National cultures play a critical role in effective leadership and organisational success in international businesses. Contemporary organisations are therefore challenged by cross-cultural leadership needs to address increasing diversity. In the past decades, there has been a growing interest in studies of non-Western leadership. Recent papers have focused particularly on leadership in the Asia-Pacific region. This paper compares leadership in China and New Zealand, based on the data collected by using the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project leadership questionnaire. In addition, the paper reviews the main findings of previous research in order to investigate the similarities and differences in preferred leadership behaviours/characteristics in both cultures, while attempting to examine the consistency of current findings against the previous GLOBE studies. Significant differences of leadership behaviours between China and New Zealand have been identified. This paper generally supports the findings of previous GLOBE studies that charismatic/value-based leadership is the universally contributing factor towards outstanding leadership and self-protective leadership is the universally negative factor against leadership excellence. Findings in this paper may contribute to further understanding of leadership practice in these two countries. Future research should be undertaken to examine the effects of cultural differences on organisational practice by a more comprehensive research method.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

Personality inventories in South Africa are challenged with many factors restricting unbiased and fair measurement. The Employment Equity Act clearly stipulates that all psychometric measuring instruments should be proven bias free, equivalent, and fair. Most of the current inventories utilised in South Africa are imported from Europe and/or the United States of America, and these instruments are translated into either English or Afrikaans, which restricts the language proficiency factor of respondents from other language groups. There are 11 official language groups in South Africa; people also differ regarding race, culture, socioeconomic status, and educational backgrounds. All of these factors are not always properly accounted for in the standardisation of imported inventories - which limits their appropriate employment in the South African context. The objective of this study was to uncover the personality structure of each of the 11 language groups in South Africa, and to identify the shared and unique personality dimensions of the different language groups. From this structure, an instrument will be developed to measure personality in such a way that it will meet the Employment Equity Act. A qualitative research design was used in this study. Quasi-sampling («=1308j was implemented in order to identify participants from each of the 11 language groups, which differed from each other with regard to age, gender, and socioeconomic status. Following the lexical approach, structured interviews were conducted in the native language of the participants to gather information about personality-descriptive terms. The results of the interviews were transcribed and captured in Excel, and sent to language experts for language editing and translation into English. Ambiguous, superfluous and non-personality terms were removed from the data. Following this process, more than 50 000 personality-descriptive terms were identified. Content analysis was utilised in order to interpret the personality- descriptive terms to personality dimensions. Language and cultural experts were employed in order to validate the initial interpretations. The 50 000 descriptive terms were reduced to 190 personality dimensions through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. The 190 dimensions were also divided into those that are common (shared by all 11 language groups), semi-common (shared by seven to ten of the language groups), semi-specific (shared by two to six of the language groups), and language-specific (unique to a particular language group). It was discovered that 78 dimensions were common, 69 semi-common, 32 semi-specific, and only 11 were language-specific. Most of the personality dimensions seem to be shared by the language groups, rather than to be unique. These 190 dimensions were clustered further in order to build the indigenous personality structure. Similar methods from the initial clustering phase were implemented. Clustering concluded 37 sub-clusters, which consisted of two to ten dimensions, and nine overall clusters consisting of two to six sub-clusters. These nine clusters are Extroversion, Soft-heartedness, Conscientiousness, Emotional stability, Intellect, Openness, Integrity, Relationship harmony, and Facilitating. Many indigenous aspects are evident, as well as universal aspects within the structure. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

This phenomenological qualitative study aimed to forefront international students’ experiences of receiving counselling services in a university setting. Three international students, recruited from two universities in eastern Canada using criterion sampling, were interviewed. Semi-structured interviews were audio-recorded and transcribed for analysis. In this phenomenological qualitative study, within- and between-person analyses were conducted for three transcribed interviews, from which eight main themes emerged: (a) openness towards seeking counselling, (b) hesitancy towards seeking counselling, (c) helpful aspects of counselling, (d) hindering aspects of counselling, (e) positive aspects of therapeutic relationship, (f) hindrances to therapeutic relationship, (g) counsellor’s cultural awareness, and (h) counsellor’s limited cultural awareness. The themes can be understood, and are explicated along four dimensions: seeking counselling, perceptions of counselling effectiveness, therapeutic relationship, and culture in counselling. The results from this study provide insight into international students’ counselling needs, expectations, and experiences. Special attention is given to the perceived expression of in-session counsellor cultural awareness and discussed using the integrated etic-emic framework. Implications for counsellors and university counselling services, limitations of the study, and recommendations for future research are provided.

