After South Africa had adopted a democratic government, the labour force was changed profoundly. With the emphasis on diversity, employees were faced with work teams comprising people from different ages, genders, positions, races etc. The opportunity was given to value and embrace diversity in organisations. On the other hand, opportunities for prejudice and discrimination were greater than ever before. Consequently, stereotyping is evident within these diverse workplaces. If not properly managed, stereotypes can have various negative effects on the organisation. The academic sector in South Africa has to be equipped to manage diversity and therefore stereotypes to ensure the effectiveness of these institutions. The challenge is that employers need to be aware of how to manage such issues. Stereotypes are therefore a significant topic for research, specifically within South Africa. The objective of this research study was to explore stereotypes as experienced by individuals employed in the South African academic environment. A qualitative research study, specifically within the social constructivism paradigm, was employed for this study. A combination of the phenomenological and hermeneutic approaches was employed to reach the objectives of this study. The researcher made use of a case study strategy. Only one single case was utilised in this research study, namely the academic environment. Employees at one higher education institution (and two campuses) (N = 30) participated in this research study. Data was collected by means of semi-structured interviews, where after thematic analysis was used to analyse the data. The results of this study indicated that individuals working in the academic environment in South Africa are consciously aware of the meaning of stereotypes. Most participants were able to illustrate a definition of or meaning for stereotypes. The themes that were mentioned by participants included assumptions, beliefs, categorisation, generalisation, judgement as well as perception. Participants also indicated that stereotypes originate from various sources. Participants reported that primary and secondary exposure, individual differences, subjective perception as well as the fact that stereotyping was part of human nature were possible explanations for the origin of stereotypes. Participants were well aware of the fact that stereotypes originate from both us and others. When being stereotyped, individuals react to stereotypes in different ways. Participants mentioned that they react on a behavioural, cognitive and emotional level. Participants were also asked questions pertaining to the stereotypes they experience. It was found that various stereotypes exist within the academic environment. These stereotypes are experienced on an out-group and in-group level. Stereotypes mentioned by participants included age, gender, nationality, occupation, sexual orientation, race and work-related stereotypes. There were also participants from the study population who stated that they neither experienced stereotypes on in-group nor out-group level. Recommendations with regard to future research and practice were made. / MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2015

In recent years, scholars have moved beyond attributing academic difficulties to cognitive and personal characteristics of African American students, and have begun to consider the effects of the predominantly White university (PWU) setting on the educational and psychological outcomes of Black collegians. Unfortunately, the literature paints a bleak picture of the social context of African American students at PWUs which ultimately impedes students' academic persistence and achievement (Gloria, Kurpius, Hamilton, & Wilson, 1999) as well as psychological wellness (Prelow, Mosher, & Bowman, 2006). The psychological ramifications of social and educational conditions for African American students at PWUs, along with higher attrition rates would substantiate the tremendous use of campus mental health services by this student population. Yet, the literature reveals that even when services are easily accessible and are provided for free or at extremely discounted prices, African American students choose not to seek professional psychological help (Nickerson, Helms, & Terrell, 1994). Drawing upon the psychosociocultural theoretical framework proposed by Gloria and Rodriguez (2000), this study examined if variables specific to the PWU environment - minority student stress, out-group comfort, and cultural congruity - served as predictors of attitudes towards seeking professional psychological help in a sample of African American collegians. This study also analyzed if counselor racial preference served as a mediator between the predictors and help-seeking. Survey data were collected from 198 Black college students attending a large, PWU in the Southwest. Results revealed that cultural congruity was the only significant predictor of help-seeking attitudes, and counselor racial preference was not a significant mediator. Exploratory analyses indicated gender differences in the relationship between the psychosociocultural variables and counselor racial preferences. Implications for practice and research in counseling psychology are discussed. / text

