A comparison of social representation of re-identity of voluntary economic migrants in online and offline interpersonal communication within personal networks
- Authors: Sitto, Morwesi Karabo
- Date: 2019
- Subjects: Immigrants - South Africa , Interpersonal communication , Social networks , Online social networks , Group identity , Transnationalism
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/421399 , uj:35917
- Description: Abstract: This study examines the impact on the identity of voluntary economic migrants of their different social representations meeting, which they need to negotiate in their transnational context, which are simultaneously online and offline. Voluntary economic migrants are individuals with university education, with special professional skills who choose to move to a destination country for professional opportunities. The challenge for these individuals is developing the codes for social exchange to construct a new social reality and identity upon migration through their online/offline interpersonal communication. This process of renegotiation can lead to voluntary economic migrants experiencing schismogenesis during acculturation. Through in-depth interviews with voluntary economic migrants, Facebook data analysed using netnography, as well as interviews with members of their personal network, this research compared how individuals socially represent stabilisation their identity schism through their interpersonal communication. Themes from the data provided insight into the personal processes of individuals in attaining schismogenic stabilisation and degree of influence on their identity in a short period i.e. re-identity. System coupling outcomes, simultaneously conscious and subconscious, in order for voluntary economic migrants to attain schismogenic stabilisation were based on: (i) their fulfilment of professional aspirations, (ii) time to their attainment of financial stability, and (iii) their secondary lifestyle purpose of migration. The expanded and amended schismatic framework illustrates how the contextual changes brought about by migration challenge the strength of the social representations tied to individual identity, which are simultaneously hidden and overt and how individuals worked through them. , D.Litt. et Phil. (Corporate Communication)
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- Authors: Sitto, Morwesi Karabo
- Date: 2019
- Subjects: Immigrants - South Africa , Interpersonal communication , Social networks , Online social networks , Group identity , Transnationalism
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/421399 , uj:35917
- Description: Abstract: This study examines the impact on the identity of voluntary economic migrants of their different social representations meeting, which they need to negotiate in their transnational context, which are simultaneously online and offline. Voluntary economic migrants are individuals with university education, with special professional skills who choose to move to a destination country for professional opportunities. The challenge for these individuals is developing the codes for social exchange to construct a new social reality and identity upon migration through their online/offline interpersonal communication. This process of renegotiation can lead to voluntary economic migrants experiencing schismogenesis during acculturation. Through in-depth interviews with voluntary economic migrants, Facebook data analysed using netnography, as well as interviews with members of their personal network, this research compared how individuals socially represent stabilisation their identity schism through their interpersonal communication. Themes from the data provided insight into the personal processes of individuals in attaining schismogenic stabilisation and degree of influence on their identity in a short period i.e. re-identity. System coupling outcomes, simultaneously conscious and subconscious, in order for voluntary economic migrants to attain schismogenic stabilisation were based on: (i) their fulfilment of professional aspirations, (ii) time to their attainment of financial stability, and (iii) their secondary lifestyle purpose of migration. The expanded and amended schismatic framework illustrates how the contextual changes brought about by migration challenge the strength of the social representations tied to individual identity, which are simultaneously hidden and overt and how individuals worked through them. , D.Litt. et Phil. (Corporate Communication)
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Corporate message strategy of multinational organisations : a case study analysis
- Authors: Tsafack, Mbong Akiy Fokwa
- Date: 2016
- Subjects: Communication in organizations , International business enterprises , Intercultural communication
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/260994 , uj:27501
- Description: M.A. , Abstract: The advent of globalisation, and the proliferation of multinational organisations (MNOs), have created new dynamics for communicators within organisations whose operations span geographical and/or cultural boundaries. While many theorists have looked at the communication approaches common within MNOs, and advanced the need for standardisation, localisation, and adaptation, few studies have looked at communication within MNOs in terms of the creation and design of consistent message strategy. More so, the bulk of research in the field relates to a western market context. This differs notably from the realities in an emerging market context. This research attempts to provide clarity about the aspects that influence corporate communication message strategy within MNOs, and the extent to which multicultural variables are taken into account in the design of message strategy for diverse cultural contexts. The research examines how corporate message strategy is determined by MNOs, and how the message strategy is designed to accommodate the diverse cultural characteristics reflected in the different contexts in which multinational companies (MNCs) operate. The study also attempts to understand how organisational structures (such as the culture of organisations, and/or the management approaches that they adopt and encourage) shape the message strategy for (MNCs); and, how the message strategy differs when it is built into a modernist, versus a post-modernist paradigm. It is argued that MNOs exhibit different cultures, and generally adopt one of three management approaches. These have an impact on the communication strategy and, consequently, on the message strategy. Organisations with an open and flexible culture tend to be more localised in their approach to communication strategies; while closed organisations, described as rigid and strict, tend to be more standardised in their approach to communication and message strategy. However, several organisations have found a middle ground between the extremes of centralisation and decentralisation with a third approach – that is, coordinated decentralisation. Consistent with the management approach, organisations tend to use the adaptation approach in their communication strategies when they are challenged by the extremes of localisation and standardisation.
