When reviewing the literature on workplace bullying it became evident that numerous studies had been conducted with the aim of identifying what expressions workplace bullying takes. Equally there had been a multitude of studies researching either targets of bullying or bullies. What seemed to be missing from the research was knowledge about bystanders, who are individuals that are often present in the workplace bullying situation. Therefore I decided to dedicate my second year research project to this topic, namely targets’ perception of bystanders. This study uses interpretative phenomenological analysis (IPA) (Smith, 2004) to investigate targets’ accounts of their experiences and refers to the studies on bystanding behaviour presented by Darley and Latané (1968). It was found that targets found that bystanding behaviour could sometimes be equated to bullying behaviour and that they even felt that supportive behaviour could be construed as a way of placating them rather than an effort to improve their situation. During my research it occurred to me that much of the studies in the field of workplace bullying had been undertaken using qualitative studies. I therefore felt compelled to see if I could use a quantitative method as this may result in information not possible to gain using qualitative techniques. The challenge was to find a quantitative technique that would still respect participants’ own subjective opinions. After much searching I found what I was looking for in the repertory grid technique (Jankowicz, 2004). I choose to investigate the nature of positive and negative relationships in the workplace bullying situation as it seemed to me that previous studies tended to focus only on negative behaviour in bullying situations. Whilst important, I felt that this area had been nearly exhausted. Furthermore I am aware that there is a considerable difficulty in rehabilitating bullying targets as well as their colleagues after the occurrence of workplace bullying. Therefore I felt it was appropriate to aim my research at gaining understanding what behaviour targets felt were supportive and useful. By knowing this it will be possible to design better interventions to combat workplace bullying.

Stalking – or Obsessional Following – is one of the least researched and most misunderstood phenomenon in contemporary society. It is often primarily related to domestic violence, celebrity harassment or sexual predation. Stalking is a serious behaviour that involves the repeated intentional and malicious following and harassment of a person causing that person to fear for his/her safety. Only the creativity and ingenuity of the stalker limit the variety of specific strategies employed and behaviours displayed. This thesis explores the possibility that stalking behaviour should be considered an addictive disorder. In order to support this theory – Firstly, this thesis reviews legal, forensic psychological, psychiatric and psychological definitions of stalking and of addiction. Secondly, the situation regarding stalking in Ireland is reviewed. Thirdly, the thesis reports on two research surveys conducted on (a) a sample of victims of stalking, and (b) a sample of professionals working with stalkers. All stalkers in question had indulged in distressing and potentially dangerous behaviours ranging from following, loitering in the victim’s vicinity, approaching and sending letters to use of physical violence, causing criminal damage, illegal detaining and sexual assault. The survey questionnaire was devised so that the results assess aspects of stalking behaviour that may be indicative of addictive disorder. The results were compared to the criteria for addictive disorder suggested by Goodman (1990). The conclusions drawn indicate that it could be conceivable to consider stalking behaviour as an addictive behaviour following further and more extensive research. Finally, arising from this research, suggestions are made for suitable treatment and support options for recommendation to stalkers, victims of stalking and people who have been affected by stalking behaviour.

This thesis explores the career experiences of women civil engineers in the UK and examines how women negotiate their place in a highly male-dominated profession. The thesis considers why women are under-represented in this profession, are rarely appointed to senior management positions and how changes in the business pattern of UK engineering consulting companies has created barriers or opportunities for women. Uncovering the detail of women’s career expectations and experience was more suited to a qualitative approach to data collection. .A series of semi-structured interviews was carried out with thirty-one women engineers working in different sectors of the profession. The women were in a variety of personal circumstances, including single and married women, some with young children and others with no dependent caring responsibilities. The ages of the women ranged from twenty three to fifty six years with the majority having attained chartered status. The interviews focused on factors that affect career progression and these were discussed within the three themes of subcultures of the profession, work/life balance and possible agents for change. Quantitative membership data from the Institution of Civil Engineers (ICE) and other construction professions has been analysed to provide the context for the research. Feminist concerns about the relationship between women’s role in the private sphere of the home and the public sphere of paid work have led to a theoretical framework that draws mainly on the work of Walby and Cockburn. This has been enhanced by Greed’s gendered critique of the wider construction sector. The findings show that women feel isolated within the profession and t his isolation seems more pronounced for the few women who reach the top and also generally in the setting of the construction site. Despite attempts by some contracting firms to reform the culture of construction sites, this sense of isolation is heightened by problems of harassment in that setting. .Thus, for many women the prospect of working on site is still very daunting. .Equal opportunities policies have a low profile in the industry and this research shows that women working as professionals in construction do not see’ equality’ measures of this type as likely agents for change. The image of the profession as predominantly a ‘male preserve’ continues. and the ICE is regarded as a ‘very male club’ which admits women only reluctantly. Although women report feeling marginalised within the profession many receive personal support from individual male and female colleagues and this factor can be critical to their career progress. Moving into management is seen as necessary for career success but some women are ambivalent about the negative impacts this may have on work/life balance. The culture of long hours is dominant and this marginalises women with caring commitments and reinforces male hierarchy within the profession.