove to be major external sources of frustration. So how can you manage them to help yourself be as productive as possible?

Managing your topic

Remember that your topic is not carved in stone . The research and writing plan suggested in your dissertation proposal was your best vision of the project at that time, but topics evolve as the research and writing progress. You might need to tweak your research question a bit to reduce or adjust the scope, you might pare down certain parts of the project or add others. You can discuss your thoughts on these adjustments with your advisor at your check ins.

Think about variables that could be cut down and how changes would affect the length, depth, breadth, and scholarly value of your study. Could you cut one or two experiments, case studies, regions, years, theorists, or chapters and still make a valuable contribution or, even more simply, just finish?

Talk to your advisor about any changes you might make . They may be quite sympathetic to your desire to shorten an unwieldy project and may offer suggestions.

Look at other dissertations from your department to get a sense of what the chapters should look like. Reverse-outline a few chapters so you can see if there’s a pattern of typical components and how information is sequenced. These can serve as models for your own dissertation. See this video on reverse outlining to see the technique.

Managing your advisor

Embrace your evolving status . At this stage in your graduate career, you should expect to assume some independence. By the time you finish your project, you will know more about your subject than your committee does. The student/teacher relationship you have with your advisor will necessarily change as you take this big step toward becoming their colleague.

Revisit the alliance . If the interaction with your advisor isn’t matching the original agreement or the original plan isn’t working as well as it could, schedule a conversation to revisit and redesign your working relationship in a way that could work for both of you.

Be specific in your feedback requests . Tell your advisor what kind of feedback would be most helpful to you. Sometimes an advisor can be giving unhelpful or discouraging feedback without realizing it. They might make extensive sentence-level edits when you really need conceptual feedback, or vice-versa, if you only ask generally for feedback. Letting your advisor know, very specifically, what kinds of responses will be helpful to you at different stages of the writing process can help your advisor know how to help you.

Don’t hide . Advisors can be most helpful if they know what you are working on, what problems you are experiencing, and what progress you have made. If you haven’t made the progress you were hoping for, it only makes it worse if you avoid talking to them. You rob yourself of their expertise and support, and you might start a spiral of guilt, shame, and avoidance. Even if it’s difficult, it may be better to be candid about your struggles.

Talk to other students who have the same advisor . You may find that they have developed strategies for working with your advisor that could help you communicate more effectively with them.

If you have recurring problems communicating with your advisor , you can make a change. You could change advisors completely, but a less dramatic option might be to find another committee member who might be willing to serve as a “secondary advisor” and give you the kinds of feedback and support that you may need.

Managing your committee

Design the alliance . Talk with your committee members about how much they’d like to be involved in your writing process, whether they’d like to see chapter drafts or the complete draft, how frequently they’d like to meet (or not), etc. Your advisor can guide you on how committees usually work, but think carefully about how you’d like the relationship to function too.

Keep in regular contact with your committee , even if they don’t want to see your work until it has been approved by your advisor. Let them know about fellowships you receive, fruitful research excursions, the directions your thinking is taking, and the plans you have for completion. In short, keep them aware that you are working hard and making progress. Also, look for other ways to get facetime with your committee even if it’s not a one-on-one meeting. Things like speaking with them at department events, going to colloquiums or other events they organize and/or attend regularly can help you develop a relationship that could lead to other introductions and collaborations as your career progresses.

Share your struggles . Too often, we only talk to our professors when we’re making progress and hide from them the rest of the time. If you share your frustrations or setbacks with a knowledgeable committee member, they might offer some very helpful suggestions for overcoming the obstacles you face—after all, your committee members have all written major research projects before, and they have probably solved similar problems in their own work.

Stay true to yourself . Sometimes, you just don’t entirely gel with your committee, but that’s okay. It’s important not to get too hung up on how your committee does (or doesn’t) relate to you. Keep your eye on the finish line and keep moving forward.

Helpful websites:

Graduate School Diversity Initiatives : Groups and events to support the success of students identifying with an affinity group.