Personality inventories in South Africa are challenged with many factors restricting unbiased and fair measurement. The Employment Equity Act clearly stipulates that all psychometric measuring instruments should be proven bias free, equivalent, and fair. Most of the current inventories utilised in South Africa are imported from Europe and/or the United States of America, and these instruments are translated into either English or Afrikaans, which restricts the language proficiency factor of respondents from other language groups. There are 11 official language groups in South Africa; people also differ regarding race, culture, socioeconomic status, and educational backgrounds. All of these factors are not always properly accounted for in the standardisation of imported inventories - which limits their appropriate employment in the South African context. The objective of this study was to uncover the personality structure of each of the 11 language groups in South Africa, and to identify the shared and unique personality dimensions of the different language groups. From this structure, an instrument will be developed to measure personality in such a way that it will meet the Employment Equity Act. A qualitative research design was used in this study. Quasi-sampling («=1308j was implemented in order to identify participants from each of the 11 language groups, which differed from each other with regard to age, gender, and socioeconomic status. Following the lexical approach, structured interviews were conducted in the native language of the participants to gather information about personality-descriptive terms. The results of the interviews were transcribed and captured in Excel, and sent to language experts for language editing and translation into English. Ambiguous, superfluous and non-personality terms were removed from the data. Following this process, more than 50 000 personality-descriptive terms were identified. Content analysis was utilised in order to interpret the personality- descriptive terms to personality dimensions. Language and cultural experts were employed in order to validate the initial interpretations. The 50 000 descriptive terms were reduced to 190 personality dimensions through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. The 190 dimensions were also divided into those that are common (shared by all 11 language groups), semi-common (shared by seven to ten of the language groups), semi-specific (shared by two to six of the language groups), and language-specific (unique to a particular language group). It was discovered that 78 dimensions were common, 69 semi-common, 32 semi-specific, and only 11 were language-specific. Most of the personality dimensions seem to be shared by the language groups, rather than to be unique. These 190 dimensions were clustered further in order to build the indigenous personality structure. Similar methods from the initial clustering phase were implemented. Clustering concluded 37 sub-clusters, which consisted of two to ten dimensions, and nine overall clusters consisting of two to six sub-clusters. These nine clusters are Extroversion, Soft-heartedness, Conscientiousness, Emotional stability, Intellect, Openness, Integrity, Relationship harmony, and Facilitating. Many indigenous aspects are evident, as well as universal aspects within the structure. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

National cultures play a critical role in effective leadership and organisational success in international businesses. Contemporary organisations are therefore challenged by cross-cultural leadership needs to address increasing diversity. In the past decades, there has been a growing interest in studies of non-Western leadership. Recent papers have focused particularly on leadership in the Asia-Pacific region. This paper compares leadership in China and New Zealand, based on the data collected by using the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project leadership questionnaire. In addition, the paper reviews the main findings of previous research in order to investigate the similarities and differences in preferred leadership behaviours/characteristics in both cultures, while attempting to examine the consistency of current findings against the previous GLOBE studies. Significant differences of leadership behaviours between China and New Zealand have been identified. This paper generally supports the findings of previous GLOBE studies that charismatic/value-based leadership is the universally contributing factor towards outstanding leadership and self-protective leadership is the universally negative factor against leadership excellence. Findings in this paper may contribute to further understanding of leadership practice in these two countries. Future research should be undertaken to examine the effects of cultural differences on organisational practice by a more comprehensive research method.

This phenomenological qualitative study aimed to forefront international students’ experiences of receiving counselling services in a university setting. Three international students, recruited from two universities in eastern Canada using criterion sampling, were interviewed. Semi-structured interviews were audio-recorded and transcribed for analysis. In this phenomenological qualitative study, within- and between-person analyses were conducted for three transcribed interviews, from which eight main themes emerged: (a) openness towards seeking counselling, (b) hesitancy towards seeking counselling, (c) helpful aspects of counselling, (d) hindering aspects of counselling, (e) positive aspects of therapeutic relationship, (f) hindrances to therapeutic relationship, (g) counsellor’s cultural awareness, and (h) counsellor’s limited cultural awareness. The themes can be understood, and are explicated along four dimensions: seeking counselling, perceptions of counselling effectiveness, therapeutic relationship, and culture in counselling. The results from this study provide insight into international students’ counselling needs, expectations, and experiences. Special attention is given to the perceived expression of in-session counsellor cultural awareness and discussed using the integrated etic-emic framework. Implications for counsellors and university counselling services, limitations of the study, and recommendations for future research are provided.

