An exploration of privilege in the workplace
- Authors: Mahlobo, Busisiwe
- Date: 2020
- Subjects: Privilege (Social psychology) , Unfair labor practices , Discrimination in employment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451542 , uj:39794
- Description: Abstract: To date, few attempts outside of social media have been made to understand privilege. This is especially true for the workplace and in further narrowing the focus, for South Africa. This study set out to explore and portray the different ways in which privilege is observed and experienced. To achieve this, a phenomenological research strategy was applied and semi structured interviews were conducted with 12 research participants in professional jobs who were mostly located in Gauteng. The most predominant themes that were extracted were denial of own privilege and language (exclusion from conversation, learning others’ language, sameness, forced assimilation, suppressing others’ languages), privilege and race (Black people are favoured, White people are favoured, credibility, blatant disregard, and birds of a feather); and privilege and sex (no disadvantage for men, working harder, objectification) were delineated, along with the denial of one’s own privilege. Findings revealed that in defining privilege, people could agree that it was the tangible or intangible unearned rewards that are afforded to some, based on some characteristic, but not others. This study has implications for the further exploration of issues such as Black privilege, privilege as experience in low-level jobs versus high-income roles, and policies that act to curb unfair treatment, discrimination, and oppression in the South African workforce. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Mahlobo, Busisiwe
- Date: 2020
- Subjects: Privilege (Social psychology) , Unfair labor practices , Discrimination in employment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451542 , uj:39794
- Description: Abstract: To date, few attempts outside of social media have been made to understand privilege. This is especially true for the workplace and in further narrowing the focus, for South Africa. This study set out to explore and portray the different ways in which privilege is observed and experienced. To achieve this, a phenomenological research strategy was applied and semi structured interviews were conducted with 12 research participants in professional jobs who were mostly located in Gauteng. The most predominant themes that were extracted were denial of own privilege and language (exclusion from conversation, learning others’ language, sameness, forced assimilation, suppressing others’ languages), privilege and race (Black people are favoured, White people are favoured, credibility, blatant disregard, and birds of a feather); and privilege and sex (no disadvantage for men, working harder, objectification) were delineated, along with the denial of one’s own privilege. Findings revealed that in defining privilege, people could agree that it was the tangible or intangible unearned rewards that are afforded to some, based on some characteristic, but not others. This study has implications for the further exploration of issues such as Black privilege, privilege as experience in low-level jobs versus high-income roles, and policies that act to curb unfair treatment, discrimination, and oppression in the South African workforce. , M.Com. (Industrial Psychology)
- Full Text:
Perceived inclusive leadership and discrimination: The mediating roles of work and personal identities
- Authors: Christos, Daniela
- Date: 2020
- Subjects: Leadership , Work - Psychological aspects , Identity (Psychology) , Discrimination in employment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448638 , uj:39368
- Description: Abstract: The lack of perceived inclusive leadership in the workplace may precede employees’ perceptions of discrimination. Identity is confirmed as a mediator in the relationship between inclusive leadership and discrimination with personal and work identities specifically, proposed to mediate the relationship between inclusive leadership and discrimination. However, there is a gap in the literature confirming the roles and function of personal and work identities in the relationship, which this study aimed to investigate. Adhering to a quantitative approach, a non experimental, cross-sectional research design was employed to conduct the study. Using non probability sampling techniques, a questionnaire comprising a biographical questionnaire, Inclusive Leadership Scale, Chronic Work Discrimination and Harassment Scale, Erikson Psycho Social Inventory, and Tilburg Work Identity Scale for Commitment and Reconsideration of Commitment was distributed to respondents (N = 452) in South African organisations. The results from the path analysis confirmed a statistically significant mediating effect of work identity on the relationship between inclusive leadership and discrimination with the implication that in South Africa, inclusive leadership cultivates work identity, which alleviates perceptions of discrimination. The findings of this research contribute to the limited body of research in the scope of inclusive leadership and personal and work identities; personal and work identities and discrimination; and personal and work identities as mediators of the relationship between inclusive leadership and discrimination. The practical implications relate to recommended implementation of inclusive leadership in South African organisations to reduce perceptions of discrimination, and the cultivation of individuals’ work identities in South African organisations. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Christos, Daniela
- Date: 2020
- Subjects: Leadership , Work - Psychological aspects , Identity (Psychology) , Discrimination in employment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448638 , uj:39368
