This doctoral thesis is concerned with the management phenomenon of corporate identity. In brief, the writer's pre-understanding of corporate identity is that it refers to what an organisation 'is', i. e. its innate character. Data for this thesis was collected within a subsidiary of a high profile, internationally known, highly secretive and quintessentially British institution: the British Broadcasting Corporation (BBC). The objectives of this thesis are (a) to explain the nature of the social psychological process involved in corporate identity formation and (b) to explain the basic social structural process involved in acquiring and sustaining a corporate identity. This thesis is felt to be distinctive in three regards in that (a) the doctorate focuses on the identity of a subsidiary and in particular its sub brands, i. e. BBC Scotland (the subsidiary) and its relationship with BBC Radio Orkney and BBC Radio Shetland, (b) the writer appears to be the first management academic to have negotiated access within the BBC in order to undertake an extensive period of research, (c) this is thought to be the first PhD on corporate identity where the researcher has relied exclusively on in-depth qualitative methods of data collection within the research paradigm of naturalism. As such this thesis does not seek to establish universal laws regarding corporate identity but aims to contribute to an understanding of the phenomenon. In the tradition of naturalism the findings are in effect hypotheses since they only refer to the organisation under study. However, such findings potentially have real value in that the writer has to demonstrate connoisseurship of the institution under study and authenticity with regard to the data collected. The writer believes that he has met these requirements through revealing the distinct ideologies present within BBC Radio Orkney, BBC Radio Shetland as well as some of the ideologies within BBC Scotland. The findings of this doctorate revealed that (a) the basic social psychological process underpinning corporate identity was one of affinity. The data revealed that in both stations personnel has an affinity with at least six ideologies based on affection, alliance, closeness, attachment, nostalgia etc. The data not only demonstrated the importance of affinity to the basic social psychological process of corporate identity formation but also revealed that personnel had an affinity with different categories of ideology, i. e. corporate, professional and cultural. Thus the basic social psychological process of corporate identity can be described as being both multi-layered and complex. This has led the writer to give the following definition of corporate identity. "A corporate identity refers to what an organisation "is", e. g. its innate character. It is underpinned by a unique mix of ideologies (e. g. organisational, professional, etc) to which personnel have an affinity. An organisation's identity is experie nced through everything an organisation says, makes or does, e. g. is experienced through total corporate communications. All identity may be good, bad, negative, unwanted etc". With regard to explaining the basic social structural process of corporate identity the synthesis of the data suggests that senior managers should undertake four activities (a) define the corporate mission and philosophy; (b) be sensitive to the multiple ideologies present within the organisation; (c) evaluate the ideologies vis a vis the corporate mission and philosophy and (d) nurture those ideologies which support the mission and philosophy. In light of the findings this doctorate provides policy advice to senior managers of BBC Scotland and the BBC; to the Secretary of State for National Heritage; to senior managers generally and to management academics.

<p> This phenomenological study sought to answer, "What is the lived experience of anxiously attached, heterosexual women while in relationships?" The lived experiences of 10 participants ranging in age from 32 to 59 were elicited through interviews. The Moustakas transcendental phenomenological reduction methodology, using the modified Van Kaam method (1994) was used to analyze the data. Five main structures emerged. First, relation to self reflected feeling unlovable, defective, and embarrassed to be single. Second, relation to other had six sub-themes. Participants selected partners who were incompatible and non-committal. They had beliefs of idealized relationships, a struggle, and had a fear of being left. Positive feelings at the outset of relationships turned into ongoing upset. Relationship behaviors included trying to relate effectively, having a major focus on their partner, and reinforcing partners' negative behaviors. Relationship termination occurred with reluctance, there were missed cues, anxiety, and ongoing grief and yearning for the partner. They had current insights of unviable relationships that resulted in ongoing upset feelings that should have terminated sooner. The third structure of causality revealed poor relationship role-modeling and parental treatment of the participants that impacted their view of self, others, and relationships. Fourth, bodily concerns reflected a use of sexuality to connect, and sexual dissatisfaction. Fifth, participants were aware of time in and between relationships. Two conclusions relating to the structure of causality and a lack of insight about relationships are discussed. Future qualitative studies were recommended to provide more understanding of anxious and dismissive avoidant attachment styles.</p>

Typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1986. / Bibliography: leaves 523-544. / Photocopy. / Microfilm. / xviii, 544 leaves, bound 29 cm

Typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1978. / Bibliography: leaves 121-126. / Microfiche. / xi, 126 leaves ill

Thesis (MPsy(Specialisation))--University of South Australia, 2003.

Ingroup bias, which refers to people???s tendency to evaluate and treat members of their ingroups better than members of outgroups, is a central feature of intergroup relations. Conceptually, ingroup bias can be comprised of ingroup positivity, outgroup negativity, or both. However, research has often confounded these components on the assumption that they are reciprocally related. The aim of this research project was to examine the relative dominance of ingroup positivity versus outgroup negativity in ingroup bias and the relationship between them. Two approaches were employed. First, a series of laboratory studies examined the effect of threat on implicit and explicit intergroup attitudes. In Study 1, ingroup positivity and outgroup negativity were assessed in the domains of stereotyping, prejudice, and discrimination in a context where threat appeared to be salient. Analyses within and across measures revealed that ingroup positivity was more dominant than outgroup negativity, and that ingroup and outgroup attitudes were unrelated or positively related. Experiments that manipulated the salience of realistic threat (Studies 2 and 3), symbolic threat, (Studies 6 and 7), or both (Studies 4 and 5) similarly produced nonsignificant or positive correlations between ingroup and outgroup attitudes. However, in Studies 4, 5, and 7, perceptions of symbolic threat significantly influenced intergroup attitudes. Overall, the findings of the laboratory studies suggest that although threat can shift outgroup attitudes, it does not necessarily lead to reciprocity between ingroup positivity and outgroup negativity. The second approach employed in this dissertation involved content analysis of messages posted on an Internet hate site. In contrast to the laboratory experiments, Studies 8 and 9 found that ingroup positivity significantly predicted outgroup negativity. Implications of these findings are discussed, including the possibility that ingroup positivity will be linked to outgroup hostility when people are highly identified with their ingroup and when the outgroup defines the ingroup. This dissertation contributes to the intergroup relations literature by providing a more detailed account of implicit and explicit ingroup bias, and by identifying potential conditions leading to a negative relationship between ingroup and outgroup attitudes.

Thesis (Ph.D.)--Pacific Graduate School of Psychology, 1990. / Source: Dissertation Abstracts International, Volume: 51-04, Section: B, page: 2110. Chair: Stephen M. Johnson.

Thesis (Ph.D.)--Pacific Graduate School of Psychology, 1993. / Source: Dissertation Abstracts International, Volume: 54-07, Section: B, page: 3903. Chair: William J. Froming.

Thesis (Ph.D.)--Pacific Graduate School of Psychology, 1993. / Source: Dissertation Abstracts International, Volume: 54-12, Section: B, page: 6501.

Thesis (Ph.D.)--Pacific Graduate School of Psychology, 2001. / Source: Dissertation Abstracts International, Volume: 62-03, Section: B, page: 1645. Chair: William Nasby.