Graduate School Career Well : Extensive professional development resources related to writing, research, networking, job search, etc.

CAPS Therapy Groups : CAPS offers a variety of support groups, including a dissertation support group.

Advice on Research and Writing : Lots of links on writing, public speaking, dissertation management, burnout, and more.

How to be a Good Graduate Student: Marie DesJardins’ essay talks about several phases of the graduate experience, including the dissertation. She discusses some helpful hints for staying motivated and doing consistent work.

Preparing Future Faculty : This page, a joint project of the American Association of Colleges and Universities, the Council of Graduate Schools, and the Pew Charitable Trusts, explains the Preparing Future Faculty Programs and includes links and suggestions that may help graduate students and their advisors think constructively about the process of graduate education as a step toward faculty responsibilities.

Dissertation Tips : Kjell Erik Rudestam, Ph.D. and Rae Newton, Ph.D., authors of Surviving Your Dissertation: A Comprehensive Guide to Content and Process.

The ABD Survival Guide Newsletter : Information about the ABD Survival Guide newsletter (which is free) and other services from E-Coach (many of which are not free).

You may reproduce it for non-commercial use if you use the entire handout and attribute the source: The Writing Center, University of North Carolina at Chapel Hill

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Are you an ABD (All-But-Dissertation) student? Doctoral dissertation looming over your head like an ominous black cloud? The dissertation is the most difficult and time-consuming academic requirement a doctoral student faces. It's way too easy to procrastinate and put off writing your dissertation under the guise, "I need to read more before I can write." Don't fall into that trap!

Don't let your dissertation drag you down. Stop your procrastination. Why do we procrastinate? Research suggests that students often procrastinate when they perceive the dissertation as an overwhelming task. Big surprise, huh? Motivation is the biggest problem that grad students face in writing the dissertation.

A Lonely Time

The dissertation is a time consuming and lonely process that usually takes about two years (and often longer). The dissertation often is a major blow to a graduate student's self-esteem. It is not uncommon to feel as if it's an insurmountable task that will never be completed.

Organization and Time Management are Key

The keys to completing the dissertation promptly are organization and time management. The lack of structure is the difficult part of the dissertation because the student's role is to plan, carry out, and write up a research project (sometimes several). A structure must be applied in order to complete this task.

One way of providing structure is to view the dissertation as a series of steps, rather than as one mammoth task. Motivation may be maintained and even enhanced as each small step is completed. Organization provides a sense of control, holds procrastination at minimal levels, and is key to completing the dissertation. How do you get organized?

Outline the small steps needed to complete this large project. All too often, students may feel that their only goal is to finish the thesis. A goal this large may feel indomitable; break it down into the component tasks. For example, at the proposal stage, the tasks may be organized as follows: thesis statement , literature review, method, plan for analyses. 

Each of these tasks entails many smaller tasks. The list for the literature review may consist of an outline of the topics you wish to discuss, with each outlined as detailed as possible. You may even wish to list relevant articles in the appropriate places within the outline. The method will consist of the participants, including items on locating them, rewards, drafting informed consent forms, locating measures, describing psychometric properties of the measures, piloting measures, drafting the procedure, etc.

The hardest parts of writing your dissertation is starting and staying on track. So how do you write your dissertation? Read on for tips on how to write your dissertation and successfully complete your graduate program .

Start Anywhere

In terms of completing your list of dissertation tasks, it is not necessary to start at the beginning. In fact, believing that one starts the dissertation proposal by writing his or her introduction and thesis and ends with the plan for analyses will detain progress. Begin where you feel comfortable and fill in the gaps. You will find that you gain momentum with the completion of each small task. Feeling overwhelmed by any particular task is a sign that you have not broken it down into small enough pieces.

Make Consistent Progress Writing Every Day, Even if Only for a Short Period.

Set aside periods of time to write on a regular basis. Establish a firm schedule. Train yourself to write in short blocks, for at least an hour a day. All too often we insist that we need large blocks of time to write. Blocks of time certainly help the writing process, but the ABD often lacks such resources. 

