In the era of globalisation, organisations around the world have increasingly become stages of global diversity where multi-cultural workforces interact in teams on a daily basis. International organisations, in particular, are a characteristic display of cross-cultural interaction. The study of organisational culture in a multi-cultural organisational environment is receiving growing attention due to a pressing need to understand and manage the consequences of cross-cultural interaction and achieve better organisational outcomes. However, so far, studies in the area have focused on multinational for-profit organisations and neglected other industry and governance, missing opportunities for broader and richer understanding in the field. The present study covered a case of an internationally federated complex non-profit organisation and captured new insights, thereby contributing to theory and enriching the empirical evidence in the field of study. The results shed light on the importance of industry and governance, and provoked critical questions for further research. The unique features of non-profit and federated governance culture depicted the opportunities for cross-learning with other industries. The study highlighted the distinct formation of conventional cultural dimensions contributing to cultural cohesion and cushioning the federation against excessive fragmentation. The dimensions of institutional collectivism, in-group collectivism, power distance and uncertainty avoidance depicted interesting behaviours in the study context. These dimensions dominated behaviour and have rendered other dimensions subservient. Cultural behaviours, such as cultural-anchoring and power grouping, transpired as unique findings to the industry and governance, where consensus and fragmentation have played integrative and accommodative roles. Dominant dimensions determined direction and intensity in subservient dimensions irrespective of values espoused by leadership in the subservient dimensions. The line between organisational politics and the ingroup collectivism dimension was blurred, calling for further research in the field of organisational behaviour. Further research in the field could focus on shaping organisational cultural dimensions fit for diverse industry and governance contexts, identifying areas of cross-fertilisation of learning, investigating the significance of dominant versus subservient dimensions in the process of organisational cultural change, and broadening the knowledge base in the field by studying diverse organisational typologies. / Graduate School of Business Leadership (SBL) / D. B. L.

My doctoral research addressed two questions regarding the influence of orthographic knowledge on speech processing. First, I attempted to identify the locus of the orthographic effects observed in spoken word recognition tasks in which the orthographic consistency and the congruency between the phonological and orthographic representations of the stimuli were manipulated. Several studies provided converging results suggesting that only phonological representations activated at lexical or postlexical processing levels are affected by orthographic knowledge, while those activated at prelexical levels are not. However, the lexical processing level is not the only factor that determines the occurrence and/or the size of the orthographic effects. Regardless of the processing level tapped by the task, the characteristics of the material and the way in which participants perform the tasks also play an important role. Second, I examined the generality of the orthographic effects both in the suprasegmental domain and in the operation of working memory. Overall, the results showed orthographic effects in both situations./La question de l’influence des connaissances orthographiques sur le traitement de la parole a été abordée sous différents angles à travers les études menées dans le cadre de ma thèse de doctorat. Plus précisément, le locus des effets orthographiques a été examiné dans des tâches de reconnaissance de la parole grâce à une manipulation de la consistance orthographique et de la congruence entre les représentations phonologique et orthographique des stimuli. Les résultats obtenus convergent pour indiquer que seules les représentations phonologiques activées dans les situations qui exigent un traitement lexical et/ou post-lexical sont affectées par les représentations orthographiques. Cependant, l’occurrence et/ou la magnitude des effets orthographiques obtenus semblent dépendre également des caractéristiques du matériel et de la manière dont les participants effectuent la tâche. La question de la généralité des effets orthographiques a aussi été abordée :les effets orthographiques ont été démontrés d’une part dans le domaine suprasegmental (sur le ton lexical) et, d’autre part, dans le fonctionnement de la mémoire de travail. / Doctorat en sciences psychologiques / info:eu-repo/semantics/nonPublished

