Identity, authenticity, and impression management across multicultural contexts
- Authors: Kunupi, Lerato
- Date: 2020
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474688 , uj:42795
- Description: Abstract: Please refer to full text to view abstract. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Kunupi, Lerato
- Date: 2020
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474688 , uj:42795
- Description: Abstract: Please refer to full text to view abstract. , M.Com. (Industrial Psychology)
- Full Text:
Inclusion and impression management in the workplace as mediated by organizational and ethnic identities
- Authors: Ngwenya, Sibongiseni
- Date: 2020
- Subjects: Diversity in the workplace , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/452309 , uj:39889
- Description: Abstract: In this study, the mediating effect of organisational identity and ethnic identity on the relationship between perceived inclusion and the impression management strategies of ingratiation, supplication, intimidation, self-promotion, and exemplification was examined. The moderating variable in this study was race, which consisted of Black African and White employee sample groups. A total sample size of 138 employees completed the measurement instruments used in this study. The study was quantitative in nature and the results from the Multivariate Analysis of Variance (MANOVA) indicated that there were significant differences in the measures across the Black African and White sample groups. The findings suggest that the more that employees perceived they were included in their organisation, the more they identified with their respective organisation as well as their ethnic group... , M.Phil. (Industrial Psychology)
- Full Text:
- Authors: Ngwenya, Sibongiseni
- Date: 2020
- Subjects: Diversity in the workplace , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/452309 , uj:39889
- Description: Abstract: In this study, the mediating effect of organisational identity and ethnic identity on the relationship between perceived inclusion and the impression management strategies of ingratiation, supplication, intimidation, self-promotion, and exemplification was examined. The moderating variable in this study was race, which consisted of Black African and White employee sample groups. A total sample size of 138 employees completed the measurement instruments used in this study. The study was quantitative in nature and the results from the Multivariate Analysis of Variance (MANOVA) indicated that there were significant differences in the measures across the Black African and White sample groups. The findings suggest that the more that employees perceived they were included in their organisation, the more they identified with their respective organisation as well as their ethnic group... , M.Phil. (Industrial Psychology)
- Full Text:
Work and ethnic identities as mediators of the relationship between discrimination and burnout in black South Africans
- Authors: Mokoena, Tebogo Sesana
- Date: 2020
- Subjects: Burn out (Psychology) - South Africa , Job stress - Management , Discrimination - South Africa , South Africans - Ethnic identity , Diversity in the workplace
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414328 , uj:34940
- Description: Abstract: Orientation: Discrimination leads to burnout in various forms, including emotional exhaustion. The negative effects that result from this relationship may be mitigated by identity, being a psychological resource that contributes to high self-esteem, sense of community and belonging, engagement, meaning, commitment, and satisfaction. Research purpose: The purpose of this study was to evaluate the mediation of the relationship between discrimination and burnout by work and ethnic identity in a sample of working Black South Africans. Motivation for the study: No studies were found linking these constructs in the South African context. The pervasiveness of discrimination leads to burnout. Identity, however, can be leveraged to decrease the effects of this relationship, affecting how individuals view themselves, how they interact with others in various contexts including at work, and ultimately their performance therein. Research approach, design and method: This study adopted a cross-sectional design, quantitative research approach, and a combined convenience and snowball sampling method as a part of the greater cross-cultural Experiences @ Work study. Of the 1,242 responses obtained, a sample of n = 403 Black working South African participants were extracted for this study. Psychometric properties, descriptive statistics, Confirmatory Factor Analysis (CFA), Multivariate Analysis of invariance (MANOVA), and Structural Equation Modelling (SEM) were used to analyse data. Main findings: The results indicated that work identity is utilised as a resource in decreasing the negative effects that emanate from the relationship between discrimination and burnout. Work identity significantly mediated the relationship between burnout and discrimination. Practical and managerial implications: Being aware of and actively mitigating the effects of discrimination that lead to burnout impacts individuals and ultimately organisations. Providing an environment that allows for the development of work identity in the form of certainty in roles at work, positive working relationships, and positive attributions of self, can be used as a resource to lower the impact of discrimination in the workplace. South African workplaces should assist employees to strengthen work identity while fostering and maintaining environments where discrimination is not tolerated in any form, subtle or overt. This will lead to increased engagement, satisfaction and organisational commitment, productivity, and profitability... , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Mokoena, Tebogo Sesana
- Date: 2020
- Subjects: Burn out (Psychology) - South Africa , Job stress - Management , Discrimination - South Africa , South Africans - Ethnic identity , Diversity in the workplace
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414328 , uj:34940
