This research considers a person’s ontological fabric woven from experiences of and in (trans)formative childhood and adolescent places through three conceptual frameworks: complexity theory, endogeny, and i/Indigenous ways of knowing. By re-visiting the (trans)formative places of four exemplary citizens with them, creating an interactive website and iBook, and exploring ten online public participants’ posts, I gained an understanding of how childhood and adolescent outdoor places act as catalysts of community, ecological, and civic environmental engagement. To achieve this, I asked the question: Does learning that occurs in childhood and adolescent outdoor places inform civic, emotional, physical, and/or spiritual engagement or connectedness over the course of people’s lives? If so, how? Tsartlip (Coast Salish First Nations) Elder, May Sam, Hua Foundation co-founder Claudia Li, National Geographic Explorer-in-Residence, Wade Davis, and former Lieutenant Governor of BC, Iona Campagnolo, all exemplary individuals, shared personal relationships with their childhood and adolescent places. They engaged though participatory action research by taking me to these places, contributing to the interview process, and supporting the analysis of the results. As a way to engage decolonizing methodologies and encourage authentic voice within this research, I took great care in using interview and discourse techniques that were respectful, engaging, and empowering. Each of these visits were filmed and appropriate sections were shared through online social media as a way to invite participation from the larger North American public (www.transformativeplaces.com). Ten more participants’ experiences were analyzed based on their submissions to this website. Data were explored through a hybrid of phenomenological and participatory analysis and participants were invited to help discern meaning through post-filming interviews and dialogue. The concept (trans)formative places was defined as sites that engage humans in biophysical, emotional, spiritual, and civic engagement. Major notions included the development of a memetic group of concepts that help describe the processes, characteristics, and relationships that occur from, in, and with (trans)formative places. I found that my participants’ relationship to places were formed through family and community bonds, where learning occurs through shared stories, collective healing, and respect-building. Places transformed my participants through identity development, memory and anxiety, resiliency behaviour, nostalgia, and loss. Finally, my participants related to places through connective processes like knowing a place and being home, engendering bliss and appreciation, development of pride and hope and emotionality. The final section of this dissertation is articulated as a manifesto for creating, sustaining, and engaging in (trans)formative places. To download the interactive iBook of this dissertation search for it in iTunes. / Graduate / 0350 / 0525 / 0534 / 0740 / 0768 / 0620 / 0727 / nstanger@nicholasstanger.ca

In the past fourteen years, South African business has experienced a period of significant transformation. The absorption of previously disadvantaged employees into higher skilled jobs is being nudged by measures such as employment equity legislation and affirmative action. Even though previously excluded racial and ethnic groups are being empowered and incorporated into management structures, overall progress has been slow. The research organisation seems to be a microcosm of the macro-environment with regard to the advancement of previously disadvantaged employees, consisting primarily of white employees (66%). Designated employees are represented in much smaller numbers: Indian (15%), African (15%) and Coloured (4%).The objective of this research was to gain an understanding of how designated employees experience working in a predominantly white business unit. Applying a qualitative research design, anecdote circles were used to facilitate the informal sharing of experiences amongst peers. Twelve individuals partook in the anecdote circles and 59 anecdotes were gathered. Interpretative Phenomenological Analysis was used to extract themes. Thirty-two themes were identified in the anecdotes that were grouped into seven super-ordinate themes: A debilitating organisational culture; A constructive work environment; Poor orientation and integration into the business unit; Demanding consultant role; Dissatisfaction with careers: Difficulty in handling the typical demanding client profile and Involved management style. Results indicate that designated employees find the organisational culture restrictive due to the bureaucratic nature of the organisation, the insensitivity towards cultural differences, the impersonal atmosphere in the organisation; the excessive use of acronyms; poor communication and ineffective support structures. In contrast they have a positive view of their work environment which is seen as flexible, with plenty opportunities for development and high standards of work. Good teamwork exists with designated employees receiving a lot of support from their project team members. Results show that designated employees experience poor orientation in the business unit, which results in a lack of knowledge regarding processes, tools, and ideal behaviour. They are left to find this information out for themselves and this leads to poor integration into the business unit. Designated employees find their role as consultant very demanding. They experience a lot of pressure on projects and are concerned about others' impression of them. They feel empowered in certain areas of their work life and enjoy taking responsibility for their work and development. Designated employees are dissatisfied with the direction that their careers are taking and feel frustrated by the lack of career advancement. They do not believe their managers have the power to address their concerns regarding their career. Furthermore they equate career progression with financial gain and this adds to their frustration regarding their careers. Designated employees are struggling to deal with difficult and demanding clients who neglect responsibilities and can be unreasonable. They admit that they are not sure how to handle these clients. Designated employees are satisfied with the level of interaction with their managers and the recognition they receive when a job is well done. Some indicate that they would prefer more guidance and support from their managers and they stress the importance of performance management and providing regular feedback. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