Syfte: Syftet med denna studie är att utifrån Leader-Member exchange teorin (LMX) undersöka om relationen mellan ledare och följare påverkar hur följaren upplever ledarens ledarskapsstil. Metod: En kvalitativ intervjustudie med deduktiv forskningsansats har tillämpats i denna studie. Populationen består av tio stycken följare från ett säljande svenskt företag och datainsamlingen har skett genom semistrukturerade intervjuer. Det empiriska materialet har analyserats och tolkats genom kodning och tematisering för att sedan redovisas och analyseras i empirin utifrån de teoretiskt härledda kategorierna. Resultat och slutsats: Studien leder till en ökad förståelse för hur relationen mellan ledare och följare påverkar ledarens attributions -och ledarskapsstil. Slutsatsen säger därmed att beroende på om följaren hamnar i en in -eller ut-grupp kommer ledaren att anpassa både sin ledarskapsstil och attributionsstil vilket presenteras i en modell. Där följare som hamnar i en in-grupp upplever en transformativ ledare med en yttre attributionsstil och en följare som hamnar i ut-grupp en transaktionell ledare med en inre attributionsstil Examensarbetets bidrag: Studiens bidrag består av vår vidareutvecklade modell som utvecklats genom analysen av det teoretiska samt empiriska materialet. Modellen leder till en större förståelse för hur relationen mellan ledare och följare kan påverka följarens indelning i in -eller ut-grupp samt ledarens ledarskap -och attributionsstil. Förslag till fortsatt forskning: För en mer generaliserbar slutsats hade det varit intressant om liknande studier genomförs där även ledarens perspektiv undersöks. Utöver detta såg vi indikationer på ett samband mellan följarens år inom organisationen och tillhörighet i in- eller ut-grupp vilket skulle kunna undersökas vidare. / Aim: The purpose of this study is to, based on the Leader-Member exchange theory (LMX), investigate whether the relationship between leader and follower affects how the follower experiences the leader's leadership style. Method: A qualitative method with a deductive research approach has been applied in this study. collection took place through semi-structured interviews. The empirical material was analyzed and interpreted through coding and thematization and then reported and analyzed in the empirical data based on the theoretically derived categories. Result and Conclusions: The study leads to an increased understanding of how the relationship between leader and follower affects the followers experience of the leader’s attribution and leadership style. The conclusion tells us that depending on whether the follower ends up in an in-or-out group, the leader will adapt both his leadership style and attribution style, which is presented in a model. Followers who end up in an in-group experience a transformative leader with an external attribution style. However, a follower who ends up in an out-group experience a transactional leader with an internal attribution style Contribution of the thesis: The study's contribution consists of our further developed model that has been developed through the analysis of the theoretical and empirical material. The model leads to a greater understanding of how the relationship between a leader and follower can affect the follower's distribution into in-or-out groups as well as the leader's leadership and attribution style. Suggestions for future research: It would have been interesting if similar studies were carried out where the leader's perspective is also considered. In addition to this, we saw indications of a correlation between the followers' year within the organization and belonging to an in- or out-group, which could be investigated further.

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Diese Dissertation untersucht das Ausmaß der Spendenbereitschaft für Flüchtlinge und dessen individuelle sowie kontextuelle Korrelate unter einheimischen Deutschen zwischen Jahren 2015 und 2018. Die Dissertation enthält drei originäre empirische Beiträge. Im ersten empirischen Beitrag wird das Ausmaß des Spendenverhaltens für Flüchtlinge, seine regionale Variation und Veränderung im Zeitverlauf beschrieben. Das Kapitel beschreibt, wie Einstellungen und soziodemografische Merkmale mit Spenden für Flüchtlinge zusammenhängen. Ich stelle fest, dass die Spenden für Flüchtlinge besonders hoch waren bei Frauen, Menschen mit einer höheren sozioökonomischen Position und Personen mit einer positiven Einstellung zur Einwanderung. Im zweiten und dritten empirischen Beitrag werden mögliche kontextuelle korrelate für solche Spenden betrachtet. Dies wird erreicht durch die Kombination von individuellen Panelerhebungsdaten mit Sozialindikatoren auf Stadtteilebene. Die zweite empirische Studie prüft, ob das Geben an mit der Anwesenheit von Ausländern im Wohnumfeld korreliert ist. Umgebung korreliert. Es gibt keine robusten Beweise dafür, dass die Anwesenheit von verschiedenen Gruppen von Ausländern negativ mit Spenden für Flüchtlinge verbunden ist. Im letzten empirischen Kapitel wird untersucht, ob die ethnische Segregation auf Stadtebene und der Wohnsitz in den Clustern der Einheimischen negativ mit Spenden für Flüchtlinge verbunden ist. Einerseits wird manchmal eine negative Korrelation zwischen der Segregation auf Stadtebene und Spenden für Flüchtlinge festgestellt. Es gibt jedoch keine Hinweise darauf, dass Einheimische die in den Clustern der Einheimischen leben, weniger wahrscheinlich Flüchtlinge unterstützen. / This doctoral thesis analyzes extent of charitable giving to refugees and its individual as well as contextual correlates among native Germans between years 2015 and 2018. Dissertation contains three original empirical contributions. In the first empirical contribution the extent of charitable giving to refugees, its regional variation and change over time is described. Chapter describes how attitudes and socio-demographic characteristics are correlated with giving to refugees. I find that giving to refugees was especially high among females, people of higher socio-economic position and those holding positive attitude towards immigration. In the second and third empirical contributions possible environmental correlates of such giving are considered. This is achieved by combining panel survey data with fine-grained neighborhood level social indicators. Second empirical study tests if giving to refugees is correlated with presence of foreigners in the residential environment. There is lack of robust evidence that presence of various foreigner groups is negatively associated with giving to refugees. Final empirical chapter investigates if city-level ethnic segregation and residing in the clusters of natives is negatively associated with donating to refugees. On the one hand, negative correlation between city-level segregation and giving to refugees is sometimes found. There is, however, no evidence that natives living in the clusters of natives are less likely to support refugees with their donations.