La crise qui sévit actuellement au sein du leadership supérieur des Forces armées canadiennes (FAC) ramène au premier plan certaines lacunes structurelles profondes de la culture militaire canadienne. Le peu de représentation féminine parmi les postes clés fait resurgir les questionnements quant aux barrières limitant leur accès. L’objectif de ce mémoire sera d’abord de raconter les parcours de carrières de femmes militaires actives au sein de la Force régulière et d’en cerner les obstacles vécus en fonction du genre. Le matériel empirique puisé à partir des récits de vie permettra ensuite de déterminer l’existence de barrières structurelles pour identifier leur nature, leur construit et leur reproduction. Cette recherche est le produit de 15 entretiens semi-dirigés réalisés auprès de femmes militaires actives de la Force régulière. Elles évoluent distinctement dans les trois éléments des FAC (Marine royale canadienne, Armée canadienne et Aviation royale du Canada) et font carrière dans plus d’une dizaine de métiers différents. Le matériel empirique recueilli a permis de cibler des moments clés de la carrière et d’ensuite procéder à une analyse de croisement des données. Au niveau des parcours de carrière individuels, ce mémoire démontre que la culture normative dominante est issue d’une masculinité hégémonique. Ainsi, les métiers des armes de combat demeurent toujours les plus valorisés de l’organisation, étant ceux par lesquels passe l’ascension vers les rangs supérieurs. Structurellement, les allers-retours entre empirie et théorie ainsi que les interactions entre structure et individualité confirment l’existence de rapports de pouvoir multilatéraux, allant au-delà de la logique top-down de la hiérarchie. Ce multilatéralisme est vécu horizontalement en raison de la culture normative puis verticalement dans la hiérarchisation des rôles de genre et des échanges entre leaders et subordonné·e·s. Combiné aux exigences institutionnelles des FAC, il exacerbe les défis invisibles auxquels les femmes militaires se heurtent dans l’ascension des rangs, notamment en rapport avec la crédibilité minée, la conciliation travail-famille, la posture maternelle et le tokénisme d’être « première femme ». En donnant la parole aux récits de vie et aux parcours de carrières de femmes actuellement en service, ce mémoire contribue à briser l’invisibilité des réalités vécues et d’identifier les barrières structurelles de genre intrinsèque aux FAC. Au niveau empirique, la méthode utilisée contribue à l’avancement des recherches sur les parcours de carrière des femmes militaires des Forces armées canadiennes. Au niveau théorique, la méthode amène de nouvelles perspectives d’analyse complémentaires au féminisme d’État en l’appliquant à une bureaucratie atypique. Les théories mobilisées soulèvent des pistes de solution dans l’élaboration de politiques qui assureraient une meilleure rétention des femmes militaires déjà en poste. La recherche contribue également à la littérature francophone qui traite du leadership militaire féminin et des enjeux de genre dans les FAC. / The current crisis amongst the senior leadership of the Canadian Armed Forces (CAF) brings to the forefront structural gaps within Canadian military culture more broadly. The paltry representation of women within key posts has resurfaced questions surrounding barriers to entry. The objective of this thesis is primarily to present the career trajectories of Regular Force female members of the military and to highlight the obstacles they face because of their gender. The empirical data taken from these narratives allows for identifying structural barriers, their nature, their construction, and their reproduction. This research is the result of 15 semi-directed in-depth interviews conducted with female members of the military in the Regular Force. These women develop differently according to the three distinct elements of the CAF (Royal Canadian Navy, Canadian Army and Royal Canadian Air Force) and bear witness to careers lived across more than ten different trades. The empirical data allows for the triangulation of key moments within each woman’s career and to then proceed to crossreferencing. On an individual career level, this thesis shows that the dominant normative culture derives from hegemonic masculinity. Furthermore, trades belonging to the combat arms are still the most valued within the organisation and represent the path to the highest attainable ranks. Structurally, the liaison between theory and empirical practice, and those between structures and individuality confirm the existence of multilateral relationships of power. These relationships go beyond the topdown logic of hierarchy. This multilateralism is lived horizontally because of the normative culture, vertically based on the hierarchization of gender roles, and also amidst the exchanges between leaders and subordinates. Combined with the CAF’s institutional requirements, this exacerbates the invisible challenges which confront women as they climb the ranks, notably with regard to credibility, worklife balance, motherhood, and the tokenism of being the “first woman.” By giving a platform to these narratives from currently serving women, this thesis serves to break invisible lived realities and identify the gendered structural barriers intrinsic to the CAF. On an empirical level, the method used contributes to the advancement of research on the career trajectories of woman in the Canadian Armed Forces. On a theoretical level, the method used applies new analytical perspectives related to state feminism and directs them toward an atypical bureaucracy. The theories discussed within this project upend the current policies which seek to promote retention amongst women already serving. This research also contributes to the body of francophone literature which deals with female military leadership and with gender issues in the CAF.