- Description: Abstract: Orientation: Discrimination leads to burnout in various forms, including emotional exhaustion. The negative effects that result from this relationship may be mitigated by identity, being a psychological resource that contributes to high self-esteem, sense of community and belonging, engagement, meaning, commitment, and satisfaction. Research purpose: The purpose of this study was to evaluate the mediation of the relationship between discrimination and burnout by work and ethnic identity in a sample of working Black South Africans. Motivation for the study: No studies were found linking these constructs in the South African context. The pervasiveness of discrimination leads to burnout. Identity, however, can be leveraged to decrease the effects of this relationship, affecting how individuals view themselves, how they interact with others in various contexts including at work, and ultimately their performance therein. Research approach, design and method: This study adopted a cross-sectional design, quantitative research approach, and a combined convenience and snowball sampling method as a part of the greater cross-cultural Experiences @ Work study. Of the 1,242 responses obtained, a sample of n = 403 Black working South African participants were extracted for this study. Psychometric properties, descriptive statistics, Confirmatory Factor Analysis (CFA), Multivariate Analysis of invariance (MANOVA), and Structural Equation Modelling (SEM) were used to analyse data. Main findings: The results indicated that work identity is utilised as a resource in decreasing the negative effects that emanate from the relationship between discrimination and burnout. Work identity significantly mediated the relationship between burnout and discrimination. Practical and managerial implications: Being aware of and actively mitigating the effects of discrimination that lead to burnout impacts individuals and ultimately organisations. Providing an environment that allows for the development of work identity in the form of certainty in roles at work, positive working relationships, and positive attributions of self, can be used as a resource to lower the impact of discrimination in the workplace. South African workplaces should assist employees to strengthen work identity while fostering and maintaining environments where discrimination is not tolerated in any form, subtle or overt. This will lead to increased engagement, satisfaction and organisational commitment, productivity, and profitability... , M.Com. (Industrial Psychology)
- Full Text:
Authenticity, identity and psychological well-being at work in multicultural contexts
- Authors: Van Niekerk, Chanèl
- Date: 2017
- Subjects: Psychology, Industrial , Diversity in the workplace , Well-being , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246442 , uj:25550
- Description: M.Com. (Industrial Psychology) , Abstract: This study aims to contribute and add to research on identity and more specifically identity at work by exploring the relationships between dimensions of identity (personal, work, ethnic, and religious), authenticity (state and trait), and psychological well-being (work engagement, burnout, and life satisfaction). These aspects were considered across both cultural groups, South Africa and the Netherlands, and their multicultural context, making it a valuable study to contribute to identity research that is current mainly focused on Western contexts. Descriptive statistics examined the demographic variables in the data and analysis of variance was used in order to study the relationships between variables. A multivariate analysis of variance (MANOVA) was conducted in order to establish the differences between the various cultural groups and different context on all variables. Structural equation modeling (SEM) allowed the researcher to test the conceptual model in line with the research questions and assess the relationships between identity, authenticity, and psychological wellbeing across groups and context. A total sample of 440 employees from the Black and White South African group and the Ethnic Dutch group from the Netherlands completed measures of identity, authenticity, and psychological well-being. From the results obtained in the SEM the general work identity had a significant relationship with state authenticity and the psychological well-being factor. When considering whether state authenticity informs the psychological well-being factor, a small, significant relationship was achieved across groups. As such, state authenticity seemed to have mediated the relationship between general work identity and psychological well-being.
- Full Text:
- Authors: Van Niekerk, Chanèl
- Date: 2017
- Subjects: Psychology, Industrial , Diversity in the workplace , Well-being , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246442 , uj:25550
- Description: M.Com. (Industrial Psychology) , Abstract: This study aims to contribute and add to research on identity and more specifically identity at work by exploring the relationships between dimensions of identity (personal, work, ethnic, and religious), authenticity (state and trait), and psychological well-being (work engagement, burnout, and life satisfaction). These aspects were considered across both cultural groups, South Africa and the Netherlands, and their multicultural context, making it a valuable study to contribute to identity research that is current mainly focused on Western contexts. Descriptive statistics examined the demographic variables in the data and analysis of variance was used in order to study the relationships between variables. A multivariate analysis of variance (MANOVA) was conducted in order to establish the differences between the various cultural groups and different context on all variables. Structural equation modeling (SEM) allowed the researcher to test the conceptual model in line with the research questions and assess the relationships between identity, authenticity, and psychological wellbeing across groups and context. A total sample of 440 employees from the Black and White South African group and the Ethnic Dutch group from the Netherlands completed measures of identity, authenticity, and psychological well-being. From the results obtained in the SEM the general work identity had a significant relationship with state authenticity and the psychological well-being factor. When considering whether state authenticity informs the psychological well-being factor, a small, significant relationship was achieved across groups. As such, state authenticity seemed to have mediated the relationship between general work identity and psychological well-being.
- Full Text:
- «
- ‹
- 1
- ›
- »