For example, when we were writing the dissertation, we taught 5 classes as an adjunct at 4 different schools; blocks of time were difficult to find, other than over the weekend. Aside from pragmatics, writing at least a little every day keeps the thesis topic fresh in your mind, leaving you open to new ideas and interpretations. You may even find yourself thinking about it and making conceptual progress as you complete mundane tasks such as driving to and from school and work.

Use Incentives to Assist You in Overcoming Procrastination.

Writing requires consistent, well-organized effort and a system of self-imposed incentives to overcome procrastination . What kind of incentives work? Although it depends on the individual, a safe bet is taking time off from work. We found vegetation time such as time spent playing computer games to be helpful as an incentive to reinforce progress.

Methodically Break Through Writer's Block.

When it is difficult to write, talk through your ideas to anyone who will listen, or just talk out loud to yourself. Write out your thoughts without criticizing them. Take time to warm up, by writing to clear your thoughts. Get the ideas out without scrutinizing each sentence; it is often easier to edit than it is to write.

Work through your ideas by writing, THEN edit extensively. You will write many drafts of each section of the dissertation; a first (second, or even third) draft need not approach perfection. In addition, it is acceptable to use dashes to mark when you cannot find the appropriate word to express your idea, but want to go on; just remember to fill in the dashes later. The important thing is that you develop a pattern of producing some output regularly that output can be edited or even thrown out, but it is important to produce something.

Recognize and Accept the Fact That Writing Is a Time-consuming Process. Don't Rush Yourself.

No draft will be perfect that first time around. Expect to go through several drafts of each section of your dissertation. Once you feel comfortable with a particular section, take time away from it. Ask others to read your writing and consider their comments and criticisms with an open mind. After a few days or a week, reread the section and edit again; you may be quite surprised by the impact of a fresh perspective.

Writing the dissertation is much like running a marathon. The seemingly insurmountable may be attained through a series of small goals and deadlines. Accomplishing each small goal may provide additional momentum. Make consistent progress each day, use incentives to assist you in attaining your goals, and acknowledge that the dissertation will require time, hard work, and patience. Finally, consider the words of Dag Hammarskjold: "Never measure the height of a mountain, until you have reached the top. Then you will see how low it was."

• Graduate School Papers and You
• A Note About Masters and Doctoral Comprehensive Exams
• Asking Faculty to Sit on Your Dissertation Committee
• What is Grad School Like?
• 8 Tips for Taking Notes from Your Reading
• Avoid These Common Mistakes Students Make in Grad School
• You Missed Class: What Do You Do?
• 6 Tips to Read More in Less Time
• 8 Tips to Prepare for Your Comprehensive Examination
• 6 Reasons to Read Before Class
• Time Management Tips for Graduate Students
• How to Get Help from Your Professor
• What to Do the Summer Before You Start Grad School
• Organization Tips for Graduate Students
• Is Grad School Harder Than College?
• Improve Your Reading Speed and Comprehension With the SQ3R Method

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How to Write a Thesis or Dissertation Introduction

Published on September 7, 2022 by Tegan George and Shona McCombes. Revised on November 21, 2023.

The introduction is the first section of your thesis or dissertation , appearing right after the table of contents . Your introduction draws your reader in, setting the stage for your research with a clear focus, purpose, and direction on a relevant topic .

Your introduction should include:

• Your topic, in context: what does your reader need to know to understand your thesis dissertation?
• Your focus and scope: what specific aspect of the topic will you address?
• The relevance of your research: how does your work fit into existing studies on your topic?
• Your questions and objectives: what does your research aim to find out, and how?
• An overview of your structure: what does each section contribute to the overall aim?

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Table of contents

How to start your introduction, topic and context, focus and scope, relevance and importance, questions and objectives, overview of the structure, thesis introduction example, introduction checklist, other interesting articles, frequently asked questions about introductions.

Although your introduction kicks off your dissertation, it doesn’t have to be the first thing you write — in fact, it’s often one of the very last parts to be completed (just before your abstract ).

