The present study examines how political party leaders in Turkey strategically construct boundaries of the Turkish nation, which norms they attribute to it, and the prototypicality claims of these party leaders regarding the nation. Leaders&rsquo / national identity constructions are expected to be in line with their parties&rsquo / collective projects and serve to increase their claims of representativeness in the eyes of the electorate. A secod aim of the study is to inquire leaders&rsquo / attempts in rhetorically including the Kurdish population to the Turkish nation construction. The particular context was 2011 General Elections and the data was composed of campaign speeches of AK Parti, MHP and CHP. The campaign speeches given at Eastern and Southeastern regions of Turkey prior to the elections constituted the data. The analysis revealed that three leaders consensualized on the national flag, the official language, the unity of the land and the state as the claimed commonalities of the Turkish nation. Differences emerge when elaborating on the nature of the binding relationship between nationals. Erdogan (AK Parti) puts more emphasis on religion, Bah&ccedil / eli (MHP) underlines shared history and culture and Kili&ccedil / daroglu (CHP) depicts a nation based on citizenship. Nation constructions also involve attribution of national norms that also differ among parties and coincide with the topics over which leaders claim prototypicality. Apart from invoking national categories, party leaders argued over universal and other social categories (in this study / politician category) when constructing their rhetoric. Taking social categories for granted impairs the possibility of social change. Therefore, examining strategic purposes these categories serve, as in this study, is intended to empower those who struggle through their effects.

Begreppet organisationsidentitet har vuxit i popularitet, både som teori för forskare och som strategi för företagsledning. Samtidigt ser vi en trend på den svenska arbetsmarknaden där det blir allt vanligare att hyra in arbetskraft istället för att anställa direkt i organisationen. Men vad händer med organisationsidentiteten när de anställda är tillfälligt där och dessutom har en dubbel organisationstillhörighet, både till konsultföretag och till kundföretag? Den här studien riktar in sig på konsulternas upplevelser av organisationsidentitet. Syftet är att bidra med kunskap till det teoretiska begreppet organisationsidentitet som tidigare inte har inkluderat tillfälliga medlemmar i en organisation, som till exempel konsulter i bemanningsbranschen. Detta kan förhoppningsvis ge uppslag och väcka intresse för vidare forskning på ämnet. Fem intervjuer med konsulter genomfördes för att undersöka deras upplevelser av rollen samt relationen till både konsult- och kundföretag. Resultatet analyserades i relation till social identity approach och forskning om organisationsidentitet. Slutsatsen blev att alla fem respondenter upplevde en svag identifikation med sina arbetsgivarorganisationer till följd av tillfällighet och en känsla av utbytbarhet. Respondenternas egna reflektioner av vad de tyckte var viktigt för att kunna identifiera sig kretsade nästan uteslutande kring ett behov av att bli sedd av arbetsgivarna, till exempel genom att få uppskattning, stimulans, möjlighet till att utvecklas och samhörighet med kollegor. Dock menade respondenterna att detta inte är något de förväntar sig ska uppfyllas i rollen som konsulter. Istället uppgav alla att de strävade efter en fast tillsvidareanställning där organisationsidentitet skulle spela större roll. / The aim of this stdy is to gain a greater understanding of the situation of temporary workers when it comes to organizational identity, since the research is limited in this field. Five interviews were made with young temporary workers. The interviews were then transcribed and analyzed with the theoretical framework of social identity approach and research on organizational identity. The interviews showed that all respondents felt disidentification or ambivalent identification towards both consulting agencies and the hiring companies, because of the interchangeability and temporal circumstances. They all expressed a need to be seen as individuals, but in different ways they also said that they did not expect that need to be met as long as they were temporary workers. All respondents expressed an aspiration for a permanent post where they thought their needs would be better fulfilled.

<p dir="ltr">Appealing to individuals’ social identity is a powerful form of social influence, capable of changing the way people process information, the information they think about, and how they evaluate other people. This form of social influence can function through perceptions of normal behavior within a social group, in which members of a group interpret ambiguous information through the lens of what is considered to be normal in their ingroup. The Social Identity Decision Process hypothesis, based on Social Identity Theory and Probabilistic Persuasion Theory, suggests that group norms associated with a decider's social identity can alter the perceived importance of attributes or cues in a decision environment and the strategies that are used to make choices in situations in which the group identity is salient. Taking the U.S. political landscape as a context and examining Republican and Democrat social identities, norms from these political groups were expected to impact the attributes and strategies partisans use when choosing whether to have solar panels on a house. Two studies are reported that examined these effects through multi-attribute decision making, in which predefined decision process models assessed participant behavior to analyze which attributes best describe participants’ decision making.</p>

