This dissertation seeks to add to our understanding of the faith development of college students by focusing on the transitional phases. The purpose of this study is to provide a comprehensive and detailed description of the effects of liminality on the perceived faith development of twelve students attending a southern United Methodist Church-related college. Qualitative data analysis through the Faith Development Interview Guide (FDIG) was used to gather and compose the data in a desirable format. The primary data were generated through interviews with each of twelve respondents (six males and six females). Secondary data from document analysis provided information about the context of the study (e.g., institutional setting, personal reflections from respondents, etc.). Findings from the research study identified how the respondents described their faith development and how liminality helped them to experience and better understand the transformation of their faith. The source of this study included primary information from oral interviews, secondary literature, including theories of development, and scholarly work from the fields of cultural anthropology, psychology, and theology. The author's analysis of the various sources resulted in a thesis that conveys as fully as possible the dynamic nature that liminality has on the faith development of college students. The research question that provided direction for the study was: 'How can liminality help students to explain and understand the transformation of their worldviews (faith expressions) at a small liberal arts United Methodist Church-related college?' James Fowler's theory of faith development and his FDIG were used as practical instruments to collect and analyze the data.

This work seeks to construct and implement in two Baptist churches a viable congregational model for doing youth ministry, which can be used to improve positive self-esteem in Black children, ages ten thru eighteen. Positive self-esteem is examined in the congregational settings by posing and answering six (6) questions: What is Self-Esteem? Who is God? Who am I? Who are you? Who are we in Christ? and What ought we do? These six (6) questions form the essence of positive self-esteem. The model uses family relationships between adult presenters and the intended youth, adult presentations on Christian identity and action in the congregation, field trips, Black history materials in the homes, and visual aids as the vehicles to accomplish the improvement in the positive self-esteem of the youth. The model responds to the threat to positive self-esteem of many of the youth as evidenced by racism and discrimination in American society, the presence of several indicators of negative or low self-esteem, problems in the very institutions that influence positive self-esteem, and adult perceptions of the social environment. It is based on the premise that the church must provide the family with the tools to help our children survive in this society. This will be accomplished by preparing our youth to affirm positive actions that build and affirm positive self-esteem and to reject the negative actions that counter it. This project seeks to use the extended family system and the conjugal family system of the children in their quest for positive self-esteem because of its potential as a positive influence. Finally, this work seeks to place the responsibility of the children in the hands of the entire church family, which is called to actively work to nurture them in this crucial and critical time in their lives.

An inquiry was made as to the cause for the alienated gender relations between men and women leaders at the Cathedral Of Faith Church Of God In Christ. Cathedral is a large church located in the West End section of Atlanta, Georgia. Its members are black. The church is surrounded by Fort McPherson---(a United States Army base), A U C (the Atlanta University Center), and Cascade Heights, the most prominent black neighborhood in the city. The Martin Luther King Jr. Center For Social Change is also near by. The church sits in the midst of a lower-class to low middle-class community. The Pastor's charismatic style of ministry attracts a diverse membership. This setting was ideal for the inquiry. The purpose for the study was to reduce the alienation and to promote reconciliation between some of the leaders of the church. Women and men are presently face to face with the challenges brought on by contemporary role reversals, in the home, in the church, and in the work place. These role reversals have prompted hierarchical social systems to retaliate against these changes in an abusive fashion. Alienated relationships are the result. The Christian Tradition, established through the coming of Jesus Christ, has enabled us to meet these gender role challenges. Relationships can be reconciled through Christ. A doctoral project was designed to get at the root of the alienation which the Cathedral members were experiencing. It was grounded in clinical pastoral educational methodology. Biblical, psychological, and Christian educational content and theories were foundational to the model. Principles of theology, sociology, and church administration were integrated with the basic structure of the project. The multi-disciplinary approach promoted objectivity and helped the group to view the conflictual issues in new ways. A group of eighteen leaders, all members of Cathedral, agreed to wrestle with the issues surrounding their alienated relationships. Six lively sessions were filled with: dialogue, role plays, a story, a movie, a game, and a live presentation by other administrative persons in the church. Dialogue related to issues of: abuse, social justice, sexism, reverse sexism, and hierarchical systems created turmoil at different times. Discussions and exercises related to family life, marital conflict, team work and fair play, created an atmosphere which was usually exciting, and educational. The pastoral model which was assumed, confronted the alienation between the group members with empathy. The empathetic approach was instrumental in beginning a process of reconciliation between the Christian 'Women of Power' and 'Men of Power' at the Cathedral Of Faith Church.

