Background: Integration of immigrants is an interactive process of learning a new culture, an obtaining of rights, access to a position and status and building of personal relations between migrants and the receiving society.  Their ability to reciprocally adjust to intercultural encounters is one of the most important factors of successful integration. Aim: The purpose of this study is to investigate Swedish young adults perception and attitudes towards immigrants and immigrants’ integration into the Swedish society. Furthermore the aim is to study their perception of social interaction of immigrants and the Swedish host society. How Swedish young adults perceive their country’s immigration policy. Method:  A qualitative research, using an online open-ended questionnaire and in-depth telephone interviews were applied to collect the data about Swedish young adults perceptions and attitudes. The transcribed data were subjected to thematic analysis. Result:  The results of the qualitative research helped to understand Swedish young adults perceptions and attitudes. The findings showed that two of the biggest reasons that Swedish young adults support immigration are: humanitarism and labor force. Swedish young adults are very aware of immigrants’ integration in Sweden. They socialize with immigrants and have contact with them in daily basis. Swedish young adults, have a negative opinion regarding Sweden’s immigration policy Conclusion: Swedish young adults define immigrants as a people born in one country but move to another (particularly in Sweden) with an intention to reside there permanently. Regarding their acculturation expectations, they support integration as the best acculturation strategy. They think that immigrants in Sweden are “half way” integrated, geographically segregated, discriminated, prejudiced in different degrees and immigrant woman are the most excluded category.

The underlying theme that draws together all the chapters presented in this thesis is that surveillance, like any feature of our social world, is not imposed in a vacuum; and that information pertaining to the origin and purpose of surveillance is vital in determining how it will be perceived and evaluated (and how it will then impact on behaviour). The key aims of this thesis are, first, to demonstrate how a social identity approach can account for varying reactions to surveillance originating from different sources; second, to investigate how various contextual features exert their impact, resulting in the disparate perceptions of surveillance that exist in our society; and finally, to demonstrate how the imposition of surveillance can itself impact on the broader social context, including the relationship that is understood to exist between those watching and those being watched. These aims are broken down into ten research questions that are addressed in seven chapters. Chapter 1 reviews the literature on perceptions of surveillance and that on social identity, and attempts to illustrate how they may be theoretically combined, resulting in the advancement of both fields. In Chapter 2, we present two studies which demonstrate a negative relationship between shared identity and the perception of surveillance as an invasion of privacy. This relationship was mediated by perceptions that the purpose of surveillance was to ensure safety. In Chapter 3, two studies demonstrate how level of surveillance moderates followers’ responses to leaders with whom they either share identity, or not. Imposing high surveillance where identity was shared with a leader undermined perceptions of the leader as a team member and affected willingness to work for the group, reducing levels to that of leaders without a shared identity. Chapter 4 presents a study that aimed to investigate the role of social identity and surveillance in affecting both discretionary behaviour and task performance. High surveillance led to higher productivity on a task, but this was associated with lower quality of work. Additionally, when identity was shared with the person in charge, helping this person was detrimentally affected by high, as opposed to low, surveillance; whereas no such differences were found where identity was not shared. Chapter 5 presents two studies which showed that framing surveillance as targeting the in-group led to outcomes such as increased privacy invasion, lower acceptability of surveillance, and reduced levels of trust in the implementers of surveillance, as compared to when surveillance was framed as targeting an out-group. However, a third study failed to replicate these results. In Chapter 6, we address how level of threat in the environment can affect evaluations of surveillance. Two studies showed that high levels of threat led to surveillance being seen as less privacy-invading, more necessary, and as having a safety purpose. Finally, in Chapter 7, we review and integrate our findings, discuss the limitations of the research, and consider the implications it has, both theoretically and practically. We conclude that, overall, the findings presented in this thesis support the notion that the source of surveillance and the perceived purpose for it are integral to the perception and interpretation of the surveillance.

