Reports that call for change in engineering education date back to the Mann report (1918), but more recent reports like "The Engineer of 2020" (NAE, 2004), and "Lean Engineering Education," (Flumerfelt et al., 2015) describe the need for engineers who are creative leaders, who have sustainability and ethics skills. Two narrative threads emerge from these reports: that engineering education does not adequately prepare engineers with the skills needed for industry, and that preparation for industry is imperative in order to address problems in society. However, these threads conflict with research from engineering education, science and technology studies, and higher education. There may not be a gap between school and work (Modestino, Shoag and Balance, 2016), and if there is one, it might be a socio-cultural gap that is unreasonable for universities to accept the full responsibility of narrowing. More problematic is that establishing "preparation-for-work" as the purpose for education threatens the goal of preparing students for life outside of work and does not necessarily prepare them to act towards benefit for society. The goal of this study was to critique these narratives using narratives of newcomer engineers' lived experiences. I had two research questions: 1) Who are new engineers asked to be at work? 2) Who do new engineers choose to be in response? I answered these by constructing and analyzing narratives of 12 newcomer engineers, based on interviews collected as part of the Capstone to Work study (Paretti et al., 2021). Using the figured worlds framework of identity development (Holland et al., 1998), I investigated the structures of work, which constrained who newcomers could become, and newcomers' agency, which they used to improvise identities within those constraints. The structures of engineering work that I examined required newcomers to acclimate to ongoing practices at their companies, which did not conform to newcomers' expectations of creative engineering work. Newcomers were objectified: their value and identity was often defined in terms of how much money they made for their company. They were alienated: their engineering problems were rarely defined in terms of their societal impact. The faced sexism: they were denied respectable identities based on gender. In response, some newcomers sought the identity of "asset" for their companies. Other newcomers sought new jobs that would give them opportunities for creativity, growth or societal benefit. And some newcomers worked to create opportunities at their jobs to be who they wanted: leaders, engineers working for environmental benefit, whole persons outside and inside of work. The results of this study suggest limitations of preparation narratives: They do not account for objectification, alienation, and sexism that newcomers face. Engineers also may unfortunately be prepared with stereotypes that do not match the realities of engineering work. This study suggests that we need to educate engineers in a way that recognizes them as human and prepares them for these realities. It also shows us that socio-technical change requires change at the structural level and cannot be limited to changes in education. / Doctor of Philosophy / Reports like "The Engineer of 2020", and "Lean Engineering Education," describe the need for engineers who are creative leaders, and who have sustainability and ethics skills. Engineering education researchers and practitioners use these preparation narratives to justify their funding to grant-awarding institutions, to develop research agendas, and to align their education efforts with these national calls. Two threads emerge from typical preparation narratives: that engineering education does not adequately prepare engineers with the skills needed for industry, and that preparation for industry is necessary for engineering to address societal problems. These, however, conflict with research from engineering education, science and technology studies, and higher education. If there is a gap between school and work, it might be a socio-cultural gap that is unreasonable for universities to accept the full responsibility of narrowing. More problematic is that establishing "preparation-for-work" as the primary purpose of education threatens the goal of preparing students for life outside of work and does not necessarily prepare them to act towards benefit for society. This study critiques these narratives by referring to newcomer engineers' lived experiences and identity development. I had two research questions: 1) Who are new engineers asked to be at work? 2) Who do new engineers choose to be in response? I answered these by constructing and analyzing narratives of 12 newcomer engineers, based on interviews collected as part of the Capstone to Work study. Using the figured worlds framework of identity development, I investigated the structures of work, which constrained who newcomers could become, and newcomers' agency in becoming different kinds of engineers within those constraints. Newcomers were generally required to acclimate to ongoing practices at their companies, which did not conform to their expectations of creative engineering work. Newcomers were objectified: their value and identity was often defined in terms of how much money they made for their company. They were alienated: their engineering problems were rarely defined in terms of their societal impact. The faced sexism: they were denied respectable identities based on gender. In response, some newcomers sought the identity of "asset" for their companies. Other newcomers sought new jobs that would give them opportunities for creativity, growth or societal benefit. And some newcomers worked to create opportunities at their jobs to be who they wanted. The results of this study suggest limitations of preparation narratives: they do not account for objectification, alienation, and sexism that newcomers face. Engineers also may unfortunately be prepared with stereotypes that do not match the realities of engineering work. Engineers should be educated in a way that recognizes them as human and prepares them for the realities of work. The study also confirms that efforts for socio-technical change cannot be limited to educational changes, because of structural constraints.