This dissertation offers an interdisciplinary model of pastoral counseling with 'interdependence' as its organizing principle. This interdisciplinary model relies on the theological concept of Community, according to Howard Thurman, and the psychological issue of dependence as articulated in the Object Relations theory of W. R. D. Fairbairn. Interdependence as a norm for this interdisciplinary Community/Mature Dependence model of pastoral counseling is helpful in that it responds to a need in the field of pastoral counseling for relevant input concerning norms, values and criteria for effective pastoral counseling with persons, particularly those from bi-cultural communities, such as African Americans. In this respect, the African American cultural values of Collective Identity, Family life and Resiliency in Struggle and Suffering form an integral part of this interdisciplinary model. Interwoven with the theological and psychological concepts and the African American cultural values are the clinical cases of two African Americans, a female and a male. These concepts and the cultural values chosen to bring to bear on the counseling relations with these persons are especially helpful due to their focus on the value of communal interrelating and the processes of whole-making. Prominent issues raised in conjunction with the clinical cases are: (1) the fragmentation, splitting and distorted self images that can occur due to improper nurturing in childhood and/or as a result of racism and oppression, (2) the effects of racism and discrimination on personal and familial value systems, and (3) the pain and suffering caused by unresolved conflict involved in the status of being bi-cultural. Howard Thurman, as an African American theologian who, from outside the majority culture and some of its theoretical and cultural constrictions brings to this discussion his unique perspective of Community which grounds all persons and all dimensions of personhood in an Ultimate unity. Thurman, speaking with the insights of one who has suffered racial oppression and discrimination, lifts his voice of sensitive concern and caring to all persons bound in the human condition and outlines the task for the reconciliation of all of creation. Unity, Actualization of Potential, Love and Reconciliation are the four major components of Thurman's concept of Community addressed in this dissertation. My analysis also brings the object relations theory of W. R. D. Fairbairn into dialogue with Thurman, the cultural factors and the clinical data from the two case studies. Fairbairn, deviates from psychoanalytic tradition in that he formulated an alternative interpretation of the core of personality than that advocated by Sigmund Freud. Fairbairn's assertion is that the libidinal ego is first and foremost in need and in search of an satisfying object, i.e., a meaningful and positive relationship with another person. With the help of Thurman, Fairbairn, the clinical cases and African American cultural factors, I highlight the illusory or at best transient nature of independence and the process I demonstrate the need for an appreciation of the nature of dependency, particularly in the context of Interdependence. A three dimensional model of pastoral counseling is presented which elaborates upon the importance of (1) the client's historical situation and cultural values; (2) identification, a proper sense of self and differentiation; and, (3) shared suffering, actualization of potential and liberating and reconciling love.

The main thrust of this dissertation is the development and effectiveness of a pastoral counseling center in an African-American church. Prior to the development of this pastoral counseling center, there were none in an African-American church in the southeast. This document seeks to link the need for pastoral counseling centers to the rich history of care offered by the African-American Church. A consideration of theological issues regarding pastoral counseling and developing pastoral counseling centers is offered in this dissertation. Also, a look at liberation as being the aim of theology is presented. In addition, the theology of the pastoral counselor who developed this center can be found in this dissertation. The factors to be considered when developing a pastoral counseling center in an African-American church are offered in this dissertation. The organizational structure and methodology of this center are also elaborated upon in the document. Included is a description of the various individuals who were directly involved in the development of the pastoral counseling center. Additionally, a description of the church where the center was developed is given which includes a demographic study of the community, a historical view of the host church, and a description of the city where the church is located. To ascertain the effectiveness of the pastoral counseling center, interviews with the senior pastor, the ministerial staff, the advisory committee, and selected clients were conducted. A summary of services rendered at the center over a one-year period is presented in the dissertation. Finally, a comprehensive look at the training and the process of certification of a pastoral counselor is documented. The training of a pastoral counselor is linked to the development and effectiveness of the pastoral counseling center. There is also given a general theory of the development of a pastoral counseling center in an African-American church.