This is a comparative study on postgraduate students‘ social experiences in two academic departments: the Faculty of Health Sciences and the Wits School of Business, at the University of the Witwatersrand (Wits), South Africa. This study‘s central questions are: how do postgraduate students from two departments perceive their social experiences? What shaped their perceptions? And how do they compare? This study shows a difference in students‘ perceptions and understandings of the social space in those departments. That is, social interactions at the business school (Wits School of Business) are closely linked to the academic space with the patterns linked to having friends from the same classes and study groups with very high expectations of social life on campus; while in the Faculty of Health Sciences, social interactions are limited and socially orientated with the patterns of having friends from the same department and same region with low expectations on their social life. This difference is explained by means of two main factors, the nature of the academic discipline and the students‘ individual identities that they bring to campus.

Having high employee loyalty is something which most organisation strive to obtain. Not only because of the morals of it, but also because of the fact that high levels of employee loyalty have been proven in many studies to increase operational performance. However, the literature on the concept provides many different definitions on it, and also suggest many different factors that affect how loyal an employee feels towards their organisations. The studies conducted previously on the topic has mainly been quantitative studies researching the connection between levels of loyalty and performance, and at specific companies or industries. As soon to be newly graduated students, the authors of this study also found the lack of comparison between people with different working experience interesting. Due to these reasons, the purpose of this study was to dig deeper into the concept of employee loyalty, how it is defined and which factors that affect the level of loyalty an employee feels towards an organisation. The sub-purposes of this study involve comparing one group of people with 1-3 years of working experience to another group with more than 15 years of working experience. The research question that was developed to be answered in this thesis is as follows: How does the view upon employee loyalty and the factors affecting it differ between people whom have been working for more than 15 years versus 1-3 years?  In order to answer the research questions and fulfil the purpose, a comparative qualitative study was conducted through semi-structured interviews. In line with some previous studies, the Social Identity theory and the Social Exchange theory were used in order to explain the factors affecting employee loyalty. The first focuses upon the level of identification the respondents feel towards different components of the organisation, while the other focuses on factors of exchange between the organisation and its employees. These theories, and theories connected to what employee loyalty is, was used in order to develop a conceptual model which served as a foundation for the data collection, empirical findings, and the analysis.  The empirical findings of this thesis showed that while some definitions of employee loyalty and the factors which are affecting it are similar between the groups, there were also some differences. Employee loyalty was defined by most as someone whom has a behaviour and attitude which is positive, does what is expected from them and whom represents the company in a good manner. The difference between the groups regarding employee loyalty were that the group with more experience seem to have higher demand to classify someone as a loyal employee than the group with less experience has. Moreover, the most evident difference of what affects employee loyalty was that the factor competence development was by far most important for the groups with less experience, while a responsive organisation was what the group with more experience found important in order to keep employees loyal.  Conclusions drawn from this study is that “softer” factors like the relationship’s employees have between each other, the organisational culture, and sense of opportunity for personal growth seem to be far more important for employees than physical benefits. Furthermore, there seem to be some differences regarding employee loyalty between groups with different levels of working experience which is why this thesis recommends organisations to be responsive to its employees’ needs and adapt their management to all employees.

Social media is increasingly used for social protest, but does online participation advance the aims of social movements, or does it undermine efforts for social change? We explore this question in the present thesis by examining how the use of social media for collective action shapes, and is shaped by, the social psychological concerns of technology users. Adopting a diverse approach in terms of research questions and methodology, we examine how collective action is affected by: (1) features of the digital environment, (2) internet-enabled modes of participation, and (3) digitally-facilitated communities. Our findings demonstrate that group-level representations of the self and salient others are integral to the relationship between digital technology and collective action. Ultimately, we argue that digital technology can act as both a psychological bridge and barrier between disparate groups and issues; in this way it can both facilitate and undermine mobilisation efforts and broader aims for social change.