In the 21st century, the delivery of cancer care is facing unprecedented challenges, including an increasing number of cancer patients, a shortage of nursing personnel, a shift in care from in-patient to outpatient facilities, and new technologies requiring additional resources and education. The purpose of this critical qualitative study was to explore how nurses learn to transition into cancer nursing practice (CNP) in the workplace. The inquiry examined the contextual and learning factors that enhanced or impeded the nurses’ transition into diverse cancer settings. A comprehensive literature review was conducted in three areas: workplace identity and transitions; social learning theories and informal learning in nursing practice; and the context of cancerland, namely, cancer system, cancer patients’ experience, and cancer nursing as a specialty. Participants completed a preinterview questionnaire that determined whether they met the criteria and were representative of the phenomenon being studied. Telephone interviews were conducted with 15 nurses with more than 3 months and less than 2 years working in 1 of 4 cancer facilities in Ontario. An interpretive, phenomenological approach was used to formulate a description of the newly hired nurses’ lived experience. Three overarching themes emerged unique to CNP: (a) Getting In - nurses perceptions of their recruitment and selection into CNP; (b) Surviving In - nurses’ struggles learning CNP and the emotional strain of “being with” critically ill and dying patients; and (c) Staying In - factors that impacted the nurses’ decision to stay or leave, such as effective nursing leadership, quality of work life, and accessibility of supports (preceptors and mentors) and professional education. The findings will assist nursing leaders, educators, and preceptors when developing strategies to enhance the recruitment, orientation, and education of nurses into CNP. The review included a description of the ways in which the nurses perceived their new role, as well as the rewards and difficulties they encountered as they coped during their first few months of practice. Also included were descriptions of the ways in which the nurses learned to transition into the different cancer nursing subspecialties of in-patient; outpatient; chemotherapy; radiation therapy; and urban, rural, and remote settings.

In the 21st century, the delivery of cancer care is facing unprecedented challenges, including an increasing number of cancer patients, a shortage of nursing personnel, a shift in care from in-patient to outpatient facilities, and new technologies requiring additional resources and education. The purpose of this critical qualitative study was to explore how nurses learn to transition into cancer nursing practice (CNP) in the workplace. The inquiry examined the contextual and learning factors that enhanced or impeded the nurses’ transition into diverse cancer settings. A comprehensive literature review was conducted in three areas: workplace identity and transitions; social learning theories and informal learning in nursing practice; and the context of cancerland, namely, cancer system, cancer patients’ experience, and cancer nursing as a specialty. Participants completed a preinterview questionnaire that determined whether they met the criteria and were representative of the phenomenon being studied. Telephone interviews were conducted with 15 nurses with more than 3 months and less than 2 years working in 1 of 4 cancer facilities in Ontario. An interpretive, phenomenological approach was used to formulate a description of the newly hired nurses’ lived experience. Three overarching themes emerged unique to CNP: (a) Getting In - nurses perceptions of their recruitment and selection into CNP; (b) Surviving In - nurses’ struggles learning CNP and the emotional strain of “being with” critically ill and dying patients; and (c) Staying In - factors that impacted the nurses’ decision to stay or leave, such as effective nursing leadership, quality of work life, and accessibility of supports (preceptors and mentors) and professional education. The findings will assist nursing leaders, educators, and preceptors when developing strategies to enhance the recruitment, orientation, and education of nurses into CNP. The review included a description of the ways in which the nurses perceived their new role, as well as the rewards and difficulties they encountered as they coped during their first few months of practice. Also included were descriptions of the ways in which the nurses learned to transition into the different cancer nursing subspecialties of in-patient; outpatient; chemotherapy; radiation therapy; and urban, rural, and remote settings.