The purpose of this research project was to design an alternative ministry for recovering substance abusers and alcoholics during a twelve-week period. This recovery ministry was used in conjunction with Alcoholic Anonymous. The difference between this ministry and Alcoholics Anonymous is the qualitative base upon which this ministry was established and proclaimed. The Christian Church and Alcoholics Anonymous can be used as parallel rehabilitative agencies for substance and alcoholic abusers to a point. This recovery ministry leads the substance abuser and alcoholic to another level of understanding that God is the supreme being that brings deliverance to the addict. The ministry setting is the Third Street Church of God in Washington, D.C. The recovery ministry was developed from the Urban Prayer Breakfast Ministry at this church. The Urban Prayer Breakfast Ministry provides breakfast five days a week to one hundred people who are homeless, substance abusers, and poor. A recovery ministry was established for this particular population. Therefore, it was the writer's intention to organize another way of helping the hurting in this community. Interviews were conducted with one hundred persons of the Urban Prayer Breakfast Ministry who would be interested in participating in the recovery ministry. There were thirteen adult clients (twelve males and one female) from the treatment group who expressed an interest. The clients were given a screening interview prior to acceptance into the recovery ministry. A post-interview evaluation was given at the end of the twelve-week ministry. Five male clients completed the twelve-week recovery ministry. This dissertation includes a twelve-week outline for a spiritually-based program, the interview questionnaire, drug and alcohol testing results, and a daily itinerary of the recovery ministry. One male client did remain drug free during the last six weeks of the recovery ministry. This project was designed to help persons become free of substance abuse. The writer believes that it is possible for a person who desires freedom from substance abuse dependency to gain deliverance in twelve weeks. However, freedom from substance abuse dependency is a one day at a time process. Some substance abusers are delivered instantaneously, others are delivered over a period of time, and some never gain total deliverance from substance abuse. The mission of this project was to create an atmosphere where substance abusers could receive help with their addiction. During the hours of 7:00 p.m. and 9:00 p.m. on Mondays, Wednesdays, and Fridays of the twelve-week recovery ministry, the clients did not engage in substance abuse.

The focus of this inquiry is “The influence of ‘spiritual meaning-making’ on career choice, transition and experience”. Over the past decade there has been an increase in interest in the expression of spiritual belief in work. Most of the writing on the topic is based on the premise that individuals and organisations have lost meaning, and that the problem of meaning in work needs to addressed to enhance the ways in which we organise, and to enhance organisational output and personal wellbeing. Whereas the current writing on spirituality and work often suggests that organisations should provide more meaning, this research took a more humble starting point by asking what meanings individuals with spiritual belief are currently attributing to, and discovering in, their work, and by asking how and whether these meanings determine work behaviour. I argue in this thesis that the concept of meaning-making is central to spirituality. I reviewed the psychological literature on meaning and as a result decided to focus the inquiry on three core elements of meaning; purpose, sense-making and coherence. In order to step back from the organisational agenda, and give voice to the authenticity of diverse spiritual beliefs, I chose to use career, rather than organisational theory, as framework for this inquiry. An additional theoretical framework of ‘agency and communion’ was introduced to conceptualise human motivation beyond its current narrow ‘self’ and ‘doing’ oriented definitions. A combination of ‘collaborative human inquiry’ and ‘narrative’ methodology was chosen to elicit subjective career meanings. Fifteen individuals with diverse spiritual beliefs participated in this research. These included a Buddhist, a Quaker, a Catholic, a Bahá'í, and a Mormon, as well as those not currently affiliated with an organized religion. The findings show that spiritual belief strongly determines career choice, transition and experience. It was found that research participants, in spite of their diverse beliefs, shared four purposes: ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’. When these purposes can be expressed fully, the workplace is experienced to be aligned with spiritual belief, and individuals are contributing fully, especially when diversity of spiritual expressions is acknowledged at the same time. Career transitions are made through an ongoing sense-making process as a result of which the individual may decide that the four purposes are no longer in balance and action is required in order to continue to live meaningfully. This sensemaking is a result of ongoing interaction between the individual and his or her work environment. Coherence is a result of the transrational element of spirituality, when the individual feels his or her work is still aligned with a bigger (divine) plan. This is assessed on an ongoing basis through prayer, asking ‘was this meant to be’ and reframing difficulties and setbacks as opportunities for learning and development. I suggest that it may not be wise to seek collective enactment of the trans-rational as it has no firm basis for collective organisational decision-making. It cannot seek collective expression due to the diversity of beliefs of organisational members. However I strongly suggest that an organisation that wants to align itself with the spiritual beliefs of its members, ensures that the four purposes of ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’ can be fully enacted in the organisation, keeping in mind that spirituality expresses itself in process as well as outcome. / Subscription resource available via Digital Dissertations only.

