This thesis contains the results of my research between 1994 and 1998 into the uses of fictional autobiography in personal development. The topic arose out of my observation, both of my own experience and the experience of students attending my creative writing courses, that writing fictional autobiography as part of a writing apprenticeship not only enabled the development of writing skills and the finding of a writing 'voice', but often had a therapeutic effect on the writer's relationship with himor herself, and with his or her significant others. I set out to explore this observation through an examination of my creative writing course 'Autobiography and Fiction' (subsequently called 'Autobiography and the Imagination'), which I taught at the University of Sussex Centre for Continuing Education from 1991 to 1996. I issued questionnaires to all 78 students who had taken this course, to generate data on the benefits of engaging in the writing of fictional autobiography. I also conducted interviews on the same topic with 5 of these students. I analysed the resulting data using the theory of the Germani American psychoanalyst Karen Horney, and to a lesser extent that of object relations theorists D.W. Winnicott, Christopher Bollas and Marion Milner. Where appropriate, I also used theory of literary and social narrative. The thesis presents the three main findings of the research, namely, that the writing of fictional autobiography (1) can facilitate a closer contact with the inner life, resulting in a stronger sense of identity and the finding of a 'writing voice'; (2) can help to reveal and work through problems of identity which cause writer's block; and (3) can provide a means of're-writing' self-narratives which have been 'written' in the psyche by family and society. The thesis concludes with some suggestions as to how fictional autobiography might be used in a self-analytic or psychoanalytic context.

George Herbert Mead constructed a brilliant theory of the self as a social phenomenon emerging from the interplay of linguistic symbols. While the persuasiveness Mead's theory remains, he provides an inadequate account of the significance of emotions and conflict for the development of the self. After outlining Mead's theory, this study suggests how Mead's understanding might be improved to account more adequately for the significance of emotions and conflict while maintaining the central strengths of Mead's theory. Examining a range of Mead's writings, this study critiques Mead's theory via three primary means: the theoretical works of William James and Karen Horney; contemporary research in neuroscience; Mead's attempts to apply his theoretical understanding to concrete social conflicts. This study concludes that while Mead's theory fails to account adequately for the significance of emotion and conflict, his theory can be readily modified by incorporating some of the ideas of James and Horney.

Research has shown that managerial leaders have a higher motivational need for power than those in other positions. A leader's personality traits have been shown to affect organizational performance. Leaders who score high in dark traits (undesirable personality attributes shown to predict career derailment across organizations, levels, and positions) could also be more likely to use company resources for personal gain. There is a paucity of research examining the correlation between managerial dark traits and the need for power. The purpose of this study was to examine the relationship between managers' dark trait scores as measured by the Hogan Development Survey (HDS), and their motivational need for power as measured by the Hogan Motives, Values, and Preference Inventory (MVPI). The effect of Ambition as measured by the Hogan Personality Inventory (HPI) was used as a mediating variable upon dark traits scores and the need for power. The dependent variable in this study was the need for power, and the independent variables were the 11 personality traits measured by the HDS. Participants were managers and executives provided by Hogan Assessments database (N = 500). Multiple regression analysis revealed a significant correlation between the dark traits of those who move against others and their need for power. Ambition had a small effect in mediating the dark trait scores and the need for power. If selection committees could use the HDS and remove candidates with high scores in dark traits that move against others, they could remove many who could be likely to abuse the executive position through a strong need for power. Potentially destructive leaders could be avoided, leadership career derailment could be averted, and even corporate criminal activity might be prevented.

Different theoretical approaches and interpretations offer diverse delineations and clusters of Enneagram type in terms of Horney’s interpersonal trends of moving toward, moving against and moving away from people. The present study reports the results of an empirical investigation into the relationship between Enneagram type and Horney’s interpersonal trends. A sample of 2 3 participants completed the Test of Object Relations (TOR) and 125 of these participants completed the Horney-Coolidge Tridimensional Inventory (HCTI). Two one-way, between-groups multivariate analyses of variance revealed differences between Enneagram types for each of the HCTI interpersonal trends of compliance, aggression and detachment and the TOR dimensions of separation anxiety, symbiotic merging, narcissism, egocentricity, social isolation and fear of engulfment. For each trend, an Enneagram type could be identified as a unique marker or benchmark of the trend. However, the empirical result does not offer clear support for one theoretical approach or viewpoint rather than another. / Psychology / M. A, (Psychology)

Different theoretical approaches and interpretations offer diverse delineations and clusters of Enneagram type in terms of Horney’s interpersonal trends of moving toward, moving against and moving away from people. The present study reports the results of an empirical investigation into the relationship between Enneagram type and Horney’s interpersonal trends. A sample of 2 3 participants completed the Test of Object Relations (TOR) and 125 of these participants completed the Horney-Coolidge Tridimensional Inventory (HCTI). Two one-way, between-groups multivariate analyses of variance revealed differences between Enneagram types for each of the HCTI interpersonal trends of compliance, aggression and detachment and the TOR dimensions of separation anxiety, symbiotic merging, narcissism, egocentricity, social isolation and fear of engulfment. For each trend, an Enneagram type could be identified as a unique marker or benchmark of the trend. However, the empirical result does not offer clear support for one theoretical approach or viewpoint rather than another. / Psychology / M.A. (Psychology)