Workplace misbehaviour is seen to be a neglected feature of organizational study (Ackroyd and Thompson; Vardi and Weitz, 2004). Where research has been undertaken into misbehaviour the emphasis tends fall into two broad categories. First of all, organizational behaviour theorists use the term misbehaviour as a means to highlight how the ‘negative’ behaviour of employees gets in the way of formal organizational goals. Secondly, radical sociologists tend to use the term misbehaviour as a means to critique Foucauldian labour process theory. Here an argument is made that suggests the disciplinary affects of new management practices associated with human resource management and total quality management have been overstated. Furthermore, radical sociologists also use the term misbehaviour as means to critique organizational behaviour accounts, which are believed to paint overly optimistic accounts of organizational life. However, on further examination it was discovered that neither a radical sociological approach, nor a traditional organizational behaviour approach, sufficiently addresses the current deficit in our understandings and explanations for workplace misbehaviour. Hence, one of the main themes of this thesis was to design a theoretical and methodological framework to address the deficit in our understandings and explanations. As such, a view was taken of how a radical sociological approach (orthodox labour process analysis) combined with an emerging social psychological perspective (a social identity approach (Haslam, 2001)) could help overcome previous theoretical problems associated with researching misbehaviour. Empirical support for this approach is provided by the detailed examination of the objective and subjective working conditions of four different sets of low status workers. The findings are based on longitudinal covert participant observations, as well as covert interviews and the covert gathering of company documents. The findings depart from previous insights into workplace misbehaviour in stressing the importance of acknowledging and investigating both the organizational and sub-group social identities of low status workers, in relation to such activities. As such, a great deal of the misbehaviour noted in the findings can be attributed to the poor treatment of low status workers by management, yet misbehaviour is equally if not more attributable to the empowering or inhibitive qualities of the many psychological groups that worker can associate with or disassociate themselves from. Recommendations are made about the direction of future research into workplace misbehaviour. There are many suggestions made and include examining misbehaviour in a wider range of settings, sectors and levels of organizations.

Les perturbations de l'identité suite à une commotion cérébrale liée au sport (CCS) ont été explorées du point de vue de l'identité athlétique. Cependant, ces études négligent d'autres constructions identitaires importantes, comme l'identité personnelle (p.ex. la personnalité, les émotions) et sociale (p. ex. la famille) ainsi que le concept de soi, c'est-à-dire l'identité collective, personnelle et sociale. En utilisant l'approche de l'identité sociale pour conceptualiser le concept d'identité, cette étude qualitative multiméthodes a exploré l'impact d'une CCS sur les constructions identitaires de sept athlètes élites (n = 6 femmes, M = 25,1 ans). Deux entretiens semi-structurés (durée moyenne de 83,7 minutes et 76,9 minutes respectivement) et l'outil nommé Social Identity Mapping Tool ont été utilisés pour collecter les données. Suite à une analyse thématique réflexive, trois thèmes ont été développés. Thème A : L’impact de la CCS durant le rétablissement sur les constructions identitaires des participants menace le concept de soi. Le thème B : L’identité post-commotion décrit comment les constructions identitaires des participants ont changé après le rétablissement de la CCS. Le thème C : La gestion de l’identité via l’identité sociale explique comment les dynamiques du réseau social des participants impactent leurs constructions identitaires. Les résultats démontrent que les athlètes élites ayant subi une CCS peuvent éprouver une perturbation allant au-delà de l’identité athlétique. Les futures recherches devraient explorer les interventions nécessaires afin de gérer adéquatement cette perturbation de l’identité. / Researchers have explored the impact of a sport-related concussion (SRC) on athletes’ identity almost exclusively through the lens of athletic identity. However, this approach neglects other important identity constructs, such as personal (e.g., personality, emotions), and social identity (e.g., family, student), and the self-concept (i.e., collectively, personal, and social identity). Using the Social Identity Approach, this qualitative, multi-method study explored the impact of SRC on the identity constructs of seven (n = 6 female, M = 25.1 years) elite soccer, swimming, ice hockey, and curling athletes. We collected data using two semi-structured interviews (Mtime = 83.7 and 76.9 minutes, respectively). The second interview included the Social Identity Mapping Tool, a comprehensive visual display of individuals’ social identity and social network. We used a reflexive thematic analysis and organized the data into three themes. SRC Experience Threatening the Self-Concept (Theme A) explored disruption to participants’ identity constructs during SRC recovery. Post-Concussion Identity (Theme B) described how participants’ identity constructs changed when recovered. Identity Management Through Social Identity (Theme C) explained how the dynamics of participants’ social identity impacted disruptions to identity constructs throughout the SRC experience. Results highlight that elite athletes with SRCs may encounter identity disruption that extends beyond merely their athletic identity. Although this study expands the knowledge around identity disruption from SRCs, we suggest future research explore potential intervention strategies for managing identity disruption from SRCs.