Das Ziel dieser Arbeit ist es die mathematische Theorie der Begriffsalgebren zu entwickeln. Wir betrachten dabei hauptsaechlich das Repraesentationsproblem dieser vor Kurzem eingefuehrten Strukturen. Motiviert durch die Suche nach einer geeigneten Negation sind die Begriffsalgebren entstanden. Sie sind nicht nur fuer die Philosophie oder die Wissensrepraesentation von Interesse, sondern auch fuer andere Felder, wie zum Beispiel Logik oder Linguistik. Das Problem Negationen geeignet einzufuehren, ist sicher eines der aeltesten der wissenschaftlichen oder philosophischen Gemeinschaft und erregt auch zur Zeit die Aufmerksamkeit vieler Wissenschaftler. Verschiedene Typen von Logik (die sich sehr stark durch die eigefuehrte Negation unterscheiden) unterstreichen die Wichtigkeit dieser Untersuchungen. In dieser Arbeit beschaeftigen wir uns hauptsaechlich mit der kontextuellen Logik, eine Herangehensweise der Formalen Begriffsanalyse, basierend auf der Idee, den Begriff als Einheit des Denkens aufzufassen. / The aim of this investigation is to develop a mathematical theory of concept algebras. We mainly consider the representation problem for this recently introduced class of structures. Motivated by the search of a "negation" on formal concepts, "concept algebras" are of considerable interest not only in Philosophy or Knowledge Representation, but also in other fields as Logic or Linguistics. The problem of negation is surely one of the oldest problems of the scientific and philosophic community, and still attracts the attention of many researchers. Various types of Logic (defined according to the behaviour of the corresponding negation) can attest this affirmation. In this thesis we focus on "Contextual Logic", a Formal Concept Analysis approach, based on concepts as units of thought.

Interstate threat perception plays a vital role in peace and conflict, having the potential to lead to pre-emptive war.  Despite the significance of the theme, little is known about the elements and mechanisms at play guiding threat perception at the state level. This study contributes to said gap by focusing on values as the driver of threat perception. The argument explores the regional constraints of threat perception, focusing on regional military interventions and their effects on the threat perception of the states within said region. Thus, the paper addresses the question of what role value congruence plays in interstate threat perception following a regional military intervention. The paper hypothesises that a higher perceived value congruence between the perceiving state and the intervening state lowers the degree of threat perception. Noting data limitations and isolation challenges, the study finds support for this hypothesis by exploring the case of 2014 Russian intervention in Ukraine and its effects on Belarus, Poland, and Sweden.