The focus of this inquiry is “The influence of ‘spiritual meaning-making’ on career choice, transition and experience”. Over the past decade there has been an increase in interest in the expression of spiritual belief in work. Most of the writing on the topic is based on the premise that individuals and organisations have lost meaning, and that the problem of meaning in work needs to addressed to enhance the ways in which we organise, and to enhance organisational output and personal wellbeing. Whereas the current writing on spirituality and work often suggests that organisations should provide more meaning, this research took a more humble starting point by asking what meanings individuals with spiritual belief are currently attributing to, and discovering in, their work, and by asking how and whether these meanings determine work behaviour. I argue in this thesis that the concept of meaning-making is central to spirituality. I reviewed the psychological literature on meaning and as a result decided to focus the inquiry on three core elements of meaning; purpose, sense-making and coherence. In order to step back from the organisational agenda, and give voice to the authenticity of diverse spiritual beliefs, I chose to use career, rather than organisational theory, as framework for this inquiry. An additional theoretical framework of ‘agency and communion’ was introduced to conceptualise human motivation beyond its current narrow ‘self’ and ‘doing’ oriented definitions. A combination of ‘collaborative human inquiry’ and ‘narrative’ methodology was chosen to elicit subjective career meanings. Fifteen individuals with diverse spiritual beliefs participated in this research. These included a Buddhist, a Quaker, a Catholic, a Bahá'í, and a Mormon, as well as those not currently affiliated with an organized religion. The findings show that spiritual belief strongly determines career choice, transition and experience. It was found that research participants, in spite of their diverse beliefs, shared four purposes: ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’. When these purposes can be expressed fully, the workplace is experienced to be aligned with spiritual belief, and individuals are contributing fully, especially when diversity of spiritual expressions is acknowledged at the same time. Career transitions are made through an ongoing sense-making process as a result of which the individual may decide that the four purposes are no longer in balance and action is required in order to continue to live meaningfully. This sensemaking is a result of ongoing interaction between the individual and his or her work environment. Coherence is a result of the transrational element of spirituality, when the individual feels his or her work is still aligned with a bigger (divine) plan. This is assessed on an ongoing basis through prayer, asking ‘was this meant to be’ and reframing difficulties and setbacks as opportunities for learning and development. I suggest that it may not be wise to seek collective enactment of the trans-rational as it has no firm basis for collective organisational decision-making. It cannot seek collective expression due to the diversity of beliefs of organisational members. However I strongly suggest that an organisation that wants to align itself with the spiritual beliefs of its members, ensures that the four purposes of ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’ can be fully enacted in the organisation, keeping in mind that spirituality expresses itself in process as well as outcome. / Subscription resource available via Digital Dissertations only.

