This thesis examines the motivations for adopting multiculturalism. To this end, it examines a phenomenon that is commonplace in everyday life but is curiously absent from the academic literature: power. I argue that power provides a better causal explanation for the adoption of multiculturalism than previous explanations, such as desecuritization, and renders justifications for multiculturalism based exclusively on moral grounds insufficient and impractical in the world of politics. I divide the analysis into two parts: power acquisition as a factor that prompts dominant groups to enact multicultural policies, and power as a factor that enables non-dominant groups to mobilize for greater rights. In the process, I examine the structure of power in the modern nation-state, and claim, in short, that it is not only a network of boundaries, rules and institutions, but also an instrument used to delimit independence. I also claim that dominant groups will be most amenable to accepting multiculturalism if it does not alter the existing power praxis, and even reinforces the authority of the bearers of power. In areas of the world where multiculturalism is perceived as granting minorities too much power, it has been and will continue to be outright rejected. Moreover, I contend that minorities are not powerless and can effectively mobilize to acquire greater rights by engaging in ‘counterpower’. Ultimately, I conclude that the realistic prospects of diffusing multiculturalism, in light of the analysis of power, are poor, since in many areas of the world, authorities have too strong a grasp on power, and the counterpower of the masses is concordantly too weak. In this respect, a focus on the concept of power with regard to the adoption of multiculturalism reflects the political reality.

Acculturation is a phenomenon which results when groups of individuals with different cultures come into continuous first-hand contact with each other, with subsequent changes in the original culture patterns of either or both groups. What an individual does when he or she comes into contact with a second culture is assumed to have an effect on his or her sense of emotional well-being. It has been hypothesized that how one copes with that contact will affect such socio-emotional factors such as self-esteem, social adjustment and academic performance and mental health. Furthermore, it has been hypothesized that the strategies an individual uses to cope with second culture contact will have an effect on that individual's academic or job performance, sense of social competence, and psychological well-being. From the available literature, various models are used in acculturation studies, namely the Unidimensional model, Bidimensional model and Interactive Acculturation Model. It is from the latter models that three groups of variables were addressed in this study: at the group level, acculturation context variables include characteristics of the society of settlement (work) and characteristics of the society of origin, at the individual level, acculturation conditions include characteristics or factors that act as moderators prior to acculturation and during acculturation and acculturation outcomes refers to the consequences of the frequent contact between people from different cultural backgrounds in terms of how well they function (do) and feel. The general objective of this research is to analyse the acculturation process and to determine the impact of acculturation context and individual variables on acculturation outcomes of members of the SAPS. A cross-sectional survey design was used. A random sample (n = 153) was taken of members of the SAPS in the Pretora Arca. Instruments used in previous acculturation research were adapted to measure Mainstream Domain, Ethnocultural Domain, Individual variable and Socio Cultural Acculturation Outcomes. The results indicated that acculturation context and individual coping styles of members of the SAPS did impact on acculturation outcomes variables explaining 29% and 35% of the variance in physical and psychological (ill) health respectively and 26% and 33% of the variance in perceived (work success) effectiveness and efficiency at work and perceived status and recognition that you receive at work (for being successful) respectively. Although 14% and 13% of the variance in perceived commitment from the organisation to its employees and perceived commitment of the individual to its organisation, only one of the models used in the hierurchicul regressions were found to be statistically significant, with none of the predictors being statistically significant contributors. Limitation for the present study and recommendations for the organisation and future research are also provided. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Acculturation is a phenomenon which results when groups of individuals with different cultures come into continuous first-hand contact with each other, with subsequent changes in the original culture patterns of either or both groups. What an individual does when he or she comes into contact with a second culture is assumed to have an effect on his or her sense of emotional well-being. It has been hypothesized that how one copes with that contact will affect such socio-emotional factors such as self-esteem, social adjustment and academic performance and mental health. Furthermore, it has been hypothesized that the strategies an individual uses to cope with second culture contact will have an effect on that individual's academic or job performance, sense of social competence, and psychological well-being. From the available literature, various models are used in acculturation studies, namely the Unidimensional model, Bidimensional model and Interactive Acculturation Model. It is from the latter models that three groups of variables were addressed in this study: at the group level, acculturation context variables include characteristics of the society of settlement (work) and characteristics of the society of origin, at the individual level, acculturation conditions include characteristics or factors that act as moderators prior to acculturation and during acculturation and acculturation outcomes refers to the consequences of the frequent contact between people from different cultural backgrounds in terms of how well they function (do) and feel. The general objective of this research is to analyse the acculturation process and to determine the impact of acculturation context and individual variables on acculturation outcomes of members of the SAPS. A cross-sectional survey design was used. A random sample (n = 153) was taken of members of the SAPS in the Pretora Arca. Instruments used in previous acculturation research were adapted to measure Mainstream Domain, Ethnocultural Domain, Individual variable and Socio Cultural Acculturation Outcomes. The results indicated that acculturation context and individual coping styles of members of the SAPS did impact on acculturation outcomes variables explaining 29% and 35% of the variance in physical and psychological (ill) health respectively and 26% and 33% of the variance in perceived (work success) effectiveness and efficiency at work and perceived status and recognition that you receive at work (for being successful) respectively. Although 14% and 13% of the variance in perceived commitment from the organisation to its employees and perceived commitment of the individual to its organisation, only one of the models used in the hierurchicul regressions were found to be statistically significant, with none of the predictors being statistically significant contributors. Limitation for the present study and recommendations for the organisation and future research are also provided. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