In the past fourteen years, South African business has experienced a period of significant transformation. The absorption of previously disadvantaged employees into higher skilled jobs is being nudged by measures such as employment equity legislation and affirmative action. Even though previously excluded racial and ethnic groups are being empowered and incorporated into management structures, overall progress has been slow. The research organisation seems to be a microcosm of the macro-environment with regard to the advancement of previously disadvantaged employees, consisting primarily of white employees (66%). Designated employees are represented in much smaller numbers: Indian (15%), African (15%) and Coloured (4%).The objective of this research was to gain an understanding of how designated employees experience working in a predominantly white business unit. Applying a qualitative research design, anecdote circles were used to facilitate the informal sharing of experiences amongst peers. Twelve individuals partook in the anecdote circles and 59 anecdotes were gathered. Interpretative Phenomenological Analysis was used to extract themes. Thirty-two themes were identified in the anecdotes that were grouped into seven super-ordinate themes: A debilitating organisational culture; A constructive work environment; Poor orientation and integration into the business unit; Demanding consultant role; Dissatisfaction with careers: Difficulty in handling the typical demanding client profile and Involved management style. Results indicate that designated employees find the organisational culture restrictive due to the bureaucratic nature of the organisation, the insensitivity towards cultural differences, the impersonal atmosphere in the organisation; the excessive use of acronyms; poor communication and ineffective support structures. In contrast they have a positive view of their work environment which is seen as flexible, with plenty opportunities for development and high standards of work. Good teamwork exists with designated employees receiving a lot of support from their project team members. Results show that designated employees experience poor orientation in the business unit, which results in a lack of knowledge regarding processes, tools, and ideal behaviour. They are left to find this information out for themselves and this leads to poor integration into the business unit. Designated employees find their role as consultant very demanding. They experience a lot of pressure on projects and are concerned about others' impression of them. They feel empowered in certain areas of their work life and enjoy taking responsibility for their work and development. Designated employees are dissatisfied with the direction that their careers are taking and feel frustrated by the lack of career advancement. They do not believe their managers have the power to address their concerns regarding their career. Furthermore they equate career progression with financial gain and this adds to their frustration regarding their careers. Designated employees are struggling to deal with difficult and demanding clients who neglect responsibilities and can be unreasonable. They admit that they are not sure how to handle these clients. Designated employees are satisfied with the level of interaction with their managers and the recognition they receive when a job is well done. Some indicate that they would prefer more guidance and support from their managers and they stress the importance of performance management and providing regular feedback. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