為建立適用於本土文化的品牌性格量表（brand personality scale），本研究以主位取向（emic approach）的角度，採取基本語彙策略（fundamental lexical strategy），依序建構「品牌性格語彙詞庫」與編製「品牌性格量表」，以期建立的量表具有本土契合性（indigenous compatibility）。本研究以六個階段依序進行，在語彙詞庫建構部分，透過「知名品牌調查」、「性格語彙蒐集」與「品牌性格語彙篩選」三個階段，得到253組相似詞組，收錄959個品牌性格語彙。最後，再利用使用頻率區分使用層級，進而建構出「品牌性格語彙詞庫」與「性格語彙檢索表」。在量表編製部分，則包含品牌性格語彙適合性調查、品牌性格語彙與品牌配對，以及品牌性格調查三個階段。經因素分析主成份法與信度分析，得到「知性與感性」、「冒險創新」、「能幹可靠」，以及「純淨健康」四個品牌性格構面，信度分別為.99、.97、.96與.91，總解釋變異量為87.45%；經純化後，四構面的信度分別為.96、.95、.94與.88，題項由89題縮減至37題。 本研究透過對譯方式，分別與Aaker建構美國和日本品牌性格構面進行跨文化比較。結果顯示：(1)本土與美日的品牌性格構面不具有一對一的對應關係；(2)本土品牌性格構面，僅有「冒險創新」構面特質較接近美國「Excitement」構面（達47.62%），而「知性與感性」、「能幹可靠」與「純淨健康」三構面分別有57.14%、70.59%與69.23%的性格特質未出現在美國品牌性格構面中；(3)本土品牌性格構面，僅有「純淨健康」構面特質較接近日本「Sincerity」構面（達38.46%），而「知性與感性」、「冒險創新」與「能幹可靠」三構面則分別有69.05%、71.43%與70.59%的性格特質未出現在日本品牌性格中。此說明，本研究建立品牌性格構面在本質上是異於美國與日本品牌性格構面，是可以反映本土重視的品牌性格特質。

Depuis l’essor d’Internet, et particulièrement des réseaux sociaux, les espaces en ligne sont devenus des canaux de communication privilégiés pour diffuser un discours s’opposant au « genre », à la « propagande LGBT », et plus récemment au « wokisme ». Dans ce mémoire, je m’inspire des pistes méthodologiques ouvertes par la littérature francophone sur les campagnes anti-genre numériques, pour proposer une actualisation des connaissances sur ces discours, à partir d’un corpus de tweets original collecté entre novembre 2022 et février 2023. En suivant une méthodologie mixte, combinant analyse quantitative et qualitative, je décris un corpus de 345 413 tweets à l’aide d’outils issus de la lexicométrie, pour mener une analyse critique de 70 micro-discours sélectionnés dans ce corpus. En croisant l’approche historique du discours (DHA) aux études critiques des discours issus des réseaux sociaux (SM-CDS), j’expose les vecteurs de diffusion des discours anti-genre, anti-lgbt et anti-wokisme, les thèmes qui les composent et les stratégies discursives qui les construisent, ainsi que les stratégies collectives à l’œuvre derrière la diffusion de ces types de discours. En me concentrant sur la « protection des enfants » comme thématique centrale, je montre un déplacement des discours anti-genre et anti-lgbt vers un rejet affirmé de la transidentité, et l’intégration de ces discours dans un discours contre le « wokisme » - soulignant, ce faisant, l’intérêt de privilégier une approche émique pour étudier ces campagnes. Je montre ensuite que le discours anti-wokisme passe par l’articulation d’un discours populiste – nationaliste, qui permet de formuler un appel à la protection de l’identité française contre les menaces supposées de l’Islam et du « wokisme ». Finalement, j’expose la circulation internationale des discours analysés, suggérant l’intégration de ce phénomène dans l’« ordre de désinformation », et dans une montée globale des discours populistes de droite radicale. / Since the rise of the Internet, and particularly social medias, online spaces have become privileged communication channels to express a discourse opposing "gender", "LGBT propaganda", and more recently "wokism". In this thesis, I draw on methodological approaches opened up by the francophone literature on digital anti-gender campaigns, to propose an update of knowledge on these discourses, based on an original corpus of tweets collected between november 2022 and february 2023. Following a mixed methodology, combining quantitative and qualitative analysis, I describe a corpus of 345 413 tweets using tools derived from lexicometrics, to conduct a critical analysis of 70 micro-discourses selected from this corpus. Crossing the discourse historical approach (DHA) with social media critical discourse studies (SM-CDS), I expose the vectors of diffusion of anti-gender, anti-lgbt and anti-wokism discourses, the themes that compose them and the discursive strategies that construct them, as well as the collective strategies at work behind the diffusion of these types of discourses. Focusing on "child protection" as a central theme, I show a shift in anti-gender and anti-lgbt discourses towards an assertive rejection of trans-identity, and the integration of these discourses into a discourse against "wokism" – underlining the value of privileging an emic approach in the study of "unpleasant movements". I then show that the anti-wokism discourse enables the articulation of a populist-nationalist discourse, which allows to formulate a call to protect the French identity against the supposed threats of Islam and "wokism". Finally, I outline the international circulation of the analyzed discourses, suggesting the integration of this phenomenon into the "disinformation order", and into a global rise of radical right-wing populist discourses.