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- Authors: Tsafack, Mbong Akiy Fokwa
- Date: 2016
- Subjects: Communication in organizations , International business enterprises , Intercultural communication
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/260994 , uj:27501
- Description: M.A. , Abstract: The advent of globalisation, and the proliferation of multinational organisations (MNOs), have created new dynamics for communicators within organisations whose operations span geographical and/or cultural boundaries. While many theorists have looked at the communication approaches common within MNOs, and advanced the need for standardisation, localisation, and adaptation, few studies have looked at communication within MNOs in terms of the creation and design of consistent message strategy. More so, the bulk of research in the field relates to a western market context. This differs notably from the realities in an emerging market context. This research attempts to provide clarity about the aspects that influence corporate communication message strategy within MNOs, and the extent to which multicultural variables are taken into account in the design of message strategy for diverse cultural contexts. The research examines how corporate message strategy is determined by MNOs, and how the message strategy is designed to accommodate the diverse cultural characteristics reflected in the different contexts in which multinational companies (MNCs) operate. The study also attempts to understand how organisational structures (such as the culture of organisations, and/or the management approaches that they adopt and encourage) shape the message strategy for (MNCs); and, how the message strategy differs when it is built into a modernist, versus a post-modernist paradigm. It is argued that MNOs exhibit different cultures, and generally adopt one of three management approaches. These have an impact on the communication strategy and, consequently, on the message strategy. Organisations with an open and flexible culture tend to be more localised in their approach to communication strategies; while closed organisations, described as rigid and strict, tend to be more standardised in their approach to communication and message strategy. However, several organisations have found a middle ground between the extremes of centralisation and decentralisation with a third approach – that is, coordinated decentralisation. Consistent with the management approach, organisations tend to use the adaptation approach in their communication strategies when they are challenged by the extremes of localisation and standardisation.
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The relationship between employment brand perceptions and employer and employee brand perceptions : an exploratory case study
- Authors: Spence, Sarah Audrey
- Date: 2016
- Subjects: Branding (Marketing) , Personnel management , Organizational effectiveness , Employment - Attitudes
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/235273 , uj:24071
- Description: M.A. , Abstract: The purpose of this study was to present a valid, theoretical framework to describe and understand the relationship between the brand concepts employment, employer and employee brand and other branding concepts such as corporate brand and reputation, in order to reveal the brand value of these concepts for the organisation. A review of available literature pointed to a lack of clarity in the distinction and understanding of the relationship between employment brand and its’ components – employer and employee brands. This lack of clarity and distinction extended to related branding concepts namely corporate brand and corporate reputation. No theoretical framework had been developed in the literature which had the ability to depict and describe the relationships between employment, employer and employee brand within an organisational context. It was surmised that such a theoretical framework would have the potential to reveal the interdependent relationships which influence employment, employer and employee brand. It could also reveal the subsequent relationship of these branding concepts within, and in relation to the brand value of these concepts for an organisation. The formulation of a sound, valid theoretical framework was achieved through a multi-step research approach which included an extensive literature review and a case study analysis of an organisation in the financial services industry. The dimensions of the systems based theoretical framework constructed from the literature review were measured quantitatively by means of a survey to determine internal validity and reliability, and then qualitatively, by means of semi-structured interviews to ensure trustworthiness of the results. The quantitative and qualitative results revealed that the majority of the theoretical framework dimensions were valid and that the theoretical framework was sound. The objective of depicting, describing and defining the relationships between employment, employer and employee brand and related brand...
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- Authors: Spence, Sarah Audrey
- Date: 2016
- Subjects: Branding (Marketing) , Personnel management , Organizational effectiveness , Employment - Attitudes
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/235273 , uj:24071
- Description: M.A. , Abstract: The purpose of this study was to present a valid, theoretical framework to describe and understand the relationship between the brand concepts employment, employer and employee brand and other branding concepts such as corporate brand and reputation, in order to reveal the brand value of these concepts for the organisation. A review of available literature pointed to a lack of clarity in the distinction and understanding of the relationship between employment brand and its’ components – employer and employee brands. This lack of clarity and distinction extended to related branding concepts namely corporate brand and corporate reputation. No theoretical framework had been developed in the literature which had the ability to depict and describe the relationships between employment, employer and employee brand within an organisational context. It was surmised that such a theoretical framework would have the potential to reveal the interdependent relationships which influence employment, employer and employee brand. It could also reveal the subsequent relationship of these branding concepts within, and in relation to the brand value of these concepts for an organisation. The formulation of a sound, valid theoretical framework was achieved through a multi-step research approach which included an extensive literature review and a case study analysis of an organisation in the financial services industry. The dimensions of the systems based theoretical framework constructed from the literature review were measured quantitatively by means of a survey to determine internal validity and reliability, and then qualitatively, by means of semi-structured interviews to ensure trustworthiness of the results. The quantitative and qualitative results revealed that the majority of the theoretical framework dimensions were valid and that the theoretical framework was sound. The objective of depicting, describing and defining the relationships between employment, employer and employee brand and related brand...