This research considers a person’s ontological fabric woven from experiences of and in (trans)formative childhood and adolescent places through three conceptual frameworks: complexity theory, endogeny, and i/Indigenous ways of knowing. By re-visiting the (trans)formative places of four exemplary citizens with them, creating an interactive website and iBook, and exploring ten online public participants’ posts, I gained an understanding of how childhood and adolescent outdoor places act as catalysts of community, ecological, and civic environmental engagement. To achieve this, I asked the question: Does learning that occurs in childhood and adolescent outdoor places inform civic, emotional, physical, and/or spiritual engagement or connectedness over the course of people’s lives? If so, how? Tsartlip (Coast Salish First Nations) Elder, May Sam, Hua Foundation co-founder Claudia Li, National Geographic Explorer-in-Residence, Wade Davis, and former Lieutenant Governor of BC, Iona Campagnolo, all exemplary individuals, shared personal relationships with their childhood and adolescent places. They engaged though participatory action research by taking me to these places, contributing to the interview process, and supporting the analysis of the results. As a way to engage decolonizing methodologies and encourage authentic voice within this research, I took great care in using interview and discourse techniques that were respectful, engaging, and empowering. Each of these visits were filmed and appropriate sections were shared through online social media as a way to invite participation from the larger North American public (www.transformativeplaces.com). Ten more participants’ experiences were analyzed based on their submissions to this website. Data were explored through a hybrid of phenomenological and participatory analysis and participants were invited to help discern meaning through post-filming interviews and dialogue. The concept (trans)formative places was defined as sites that engage humans in biophysical, emotional, spiritual, and civic engagement. Major notions included the development of a memetic group of concepts that help describe the processes, characteristics, and relationships that occur from, in, and with (trans)formative places. I found that my participants’ relationship to places were formed through family and community bonds, where learning occurs through shared stories, collective healing, and respect-building. Places transformed my participants through identity development, memory and anxiety, resiliency behaviour, nostalgia, and loss. Finally, my participants related to places through connective processes like knowing a place and being home, engendering bliss and appreciation, development of pride and hope and emotionality. The final section of this dissertation is articulated as a manifesto for creating, sustaining, and engaging in (trans)formative places. To download the interactive iBook of this dissertation search for it in iTunes. / Graduate / 0350 / 0525 / 0534 / 0740 / 0768 / 0620 / 0727 / nstanger@nicholasstanger.ca

In December 2004, at the SoDIS® (Software Development Impact Statements) symposium in Auckland, an industry certification as a method of credentialing teachers and analysis of SoDIS was mooted. SoDIS, a process of ethics-based risk assessment and analysis of downstream risk to project and software stakeholders, including the public, is currently in the process of progressing from prototype to commercial product. Certification was proposed to ensure the integrity of the process and the quality of service to stakeholders.Certification sponsored by industry, commercial organisation, or professional association (collectively referred to as industry certification, or certification) has been a form of credentialing for over half a century. Industry certification was adopted by the IT industry when Novell, Inc. began testing and certifying IT industry and IT network professionals in 1986 (Cosgrove, 2004; Novell, 1996). Global certification testing centres were established in 1990 by Drake International (now Thomson Prometric) (Foster, 2005).During the 1990s, industry certification became a veritable juggernaut: a "multi-billion dollar business" (Cosgrove, 2004, p. 486), an industry that has arisen in its own right (Adelman, 2000) and driven by several dynamics (Hitchcock, 2005). In 2000 there were over 300 discrete IT certifications with approximately 1.6 million individuals holding approximately 2.4 million IT certifications (Aldelman, 2000). The total number of available certifications is impossible to quantify (Knapp & Gallery, 2003). Many academic institutions both at tertiary and secondary level are integrating industry certification, especially IT certification, into their curricula.Is industry certification, however, a pedagogically robust form of credentialing? Does it have value to its stakeholders? Is it an appropriate form of credentialing for the SoDIS process? This research, using both Phenomenography and Interpretive Phenomenological Analysis (IPA) as a joint methodology, focuses on the experiences of actors with the phenomenon of industry certification and extracts both the essence of the understanding and perceptions of the value and validity of industry certification, and the essence of industry certification itself.Due to the vast amount of literature found describing industry actors' perceptions of and experiences within the phenomenon, the research is predominantly literature-based. Further data was collected from interviews with a small, purposive sample of industry certification holders and employers, with the research further informed by my own experiences within the domain which is the focus of the research. The methodology paradigm is interpretive: the research aims to interpret the social construction that is the phenomenon of industry certification.While this research does not attempt to single out specific industry certifications to determine their value or pedagogical robustness, the findings suggest that, in general, well designed and well administered certifications with integrity and rigour of assessment processes, are indeed pedagogically sound, with significant value. The research identifies both benefit and criticism elements of typical certifications, along with elements of the various certification programmes categorised into standard (typical), and more rigorous (less typical) certification programmes.The research develops and presents a paradigm for building an appropriate vendor specific or vendor neutral certification programme that is pedagogically sound with value for its stakeholders. The contrasts and complementary aspects of industry certification and academic qualifications are highlighted. It is therefore concluded, and supported by data from the interviews, that such a credential is indeed appropriate for teachers and analysts of SoDIS.

