Childhood exposure to family violence is a risk factor for dysfunctional intimate relationships in adulthood (e.g., Fagan & Browne, 1994). Family violence research has commonly utilized Social Learning Theory to explain cross-generational patterns of family violence. However, not all individuals who experience a violent home environment become abusers or victims in their parental or marital roles (e.g., Duffy & Momirov, 1997), which illustrates resiliency - positive adaptation or development in spite of serious threats or significant adversity (Masten, 2001). Considering strengths and resources, rather than risks and vulnerabilities, is relatively new in the field of family violence. Consequently, a basic interpretive qualitative research design (Merriam, 2002) was utilized to investigate the experiences of three heterosexual women who self-identified as (a) having observed a pattern of interparental violence in childhood and (b) currently being in non-violent intimate adult relationships. The studys purpose was to describe and understand this phenomenon, with special attention given to identifying possible resiliency and protective factors. Interviews were conducted on multiple occasions and transcripts were analyzed in terms of Kearneys (2001) shared meaning and descriptive categories. The shared meaning involved the role of emotional work required, and the descriptive categories included five themes (i.e., Diverse Experiences of Family Violence, Family Violence is Always with You, Complex Daughter-Mother Relationships, Understanding and Making Sense of Healthy Relationships, and Sources of Strength and Positive Influences). Findings are described alongside implications for counselling practice and future research.

Childhood exposure to family violence is a risk factor for dysfunctional intimate relationships in adulthood (e.g., Fagan & Browne, 1994). Family violence research has commonly utilized Social Learning Theory to explain cross-generational patterns of family violence. However, not all individuals who experience a violent home environment become abusers or victims in their parental or marital roles (e.g., Duffy & Momirov, 1997), which illustrates resiliency - positive adaptation or development in spite of serious threats or significant adversity (Masten, 2001). Considering strengths and resources, rather than risks and vulnerabilities, is relatively new in the field of family violence. Consequently, a basic interpretive qualitative research design (Merriam, 2002) was utilized to investigate the experiences of three heterosexual women who self-identified as (a) having observed a pattern of interparental violence in childhood and (b) currently being in non-violent intimate adult relationships. The studys purpose was to describe and understand this phenomenon, with special attention given to identifying possible resiliency and protective factors. Interviews were conducted on multiple occasions and transcripts were analyzed in terms of Kearneys (2001) shared meaning and descriptive categories. The shared meaning involved the role of emotional work required, and the descriptive categories included five themes (i.e., Diverse Experiences of Family Violence, Family Violence is Always with You, Complex Daughter-Mother Relationships, Understanding and Making Sense of Healthy Relationships, and Sources of Strength and Positive Influences). Findings are described alongside implications for counselling practice and future research.

Authenticity is a positive psychological construct often described as being true to oneself, and being authentic means displaying behaviour and expressing oneself in a manner that is consistent with the true self. The aim of this research was to explore managerial experiences of authenticity in the workplace. Purposive sampling was used to select five managers to participate in the study. Data was gathered using semi-structured interviews and data analysis revealed four main themes and related sub-themes. Key findings include that managers construct authenticity as being true to oneself, and that their authenticity is facilitated by contextually appropriate behaviour, the manifestation of multiple selves and open, structured work environments. Barriers to authenticity include interpersonal judgement, limitations on self-expression, leader power and authority, organisational culture and irregular work practices. Being authentic was found to have a positive impact on intrapersonal and interpersonal relations, whilst inauthentic behaviour had negative consequences at both levels. / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology)

Authenticity is a positive psychological construct often described as being true to oneself, and being authentic means displaying behaviour and expressing oneself in a manner that is consistent with the true self. The aim of this research was to explore managerial experiences of authenticity in the workplace. Purposive sampling was used to select five managers to participate in the study. Data was gathered using semi-structured interviews and data analysis revealed four main themes and related sub-themes. Key findings include that managers construct authenticity as being true to oneself, and that their authenticity is facilitated by contextually appropriate behaviour, the manifestation of multiple selves and open, structured work environments. Barriers to authenticity include interpersonal judgement, limitations on self-expression, leader power and authority, organisational culture and irregular work practices. Being authentic was found to have a positive impact on intrapersonal and interpersonal relations, whilst inauthentic behaviour had negative consequences at both levels. / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology)

