During times of organisational change and restructuring, employees, are often placed in acting positions. Consciously, organisations frame their reasons for this practice as preparing the system for a new strategy, organisational structure, work distribution and leadership challenges. This implies that the conscious reasons for using acting as a human resources practice may not be sound, leading to a question about the possibility of unconscious collusions operating in the system. From an unconscious perspective, it can be hypothesised that this practice represents how organisations respond to its unprocessed unconscious anxieties inherent to change, transformation and adapting to new ways of thinking, operating and functioning. This research was done using systems psychodynamics as theoretical paradigm and theory, offering a depth-psychology organisational theory, OD consultancy and qualitative research stance which differentiate between conscious and unconscious. The unconscious contains anxiety against which the system defends, specifically, by using dependence, fight/flight, pairing, me-ness and we-ness. Role identity consists of the normative, existential and phenomenal roles. If the three role parts are similar, anxiety is contained and bearable. When there are splits between the three role parts, persecutory and paranoid anxiety exists. The acting professionals’ normative role was relatively clear. In their existential role they introjected confusion, uncertainty, splits about their competence, doubt in their own authority, shame, and conflict in their view of the other. In their phenomenal role they received projections from the organisation about incompetence and denigration. The findings indicated how acting professionals experienced different kinds and intensities of anxiety. They got confused about their primary task, and the differences between their normative, existential and phenomenal roles caused high levels of performance anxiety. They struggled to manage their personal and work boundaries and the system de-authorised them by withholding information and feedback about their contribution to the organisation and their acting tenure. Acting professionals experienced being seduced by the power of the organisation, their careers being placed on hold, and being bullied by the systemic illness and toxicity in the organisational. It was concluded that the organisational system unconsciously uses acting positions as a psychodynamic container of organisational change anxiety. / Industrial & Organisational Psychology / Ph.D. (Consulting Psychology)

Globalisation, technological advancements and changing social needs result in virtual work arrangements becoming more prominent. Virtual work is conducted away from the traditional office setting and usually occurs in employees’ personal home environments. Virtual work has been called virtualling in this study, and virtual employees are referred to as virtuallers. A phenomenological orientation was adopted in studying completely virtual workers in a completely virtual context; sourcing of participants and data collection were also conducted completely virtually. This study presented new ways of conducting research in the modern, virtual world of work. An autoethnography was included, as the researcher is also a virtualler and insider of virtualling. Four key case studies are presented to provide a holistic picture of virtualling and virtuallers. Thematic results indicate key influencing factors that originate from virtualling, as well as factors and mindset requirements that pertain to the virtualler personally. It was further found and proposed that the resulting virtual environment changes virtuallers’ ways of doing things and viewing the world, hence results in changes in their lifestyle and career identity. The abstract psychological structure as it resulted from the thread of meanings was presented as virtualness. Authentic psychological identification with virtualling and adopting a boundarylessness employability mindset oriented towards psychological success are highlighted as key requirements in order to experience virtualness. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Imago relationship therapy was originally applied to couples counselling by Dr Hendrix (1992, 1993). This model was applied to a group of senior managers from the Lonmin Platinum Mine to create an understanding of intrapersonal and interpersonal dynamics to reduce the conflict levels they experienced in the workplace. Imago theory is applicable to the workplace because of the influence of intrapersonal processes on interpersonal dynamics, which is the same influence that causes conflict in romantic relationships. Love relationships consist of three stages, namely romantic love, the power struggle stage, and the real love stage. In the organisational context, these stages are the initial excitement phase, the power struggle stage, and the conscious relating stage. The study aimed to obtain quantitative and qualitative data on the effects of the Imago theory programme presented to the group of managers. The study thus aimed to determine whether the managers experienced a shift in their consciousness after the programme had been presented. Furthermore, the study aimed to determine whether such a shift in consciousness would have an effect on the individuals’ overall emotional wellbeing and if it would increase their overall life satisfaction. Furthermore, the study investigates if the programme had a positive effect on their interpersonal relationships (particularly with their subordinates). Twenty-two senior managers and 22 subordinates participated in the study. Certain pre-tests were conducted, followed by the seven-module intervention. The same post-tests were conducted after the training had taken place. Quantitative and qualitative results were obtained. The quantitative results showed that the participants’ problem solving abilities improved and that they experienced marginally higher levels of life satisfaction. The reactivity levels experienced by the participants during conflict situations decreased, and their levels of marital satisfaction improved. The results also showed that the managers responded more positively to their subordinates after the intervention. Furthermore, the subordinates experienced their managers as being more flexible after the intervention. The qualitative results indicated that a shift in consciousness did take place as envisaged. The group understood both intrapersonal and interpersonal psychodynamics. They also willingly applied Imago concepts to improve their functioning in the organisational context. / Psychology / D. Litt. et Phil. (Psychology)