Since the first democratic election in 1994, the South African labour force has undergone various changes. As a result, a number of laws were implemented, which helped ensure the diverse nature of the South African labour force. Within a diverse workforce, stereotypes are more likely to occur, which is also the focus of the present study. This study explored not only the meaning and origin of stereotypes but also the prevalent stereotypes and the manner in which employees experience these within the South African mining industry. A qualitative research design from a combined phenomenological and hermeneutic approach was used for the purpose of this study by following a case-study strategy. A combination of both purposive and convenience sampling was used and participants’ responses were obtained by making use of semi-structured interviews. The population consisted of participants (N = 15) from different departments within a particular organisation in the mining industry in South Africa. The representation of the population was diverse and included male, female, various age groups, and different racial groups. Interviews were transcribed and thematic analysis was used to analyse the data. Themes, sub-themes, and characteristics were extracted from the data and direct quotations of participants’ responses were analysed to support the findings. It was found that participants of this study are aware of and understand the meaning of stereotypes. Generalisation was the most prominent theme that was evident when asking participants about the meaning of stereotype. During the study it became clear that stereotypes exist within the mining industry and that individuals do entertain stereotypes of other individuals employed in this industry (out-groups), and also about themselves (in-group). The most prominent in-group stereotypes that individuals experienced are racially oriented. These stereotypes were experienced by White individuals, Black individuals and Coloured individuals, and it was mostly negative. The most prominent out-group stereotypes that individuals hold of others in their workplace were found to be occupational stereotypes. During the present study most stereotypes turned out to be negative in nature. Findings of this study also indicated that employees experience stereotypes on three levels, namely emotional, cognitive and behavioural. Participants of this study experienced stereotypes mostly on an emotional level. The study’s findings did show various origins of stereotypes and participants indicated that it originated mostly from secondary exposure. In these instances influences can be a result of factors such as affirmative action, apartheid, social interaction and upbringing. To conclude the study, recommendations were made for future research and practice in an industry with a diverse workforce. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

Since the first democratic election in 1994, the South African labour force has undergone various changes. As a result, a number of laws were implemented, which helped ensure the diverse nature of the South African labour force. Within a diverse workforce, stereotypes are more likely to occur, which is also the focus of the present study. This study explored not only the meaning and origin of stereotypes but also the prevalent stereotypes and the manner in which employees experience these within the South African mining industry. A qualitative research design from a combined phenomenological and hermeneutic approach was used for the purpose of this study by following a case-study strategy. A combination of both purposive and convenience sampling was used and participants’ responses were obtained by making use of semi-structured interviews. The population consisted of participants (N = 15) from different departments within a particular organisation in the mining industry in South Africa. The representation of the population was diverse and included male, female, various age groups, and different racial groups. Interviews were transcribed and thematic analysis was used to analyse the data. Themes, sub-themes, and characteristics were extracted from the data and direct quotations of participants’ responses were analysed to support the findings. It was found that participants of this study are aware of and understand the meaning of stereotypes. Generalisation was the most prominent theme that was evident when asking participants about the meaning of stereotype. During the study it became clear that stereotypes exist within the mining industry and that individuals do entertain stereotypes of other individuals employed in this industry (out-groups), and also about themselves (in-group). The most prominent in-group stereotypes that individuals experienced are racially oriented. These stereotypes were experienced by White individuals, Black individuals and Coloured individuals, and it was mostly negative. The most prominent out-group stereotypes that individuals hold of others in their workplace were found to be occupational stereotypes. During the present study most stereotypes turned out to be negative in nature. Findings of this study also indicated that employees experience stereotypes on three levels, namely emotional, cognitive and behavioural. Participants of this study experienced stereotypes mostly on an emotional level. The study’s findings did show various origins of stereotypes and participants indicated that it originated mostly from secondary exposure. In these instances influences can be a result of factors such as affirmative action, apartheid, social interaction and upbringing. To conclude the study, recommendations were made for future research and practice in an industry with a diverse workforce. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