It’s a good idea to write a rough draft of your introduction as you begin your research, to help guide you. If you wrote a research proposal , consider using this as a template, as it contains many of the same elements. However, be sure to revise your introduction throughout the writing process, making sure it matches the content of your ensuing sections.

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Begin by introducing your dissertation topic and giving any necessary background information. It’s important to contextualize your research and generate interest. Aim to show why your topic is timely or important. You may want to mention a relevant news item, academic debate, or practical problem.

After a brief introduction to your general area of interest, narrow your focus and define the scope of your research.

You can narrow this down in many ways, such as by:

• Geographical area
• Time period
• Demographics or communities
• Themes or aspects of the topic

It’s essential to share your motivation for doing this research, as well as how it relates to existing work on your topic. Further, you should also mention what new insights you expect it will contribute.

Start by giving a brief overview of the current state of research. You should definitely cite the most relevant literature, but remember that you will conduct a more in-depth survey of relevant sources in the literature review section, so there’s no need to go too in-depth in the introduction.

Depending on your field, the importance of your research might focus on its practical application (e.g., in policy or management) or on advancing scholarly understanding of the topic (e.g., by developing theories or adding new empirical data). In many cases, it will do both.

Ultimately, your introduction should explain how your thesis or dissertation:

• Helps solve a practical or theoretical problem
• Addresses a gap in the literature
• Builds on existing research
• Proposes a new understanding of your topic

Perhaps the most important part of your introduction is your questions and objectives, as it sets up the expectations for the rest of your thesis or dissertation. How you formulate your research questions and research objectives will depend on your discipline, topic, and focus, but you should always clearly state the central aim of your research.

If your research aims to test hypotheses , you can formulate them here. Your introduction is also a good place for a conceptual framework that suggests relationships between variables .

• Conduct surveys to collect data on students’ levels of knowledge, understanding, and positive/negative perceptions of government policy.
• Determine whether attitudes to climate policy are associated with variables such as age, gender, region, and social class.
• Conduct interviews to gain qualitative insights into students’ perspectives and actions in relation to climate policy.

To help guide your reader, end your introduction with an outline  of the structure of the thesis or dissertation to follow. Share a brief summary of each chapter, clearly showing how each contributes to your central aims. However, be careful to keep this overview concise: 1-2 sentences should be enough.

I. Introduction

Human language consists of a set of vowels and consonants which are combined to form words. During the speech production process, thoughts are converted into spoken utterances to convey a message. The appropriate words and their meanings are selected in the mental lexicon (Dell & Burger, 1997). This pre-verbal message is then grammatically coded, during which a syntactic representation of the utterance is built.

Speech, language, and voice disorders affect the vocal cords, nerves, muscles, and brain structures, which result in a distorted language reception or speech production (Sataloff & Hawkshaw, 2014). The symptoms vary from adding superfluous words and taking pauses to hoarseness of the voice, depending on the type of disorder (Dodd, 2005). However, distortions of the speech may also occur as a result of a disease that seems unrelated to speech, such as multiple sclerosis or chronic obstructive pulmonary disease.

This study aims to determine which acoustic parameters are suitable for the automatic detection of exacerbations in patients suffering from chronic obstructive pulmonary disease (COPD) by investigating which aspects of speech differ between COPD patients and healthy speakers and which aspects differ between COPD patients in exacerbation and stable COPD patients.

Checklist: Introduction

I have introduced my research topic in an engaging way.

I have provided necessary context to help the reader understand my topic.

I have clearly specified the focus of my research.

I have shown the relevance and importance of the dissertation topic .

I have clearly stated the problem or question that my research addresses.

I have outlined the specific objectives of the research .

I have provided an overview of the dissertation’s structure .

You've written a strong introduction for your thesis or dissertation. Use the other checklists to continue improving your dissertation.

If you want to know more about AI for academic writing, AI tools, or research bias, make sure to check out some of our other articles with explanations and examples or go directly to our tools!