Text in English with abstracts and keywords in English, Afrikaans and isiZulu. Translated titles in Afrikaans and isiZulu supplied. / The research focused on individual–organisational career path congruence and the development of an integrated measure (I-PIA-M) constituting individual variables (i.e. career anchor preferences, career interests and abilities) which are recognised as influencing individuals’ perceptions of fit with the organisation. The research adopted a mixed-methods approach: (1) principles and constructs of person–environment (P-E) fit were applied, both to develop the I-PIA-M and empirically test the measure for reliability and validity; and (2) a qualitative study (career intervention) was conducted in which the empirically tested measure was applied in a career counselling context, to assess and guide career path congruence in an authentic work setting. The quantitative study involved a randomly selected sample (N = 270) of predominantly working adults in the economic and management sciences fields. The qualitative study involved five respondents in a career construction interview, along with the administration of the empirically tested I-PIA-M measure. Exploratory factor analysis and confirmatory factor analysis confirmed the multi-dimensionality of the I-PIA-M, and the reliability and construct validity of the scale. The results showed that race and gender significantly explain individuals’ self-perceived career anchor preferences and career interests, but not their self-perceived abilities. Age did not significantly explain individuals’ self-perceived career anchor preferences, career interests or abilities. The qualitative study corroborated the multi-directionality of individuals’ career paths and the notion of guiding person–organisation career path congruence by means of the I-PIA-M. The research contributed to career psychology and career counselling practice through the empirical testing and application of the I-PIA-M in the contemporary work context. Various limitations and recommendations for further research were also highlighted in this thesis. / Die navorsing het gefokus op individuele-organisatoriese-loopbaankongruensie en die ontwikkeling van 'n geïntegreerde maatstaf (I-PIA-M) bestaande uit individuele veranderlikes (bv loopbaanankervoorkeure, loopbaanbelangstellings en vermoëns) wat erken word as faktore wat individue se persepsies van passing met die organisasie beïnvloed. Die navorsing het 'n gemengdemetode-benadering gevolg: (1) beginsels en konstrukte van persoon-omgewing is toegepas om sowel die I-PIA-M te ontwikkel en die maatstaf empiries vir betroubaarheid en geldigheid te toets; en (2) 'n kwalitatiewe studie (loopbaanintervensie) is onderneem waarin die empiries getoetsde maatstaf in 'n loopbaanberadingskonteks gebruik is om die loopbaanpadkongruensie in 'n outentieke werksituasie te evalueer en te lei. Die kwantitatiewe studie het 'n ewekansig geselekteerde steekproef (N = 270) van oorwegend werkende volwassenes op die terrein van ekonomiese en bestuurswetenskappe betrek. Die kwalitatiewe studie het vyf respondent in 'n loopbaankonstruksie-onderhoud betrek, saam met die aanwending van die empiries getoetste I-PIA-M maatstaf. Verkennende faktoranalise en bevestigende faktoranalise het die multidimensionele aard van die I-PIA-M bevestig, en die betroubaarheid en konstrukgeldigheid van die skaal. Die resultate het getoon dat ras en geslag beduidend individue se self-vermeende loopbaanankervoorkeure en loopbaanbelangstellings verklaar, maar nie hul self-vermeende vermoëns nie. Ouderdom het nie beduidend individue se self-vermeende loopbaanankervoorkeure, loopbaanbelangstellings of vermoëns verklaar nie. Die kwalitatiewe studie het die multidireksionele aard van individue se loopbaanpaaie en die idee dat persoon–organisasie-loopbaanpadkongruensie deur middel van die I-PIA-M gerig word, gestaaf. Die navorsing het tot loopbaansielkunde en loopbaanberadingspraktyk bygedra deur die empiriese toetsing en toepassing van die I-PIA-M in die kontemporêre werkkonteks. Verskeie beperkings en aanbevelings vir verdere