Ancré dans le champ du marketing interne, ce travail s’intéresse au phénomène de participation des salariés à la prise de décision. Inscrit dans le paradigme interprétativiste, il adopte une approche qualitative compréhensive et s’appuie sur une méthode d’étude de cas. Il est illustré par le cas de la démarche « Vision 2020 », mise en place auprès des salariés de la RATP en vue de la création du plan d’entreprise 2013-2020. Abordés dans une perspective systémique et interactionnelle, propre à l’approche communicationnelle de l’école de Palo Alto, les résultats émanent d’un raisonnement abductif et sont construits à l’aide d’un processus itératif d’allers retours entre la théorie, le recueil et l’analyse des données empiriques. Ainsi, l’analyse et l’interprétation des données recueillies par triangulation ont permis d’aborder la notion de participation selon trois angles, en se plaçant du point du vue des salariés : la conceptualisation du phénomène de participation, les objectifs et les effets de ce type d’initiative et les éléments pouvant exercer une influence sur l’attitude des employés envers celle-ci. Ce travail a par ailleurs souligné des enjeux majeurs inhérents à la participation des salariés, tels que le suivi de l’action participative, l’importance des supports, l’évolution de l’attitude des salariés lors de la mise en place de ce type d’action, ou encore le rôle particulier du manager dans ce type de démarche. Il constitue une théorisation de pratiques managériales existantes. / Anchored in the field of internal marketing, this work investigates the phenomenon of employee participation in decision-making. Inside an interpretivist paradigm, it adopts a qualitative and comprehensive approach, based on a case study method. We choose the case of the initiative "Vision 2020", set up with RATP employees in order to create the 2013 to 2020 business plan. Addressed in a systemic and interactional perspective, specific to the communication approach of Palo Alto, the findings result from an abductive reasoning and are built using an iterative process that goes back and forth between theory, collection and analysis of empirical data. The analysis and interpretation of data collected by triangulation thus allow us to address the notion of participation from three angles, adopting the point of view of employees: the conceptualization of the phenomenon of participation, the objectives and effects of this type of initiative and the elements influencing the attitude of employees towards it. This work highlights major challenges inherent in employee participation, such as the monitoring of participatory action, the importance of media, changing the attitude of employees during the implementation of this type action, or the special role of the manager in this type of initiative. It proposes a theorization of existing management practices.

As Canada becomes increasingly multicultural, counsellors along with other mental health professionals are challenged to find ways to meet the varying needs of an increasingly multiracial, multi-religious, and multicultural population (En-Nabut, 2007; Lambert, 2008; Qasqas & Jerry, 2014). Gaining knowledge about counselling Muslim women is essential as the Muslim community is growing throughout Canada. Muslim women face various challenges as they endeavor to respond to changing social conditions as an underserved minority and religious community (En-Nabut, 2007). A basic interpretive qualitative research design (Merriam, 2002) was utilized to investigate the dynamics of working with Muslim women in a therapeutic setting. Next, ways of being more culturally informed in working with this population, from the perspective of female Muslim mental health professionals were explored. Interviews were conducted with five female Muslim mental health professionals. Thematic analysis (Braun & Clarke, 2006) was used to analyze patterns in the data. Four themes emerged: (a) seeking help is not easy: challenges faced by Muslim women clients, (b) lack of awareness: fear of the unknown, (c) participants’ suggested solution: psychoeducation and cross-cultural training, and (d) the building blocks of client-counsellor relationship: trust and communication. Findings are described alongside implications for counselling practice and future research.

科技的採用問題，一直是資訊管理領域一個重要的議題。而以往研究，為了解為何科技會無法被採用，在研究上會分析科技導入至採用初期所面臨到的障礙與挑戰，以協助組織排除科技採用的困難。然而，對於科技的採用而言，採用困難的發生，並不只局限於科技的「前採用階段」而已，在科技被採用以後，同樣也會面臨到科技因為不適用所帶來的採用問題。為此，本論文之研究目的，即在於理解科技在「後採用階段」，發生科技採用困難的本質與原因。 在本論文中，作者主要從實務契合度的觀點，來理解供應鏈系統的採用困難。實務契合度的觀點認為，科技具有內嵌「實務」的特性，每一種科技，根據它的目的，都會被植入一些實務，來協助採用者進行組織活動。因此，所謂的科技採用就是將科技所內嵌的實務，轉移到採用者身上。然而，由於採用者處於他們所屬社會/組織系統中，可能也有他們自己一套的實務活動方式，所以科技內嵌實務與採用者實務之間的不契合，就會發生在科技採用的過程中。在本研究中，根據這樣的看法，作者以詮釋性質化研究的方式，分析了一家筆記型電腦公司的供應鏈系統採用問題。從中發現，根據組織結構、產品材料技術與產業網路的條件原因所影響，供應商會和該公司形成出不同類型的採購實務，而供應鏈系統所提供出的「實務」，因為和這些供應商與該公司的採購實務之間，有著全然不同的特性與假設，故導致了系統採用上的困難。本論文相信，這樣的研究成果，將會加深對科技採用問題的理解，並對供應鏈系統的管理，有實務的貢獻。 / Technology adoption has always been a central research issue in the information systems discipline. Despite years of investigative effort, most of past studies primarily focus on the pre-adoption stage, but very few studies examine post-adoption behaviors, post IT application, and consequences of adoption. In this dissertation, unlike the typical studies to analyze adoption difficulties during pre-adoption stage, I focus on the post technology adoption stage and aim to understand why technology adoption may become failures in organizations after effective deployment for a period of time. In this dissertation, I consider an adoption of supply chain system from the practices fit perspective. The practices fit lens argues that organizational practices (such as procurement practices) are embedded in the technology (such as supply chain systems), and the technology adoption could be as a transfer of the practices to the recipient’s adopters. However, since adopters lie in their specific social/organizational context over time, they have gradually developed a variety of practices to deal with organizational matters. In this circumstance, after the technology is adopted, the difficulties of adoption may occur because of the incompatibility between adopters’ practices and technology practices. From this perspective, I apply an interpretive stance in the study to report a case of supply chain system, and to analyze how and why practices misfit may induce the problems of the adoption. The case study reveals that there are different types of procurement practices for an organization to conduct procurement activities with their suppliers. Each type of procurement practices is affected by the organizational structures, product technologies, and industrial network. However, the supply chain system is not to take account of these conditions into the system principles. As a result, the system is considered inapplicable for supporting the procurement activities by adopters. Important implications are provided to enhance the theoretical development of technology adoption. Practical insights are discussed with regard to supply chain management.