- Description: Abstract: The lack of perceived inclusive leadership in the workplace may precede employees’ perceptions of discrimination. Identity is confirmed as a mediator in the relationship between inclusive leadership and discrimination with personal and work identities specifically, proposed to mediate the relationship between inclusive leadership and discrimination. However, there is a gap in the literature confirming the roles and function of personal and work identities in the relationship, which this study aimed to investigate. Adhering to a quantitative approach, a non experimental, cross-sectional research design was employed to conduct the study. Using non probability sampling techniques, a questionnaire comprising a biographical questionnaire, Inclusive Leadership Scale, Chronic Work Discrimination and Harassment Scale, Erikson Psycho Social Inventory, and Tilburg Work Identity Scale for Commitment and Reconsideration of Commitment was distributed to respondents (N = 452) in South African organisations. The results from the path analysis confirmed a statistically significant mediating effect of work identity on the relationship between inclusive leadership and discrimination with the implication that in South Africa, inclusive leadership cultivates work identity, which alleviates perceptions of discrimination. The findings of this research contribute to the limited body of research in the scope of inclusive leadership and personal and work identities; personal and work identities and discrimination; and personal and work identities as mediators of the relationship between inclusive leadership and discrimination. The practical implications relate to recommended implementation of inclusive leadership in South African organisations to reduce perceptions of discrimination, and the cultivation of individuals’ work identities in South African organisations. , M.Com. (Industrial Psychology)
- Full Text:
Identity as a mediator of discrimination and well-being across genders and countries
- Authors: Masondo, Ayanda Kwazi
- Date: 2019
- Subjects: Psychology, Industrial - South Africa , Discrimination in employment - South Africa , Gender identity - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/422042 , uj:35999
- Description: Abstract: Despite various legislation and regulations promulgated by government institutions throughout the world, perceived workplace discrimination continues to remain a challenge both employees and employers contend with on a frequent basis. Established on imposing systematic elements - discrimination facilitates the social exclusion of certain groups from participating in economic, social, political, cultural, or any other forms of public life. Of the multiple factors that assume a prevalent role in perpetuating this phenomenon, gender has been identified as a significant contributor. The purpose of the study was therefore to investigate the implications of discrimination within the workplace, particularly the experiences articulated by women in comparison to their male counterparts. Furthermore, the consequences of this on the individual’s level of well-being were explored. A quantitative, cross-sectional research design was employed. The Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), the Gender Identity Measure for the Experiences @ Work Project, the Chronic Work Discrimination and Harassment Scale, the Satisfaction with Life measure, the Utrecht Work Engagement Scale, as well as the Utrecht Burnout Scale were administered to participants (n = 845) across organisations in South Africa and The Netherlands. The results obtained from the multi-group structural equation model (SEM) presented a negative relationship between discrimination and work identity (General), as well as discrimination and gender identity. Whereas, a positive relationship was observed between discrimination and work identity (ROC), as well as discrimination and burnout. The results suggest that gender did not present statistically significant difference in moderating between discrimination and well-being despite the continuous gender disparity discourse. The influence of discrimination on burnout, particularly on the Black South African female population was the highest across the groups, highlighting the need for organisations to promote Mental Health and Wellness programmes to reduce the stigma of mental health issues such as depression, anxiety, and burnout. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Masondo, Ayanda Kwazi
- Date: 2019
- Subjects: Psychology, Industrial - South Africa , Discrimination in employment - South Africa , Gender identity - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/422042 , uj:35999
- Description: Abstract: Despite various legislation and regulations promulgated by government institutions throughout the world, perceived workplace discrimination continues to remain a challenge both employees and employers contend with on a frequent basis. Established on imposing systematic elements - discrimination facilitates the social exclusion of certain groups from participating in economic, social, political, cultural, or any other forms of public life. Of the multiple factors that assume a prevalent role in perpetuating this phenomenon, gender has been identified as a significant contributor. The purpose of the study was therefore to investigate the implications of discrimination within the workplace, particularly the experiences articulated by women in comparison to their male counterparts. Furthermore, the consequences of this on the individual’s level of well-being were explored. A quantitative, cross-sectional research design was employed. The Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), the Gender Identity Measure for the Experiences @ Work Project, the