Social exclusion is a psychologically stressful experience that impairs people’s ability to control specific behaviors or events. In the current study, I attempted to reconcile competing predictions regarding whether exclusion is especially harmful to control, or self-regulate, when it is attributed to individual- or group-based characteristics of a person. Per the self-evaluation maintenance (SEM) model, social exclusion should be most detrimental to self-regulation when it is directed at a person’s unique traits, or individual self. In contrast, social identity theory (SIT) predicts that exclusion is especially damaging when it is directed at a person’s group membership. I examined whether the seemingly contradictory predictions made by SEM and SIT are because they relate to different circumstances concerning the fairness of the exclusion experience. Most research regarding individual-based exclusion involves situations in which the exclusion seems fair, or deserved, whereas research regarding group-based exclusion focuses on discrimination, or unfair exclusion. An online exclusion paradigm (i.e., “College Survivor”) was used to examine the role of fairness. During the Survivor game, Latina women experienced either individual- or group-based exclusion that was either fair or unfair. Afterwards, participants were asked to taste and rate three bowls of chocolate that were ostensibly manufactured in three countries that used different recipes. The findings demonstrated that participants consumed the most calories (i.e., showed the greatest loss of self-control) when exclusion was fair and directed towards their individual selves, or when exclusion was unfair and directed towards their group selves.

The relationship between Black Americans and African immigrants can be described in many ways, and one of those descriptions is distant. Due to a number of reasons, relationships between the two ethnic groups sometimes result in dissociation. In understanding the dissociation between Black Americans and African immigrants, this study takes a look at cultural identity, ethnic identity, avowal and ascription, and how they connect to the issue of dissociation between the two ethnic groups. This study uses social identity theory and mediated intergroup conflict as its theoretical foundation. Narrative approach and grounded theory approach are used as the study’s methodological approaches, and the study also analyzes its findings using three phases of data analysis; memo-writing analysis, narrative analysis, and hermeneutic analysis. Only a few studies concerning the dissociation between Black Americans and African immigrants have been conducted, and it is this study’s objective to add to the current literature. It is important to note that this study is an exploratory research on the dissociation between the two ethnic groups. Overall, the study’s findings indicate that the dissociation between Black Americans and African immigrants is due to the cultural differences between the two ethnic groups and how those differences are communicated.

Denna uppsats hade som syfte att undersöka fotbollshuliganers upplevelse av våld och supporterskap för att få en djupare förståelse för fenomenet huliganism. Detta analyserades med hjälp av teorier om social identitet. Utifrån intervjuer med fyra huliganer kom analysen fram till att huliganerna skapar en norm där de upplever det våld som de själva utför som rätt, eftersom det inte skadar andra människor än de själva. Detta skapade temat Våld under vissa premisser. Utöver detta var två andra teman som framträdde som viktiga Rivalitet och Gemenskap. Det gick att finna att huliganerna skapar en social identitet som bygger på synen på våld som bra när det sker i koppling till sitt supporterskap, och att gemenskapen inom den så kallade huliganfirman och rivaliteten mot andra firmor är av vikt. / This paper has sought to analyze and contribute to an understanding of football hooligans' experiences of supportership and violence. This was done in order to attain a deeper understanding of the phenomena of football hooliganism. The analysis was carried out with theories on social identity. Through interviews with four hooligans, the analysis shows that the hooligans create a norm within their firm where violence is seen as justified when carried out under specific circumstances. This created the theme Violence under certain circumstances. In addition to this, two other themes that emerged from the analysis were Rivalry and A sense of community. It is found that the hooligans create a social identity that is built on their views on violence as justified in connection to their supportership, and that the community within the so-called hooligan firm as well as rivalry towards other firms are important aspects.