The focus of this inquiry is “The influence of ‘spiritual meaning-making’ on career choice, transition and experience”. Over the past decade there has been an increase in interest in the expression of spiritual belief in work. Most of the writing on the topic is based on the premise that individuals and organisations have lost meaning, and that the problem of meaning in work needs to addressed to enhance the ways in which we organise, and to enhance organisational output and personal wellbeing. Whereas the current writing on spirituality and work often suggests that organisations should provide more meaning, this research took a more humble starting point by asking what meanings individuals with spiritual belief are currently attributing to, and discovering in, their work, and by asking how and whether these meanings determine work behaviour. I argue in this thesis that the concept of meaning-making is central to spirituality. I reviewed the psychological literature on meaning and as a result decided to focus the inquiry on three core elements of meaning; purpose, sense-making and coherence. In order to step back from the organisational agenda, and give voice to the authenticity of diverse spiritual beliefs, I chose to use career, rather than organisational theory, as framework for this inquiry. An additional theoretical framework of ‘agency and communion’ was introduced to conceptualise human motivation beyond its current narrow ‘self’ and ‘doing’ oriented definitions. A combination of ‘collaborative human inquiry’ and ‘narrative’ methodology was chosen to elicit subjective career meanings. Fifteen individuals with diverse spiritual beliefs participated in this research. These included a Buddhist, a Quaker, a Catholic, a Bahá'í, and a Mormon, as well as those not currently affiliated with an organized religion. The findings show that spiritual belief strongly determines career choice, transition and experience. It was found that research participants, in spite of their diverse beliefs, shared four purposes: ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’. When these purposes can be expressed fully, the workplace is experienced to be aligned with spiritual belief, and individuals are contributing fully, especially when diversity of spiritual expressions is acknowledged at the same time. Career transitions are made through an ongoing sense-making process as a result of which the individual may decide that the four purposes are no longer in balance and action is required in order to continue to live meaningfully. This sensemaking is a result of ongoing interaction between the individual and his or her work environment. Coherence is a result of the transrational element of spirituality, when the individual feels his or her work is still aligned with a bigger (divine) plan. This is assessed on an ongoing basis through prayer, asking ‘was this meant to be’ and reframing difficulties and setbacks as opportunities for learning and development. I suggest that it may not be wise to seek collective enactment of the trans-rational as it has no firm basis for collective organisational decision-making. It cannot seek collective expression due to the diversity of beliefs of organisational members. However I strongly suggest that an organisation that wants to align itself with the spiritual beliefs of its members, ensures that the four purposes of ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’ can be fully enacted in the organisation, keeping in mind that spirituality expresses itself in process as well as outcome. / Subscription resource available via Digital Dissertations only.

The focus of this inquiry is “The influence of ‘spiritual meaning-making’ on career choice, transition and experience”. Over the past decade there has been an increase in interest in the expression of spiritual belief in work. Most of the writing on the topic is based on the premise that individuals and organisations have lost meaning, and that the problem of meaning in work needs to addressed to enhance the ways in which we organise, and to enhance organisational output and personal wellbeing. Whereas the current writing on spirituality and work often suggests that organisations should provide more meaning, this research took a more humble starting point by asking what meanings individuals with spiritual belief are currently attributing to, and discovering in, their work, and by asking how and whether these meanings determine work behaviour. I argue in this thesis that the concept of meaning-making is central to spirituality. I reviewed the psychological literature on meaning and as a result decided to focus the inquiry on three core elements of meaning; purpose, sense-making and coherence. In order to step back from the organisational agenda, and give voice to the authenticity of diverse spiritual beliefs, I chose to use career, rather than organisational theory, as framework for this inquiry. An additional theoretical framework of ‘agency and communion’ was introduced to conceptualise human motivation beyond its current narrow ‘self’ and ‘doing’ oriented definitions. A combination of ‘collaborative human inquiry’ and ‘narrative’ methodology was chosen to elicit subjective career meanings. Fifteen individuals with diverse spiritual beliefs participated in this research. These included a Buddhist, a Quaker, a Catholic, a Bahá'í, and a Mormon, as well as those not currently affiliated with an organized religion. The findings show that spiritual belief strongly determines career choice, transition and experience. It was found that research participants, in spite of their diverse beliefs, shared four purposes: ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’. When these purposes can be expressed fully, the workplace is experienced to be aligned with spiritual belief, and individuals are contributing fully, especially when diversity of spiritual expressions is acknowledged at the same time. Career transitions are made through an ongoing sense-making process as a result of which the individual may decide that the four purposes are no longer in balance and action is required in order to continue to live meaningfully. This sensemaking is a result of ongoing interaction between the individual and his or her work environment. Coherence is a result of the transrational element of spirituality, when the individual feels his or her work is still aligned with a bigger (divine) plan. This is assessed on an ongoing basis through prayer, asking ‘was this meant to be’ and reframing difficulties and setbacks as opportunities for learning and development. I suggest that it may not be wise to seek collective enactment of the trans-rational as it has no firm basis for collective organisational decision-making. It cannot seek collective expression due to the diversity of beliefs of organisational members. However I strongly suggest that an organisation that wants to align itself with the spiritual beliefs of its members, ensures that the four purposes of ‘developing and becoming self’, ‘union with others’, ‘expressing self’ and ‘serving others’ can be fully enacted in the organisation, keeping in mind that spirituality expresses itself in process as well as outcome. / Subscription resource available via Digital Dissertations only.