The concept of understanding one’s origin or existence spans across almost every sphere of social science; despite its popularity, there is still a lack of research exploring identity in the work setting of developing countries. This thesis aims to contribute to understanding identity processes of workers in developing countries through the lenses of social identity and post-colonialism. The rationale for using these areas lies in the perceived nature of identity processes for people in developing countries by taking into account historical and cultural influences; for social identity (Tajfel & Turner, 1979), the “prototype” and “cohesion, solidarity and harmony” and for post-colonialism (Sen, 2006; Ekeh, 1975; Ekanola, 2006; Mizuno & Okazawa, 2009), “power”, the “dialectics of the colonized mind” and “social formations”. This thesis takes a socio-psychological approach, which is based on a qualitative research method; in particular, 47 in-depth interviews with professionals from the oil and gas sector of Nigeria form a key aspect of the research method. Findings reveal that social identity theory can be used to interpret the propensity of Nigerians to identify with groups. The thesis finds that social identity captures the importance attached to group identification through an understanding of the drivers and benefits of harmony to the self-concept in the chosen context. However the thesis also finds that social identity but does not cater for other integral aspects of identity processes, such as power and identity struggle. The thesis finds that by addressing the perception of perpetuated colonialism produced by the persistent domination of foreign workers in senior roles and their interaction with indigenous workers, post-colonial theory adequately covers issues of power and struggle. In summary, the thesis finds that the integration of social identity theory and post-colonial theory facilitates a more holistic interpretation of identity processes in regions like Nigeria. Hence this thesis contributes to the literature on identity processes in the work setting of a developing country.

Mid-level administrators are underrepresented within the literature despite years of research on university administration. Moreover, there is significantly less knowledge about administrators of color in higher education. While the reason for their decreased prominence is unclear, Jackson and O'Callaghan (2009) offer that people of color were historically not part of the leadership landscape as an explanation for the minimal formal analysis and categorization of them and their work. Despite the surge of research interest in Black administrators, there still remains limited knowledge about who they are, their professional lives, and their overall lived experiences. As such, the purpose of this study was to understand the career journeys and the experiences of Black mid-level student affairs administrators (BMLSAAs) as they navigate transitions and advancements within their careers. Guided by a conceptual framework using tenets of Critical Race Theory, Space and Place, and the Great Migration, this study investigated the following questions: (1) What are the career migration patterns of BMLSAAs? (2) What role does race and racism combined with location play in the career journeys of BMLSAAs? (3) How do BMLSAAs make meaning of their career journey and their experiences? I employed a qualitatively driven multimethod research design consisting of narrative inquiry and a Critical Race Spatial Analysis (CRSA) with a sample size of 11 BMLSAAs across the U.S. Data sources included a demographic questionnaire, documents (i.e., current resume/curriculum vitae), a career journey map, and a semi-structured interview. Findings provided insight into the racialized engagement of spatial features throughout participants' career journeys; on the campuses where they worked and the geographic regions where participants have lived. Ultimately findings expressed what it is like being Black not only in a mid-level student affairs administrative role, but also traversing one's career as a Black person. Additionally, this study has implications for research, practice, and policy. / Doctor of Philosophy / As a whole, middle managers in higher education are underrepresented in university research. There is even less knowledge about administrative leaders of color in higher education because they have been historically excluded from those roles. Despite an increase of interest in researching Black administrators, there still remains limited knowledge about who they are, their professional lives, and their overall lived experiences. As a result, the purpose of this study was to understand the career journeys experiences of Black administrative leaders, specifically those in middle management who are employed in student affairs departments. Through interviews and map making, this study explored patterns within Black mid-level student affairs administrators (BMLSAAs) career moves; the role that race and racism combined with location played within their careers; and how BLMSAAs made sense of their career journey experiences. Findings provided insight into what shaped participants' careers; how they navigated their careers; their career related experiences; and how they thought about the futures of their careers. Findings also illuminated participants' racialized experiences navigating campus organization structures; work cultures and environments; and living in the different geographic regions where they were employed. This study has an impact on higher education employment research, professional practice, and policy.

<p dir="ltr">In recent years, the agricultural industry has been working to improve the retention of their newly hired Black employees. In the aftermath of the COVID-19 pandemic, millennial employees across the United States have been voluntarily leaving their jobs in favor of hybrid or remote work, better benefits, or an improved work environment. Today, the median tenure of millennials is only 2.8 years on the job, and research has shown that Black employees are 30% more likely to leave their positions. The agriculture, food, and natural resources (AFNR) sector is more heavily represented in rural America, where the Black population makes up just 7.8% and the White population comprises 78.2%. Therefore, the purpose of this phenomenological study was to explore the workplace and community embeddedness experiences of young Black professionals early in their AFNR careers. Specifically, the lived experiences of young Black professionals in their positions for five years or less were investigated through interviews with participants to examine the contributors of their embeddedness. Job Embeddedness Theory informed the study and seven young Black AFNR professionals participated in virtual Zoom interviews lasting an average of 75 minutes. Initial, structural, and pattern coding techniques were used to analyze the data, and three major conclusions emerged. First, many young Black professionals have chosen a career in the AFNR sector because they desire to engage with meaningful work related to the agricultural industry. Second, my participants had to overcome many obstacles related to their age or race that impacted their abilities to become more embedded in their workplaces or communities. Finally, an extensive network of linkages to other Black professionals at work or in the community provides young Black professionals with more substantial support and visibility. Implications for theory and practice were provided, along with recommendations for future research.</p>