The present research provides the first analyses of Australian women directors from the perspective of social identity theory. The overall objective of the research program is to confirm the validity of social identity theory to the study of women on corporate boards and in doing so, add to the limited knowledge regarding successful women directors. An aim of the research was to identify factors that are significant in the social identity of women who are successful directors of corporate boards. These factors were revealed through a longitudinal study (over six years) of changes in the demographic characteristics of the women and their board positions. Factors were revealed through their perceptions of their effectiveness as an ostensibly minority (female) board member. Similarities in stereotyped attitudes to men and women board directors confirmed their status as an ingroup member. Through identification of significant factors in women’s success as board directors it is hoped to assist both individual women who are striving for success on corporate boards and organisations who wish to make more effective use of women on their boards. Five studies examined various aspects of women directors’ experiences and influences through three survey instruments that were used to collect data over a period of six years. A survey design allowed the gathering of detailed data on a variety of items thought to be relevant to women’s experiences of being directors and allowed the data collected to be oriented to a theoretical framework. Thus, a survey design was deemed superior to common alternatives of analysis of archival company annual report data or re-analysis of data collected by executive search companies for a study of corporate directors. A survey of 572 Australian women directors in 1995 identified many characteristics of women directors. A profile of a typical Australian women director was constructed and compared to international research on women directors covering a similar period (e.g., Burke, 1994b; Catalyst, 1993; Holton, Rabbets & Scrivener, 1993). An examination of differences between the characteristics of executive and nonexecutive women directors confirmed that the two director roles could be perceived as distinct groups. A further survey of the women six years later examined changes in their characteristics and board experiences. Of the 298 women who had agreed to follow-up research, 59 surveys were returned as no longer at the same address, 23 women indicated that they were no longer on a corporate board, and 32 were current corporate directors. Changes in the women’s profiles that the directors had attained through increased board memberships and more central board roles were interpreted as indicators of success. Based on research by Cejka and Eagly (1999), similarities and differences in stereotypical attitudes of men and women directors were examined in relation to social identity theory. Factors in nonexecutive women directors’ identification as board directors, their perceptions of their ability to contribute as board directors, and their behaviour as a board directors were assessed by measures from Karasawa (1991) and Westphal and Milton (2000). The present research program demonstrated the value of social identity theory as a vehicle for understanding Australian women director’s experiences on corporate boards. For the present research, social identity theory provided insights into how successful Australian women directors perceive themselves and other members of their ingroup of board directors. By contributing to a deeper understanding of successful women directors, it is hoped that a greater number of women will be able to successfully join ingroups of board directors, thereby breaking down the barriers to women.

This thesis examines the way in which traditional accounts of gender differences in the self-concept have relied on distal explanatory factors, and have thus conceptualised the gendered self as stable across both time and situation. This notion of a stable, gendered self has been implicated as underlying of a range of psychological gender differences (e.g., Cross & Madson, 1997), such as those in moral reasoning (e.g., Gillian, 1982) and ways of knowing (e.g., Belenky et al., 1989). As a result, these behaviours are also seen to be stable across time and context.¶ An alternative perspective is investigated, which looks to social identity theory and self-categorisation theory for a conceptualisation of both gender and the self-concept as being malleable and context-dependent (e.g., Turner et al., 1987). The social identity perspective describes the way in which proximal aspects of the social context affect the expression of gender-related behaviours, attitudes, and beliefs. In this way, the social identity perspective provides an analysis of group membership, group norms, and social influence which can not only account for the differences that are observed between men and women, but can also offer an analysis of the context-dependence of these difference and an approach by which gender differences can be mollified.¶ A series of nine empirical studies are reported, investigating the way in which individuals (a) define themselves, (b) approach moral reasoning, and (c) approach knowledge and learning, across a number of different social contexts. Together, the results suggest that the self-concept, moral orientation, and ways of knowing are neither stable nor inherently gendered, but are malleable and dependent on the nature of the self-other relationship as defined by the proximal aspects of the social context. The implications for traditional theories of gender differences are discussed, as are the broader implications for feminism and social change.