Ce mémoire est le fruit d’une recherche-action dans le contexte des organismes à but non lucratif (OBNL) aconfessionnels œuvrant auprès des populations réfugiées et/ou vulnérables au Liban. À l’heure où les organisations humanitaires, internationales et locales privilégient ce statut aconfessionnel, il présente les résultats d’une étude sur la manière dont ils entrent en dialogue avec des populations en difficultés dont les identités culturelles et religieuses sont parfois plus marquées du fait de leurs déplacements souvent traumatiques. Nous appuyant sur une méthode ethnographique, nous avons suivi quatre OBNL aconfessionnels – deux libanais (Amel et Arcenciel) et deux internationaux (Jusoor et l’IECD Liban) – durant près d’un an, dans leurs actions auprès de ces populations. Adoptant une posture d’observateur participant pour être au cœur de leurs relations et interactions, nous avons surtout observé les formes de dialogues interreligieux et interculturels à la fois entre les membres de ces OBNL et dans leurs relations avec les populations auprès desquelles ils œuvrent. Nous avons également pris en considération l’origine culturelle de ces OBNL pour établir leur impact sur les formes de dialogues développées. Dans un dernier temps, nous combinons ce qui nous semble être les points forts du modèle d’OBNL aconfessionnel libanais – plus prompt à envisager ces types de dialogues – à une approche intervisionnelle développée par Brodeur (2019) pour en extraire un modèle de traitement des dialogues interreligieux et interculturels viable pour les OBNL aconfessionnels œuvrant dans un contexte ouest-asiatique, incluant des formations sur la gestion de ces types de dialogues et de populations sujettes aux discriminations, le recrutement d’une diversité représentative du terrain d’action, ainsi que l’identification des similarités et des valeurs communes aux différents groupes d’acteurs. Reposant sur un cadre conceptuel interdisciplinaire et une enquête qualitative regroupant dix-sept entretiens individuels semi-dirigés, c’est donc sur un terrain peu défriché que s’avance notre étude, dont l’ambition est de pouvoir modestement contribuer à cette question charnière du traitement des dialogues interreligieux et interculturels par les OBNL aconfessionnels. / This action research is looking at the context of non-confessional non-profit organizations (NPOs) working with refugee and vulnerable populations in Lebanon. At a time when humanitarian organizations, international and local, favor this non-denominational status, it seems relevant to study the way in which they enter into dialogue with populations in dire needs, whose cultural and religious identities are sometimes more pronounced due to their often traumatic displacements. Based on an ethnographic method, we followed four NPOs – two Lebanese (Amel and Arcenciel) and two internationals (Jusoor and IECD Lebanon) – for almost a year, in their actions among these populations. Adopting a position of participant observer to be at the heart of their relationships and interactions, we followed the forms of interreligious and intercultural dialogues that came to life, both between the members of these NPOs and in their relations with the populations with whom they work. In order to sharpen our analysis, we also considered the cultural origin of these NPOs to establish their impact on the forms of dialogue they developed. In the final part of this thesis, we try to combine the strong points we found of the Lebanese non-confessional NPO model, in its treatment of these forms of dialogues, with an interworldview dialogue approach developed by Brodeur (2019), to extract a model for the treatment of interreligious and intercultural dialogues feasible for NPOs working in a West Asian context, that includes training on managing these types of dialogues and populations subject to discrimination, recruiting a diversity representative of the field, and identifying similarities and common values among different groups of actors. Based on an interdisciplinary conceptual framework and a qualitative survey bringing together seventeen semi-directed individual interviews, this thesis aims modestly to provide further avenues of research to this transitional question of the treatment of interreligious and intercultural dialogues by non-confessional NPOs.