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The social representation of public relations activism in selected early career South African public relations practitioners
- Authors: Benecke, Dalien René
- Date: 2019
- Subjects: Public relations - Social aspects , Public relations personnel - South Africa
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/400461 , uj:33422
- Description: Abstract : Activism conjures diverse emotions and actions. To the activist it’s a means to achieve change, to social structures such as organisations it’s something to fear and manage as a risk. Society is complex and dissensus and resistance evident in everyday life globally and especially in South Africa, which is the context of this study. Activism and public relations used to be seen as opposing forces, with activism seen as forbidden and a threat to organisational reputation and sustainability (Manheim & Holt, 2015.). Public relations can be defined as a ‘meaning making practice in the cultural economy’ (Curtin & Gaither, 2005:97) with the focus on a participatory approach (MacNamara, 2016c:338) and a socio-cultural focus with the evolution of a reflective paradigm (Holmström, 2010). This definition redefines the role of PRPs beyond a functionalist, reactive communication management role to being an activist for reflective and culturally sensitive change (Holtzhausen, 2007; 2012). Thus becoming a counsellor, communicator and relationship developer and maintainer as proposed in the social integration model of PR (MacNamara, 2016c). This study explored the social representation of PR activism in early career South African public relations practitioners and asked the question as to how selected early career PRPs socially represents their roles as PR activists. To answer this question it was important to explore their perceptions of activism and PR activism; assess and investigate their role enactment during stakeholder engagements. The study also assessed the perceived value of these socially represented role enactments in achieving social change. A qualitative research design was followed with participants purposively sampled based on specific criteria. Autoethnography was also use to provide rich data and contribute to a better understanding of PR activism and how it influence public relations practice in South Africa. The study proposes a theoretical framework for a symbolic intermediation role of PRPs. The role includes constructs such as the PRP as reflective activist and stakeholder activists as partners. A process of symbolic intermediation includes meaning making through anchoring, objectification and specialised knowledge within a poly-contextual, postmodern environment. Symbolic intermediation redefines activism as a symbol of hope and driven by co-developed solutions, based in relational contexts where meaning is co-constructed. An inclusive, reflective view, which is sensitive to other voices aiming for purposeful communication actions which enable meaningful decisions in a socially represented context , D.Litt. et Phil. (Communication Studies)
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- Authors: Benecke, Dalien René
- Date: 2019
- Subjects: Public relations - Social aspects , Public relations personnel - South Africa
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/400461 , uj:33422
- Description: Abstract : Activism conjures diverse emotions and actions. To the activist it’s a means to achieve change, to social structures such as organisations it’s something to fear and manage as a risk. Society is complex and dissensus and resistance evident in everyday life globally and especially in South Africa, which is the context of this study. Activism and public relations used to be seen as opposing forces, with activism seen as forbidden and a threat to organisational reputation and sustainability (Manheim & Holt, 2015.). Public relations can be defined as a ‘meaning making practice in the cultural economy’ (Curtin & Gaither, 2005:97) with the focus on a participatory approach (MacNamara, 2016c:338) and a socio-cultural focus with the evolution of a reflective paradigm (Holmström, 2010). This definition redefines the role of PRPs beyond a functionalist, reactive communication management role to being an activist for reflective and culturally sensitive change (Holtzhausen, 2007; 2012). Thus becoming a counsellor, communicator and relationship developer and maintainer as proposed in the social integration model of PR (MacNamara, 2016c). This study explored the social representation of PR activism in early career South African public relations practitioners and asked the question as to how selected early career PRPs socially represents their roles as PR activists. To answer this question it was important to explore their perceptions of activism and PR activism; assess and investigate their role enactment during stakeholder engagements. The study also assessed the perceived value of these socially represented role enactments in achieving social change. A qualitative research design was followed with participants purposively sampled based on specific criteria. Autoethnography was also use to provide rich data and contribute to a better understanding of PR activism and how it influence public relations practice in South Africa. The study proposes a theoretical framework for a symbolic intermediation role of PRPs. The role includes constructs such as the PRP as reflective activist and stakeholder activists as partners. A process of symbolic intermediation includes meaning making through anchoring, objectification and specialised knowledge within a poly-contextual, postmodern environment. Symbolic intermediation redefines activism as a symbol of hope and driven by co-developed solutions, based in relational contexts where meaning is co-constructed. An inclusive, reflective view, which is sensitive to other voices aiming for purposeful communication actions which enable meaningful decisions in a socially represented context , D.Litt. et Phil. (Communication Studies)
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