Research bias

• Survivorship bias
• Self-serving bias
• Availability heuristic
• Halo effect
• Hindsight bias
• Deep learning
• Generative AI
• Machine learning
• Reinforcement learning
• Supervised vs. unsupervised learning

 (AI) Tools

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The introduction of a research paper includes several key elements:

• A hook to catch the reader’s interest
• Relevant background on the topic
• Details of your research problem

and your problem statement

• A thesis statement or research question
• Sometimes an overview of the paper

Don’t feel that you have to write the introduction first. The introduction is often one of the last parts of the research paper you’ll write, along with the conclusion.

This is because it can be easier to introduce your paper once you’ve already written the body ; you may not have the clearest idea of your arguments until you’ve written them, and things can change during the writing process .

Research objectives describe what you intend your research project to accomplish.

They summarize the approach and purpose of the project and help to focus your research.

Your objectives should appear in the introduction of your research paper , at the end of your problem statement .

Scope of research is determined at the beginning of your research process , prior to the data collection stage. Sometimes called “scope of study,” your scope delineates what will and will not be covered in your project. It helps you focus your work and your time, ensuring that you’ll be able to achieve your goals and outcomes.

Defining a scope can be very useful in any research project, from a research proposal to a thesis or dissertation . A scope is needed for all types of research: quantitative , qualitative , and mixed methods .

To define your scope of research, consider the following:

• Budget constraints or any specifics of grant funding
• Your proposed timeline and duration
• Specifics about your population of study, your proposed sample size , and the research methodology you’ll pursue
• Any inclusion and exclusion criteria
• Any anticipated control , extraneous , or confounding variables that could bias your research if not accounted for properly.

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4 Strategies for Completing Your Dissertation

By  Sarah Schwintz

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Students take about eight years to complete a doctoral degree -- twice the time of a bachelor’s degree. Also, the average age of a doctoral student is 33. Many doctoral students work full-time and have families and outside responsibilities than can make completing a dissertation an impossible task. In fact, almost half of all doctoral students complete their course work but not their dissertation.

This article explains how to avoid the dreaded doctoral degree attrition -- by being your own manager, surrounding yourself with wise people, developing a professional relationship with your chair and creating good habits. You can increase your odds of finishing your dissertation by following these four steps.

No. 1. Practice time management, be organized and meet deadlines. Time management is essential. Make two-week deadlines for every part of the dissertation process, including reading, writing, edits and meetings. Set your own goals for dates on writing your proposal, defending your proposal, seeking IRB approval, conducting your research, conducting your analysis, writing chapters and preparing for your defense. Create deadlines for each week and always stick to them.

Once you start dissertating, don’t spend fewer than 10 hours a week researching, writing, editing and repeat . Schedule this time in. Dissertating now becomes your priority and routine. Cut out extra noise in your life. Trying to be a rock star at work, doing PTA work for your kids or committee work, teaching extra courses, taking lunch breaks, working out and sleeping all need to get cut out of your life. I’m kidding … OK, only a little. Make your dissertation a priority to be done in a year. Dragging this out even longer will make you feel like you are scratching your nails on a chalkboard.

Organize a folder on your cloud drive that has subfolders for chapters, presentations, tables, figures, meeting notes and example dissertations. You might create at least five drafts of every chapter, so this will help keep you organized.

Know your graduate school’s deadlines. There is the defense notification deadline, the abstract deadline, the application to graduate deadline, commencement RSVP, regalia purchases at the bookstore deadline, the defense deadline, submission of dissertation for formatting review and the defer commencement walk deadline (optional). Oh, and you need to complete forms for all these deadlines. Knowing all this information -- and your faculty or staff liaisons in the graduate school and your college -- is important. It is not your chair’s job to remind you.