This aim of this study is to understand the professional identity of careers advisers in UK universities, at a time of unprecedented interest in employability across the sector following an increase in undergraduate tuition fees in England. The research question is “What is the professional identity of careers advisers in higher education in the ‘new’ employability climate? Opportunities and challenges for careers service leaders and managers.” Here, professional identity is defined as ‘the experience and self-understanding of those fulfilling a particular occupational role’. The study is qualitative, using the methodological approach of Interpretative Phenomenological Analysis. The areas of literature that have been reviewed relate to the nature and development of the professions and the development of individual and collective professional identity. The history of the careers adviser role within the UK education system also provides context. Data was collected in summer 2012 through interviews with 21 careers advisers from 14 universities across England, Wales and Scotland using a stratified sample based on league table data. This study makes a contribution to knowledge by suggesting a professional identity for careers advisers which is Undefined, Parochial, Unrecognised and Unconfident yet Dedicated, and by making recommendations for leaders and managers, and careers advisers themselves, to consider in their approaches to staff development, (self-) advocacy and connection with broader institutional priorities. Such approaches do not conflict with a primary purpose of ‘helping students’ and can serve to strengthen the impact and influence of careers advisers as experts who address the increasingly critical employability agenda.

There are a considerable number of children who fulfil a young carer role for a parent, sibling or relative. Research into the experiences of young carers is growing, and has explored the areas of supporting parents and siblings with physical and mental health difficulties. Although research into the experience of adult carers of individuals with psychosis-related difficulties is well established, the experience of young carers supporting a parent with a psychosis-related difficulty are yet to be studied. The aim of this study was to gain a richer understanding of the lived experience of young carers supporting a parent with a psychosis-related difficulty from a retrospective position. Semi-structured interviews were conducted with seven adults who were young carers for a parent with a psychosis-related difficulty. The interview transcripts were split into two parts and analysed using Interpretative Phenomenological Analysis. Part one explored the experience of caring at the time, with two themes emerging from participant's accounts: 'Feeling isolated and alone' and 'Caring was taking the parent role'. Part two explored the integration of the experience into the current self, with two themes emerging: 'Understanding the experience is an ongoing struggle' and 'Making sense of the person I have become'. The findings are discussed in light of the current research literature and show both areas of agreement and unique insights into the experiences of this particular group. Clinical implications in light of the findings and future research suggestions are also considered.

Aim: Knowledge of the experience of qualified BME clinical psychologists in clinical practice is currently lacking in the research literature. The aim of the current study was to explore the lived experience of qualified BME clinical psychologists currently employed in the National Health Service (NHS). By investigating this under-researched topic, the study hopes to shed light on the impact on clinicians' personal and professional identity of practicing within a profession that lacks cultural diversity. It is hoped that the results of this study will contribute to ongoing efforts to diversify the profession, improve our knowledge of the experience of BME groups in the helping profession and also challenge current misconceptions concerning the BME experience. Method: A mixed method qualitative approach was employed for this study. Repertory grids and semi-structured interviews were conducted with six female qualified BME clinical psychologists who are currently working in the NHS. They had been qualified between three and sixteen years. Their repertory grids were analysed using Idiogrid and their accounts were analysed using Interpretative Phenomenological Analysis (IPA). Results: Four master themes emerged from the analysis and were supported by the findings from the repertory grids showing that BME clinical psychologists feel that they stand out as different on account of their ethnic difference. The analytic procedure also highlighted how participants have to find a way to negotiate their cultural and professional values whilst also sitting with the uncertainty of their experiences in the profession. The final theme relates to the privilege that participants held in making it as a clinical psychologist. Implications: Initiatives to increase cultural competency and sensitivity need to be addressed by the profession. Efforts to increase ethnic diversity should be followed through to ensure practitioners are not left on the fringes of the profession on account of their minority ethnicity.

