This dissertation, Making Sense of Digital Content Moderation from the Margins, examines how content creators who are marginalized by race, sexuality, gender, ethnicity, and disability understand their experiences of content moderation on the social media platform TikTok. Using critical interface and narrative-based inquiry methods with six marginalized content creators on TikTok, I argue that marginalized creators navigate the opaque content moderation infrastructure of TikTok by drawing on their embodied experiences. The key research questions ask how these content creators interpret TikTok's platform policies and processes through their interactions on the app and how these interpretations influence content creation on TikTok and how creators feel about moderation in the absence of platform transparency about how content is moderated. To answer these questions, I conducted narrative-driven interviews with six TikTok creators and analyzed these stories alongside online testimonials in eight Change.org petitions. My analysis revealed that lack of transparency around TikTok's algorithmic curation and moderation contributes to content creators feeling alienated, exploited, frustrated, and unwelcome on the platform and influences content creators to adapt their content to avoid moderation, oftentimes by self-censoring themselves and aspects of their marginalized identities. Over time, the accumulation of content moderation micro-interactions diminishes the ability of marginalized content creators to trust content moderation processes. My analysis also shows how TikTok's user experience design and opaque content moderation practices contribute to an affective platform environment in which creators are compelled to speak out and across creator networks about such gaps in experience and platform policy. I conclude with a discussion of how my findings about content moderation and transparency contribute to conversations in writing-related scholarship, especially as it pertains to writing assessment, technical communication, and algorithmic research methodologies. / Doctor of Philosophy / In recent years, marginalized content creators on TikTok have sounded the alarm about the way that the platform's content moderation and algorithmic recommendation disadvantages marginalized creators. This dissertation, Making Sense of Digital Content Moderation from the Margins, examines how content creators who are marginalized by race, sexuality, gender, ethnicity, and disability understand their experiences of content moderation on the social media platform TikTok. The key research questions ask how these content creators interpret TikTok's platform policies and processes through their interactions on the app and how these interpretations influence content creation on TikTok and how creators feel about moderation in the absence of platform transparency about how content is moderated. To answer these questions, I conducted narrative-driven interviews with six TikTok creators and analyzed these stories alongside online testimonials. My analysis revealed that lack of transparency around TikTok's algorithmic curation and moderation contributes to content creators feeling alienated, exploited, and unwelcome on the platform and influences content creators to adapt their content to avoid moderation, oftentimes by self-censoring themselves and aspects of their marginalized identities. Moreover, I found that TikTok isolates user experiences of biased content moderation which compels creators to speak out and across creator networks about discriminatory experiences of platform policy.

Anonymity on social media is a complex topic that has garnered attention from politicians and legislators alike. However, the opinions of end users on this matter have not been given due consideration. This study aims to explore the attitudes of active social media users (aged 30 and below) towards a possible change in how anonymity operates on social media platforms, in order to increase accountability and improve safety. A sample of 112 respondents in Sweden was surveyed, and five users were interviewed to gain deeper insights. Although a majority of users express a desire for change in how anonymity operates on social media platforms, there is currently no sense of urgency to effect change. Educating users and providing better reporting tools may be an effective alternative option for increasing safety online, as a small percentage of users are perceived to be responsible for the majority of harm on social media platforms. Different kinds of verification of users has been suggested as a possible solution to address the issue of malicious bots and impersonation accounts, with some social media platforms introducing paid verification subscriptions. However, the results suggest that the vast majority of users aren’t willing to pay, which could further exacerbate the issue at hand. Paid verification services brings with it the potential of dividing the user base (as verified paying users are attributed a status badge), whilst simultaneously continuing to provide malicious anonymous actors with a way to hide in the masses. Hence, whilst paid verification subscriptions may be a lucrative solutions for the social media companies, and provide them with an additional high-margin revenue stream, it may ultimately be to the detriment of safety and inclusivity. Further research on anonymity in relation to demographics, societal norms and backgrounds are needed to be able to definitively tell if a change to anonymity at scale is plausible. Furthermore, future work into the potential impact of the paid verification subscriptions are also needed, as these recent implementations have consequences on both the user base and the platforms as a whole. / Anonymitet på sociala medier är ett komplext ämne som har uppmärksammats av politiker och lagstiftare. Trots detta har användares åsikter i frågan inte fått tillräckligt med uppmärksamhet. Denna studie syftar till att undersöka attityder hos aktiva användare av sociala medier (30 år och yngre) gentemot hur anonymitet fungerar på sociala medieplattformar, i syfte att öka ansvarstagande och säkerhet. En grupp på 112 respondenter i Sverige undersöktes och fem användare intervjuades för att få djupare insikter. Resultaten visar att även om majoriteten av användare uttrycker en önskan om förändringar i hur anonymitet fungerar på sociala medieplattformar, finns det för närvarande ingen känsla av brådska att åstadkomma förändring. Att utbilda användare och tillhandahålla bättre rapporteringsverktyg kan vara ett effektivt alternativ för att öka säkerheten online, eftersom en liten andel av användarna uppfattas som ansvariga för den största delen av skadorna på sociala medieplattformar. Olika typer av användarverifiering har föreslagits som en möjlig lösning för att adressera problemet med skadliga botar och falska konton, vissa sociala medieplattformar har även introducerat betalda verifieringsprenumerationer. Resultaten tyder på att majoriteten av användarna inte är villiga att betala för en sådan prenumeration, vilket kan förvärra problemet. Betalda verifieringstjänster riskerar också att dela upp användarbasen (eftersom betalande användare tilldelas en statussymbol), samtidigt som det fortsätter att ge skadliga anonyma aktörer ett sätt att gömma sig bland massorna. Betalda verifieringsprenumerationer kan vara en lukrativ lösning för sociala medieföretag och ge dem ytterligare en intäktsström med hög marginal, men det kan i slutändan vara på bekostnad av säkerhet och inkludering. Ytterligare forskning om anonymitet i relation till demografi, samhällsnormer och bakgrund behövs för att kunna fastställa om en förändring av anonymitet i stor skala är möjlig. Dessutom behövs framtida arbete om de potentiella konsekvenserna av betalda verifieringsprenumerationer, eftersom dessa nyligen införda implementeringar har konsekvenser både för användarbasen och plattformarna som helhet.