Chronic Work Discrimination and Harassment Scale, the Satisfaction with Life measure, the Utrecht Work Engagement Scale, as well as the Utrecht Burnout Scale were administered to participants (n = 845) across organisations in South Africa and The Netherlands. The results obtained from the multi-group structural equation model (SEM) presented a negative relationship between discrimination and work identity (General), as well as discrimination and gender identity. Whereas, a positive relationship was observed between discrimination and work identity (ROC), as well as discrimination and burnout. The results suggest that gender did not present statistically significant difference in moderating between discrimination and well-being despite the continuous gender disparity discourse. The influence of discrimination on burnout, particularly on the Black South African female population was the highest across the groups, highlighting the need for organisations to promote Mental Health and Wellness programmes to reduce the stigma of mental health issues such as depression, anxiety, and burnout. , M.Com. (Industrial Psychology)
- Full Text:
The relationship between perceived inclusion and the imposter phenomenon as mediated by work and gender identities in South Africa
- Authors: Fisher, Talia Devorah
- Date: 2019
- Subjects: Impostor phenomenon , Gender identity
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402847 , uj:33731
- Description: Abstract : The desire to feel included is an essential need for all humans which extends into the context of the work environment. Employees who experience a lack of perceived inclusion at work, on the basis of their work identity and gender identity, may experience internal feelings of fraudulence, intellectual inadequacy or fear that they will not be able to maintain their success. This describes a psychological experience known as the imposter phenomenon. In this study, the mediating effect of work identity and gender identity on the relationship between perceived inclusion and the experience of the imposter phenomenon was examined. The moderating variable in this study was gender, through the use of male and female sample groups. A total sample size of 323 employees completed the measurement instruments used in this study, including: an adapted Perceived Inclusion Scale; the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC); the Gender Identity Measure for the Experiences @ Work Project; and the Clance Imposter Phenomenon Scale (CIPS). The study was quantitative in nature and the results from the Multivariate Analysis of Variance (MANOVA) indicated that there were no significant differences in the measures across the male and female sample groups. The results from the Multi-Group Structural Equation Modelling (MG-SEM) indicated that work identity and gender identity provide full mediation on the relationship between perceived inclusion and the experience of the imposter phenomenon for male employees but not for female employees. For female employees, a weak yet negative statistically significant direct relationship was found between perceived inclusion and the experience of the imposter phenomenon. The results suggest that for male employees, their identity, specifically their work identity and gender identity, predict their feelings of intellectual inadequacy and unworthiness, whereas for female employees, their feelings of intellectual inadequacy and unworthiness is predicted by their perceptions of inclusion. Managers should support those employees who experience feelings related to the imposter phenomenon and should encourage them to stop their involvement in the imposter cycle. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Fisher, Talia Devorah
- Date: 2019
- Subjects: Impostor phenomenon , Gender identity
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402847 , uj:33731
- Description: Abstract : The desire to feel included is an essential need for all humans which extends into the context of the work environment. Employees who experience a lack of perceived inclusion at work, on the basis of their work identity and gender identity, may experience internal feelings of fraudulence, intellectual inadequacy or fear that they will not be able to maintain their success. This describes a psychological experience known as the imposter phenomenon. In this study, the mediating effect of work identity and gender identity on the relationship between perceived inclusion and the experience of the imposter phenomenon was examined. The moderating variable in this study was gender, through the use of male and female sample groups. A total sample size of 323 employees completed the measurement instruments used in this study, including: an adapted Perceived Inclusion Scale; the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC); the Gender Identity Measure for the Experiences @ Work Project; and the Clance Imposter Phenomenon Scale (CIPS). The study was quantitative in nature and the results from the Multivariate Analysis of Variance (MANOVA) indicated that there were no significant differences in the measures across the male and female sample groups. The results from the Multi-Group Structural Equation Modelling (MG-SEM) indicated that work identity and gender identity provide full mediation on the relationship between perceived inclusion and the experience of the imposter phenomenon for male employees but not for female employees. For female employees, a weak yet negative statistically significant direct relationship was found between perceived inclusion and the experience of the imposter phenomenon. The results suggest that for male employees, their identity, specifically their work identity and gender identity, predict their feelings of intellectual inadequacy and unworthiness, whereas for female employees, their feelings of intellectual inadequacy and unworthiness is predicted by their perceptions of inclusion. Managers should support those employees who experience feelings related to the imposter phenomenon and should encourage them to stop their involvement in the imposter cycle. , M.Com. (Industrial Psychology)