navorsing is ook in hierdie tesis uitgelig. / Ucwaningo lugxile kuhlelo olufanayo lobizo lomsebenzi olulandelwa umuntu ngamunye–yinhlangano kanye nokuthuthukiswa kwendlela ehlangene yokwakha izimpawu zomuntu ezahlukahlukene (I-PIA-M) (zona yilezi ukwenyulwa kobizo lomsebenzi oluyinsika, ubizo oluthandayo lomsebenzi kanye namakhono okwenza umsebenzi) ezithathwa njengalezo ezinomthelela phezu kwemiqondo yomuntu ohambelana ncimishi nenhlangano. Ucwaningo lwamukela ingxubevange yezindlela zokwenza ucwaningo: (1) imigomo kanye nezakhiwo zesizinda somuntu (P-E) zisetshenziswe, kabili, ukwakha i I-PIA-M kanye nokuhlolwa ngendlela ephathekayo izinga lokwethembeka kanye nokulunga; kanye; kanye (2) nocwaningo olusebenzisa amagama lwenziwa, lapho isinyathelo sokuhlola esiphathekayo sasetshenziswa kuhlelo ngaphansi kwesizinda sokululekwa ngokobizo lomsebenzi, ukuhlola ikhono kanye nokukhombisa umfundi indlela yobizo lomsebenzi ehambisana naye angayilandela ngaphansi kwesimo sangempela somsebenzi. . Lesi sifundo socwaningo besixuba isampuli yokukhethwa ngokungahleliwe kwabantu abadala (N = 270) abasebenzayo emikhakheni yezesayensi yezomnotho kanye nezokuphata. Uhlelo locwaningo olusebenzisa amagama luye lwaxuba abaphenduli abahlanu kunhlololwazi lokuzakhela ubizo lomsebenzi, kanye nokuqhutshwa kwesinyathelo sokuhlolwa okuphathekayo kohlelo lwe-I-PIA-M. -. Uhlelo lokuhluza oluvumbululayo kanye nohlelo lokuhluza oluqinisekisayo aye aqinisekisa ukwehlukahluka kwe-I-PIA-M ngokwezigaba, nokwethembeka kanye nohlelo lwesakhiwo esifanele sobukhulu. Imiphumela iye yakhombisa ukuthi ubuhlanga kanye nobulili zichaza kahle kakhulu ubizo lomsebenzi olukhethwa, ubizo lomsebenzi othandwayo noma amakhono omsebenzi athandwayo, kodwa hayi ngokuzikhethela komuntu ngokwamakhono anawo. Unyaka awuzange ucacise kahle ukwenyula ubizo lomsebenzi, ukuthanda ubizo lomsebenzi kanye namakhono omsebenzi ngokuzazi komuntu ngokwakhe. Unyaka, ubuhlanga kanye namaqembu obulili akhombise umehluko omkhulu mayelana nobizo lwemisebenzi abalwenyulayo, ubizo lwemisebenzi abayithandayo kanye namakhono omsebenzi abawaqondayo ngokuzazi kwabo. Ucwaningo olususelwa kumagama lusekela uhlelo lwezindlela eziningi lwezindlela zobizo lomsebenzi ezilandelwa ngabantunkanye nombono wokuholela umuntu-inhlangano endleleni efanayo yobizo lomsebenzi ngokusebenzisa uhlelo lwe-I-PIA-M. Ucwaningo luye lwaba negalelo kusayikholoji kanye nasemisebenzini wokweluleka ngokobizo lomsebenzi ngokusebenzisa uhlelo oluphathekayo lokuhlola kanye nokusetshenziswa kohlelo lwe-I-PIA-M kwisimo sanamuhla sasemsebenzini. Kuye kwavezwa imingcele eyahlukahlukene kanye nezinqumo ezimayelana nokwenza olunye ucwaningo oluqhubekayo kuye kwavezwa kule thesisi. / Industrial and Organisational Psychology / Ph. D. (Psychology)

The European security order has for an extended period of time time rested on the assumption that interstate trade, and other economic ties, will lower the incentives for conflict initiation and thereby result in peace. This assumption was called into question on February 24, 2022, by the Russian re-invasion of Ukraine. Germany, as one of Europe’s primary proponents of interdependence, especially in its trade relationship to Russia defined by the pipeline natural gas, spirals into an energy crisis. How did it come to this? This thesis is an exploration of the concept of interdependence and its theoretical framework. Using congruence method, this thesis maps the internal processes of the concept, through two pieces of seminal research on interdependence theory – Robert O. Keohane & Joseph S. Nye’s Power and Interdependence and Dale C. Copeland’s Economic Interdependence and War – and their respective ability to comprehend the case of Russo-German gas relations. The results show that the two theoretical interpretations can, although not with equal strength, to a certain degree predict the outcome of the Russo-German case. In spite of this, the theories struggle to capture the existence of regional conflict, and the slight contradiction that the Russo-German relationship continued to deepen after the Russian annexation of Crimea in 2014.