The purpose for our study was to see whether reporting mothers and fathers safe base separately protects adolescents who are ethnically harassed from developing low self-esteem. To examine this, we use secondary longitudinal data with immigrant adolescents. In addition to bivariate correlations we ran two moderation regression analyses to test if perceived safe base from mothers or fathers could affect the link between ethnic harassment and self-esteem. Moreover, we wanted to see if perceiving safe base with either parent could change the level of self-esteem within the adolescent. The results showed significance when mothers safe base was tested as a moderator. However, this was not the case for the fathers. The findings in our study were discussed and compared to previous research. / Syftet med vår studie var att se om mammors och pappors säkra anknytning skyddar ungdomar som är etniskt trakasserade från att utveckla lågt självförtroende. För att undersöka detta använde vi longitudinell data med invandrarungdomar. Utöver bivariata korrelationer har vi genomfört två moderationsanalyser för att testa om en uppfattad säker anknytning till mammor eller pappor kan påverka sambandet mellan etniska trakasserier och självförtroende. Utöver detta ville vi se om uppfattad säker anknytning med ena föräldern kan ändra graden av självförtroende hos ungdomarna. Resultaten visade signifikanta resultat när mammors säkra anknytning testades som en moderator. Men detta var inte fallet för papporna. Resultaten i vår studie diskuterades och jämfördes med tidigare forskning.

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South Africans are engaged in daily battles with work-related and non-work related issues. Although an organisation is not capable of addressing or changing all the issues experienced by the South African population, it can intervene in order to improve the quality of its employees’ working lives. A suggested starting point is person-environment fit (PE fit), due to its effect on job satisfaction and intentions to leave. Consequently, when an individual experiences low PE fit, it will contribute to job dissatisfaction, and intentions to leave as international research has shown. To possibly decrease the impact of these relationships, it is important for leader empowering behaviour to be evident throughout the organisation. The objectives of this study were to determine possible relationships, indirect effects, and moderating effects between PE fit, job satisfaction, intentions to leave, and leader empowering behaviour. A convenience sample of employees working under the guidance of a leader/manager/supervisor was taken from a retail company in Gauteng. Participation in the study was voluntary. A measuring battery measuring PE fit (i.e. person-organisation fit, needs-supplies fit, and demands-abilities fit), job satisfaction, intentions to leave, and leader empowering behaviour (i.e. delegation of authority, accountability, self-directed decision making, information sharing, skills development, and coaching for innovative performance) was used. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations, measurement models, structural models, and goodness-of-fit statistics were used to analyse the data. The results indicate that PE fit has a positive relationship with job satisfaction. Job satisfaction has a negative relationship with intentions to leave. PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderates the relationship between job satisfaction and intentions to leave. Various recommendations were made for the selected retail company as well as for future research. The retail company and employees should comprehend the impact of PE fit on outcomes such as job satisfaction and intentions to leave, as both parties are equally affected by its implications. Therefore, both pro-active and re-active measures should be institutionalised to address PE fit. Additionally, the retail company should understand the importance of leader empowering behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research include longitudinal research designs, as well as the expansion of research beyond the selected company in the retail industry. / MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015

