Introduction to the Social, Cultural, and Political Discourses of Autism

Lester, Jessica Nina; O’Reilly, Michelle

doi:10.1007/978-94-024-2134-7_1

Cited by 1 publication

(1 citation statement)

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“…To date, DP is relatively underused within HRD, and thus in this paper we present a discussion of DP as a generative methodology for theory development in HRD. Given our substantive work has centered on the study of health and wellbeing, and how disability and ableism are made visible in conversational practices (Lester & O’Reilly, 2021; O’Reilly & Lester, 2017), we locate our discussion of DP in this context. Yet, in doing so, we do not intend to suggest that health and wellbeing are the only or even primary topics that one might explore when using DP; as indeed there is a well-established, interdisciplinary body of scholarship that points to a range of relevant topics to organizations and HRD (e.g., Potter & Hepburn, 2010).…”

Section: Introductionmentioning

confidence: 99%

Promoting the Value of Discursive Psychology for the Field of Human Resource Development: A Pedagogical Guide for Qualitative Researchers

Lester

O’Reilly

Steele

2022

Human Resource Development Review

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To date, the study of how health and wellbeing are actualized in organizations and how an organization’s interactional practices shape an environment that is potentially harmful to health is understudied. Much of the research around this topic has centered on personality and individual differences, as well as health and safety or ergonomics. Little understanding exists of how interactional practices might serve to prioritize health and wellbeing. In this paper, we introduce discursive psychology (DP) – a qualitative approach to studying talk and text that focuses on examining what is accomplished through people’s interactional practices. We provide an overview of DP and discuss its underlying assumptions, analytic process, and quality measures. To illustrate the application of DP to HRD, we include data extracts that highlight the impact of question design. To conclude, we point to how DP might afford HRD scholars opportunities to generate new theoretical understandings about organizational practices.

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Section: Introductionmentioning

confidence: 99%