- Full Text:
The relationship between perceived organizational support for strength use and the imposter phenomenon
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
- Full Text:
Attitudes towards homosexuality based on religion and workplace discrimination
- Authors: Kraft, Ikraam
- Date: 2018
- Subjects: Homosexuality in the workplace , Homosexuality - Religious aspects , Homophobia , Heterosexism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262109 , uj:27650
- Description: M.Com. (Industrial Psychology) , Abstract: In many societies, individuals hold negative attitudes towards homosexuality and, as a result, homophobia is widespread. Religion has been identified as one of the main contributing factors that determine an individual’s attitude towards homosexuality. The importance of religion is vested in the guiding manner in which it shapes attitudes, beliefs, and values. In some instances, members of a religious group may experience discrimination in the workplace, which may further influence their attitudes towards homosexuality. Historically, discrimination against people has been rife in South Africa, and various laws have been developed to discourage such behaviour. Therefore, the purpose of this study was to assess whether religion and experiences of workplace discrimination negatively influence attitudes towards homosexuality. The study was carried out using a quantitative, non-experimental, cross-sectional research design. The Religious Identity Short Scale, the Centrality of Religiosity Scale, the Attitudes Towards Homosexuality Scale, and the Chronic Work Discrimination and Harassment Scale were administered to various participants (n = 449) in different organisations in South Africa. The results from the multi-group structural equation modelling indicated that there is a statistically significant relationship between religious identity and negative attitudes towards homosexuality for Catholics and Muslims, whereas general religiosity accounted for negative attitudes towards homosexuality for the Protestant Christian Groups. Furthermore, experiences of discrimination were statistically significant for negative attitudes towards homosexuality. These findings suggest that religious individuals and individuals who experience discrimination are more inclined to hold negative attitudes towards homosexuality, which could influence relationships in the workplace. Therefore, organisations should provide training to counter negative attitudes towards...
- Full Text:
- Authors: Kraft, Ikraam
- Date: 2018
- Subjects: Homosexuality in the workplace , Homosexuality - Religious aspects , Homophobia , Heterosexism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262109 , uj:27650
- Description: M.Com. (Industrial Psychology) , Abstract: In many societies, individuals hold negative attitudes towards homosexuality and, as a result, homophobia is widespread. Religion has been identified as one of the main contributing factors that determine an individual’s attitude towards homosexuality. The importance of religion is vested in the guiding manner in which it shapes attitudes, beliefs, and values. In some instances, members of a religious group may experience discrimination in the workplace, which may further influence their attitudes towards homosexuality. Historically, discrimination against people has been rife in South Africa, and various laws have been developed to discourage such behaviour. Therefore, the purpose of this study was to assess whether religion and experiences of workplace discrimination negatively influence attitudes towards homosexuality. The study was carried out using a quantitative, non-experimental, cross-sectional research design. The Religious Identity Short Scale, the Centrality of Religiosity Scale, the Attitudes Towards Homosexuality Scale, and the Chronic Work Discrimination and Harassment Scale were administered to various participants (n = 449) in different organisations in South Africa. The results from the multi-group structural equation modelling indicated that there is a statistically significant relationship between religious identity and negative attitudes towards homosexuality for Catholics and Muslims, whereas general religiosity accounted for negative attitudes towards homosexuality for the Protestant Christian Groups. Furthermore, experiences of discrimination were statistically significant for negative attitudes towards homosexuality. These findings suggest that religious individuals and individuals who experience discrimination are more inclined to hold negative attitudes towards homosexuality, which could influence relationships in the workplace. Therefore, organisations should provide training to counter negative attitudes towards...
- Full Text:
Personality and career choices of South African adolescents
- Nkambule, Bathobile Prosperity
- Authors: Nkambule, Bathobile Prosperity
- Date: 2016
- Subjects: Vocational guidance - South Africa , Teenagers - Vocational guidance - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376861 , http://hdl.handle.net/10210/225872 , uj:22823
- Description: M.Com. (Industrial Psychology) , Abstract: Please refer to full text to view abstract
- Full Text:
- Authors: Nkambule, Bathobile Prosperity
- Date: 2016
- Subjects: Vocational guidance - South Africa , Teenagers - Vocational guidance - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376861 , http://hdl.handle.net/10210/225872 , uj:22823
- Description: M.Com. (Industrial Psychology) , Abstract: Please refer to full text to view abstract
- Full Text:
- «
- ‹
- 1
- ›
- »