South Africans are engaged in daily battles with work-related and non-work related issues. Although an organisation is not capable of addressing or changing all the issues experienced by the South African population, it can intervene in order to improve the quality of its employees’ working lives. A suggested starting point is person-environment fit (PE fit), due to its effect on job satisfaction and intentions to leave. Consequently, when an individual experiences low PE fit, it will contribute to job dissatisfaction, and intentions to leave as international research has shown. To possibly decrease the impact of these relationships, it is important for leader empowering behaviour to be evident throughout the organisation. The objectives of this study were to determine possible relationships, indirect effects, and moderating effects between PE fit, job satisfaction, intentions to leave, and leader empowering behaviour. A convenience sample of employees working under the guidance of a leader/manager/supervisor was taken from a retail company in Gauteng. Participation in the study was voluntary. A measuring battery measuring PE fit (i.e. person-organisation fit, needs-supplies fit, and demands-abilities fit), job satisfaction, intentions to leave, and leader empowering behaviour (i.e. delegation of authority, accountability, self-directed decision making, information sharing, skills development, and coaching for innovative performance) was used. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations, measurement models, structural models, and goodness-of-fit statistics were used to analyse the data. The results indicate that PE fit has a positive relationship with job satisfaction. Job satisfaction has a negative relationship with intentions to leave. PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderates the relationship between job satisfaction and intentions to leave. Various recommendations were made for the selected retail company as well as for future research. The retail company and employees should comprehend the impact of PE fit on outcomes such as job satisfaction and intentions to leave, as both parties are equally affected by its implications. Therefore, both pro-active and re-active measures should be institutionalised to address PE fit. Additionally, the retail company should understand the importance of leader empowering behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research include longitudinal research designs, as well as the expansion of research beyond the selected company in the retail industry. / MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015

The objective of this dissertation study is to provide the theoretical foundation for collaborative information technology moderation on team performance and give empirical evidence to support this relationship. The model provided in this study is supported by analytical proofs for the proposed hypotheses to define relationships among constructs in this research including departure (reduction in the number of team members), collaborative information technology functionality, transactive memory strength, and team performance. This research offers a theory that utilizes transactive memory systems (TMS) to examine the departure problem. The main research question is: Can collaborative information technologies (CIT) alleviate negative effects of departure? The theory in this study is structured around the indicators of TMS: specialization, coordination, and credibility. Findings showed that CIT functionality level plays a role in enhancing the group performance. This role is not direct but instead, is a moderation effect that alleviates the negative departure impact. In absence of departure, CIT impact can be confusing as it can be either positive or negative. My analytical results explain why information systems literature has had conflicting arguments on the role of technology. I propose that particular dynamic events and incidents, such as employee departure, help us understand the impact of CIT more clearly. Moreover, I employ transactive memory theory to explain how individuals develop and exchange knowledge in a group and how skills and knowledge can be lost due to departure. I also explain why and how team performance benefits from CIT when departure occurs. / text

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Loving-kindness meditation (LKM) has the potential to improve intrapersonal and interpersonal functioning. This unique quality of LKM makes it a desirable candidate for buffering the stress of being social evaluated or socially excluded. Using the Trier Social Stress Test and the Cyberball social exclusion paradigm, the present study investigated the effectiveness of a brief LKM session in buffering against social evaluative and social exclusion stress. Three specific questions were addressed: In what domains can LKM exert positive effects? For whom does it work? And, how does it work? One hundred and thirteen participants (N = 113, 49 men) were randomly assigned to either a 10-minute LKM session or a 10-minute visualization control session. Findings showed that even just 10 minutes of LKM had an immediate relaxing effect as evidenced by increased respiratory sinus arrhythmia (RSA), an index of parasympathetic cardiac control, and decreased respiration rate. In addition, the brief LKM intervention led to greater implicit positivity towards the self relative to the control intervention (p = .052). The brief LKM intervention also protected against some of the negative physiological and psychological effects of social stress. The majority of these effects are moderated by trait social anxiety and pre-meditation mood states (or pre-meditation mood state alone). Contrary to expectation, trait social anxiety alone did not moderate any of the LKM effects. Importantly, receiving a brief session of LKM while not being in a positive mood or being in a negative mood led to iatrogenic physiological and psychological effects. Providing an explanation for one of LKM's effects, findings showed that change in RSA during LKM fully mediated the LKM Intervention x Positive Affect interaction effect on change in post-social-stress RSA. In conclusion, findings of the present study have extended our understanding of LKM and have specific implications for future research and practice.

The aim of this study is to examine the complexity of teachers’ assessment practice. It is divided into a two part-studies. The first part aims to determine what type of knowledge is tested in teachers’ written tests, and how they relate to the curriculum. To answer this we analyzed two tests from four different teachers. The second part aims to find out how different factors influence the teacher’s in his or hers test construction. To answer this we interviewed the four teachers who provided the test. Together, the two parts helps us to understand how tests work, as well as why they are constructed the way they are. The study uses two different theories as analytical tools. The first part of the study uses Bloom’s revised taxonomy to determine different types of knowledge. The theory is also used to determine the knowledge of the curriculum. The second theory, which relates to the second part of the study, is a frame factor theory, to define different internal and external factors that influence in a teacher’s work. Methods used in the study are text analysis for the teachers’ tests and the curriculum, and interviews for the frame factors. The results of the first part shows a discrepancy between the knowledge tested in the tests and the knowledge expressed in the curriculum. Most notable was the lack of questions requiring evaluating skills in the tests, while the curriculum mentions it 4 times out of 9 different requirements. The results of the second part showed that a number of factors influence teachers in their test construction. The main factor influencing teachers in the test construction, mentioned by all teachers, were lack of ‘social moderation’, i.e. working within assessment as a group and being able to discuss and reflect with colleagues. Other factors mentioned were time and organization, which were partly mentioned along with the responsibility or involvement of the head teacher.