No. 2. Surround yourself with wise and supportive people. Get your life partner on board with you. Let your partner read this article and let them say to you, “I love you, I support you, I’m right here to help you to the finish line.” Then specifically outline what you need from your partner. I told my husband to do all the dishes, take out all the trash, take our son to school, grocery shop every Saturday (I wrote the list), help me prepare meals on Sundays and let me shower once a day in peace. I also let him know I’d need to write on some Sundays, so he’d better prepare for life as a single dad. You need a “unicorn partner,” so turn yours into one for a year.

Second to your life partner, get your boss on board with you. I told my boss I was ready to finish and asked him to give me one working day a week to complete my dissertation. He agreed, and I promised him I would always put work first, use lunch breaks if needed and come in to work early.

Before bothering your chair with questions, first ask other sources -- such as your other doctoral candidate friends or your graduate school writing center -- and research answers online. Also ask your doctoral friends for their favorite statistical analysis books. This will help you with references for your methodology chapter.

Hire a tutor if you are deficient in one area, like statistics, before bothering your chair with endless minor questions. It’s not their job to teach or reteach you statistics. For example, I hired a graduate student that knew STATA statistical software and paid him $400 cash for 16 hours of consulting. We met for four hours every Friday for a month.

Also, get help editing the final draft. Hire a professional editor if needed. In addition, have a staff member in the graduate school writing center help you. After staring at this document for more than a year, you are bound to make a few extra spaces, forget a comma or spell “from” as “form.” Get it perfect, and get it right … just one last time.

Read/skim at least 10 different dissertations using the methodology you like -- whether quantitative, qualitative or mixed methods. Then pick your top three favorites. Do not plagiarize, but use the structure of your favorite dissertations as a guide for your own. This isn’t rocket science -- don’t reinvent the wheel.

Finally, attend a dissertation proposal and defense. That will help you see the room, prepare you for what you need to bring, help you understand the flow of the process and help ease your fears.

No. 3. Develop a professional relationship with your chair. Understand your department chair has a research agenda, courses to teach, service committees to deal with and a plethora of other dissertating students just like you. You are a small part of their life. Don’t take advantage of this, because you will wear them out for future students.

Have a solid conversation with your chair at least once a year, either face-to-face or on Skype. Get your check-ins with your chair down to every two weeks and make good use of their time and expertise for the 20 minutes you have their attention. Remember, meetings with your chair are effective by phone or online. Learn Zoom and Skype for Business.

When your chair says, “You might want to …,” “investigate …,” “maybe I suggest …,” know that isn’t really an invitation to intellectually debate. Don’t argue -- rather, write down what they have to say, and go do it. At this point, your chair has listened to you and is giving you words of wisdom, not merely making suggestions. Take notes in every meeting with every committee member, then come back to your desk and type out your notes. This information is crucial to how you will prepare for your defense.

No. 4. Create excellent dissertation habits. Before you solidify your topic, you need to research. Don’t bore your chair with endless conversations about what you could research. Simply present your chair with three ideas, and then let your chair pick one.

Save research articles on Mendeley or a system that works for you. I eventually printed out my 100-plus sources and put them in binders alphabetically.

The next step is to write an annotated bibliography of at least 30 peer-reviewed articles. Create at least three headings of general topics you are going to talk about. Then write a draft of your literature review. Present this to your chair and ask them about theories to use. Then go with the suggestions you receive and just start writing.

Take care of yourself physically, emotionally, mentally and spiritually. Close the door to social media to simplify your life. Write when it’s a good time of day for you. Carry a notebook and pen to write things down, as you will start obsessing over your dissertation.

Know your APA manual; keep it close. Refer to it often. Also, keep the book Complete Your Dissertation or Thesis in Two Semesters or Less with you at all times. Read it often.

When presenting your proposal and your defense presentation, practice out loud at least five times. Type out what you will say in the notes section of your PowerPoint. Ask a recently graduated professor whom you respect for a copy of their PowerPoint, and use it as a template.

No single piece of advice will help you complete your dissertation, but these suggestions may help. Know that, in the end, completing your dissertation is worth it. You may finally feel like you have a seat at the table, and others finally listen to your wisdom and insight. A raise and promotion may even come your way. Good luck.

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