本研究探討女性求職者其履歷表照片外觀性別與應徵工作的典型性別間一致性與否與微笑有無對招募者人事決策之影響；此外，並探討前述關係之中介機制及調節效果；亦即前述兩類效果是否透過影響招募者對求職者工作能力契合度、外向性或吸引力的知覺，進而影響招募者的人事決策，而招募者性別角色態度是否調節前述之性別一致性效果。 / 本研究使用實驗法，採2（女性求職者照片微笑：有或無）×2（女性求職者外觀性別與工作性別間一致性程度：高或低）完全受試者間實驗設計。依變項則為推薦意願之人事決策。以在職者為樣本，共有214位受試者參與，隨機分派受試者至四種實驗情境之一，在閱讀職缺訊息及履歷表後，回答對求職者知覺、人事決策及人口統計變項等問題。去除操弄失敗的樣本後，本研究分析之有效樣本為141人。 / 本研究以階層迴歸分析來檢驗所有研究假設。研究結果顯示，求職者微笑有無對推薦意願之主要效果達顯著，且招募者對求職者之外向性與外表吸引力知覺會中介此效果；但「外觀性別與工作性別間一致性」的主要效果並未達顯著。此外，招募者之家庭外角色態度具有顯著調節效果，但性別刻板印象之調節效果不存在。研究者並針對本研究之研究結果、理論與實務意涵加以討論。 / In the present study, the researcher examined whether the congruence between female applicants' photo facial appearance and the job type and whether female applicants showed smile in the photo affected recruiters' hiring recommendation. Additionally, mediators and moderators of the above relationships were also examined. Specifically, the researcher examined whether recruiters' perceptions of applicant’s demands-abilities fit, extraversion, and facial attractiveness mediated the above relationship and whether recruiters' sex role attitudes moderated the above relationship. / This study used a 2 × 2 between-subjects factorial experimental design. The two independent variables were whether female applicants showed smile in the photo (smile or non-smile) and the congruence between female applicants' photo facial appearance and the job type (high or low). The dependent variable was hiring recommendation. Two hundred and fourteen current incumbents participated in this study. After reading a fictitious job description and a fictitious resume, participants answered questions about the perceptions of the applicant, hiring recommendation, and participants’ demographic informaiton. After dropping participants who failed to pass the manipulation check, the valid sample size for analysis was 141. / Results of hierarchical multiple regression analyses indicated that the main effect of applicants' photo smile on hiring recommendation was significant, and the recruiter' perceptions of applicant's extraversion and facial attractiveness were mediators of the aforementioned relationship. However, recruiters' hiring recommendation was not influenced by congruence between female applicants' photo facial appearance and the job type. In addition, recruiters' attitudes toward extra-familial roles moderated the relationship between congruence between female applicants' photo facial appearance and the job type and demands-abilities fit. However, the moderation of recruiters’ gender stereotype was not significant. Finally, practical implications and avenues for future research in selection biases are discussed.

Contexte: L’importance écologique des fourmis dans les écosystèmes terrestres justifie qu’elles soient considérées comme groupe cible pour des actions de conservation. De plus, de par leur abondance, leur facilité de récolte et leur réponse à des perturbations, elles présentent un potentiel intéressant comme groupe indicateur précoce de l’état de santé des écosystèmes. Par contre, pour le choix d’aires à protéger, leur utilité comme intégrateur des conditions de milieu par rapport à des indicateurs classiques tels que les assemblages de plantes n’est pas clairement établie. En d’autres termes, répondent-elles plus finement que les plantes à différentes conditions de milieu et dans ce cas doit-on s’attendre à trouver au sein de formations végétales comparables plusieurs types d’assemblages de foumis? Si tel est le cas, la méthode utilisant les assemblages de végétaux pour sélectionner les sites à protéger peut ne pas permettre une conservation efficace de la diversité des fourmis. Ce type de problématique s’aborde bien le long de gradients environnementaux. Pour faciliter l’interprétation des résultats en terme de réponse aux facteurs abiotiques il est préférable de limiter le nombre de facteurs qui varient en même temps. Dans ce sens, le Chaco sec paraguayen représente un système très favorable: faible déclivité, faibles variations de températures moyennes mais gamme très étendue de conditions de pluviométrie (350mm à 1000mm de précipitations moyennes annuelles) et des sols variables (texture limoneuse à sableuse). L’aridité est l’un des principaux facteurs pouvant limiter la diversité des fourmis soit directement