This project analyses the acculturation process in a specific context, in order to predict the perceived work success and health (both psychological and physical) of mineworkers in a mine in the North-West Province.1 Success is evaluated in terms of meeting deadlines at work, reputation and respect at work, and training and development opportunities at work. Employees' success and health is considered from an acculturation perspective and thus viewed as a result of the acculturation process. This hypothesis was investigated by examining the affect of the acculturation context and individual intervening factors, which are translated into variables, on perceived work success and health (acculturation outcomes). A random convenience sample of participants from the mine under investigated was taken (n = 288 the majority of the participants are male, married, Black, and Afrikaans-speaking). English questionnaires using a cross-sectional survey design were administered to these participants. The questions were derived from adapted measuring scales and scales developed for the project, which follow a five-point Likert format ('strongly agree' to 'strongly disagree'). Four categories of instruments were used: those examining the mainstream domain (multiculturalism, tolerance of other cultures by the mainstream, multicultural practices, relationships with host culture members at work), individual intervening factors (individual integration acculturation strategy and perceived self-efficacy), acculturation outcomes (health and work success), and the ethnocultural domain (ethnic integration demands, ethnic solidarity and social support, relationship with co-ethnics, and ethnic vitality at work). The data was captured in a spreadsheet, quality controlled, and statistically analysed using multivariate analysis of variance, one-way analysis of variance, and T-tests in SAS, SPSS, and AMOS (regression using structural equation modelling). Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were examined. Effect sizes were used to determine the practical significance of the findings. Perceived self-efficacy is a statistically significant predictor of work success in terms of meeting deadlines. Multicultural practices, ethnic integration demands at work, relationship with co-ethnics individual integration acculturation strategy, and perceived self-efficacy statistically significant predictors of work success in terms of reputation and respect at work. Multicultural practices and ethnic solidarity and social support are statistically significant predictors of work success in terms of training and development opportunities at work. Relationships with host culture members at work, ethnic solidarity and social support, ethnic vitality at work, and individual integration acculturation strategy are statistically significant predictors of psychological health. Multiculturalism, multicultural practices, and tolerance of other cultures by the mainstream are statistically significant predictors of physical health. This project concludes that success and health can be considered from an acculturation perspective and these acculturation outcomes can be predicted based on the acculturation context and individual intervening factors. / Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