Background and Aims Estimates suggest more than three million children and young people (CYP) live with a parent experiencing mental distress (PEMD). It is suggested that CYP are often left to make sense of the uncertain nature of mental distress on their own. Furthermore, the existence of stigma can silence CYP and their families, as they try and hide from the view of others. CYP have voiced their desire for support. However, there are few services available to them in the UK, despite developments in policy highlighting the need for support. As CYP grow up, greater emphasis gets placed on relationships with friends. Therefore, CYP's peer group may provide a valuable source of support. This research aims to explore how CYP living with a PEMD gaining support from their friends. Methodology This research used a qualitative design to explore CYP's lived experiences. A purposive sample of six CYP who were living with a PEMD were recruited. CYP were invited to take part in semi-structured interviews, which were then transcribed. Analysis and Findings The interviews were analysed using Interpretative Phenomenological Analysis (IPA). The analysis revealed three superordinate themes: 'Fitting the puzzle together', 'Finding the experience of talking risky', and 'Coping with the up and down rollercoaster'. The findings support research recognising the importance of understanding mental distress, but CYP's accounts in this study provide further insight into the intricacies of what is meant by understanding. Furthermore, the research brings to light the challenges that CYP face when trying to build trusting relationships, in order to confide in their friends about their parent's experience of mental distress. Clinical implications, including recommendations for possible interventions are discussed and suggestions for future research are made.

The present research investigated paternal filicide in South Africa. It aimed to understand the factors underlying fathers killing their child/children. Study one explored paternal filicidal offenders' processes of construction, construing of events leading to the filicide, and meanings of their lived experience of killing their child/children. Study two examined the filicidal offenders' extended families' construction processes, construing of events before the killing, lived experience and construing of filicide, and construing of the filicidal offenders' construing of the filicide. Four paternal filicidal offenders and nine family members of the offenders who had different backgrounds (i.e., age, racial, ethnicity, cultural, educational, occupational, and the nature of the filicide) were purposively sampled and recruited into the research. Personal construct theory (Kelly, 1955) underpinned this research. A semi-structured individual interview which was structured according to the Experience Cycle Methodology (ECM) interview proforma (Oades & Viney, 2012), Perceive Element Grid (PEG) (Procter, 2002), and the ABC model (Tschudi, 1977), were administered to the filicidal and family participants. Data was analysed using Interpretative Phenomenological Analysis (Smith, Flowers, & Larkin, 2009) and personal construct analytic methods (diagnostic construct analysis, PEG, ECM, and the ABC model). The analysed themes suggest that filicide might co-occur with familicide and attempted suicide by the offender in some instances. While in many filicidal cases intimate/marital problems might be contributing factors, in a few cases filicide might be accidental in which it might not be precipitated by intimate/marital discord. Most filicidal offenders who tend to only construe their partners/wives and intimate/marital relationships in terms of positive construct poles might slot rattle when encountering invalidations of constructions. The encountered problems might trigger threat, anxiety, in which the problems are experienced as unconstruable, and anger which might lead to hostility. The filicidal offenders might lack constructions to deal with the issues which might result in unaddressed problems which might lead to a sense of being overwhelmed and feelings of hopelessness. The filicidal offenders might broaden or delimit their perceptual field or fluctuate between constriction and dilation to construe and cope with the situation. They might exceed their inhibition ability which might result in the avoided issues and inhibited feelings exploding in violence. The extended family members might not intervene in the couples' problems, if intervening might be possible, because of an unawareness of issues as a result of submergence and constriction in which they avoid construing the couples' problems, limit their views to issues, and minimise the seriousness of the construed problems. Psychological support, personal construct family therapy and Employee Assistance Program, might help the filicidal offenders cope with their intimate/marital problems, and therefore might prevent filicide. Considering the implications of the filicide on the offenders' identities, relations, and relationships, and also the relationships of their families, intervention programs such as Restorative Justice and sport might help the offenders re-establish their sense of self, find commonality and sociality while rebuilding the damaged relationships.