en exerçant un stress physiologique sur les espèces, soit indirectement en limitant la productivité primaire de l’habitat. Les conditions édaphiques peuvent également avoir une influence en affectant par exemple la survie des colonies qui nidifient dans le sol. <p>Objectifs: Les principaux buts de la thèse sont (1) de déterminer l’influence de l’aridité et des conditions édaphiques sur la distribution et la structure des assemblages de fourmis terricoles du sol en forêts tropicales sèches, (2) mettre en évidence les mécanismes qui facilitent la coexistence des espèces de fourmis à l’échelle locale, (3) déterminer si à l’échelle régionale les fourmis et les plantes répondent de façon similaire aux conditions du milieu. <p>Méthode: Onze localités ont été échantillonnées le long d’un transect régional long de 400km. Au niveau de chaque localité, trois transects élémentaires longs de 200m et séparés les uns des autres par 200m ont été effectués. La myrmécofaune a été échantillonnée à l’aide de 20 pièges à fosse et de 20 Winkler par transect élémentaire. La végétation de chaque site a été caractérisée sur base de l’abondance de 45 espèces d’arbres ou d’arbustes caractéristiques de la flore chaquéenne. Les propriétés physico-chimiques du sol ont également été mesurées. A fine échelle, l’organisation spatio-temporelle d’un assemblage a été étudié dans une localité de référence.<p>Résultats: Au total, plus de 50.000 spécimens correspondant à 206 espèces de fourmis ont été collectés avec en moyenne (± SD) 62 ± 10 espèces par localité. Pour un même effort d’échantillonnage, le nombre d’espèces de fourmis récoltées à l’aide des pièges à fosse augmente avec l’aridité et une tendance inverse est observée pour les Winkler. Puisque les Winkler peuvent entraîner une sévère sous-estimation de la diversité des fourmis d’un habitat, seules les données des pièges à fosse sont utilisées pour la suite des analyses. La diversité locale & / Doctorat en Sciences / info:eu-repo/semantics/nonPublished

Indiana University-Purdue University Indianapolis (IUPUI) / The PeerSpirit Circle is a non-hierarchical, intentional, and relationship-centered practice of collaboration. There is a lack of scientific knowledge about the phenomenon of the PeerSpirit Circle in nursing or its potential impact on nursing practice, education, research, and the evolution of the profession and health care. The health care milieu is often entrenched in ways of being that do not support sustained change. For vitality to prosper and creativity to abound, paradigmatic shifts and new models of practice that emphasize collaboration are being called for. The purpose and aims of this phenomenological research study are to explore and give voice to the experiences of nurses who have participated in the PeerSpirit Circle model of practice with other nurses. The study includes interviews from five registered nurses from Canada and the United States conducted from 2009–2010 and interpreted from a Gadamerian philosophical hermeneutic perspective. The research findings reveal three themes: (1) experiencing the Circle container” where participants begin to understand the value of intentional preparation of the interpersonal space for safe human interaction and stronger collaboration—there are experiences of gathering, protecting, appreciating ritual, and sharing stories; (2) Experiencing space where protected space seems to be the essential element to inspire the presencing of participants with self and other, which in turn engenders genuine dialogue, a sense of sacred space, and freedom to be authentic; and (3) Experiencing our humanity, an unfolding theme, where participants experience reconnection with and understanding of their deeper humanity, stronger congruence with their core values, deeper experiences of caring and courage, personal and professional growth, and a profound appreciation for belonging to a lineage of nurses. The findings inspire a deeper understanding of barriers to congruence between values and action in nursing and nurses’ need to acknowledge, honor, support, and protect each other’s vulnerability. The implications for nursing practice, education, and research show that the PeerSpirit Circle model is a beneficial for use in all settings.