This study explores the effect of the dissertation process on career outcomes for doctoral candidates in management. The study proposes a classification system of doctoral candidate types (i.e., willing clone, conscripted clone, free agent, or the unattached) composed of two dimensions: the extent to which the doctoral candidate selects the dissertation topic and the degree to which the topic chosen represents a match with the area of research of the dissertation chair. Then, the authors explore the relationship between type of candidate and individual process-related outcomes. Implications for knowledge creation for the field given specific candidate types also are discussed.
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