This project analyses the acculturation process in a specific context, in order to predict the perceived work success and health (both psychological and physical) of mineworkers in a mine in the North-West Province.1 Success is evaluated in terms of meeting deadlines at work, reputation and respect at work, and training and development opportunities at work. Employees' success and health is considered from an acculturation perspective and thus viewed as a result of the acculturation process. This hypothesis was investigated by examining the affect of the acculturation context and individual intervening factors, which are translated into variables, on perceived work success and health (acculturation outcomes). A random convenience sample of participants from the mine under investigated was taken (n = 288 the majority of the participants are male, married, Black, and Afrikaans-speaking). English questionnaires using a cross-sectional survey design were administered to these participants. The questions were derived from adapted measuring scales and scales developed for the project, which follow a five-point Likert format ('strongly agree' to 'strongly disagree'). Four categories of instruments were used: those examining the mainstream domain (multiculturalism, tolerance of other cultures by the mainstream, multicultural practices, relationships with host culture members at work), individual intervening factors (individual integration acculturation strategy and perceived self-efficacy), acculturation outcomes (health and work success), and the ethnocultural domain (ethnic integration demands, ethnic solidarity and social support, relationship with co-ethnics, and ethnic vitality at work). The data was captured in a spreadsheet, quality controlled, and statistically analysed using multivariate analysis of variance, one-way analysis of variance, and T-tests in SAS, SPSS, and AMOS (regression using structural equation modelling). Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were examined. Effect sizes were used to determine the practical significance of the findings. Perceived self-efficacy is a statistically significant predictor of work success in terms of meeting deadlines. Multicultural practices, ethnic integration demands at work, relationship with co-ethnics individual integration acculturation strategy, and perceived self-efficacy statistically significant predictors of work success in terms of reputation and respect at work. Multicultural practices and ethnic solidarity and social support are statistically significant predictors of work success in terms of training and development opportunities at work. Relationships with host culture members at work, ethnic solidarity and social support, ethnic vitality at work, and individual integration acculturation strategy are statistically significant predictors of psychological health. Multiculturalism, multicultural practices, and tolerance of other cultures by the mainstream are statistically significant predictors of physical health. This project concludes that success and health can be considered from an acculturation perspective and these acculturation outcomes can be predicted based on the acculturation context and individual intervening factors. / Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

Social dominance theory (SDT) and Social identity theory (SIT) are theoretical frameworks that have been conceptualised and examined in societies that predominantly have stable intergroup relations. The present study sought to examine both theoretical frameworks in a context that is undergoing social change. Three cross-sectional studies were conducted amongst black and white students from a South African University. Results indicated that there was no difference in the desire for group-based inequality (i.e. social dominance orientation, SDO) amongst groups affected by social change, when group status was measured subjectively. Yet, when group status was determined sociologically, dominant group members had significantly higher SDO levels. Furthermore, results indicated that the perception of social change had a conditional effect on the relationship between SDO and support for affirmative action amongst white participants, in that when white participants perceived higher in-group status loss, higher SDO levels predicted opposition towards affirmative action. Racial in-group identification had a conditional effect on the relationship between perceived social change and support for affirmative action amongst black participants; when black participants had higher racial in-group identification, greater perception of social change predicted support for affirmative action. Lastly, amongst black participants, hierarchy-attenuating legitimising myths had a conditional effect on the relationship between SDO and support for affirmative action. Specifically, when colourblindness or Ubuntu were endorsed, higher SDO predicted support for affirmative action. However, when these hierarchy-attenuating legitimising myths were rejected, higher SDO predicted opposition towards affirmative action. / Psychology / M.A. (Psychology)

Social dominance theory (SDT) and Social identity theory (SIT) are theoretical frameworks that have been conceptualised and examined in societies that predominantly have stable intergroup relations. The present study sought to examine both theoretical frameworks in a context that is undergoing social change. Three cross-sectional studies were conducted amongst black and white students from a South African University. Results indicated that there was no difference in the desire for group-based inequality (i.e. social dominance orientation, SDO) amongst groups affected by social change, when group status was measured subjectively. Yet, when group status was determined sociologically, dominant group members had significantly higher SDO levels. Furthermore, results indicated that the perception of social change had a conditional effect on the relationship between SDO and support for affirmative action amongst white participants, in that when white participants perceived higher in-group status loss, higher SDO levels predicted opposition towards affirmative action. Racial in-group identification had a conditional effect on the relationship between perceived social change and support for affirmative action amongst black participants; when black participants had higher racial in-group identification, greater perception of social change predicted support for affirmative action. Lastly, amongst black participants, hierarchy-attenuating legitimising myths had a conditional effect on the relationship between SDO and support for affirmative action. Specifically, when colourblindness or Ubuntu were endorsed, higher SDO predicted support for affirmative action. However, when these hierarchy-attenuating legitimising myths were rejected, higher SDO predicted opposition towards affirmative action. / Psychology / M.A. (Psychology)