The study undertook to explore the notion of stuckness within interpersonal and intrapersonal relationship dynamics. Stuckness has different presentations and can pertain to an individual’s’ inability to move beyond a particular challenge, or find resolution to one or more persistent problems. Alternatively, the stymied dynamic could manifest as a person becoming consistently highly activated or triggered. This has negative ramifications, within both interpersonal and intrapersonal relationships. Therapeutically, psychological stuckness is frequently encountered, and a lack of resolution of past trauma, is speculated as being a contributory factor. A qualitative, explorative research study was conducted over a period of one year, to collect data. The research design consisted of five case studies of participants who engaged in approximately one year of therapy. Participants were seen fortnightly, by a clinical psychologist, who is also the researcher of the study. The notes taken in the therapy sessions, as well as other qualitative methods, were utilised to collect the data. The data was analysed for themes formulated by the researcher, which themes correlated with the principles of the two schools of thought applied in the study. Logotherapy and somatic experiencing are the therapeutic interventions, which were included in the research method. These approaches were utilised in an endeavour to explore their efficacy, in resolving stuckness, speculated as being due to unprocessed trauma. Participation in the study was voluntary and boundaries of ethical codes, as well as values of psychotherapeutic therapy adhered to. There was no monetary exchange for the therapy received, and no costs incurred to the participants, in the research study. The presence of a long-standing persistent problem, or issue (stuckness) that had belied resolution, was the main criteria for inclusion in the study. The research explored the possible association between unresolved trauma, as well as various types of interpersonal, and intrapersonal stuckness. Impulsivity, explosive tempers, irrationality, emotionality and bizarre acting out behaviours, are some of the presentations, that the study speculated, as being due to unprocessed traumatic energy. A contribution of this research is that there is an absence of any prior studies conducted which explores stuckness and its correlation with unresolved trauma. In addition, no other research assessing the combined, top-down, and bottom-up efficacy of the therapeutic approaches of logotherapy and somatic experiencing were sourced. Payne, et al. (2015 b) state that they could not find evidence of more than five papers which provided case studies on somatic experiencing as a trauma intervention. The number of studies undertaken on somatic experiencing in general, is also significantly limited (Changaris, 2010; Samardzic, 2010). This adds to the value, meaning and purpose of this research, as it is a unique endeavour, motivated by the researcher’s intention to add more value to individuals’ lives, especially when the presenting problem, appears to be unfathomable stuckness. In an absence of any understanding for the reasons for such stuckness, these people may experience significant distress at being stymied, within the self, or in relation to others, as well as feel at a loss for any possible recourse. This study could prompt other researchers to conduct similar investigations, not only of the combined body-based, and cognitive psychotherapuetic interventions, but also of the link between stymied interpersonal, as well as intrapersonal relationship dynamics, and trauma. The application of a mind, body and soul approach in the study, through the inclusion of logotherapy, is also relevant. In reviewing the direction of psychological fields, one can detect that the trends are towards constructs such as meditation, enlightenment, consciousness, meaning, purpose, mindfulness, presence, and spiritual identity. Individuals are seeking more enlightenment, and want to explore more of the noetic dimension, which I believe psychotherapy has to include, in order to meet the needs of an evolving society. / Psychology / D.Phil. (Psychology)

