The literature on rebel cohesion/fragmentation currently presents valid macro-level explanations for rebel group cohesion/fragmentation, yet no model currently exists exploring non-utility-based motivations regulating pro-group behaviour. This thesis tests the assumptions of a novel social psychological framework – Identity Fusion Theory – on rebel cohesion. Using a primarily quantitative approach applying a logistic regression model to primary data gathered on the Syrian Civil War, and a smaller qualitative element comparing groups with “fused” and “non-fused” memberships during the war, the thesis tests the hypothesis that “groups with highly fused memberships will be less likely to fragment during the course of a civil war than groups with non-fused memberships”. The results of the analysis show a strong, positive relationship between fused memberships and rebel cohesion. The results of the thesis are to some extent limited by potential omitted variable bias (suggested by high R2 values) and the use of Syria as the only population from which to sample. Nevertheless, the relatively large number of observations in the dataset (63) as well as heterogenous nature of groups involved suggest the findings are generalisable. In conclusion, we did find a positive relationship between fusion and rebel group cohesion. The main implications of this thesis being that future academic research may benefit from focusing on social psychological factors when examining rebel dynamics while policymakers potentially shape better responses to insurgencies and rebellions.

Organizations are today working actively with diversity management in alignment with the regulations from Riksdagen to reduce discrimination against employees based on their "Gender, transgender identity or expression, ethnicity, disability, sexual orientation and age". Previously most focus has been put on the surface-level attributes of diversity such as age, gender and ethnicity but more emphasis and concern should be put on the deeper-level diversities such as personality. Scholars have stressed the importance of conducting qualitative studies that examine the deeper-level diversities in relation to diversity management. Moreover, there is an explicit need for investigating the effect that such a linkage between personality and diversity management can have on employee engagement levels. The purpose of this study is to investigate whether diversity management can be developed by looking at people’s personalities. This is achieved by answering the research question: How could an understanding of diverse personalities improve employee engagement? By examining this question, this study will give insight to whether personality is an aspect companies should consider in their diversity management when trying to understand and enhance employee engagement. By analyzing seven individuals at two international companies, located in Sweden, we were able to investigate a single case deeply and collect their subjective realities. Further, the study has taken a qualitative research approach in which seven semi-structured interviews were held and the empirical data was later derived through the use of a thematic analysis. It has been found with the application of the Five Factor Model (FFM) that the employees' personalities have a connection to their engagement levels. The analysis implied that the employees' personalities rather than surface-level diversities had an impact on their engagement. This makes it in turn reasonable to suggest that companies' diversity management practices can be further developed if looking at their employees' personalities. Ultimately this thesis has derived salient conclusions about the fact that FFM could be used to develop the understanding of diversity and diversity management. In turn this contributes with insight on how workplaces and the well-being of employees can be enhanced.

The rise of social media has emerged the social phenomena called cancel culture, where individuals hold influencers and endorsed brands accountable for perceived immoral actions. Cancel culture originates from a desire for social justice, where the consequences of those cancelled could be temporary and long-lasting reputational damage. The behavior to cancel is individually complex and has many different drivers influencing the performance of behavior.  Despite its significant impact, cancel culture within research is just in its early stage and has received limited research from a qualitative perspective. Previous studies have researched cancel culture through the perspective of consumer power, celebrity transgressions, psychological drivers, and social identity. Moreover, previous research has studied the intended behavior to cancel, not the actual performance to cancel. There still remains a research gap in understanding the personal and social drivers that influence the process to cancel an influencer and endorsed brand. By this, it led us to our research question: “What are the personal and social drivers that could influence the behavior to engage in cancel culture?”. With an aim to provide a deeper understanding of the complex phenomena of cancel culture between consumers, influencers and the endorsed brands. By examining drivers such as norms, beliefs, values and traits our study seeks to shed light on the drivers and how they influence the behavior of cancel culture.  The findings revealed an interesting insight from the consumer perspective. An actual cancellation has a higher chance of occurring if the influencer's action is perceived to cross an moral barrier of a follower. However, our study found that subjectivity increases complexity of the behavior as every individual has their own moral barrier. For example, if the action is perceived to clash with the followers’ personal beliefs and values, cancellation might occur, however another individual might not perceive the action to cross their moral barrier. Moreover, our study found that the desire of social belongingness and social acceptance has a significant role when making a decision to cancel. From our study we have revealed that cancel culture is both an individual and social phenomenon, where the influence of one's own personal drivers is just as influential as the social influence. More specifically, followers' idea of their self- concept is just as influential as the pressure from their social environment. In conclusion, personal and social drivers influence the decision to cancel an influencer and endorsed brands. However, as subjectivity matters, these personal and social drivers influence the process differently for each individual. From a managerial perspective, our findings could contribute to influencer marketing strategies trying to improve their selection process or response strategy if an cancellation would occur.