During times of organisational change and restructuring, employees, are often placed in acting positions. Consciously, organisations frame their reasons for this practice as preparing the system for a new strategy, organisational structure, work distribution and leadership challenges. This implies that the conscious reasons for using acting as a human resources practice may not be sound, leading to a question about the possibility of unconscious collusions operating in the system. From an unconscious perspective, it can be hypothesised that this practice represents how organisations respond to its unprocessed unconscious anxieties inherent to change, transformation and adapting to new ways of thinking, operating and functioning. This research was done using systems psychodynamics as theoretical paradigm and theory, offering a depth-psychology organisational theory, OD consultancy and qualitative research stance which differentiate between conscious and unconscious. The unconscious contains anxiety against which the system defends, specifically, by using dependence, fight/flight, pairing, me-ness and we-ness. Role identity consists of the normative, existential and phenomenal roles. If the three role parts are similar, anxiety is contained and bearable. When there are splits between the three role parts, persecutory and paranoid anxiety exists. The acting professionals’ normative role was relatively clear. In their existential role they introjected confusion, uncertainty, splits about their competence, doubt in their own authority, shame, and conflict in their view of the other. In their phenomenal role they received projections from the organisation about incompetence and denigration. The findings indicated how acting professionals experienced different kinds and intensities of anxiety. They got confused about their primary task, and the differences between their normative, existential and phenomenal roles caused high levels of performance anxiety. They struggled to manage their personal and work boundaries and the system de-authorised them by withholding information and feedback about their contribution to the organisation and their acting tenure. Acting professionals experienced being seduced by the power of the organisation, their careers being placed on hold, and being bullied by the systemic illness and toxicity in the organisational. It was concluded that the organisational system unconsciously uses acting positions as a psychodynamic container of organisational change anxiety. / Industrial and Organisational Psychology / Ph.D. (Consulting Psychology)

This study explored the importance attached to and the degree of satisfaction with 53 job aspects in the work environment of cooperative research center directors. A survey instrument was mailed to the 105 individuals identified as directors of research units that are (a) committed to multidisciplinary or engineering research, (b) organized as integral units of a university, and (c) supported and funded by industry and other sources. Responses were categorized into two groups: directors involved in NSF (National Science Foundation) Industry/University Cooperative Research Centers (I/UCRC), and directors involved in other types of cooperative research endeavors. A 69% response rate was obtained. One purpose of this study was to measure: (a) factors that influence job satisfaction; (b) factors likely to influence center performance; and (c) success factors in industry/university cooperative research. This study was also designed to: (a) compare job attitudes between the two groups of directors; (c) determine the relationship between measures of importance and satisfaction for each group; and (d) develop predictive models of centers' performance using collected data; Directors assign a high degree of importance and a low degree of satisfaction to the majority of the job aspects; and they tend to be somewhat dissatisfied with those factors they consider most important in their work environment. Directors in the NSF I/UCRC group rated factors related to professional activities and industry/university interactions as significantly more important. In developing models to predict the total operating budget and the number of industrial members at a center, combinations of importance and satisfaction ratings were found to be significant factors.

Imago relationship therapy was originally applied to couples counselling by Dr Hendrix (1992, 1993). This model was applied to a group of senior managers from the Lonmin Platinum Mine to create an understanding of intrapersonal and interpersonal dynamics to reduce the conflict levels they experienced in the workplace. Imago theory is applicable to the workplace because of the influence of intrapersonal processes on interpersonal dynamics, which is the same influence that causes conflict in romantic relationships. Love relationships consist of three stages, namely romantic love, the power struggle stage, and the real love stage. In the organisational context, these stages are the initial excitement phase, the power struggle stage, and the conscious relating stage. The study aimed to obtain quantitative and qualitative data on the effects of the Imago theory programme presented to the group of managers. The study thus aimed to determine whether the managers experienced a shift in their consciousness after the programme had been presented. Furthermore, the study aimed to determine whether such a shift in consciousness would have an effect on the individuals’ overall emotional wellbeing and if it would increase their overall life satisfaction. Furthermore, the study investigates if the programme had a positive effect on their interpersonal relationships (particularly with their subordinates). Twenty-two senior managers and 22 subordinates participated in the study. Certain pre-tests were conducted, followed by the seven-module intervention. The same post-tests were conducted after the training had taken place. Quantitative and qualitative results were obtained. The quantitative results showed that the participants’ problem solving abilities improved and that they experienced marginally higher levels of life satisfaction. The reactivity levels experienced by the participants during conflict situations decreased, and their levels of marital satisfaction improved. The results also showed that the managers responded more positively to their subordinates after the intervention. Furthermore, the subordinates experienced their managers as being more flexible after the intervention. The qualitative results indicated that a shift in consciousness did take place as envisaged. The group understood both intrapersonal and interpersonal psychodynamics. They also willingly applied Imago concepts to improve their functioning in the organisational context. / Psychology / D. Litt. et Phil. (Psychology)

Introduction. Simulation-based training courses are commonly used in medical and teacher education in order to practice handling difficult tasks and situations in a safe environment. This paper researches a training course held by the university library of Linköping. Using simulations with avatars the librarians acted out challenging and troublesome scenarios with library users. The library users were played by computer simulated avatars, in a virtual environment. The avatars were controlled by a simulation specialist. The aim of the paper is to research if and how this kind of simulation-based training course can strengthen librarians’ ability to handle difficult situations with library users, and if it can be a useful tool in the aim to improve the workplace environment. Method. To find out the thoughts and feelings of the participants of the training course, a questionnaire was distributed to all participants. To get a deeper understanding, five of the participants also took part in an interview. One of the simulation-specialists and the librarian who led the training course, were also interviewed, to find out more about the simulation-based training course. Lastly, both authors of this paper participated in a short simulation exercise as well, to gain a deeper understanding of how it works. Analysis. The research material from the questionnaires and interviews were analyzed using Albert Bandura’s theory of self-efficacy, Stevan E. Hobfoll’s resource theory, and John Dewey’s education theory. The three theories together made possible for us to research the simulation-based training course from several different perspectives. This enabled an investigation into the training course’s potential to strengthen the librarians’ ability to handle difficult situations, conserve resources and make them resilient, and what this unique form of training course can teach. Results. The questionnaires and interviews show that difficult or threatening situations with library users rarely occur at the university library where the participants work. The respondents emphasize however, the importance of recurrent training in the treatment of library users. A few respondents express that they feel safer after completing the training course, and that they feel better prepared to face difficult situations with library users. The results also show that the simulation-based training course is a good way to learn as it is based on the real experiences of the librarians, and they get to be physically active, using their bodies in acting during the scenarios. Conclusions. The findings of this research suggest that this kind of simulation-based training course in handling difficult situations with library users, has the potential to strengthen librarians’ resilience and ability to handle difficult situations. It concludes as well that the form of the training course, acting out scenarios with computer simulated avatars, is a good way to learn different strategies to cope with challenging situations. Any overarching conclusions cannot be drawn since this paper only research one training course and it is not within its scope to study the long-term effects.  This is a two-year master’s thesis in Library and Information Science.

Globalisation, technological advancements and changing social needs result in virtual work arrangements becoming more prominent. Virtual work is conducted away from the traditional office setting and usually occurs in employees’ personal home environments. Virtual work has been called virtualling in this study, and virtual employees are referred to as virtuallers. A phenomenological orientation was adopted in studying completely virtual workers in a completely virtual context; sourcing of participants and data collection were also conducted completely virtually. This study presented new ways of conducting research in the modern, virtual world of work. An autoethnography was included, as the researcher is also a virtualler and insider of virtualling. Four key case studies are presented to provide a holistic picture of virtualling and virtuallers. Thematic results indicate key influencing factors that originate from virtualling, as well as factors and mindset requirements that pertain to the virtualler personally. It was further found and proposed that the resulting virtual environment changes virtuallers’ ways of doing things and viewing the world, hence results in changes in their lifestyle and career identity. The abstract psychological structure as it resulted from the thread of meanings was presented as virtualness. Authentic psychological identification with virtualling and adopting a boundarylessness employability mindset oriented towards psychological success are highlighted as key requirements in order to experience virtualness. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.