This study investigates the correlation between Millennial workers' sense of belonging and a company’s Corporate Social Responsibility (CSR) initiatives. Bearing in mind the gap in academic research on the introspective impact CSR has on a company’s employees, this study aims to explore how the Millennial workers at one of the biggest banking and insurance companies operating in Bulgaria understand and relate to companies’ philanthropic endeavours. To do so, this paper has used a theoretical framework, which combines four pillars that interact with and amplify one another. Two of them are empirical and present CSR and the Millennials as a generation. The other two are theoretical with social identity theory (SIT), which explains the sense of belonging innate to the Millennials, and corporate citizenship and shareholder value theory, which represent the polar opposites of what CSR should be about. As such, the thesis probes the hypotheses that, on one hand, if a company engages in genuine CSR initiatives, this will lead to an increased sense of belonging from the Millennial employees. However, on the other hand, if the company engages in greenwashing instead, this will lead to a diminished sense of belonging in the target group.  The findings infer that the Millennial workers at the banking and insurance company have strong opinions favouring their company utilizing genuine CSR practices. In addition, the majority of them have shared that if the company started utilizing CSR as means of greenwashing, this would lead to their overall disappointment and a diminished sense of association with the employer. However, the data has also shown that there might be different reasons for why people are joining CSR initiatives. These findings were produced with the help of mixed-method research combining quantitative survey plus qualitative semi-structured individual and focus group interviews.

This study presents general themes concerning identity preservation and identity formation among Afghan male refugees living in Sweden and who obtained Swedish citizenship. This study is based on an ethnographic survey of habits and practices of Afghan refugees living in Sweden who in a process of transition must adjust their previous values and expectations as they confront often hostile surroundings. While seeking to preserve their identity, their identity formations take place in the contextual realities and cultural influences existing in their host country Sweden. This study analyzes the narratives of Afghan refugees in Sweden to examine their sense of self. For the purpose of this research the definition of ‘identity’ is derived from the field of social psychology; specifically, the social identity theory. The social identity theory states that an individual’s self-concept is partially defined by the membership in a social group. The main finding of this research is that none of the men solely identify as Afghan. This is mainly because they left Afghanistan at a young age, encounter stereotypes and because Afghanistan is a fragmented and unsafe country. The hierarchy of salience theory and theories on multiple and hybrid identities are employed to demonstrate how they embrace different aspects of their identity at different times and in different situations. More specifically, the findings show that they embrace four strategies to do this: pragmatic, hybrid, religious and globalist. These four strategies show the hierarchy of salience.

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Mergers and acquisitions (M&As) are not only becoming more common globally, but they are also increasing in size and value in Sweden. The pace of this trend has not even slowed down due to the eruption of the global pandemic, there is rather a tendency showing the opposite. In solitude may this have its reasonable causes but when delving deeper into the matter may the effects of a M&A be alarming, especially for the individual. Scholars are often stressing their concerns that M&As often ends in failure or being devastating in terms of their performance. While some have argued that cultural aspects play a crucial part for the realization of a deal- transaction, have the findings either been inconclusive or inconsistent.  This thesis is therefore exploring the notion of culture and the role it plays in the M&A-process, particularly the pre-deal phase in order to shed light on the matter. By doing so have a theoretical framework been developed that connects the phases of the M&A-process with social identity theory and the modes of acculturation which the seller and buyer may desire prior to entering a deal. Thus, by investigating the actions taken by both an acquirer, “Alfa”, and a targeted firm, “Bravo”, from an acquisition in 2021, have a case study been developed for a later thematic analysis. While the former is a publicly listed company in the central regions of Sweden, is the latter a privately held company in the northern parts. Both companies operate within the construction industry which may limit the transferability to other settings. However, the methodological and qualitative design choices of this study make it possible to favor interpretations and inductive reasoning of the semi-structured interviews through which the data has been collected.  It has been found that there is no one best way for companies who are entering a M&A-deal to make sure that they will be culturally congruent with one another and that various acculturation modes might be simultaneously occurring. From the case has the modes of integration and separation been found to be present which have caused acculturation stress to transpire during the post-deal phase. Having a decentralized structure in tandem with clear communication and sharing information to those individuals being affected by the M&A has been found to be vital factors for mitigating acculturation stress, making parties more congruent, and creating favorable conditions in which implementation can be successful.