Les stéréotypes négatifs qu’émettent les Musulmans d’Orient à l’égard des Musulmans Tunisiens causent autant de souffrance aux Tunisiens d’avant la révolution et d'aujourd'hui. L’objectif de ce travail est de connaître jusqu’à quel point les jeunes tunisiens sont influencés par les méta-stéréotypes négatifs dans leurs définition de soi Musulman et comment ils réagissent au fait qu’ils appartiennent à un groupe de musulmans socialement dévalorisé. Nous travaillons sur des associations verbales et leurs valences de 208 étudiants pratiquants et non pratiquants, des deux sexes se prononçant sur l’Islam et le Musulman, d'abord en leur nom propre puis au nom du Musulman d’Orient. Dans cette perspective, quatre études comparatives inter et intra-sujets sont menées afin de repérer les prototypes du Musulman et le degré d'affirmation des jeunes interrogés de leur identité musulmane, les méta-stéréotypes du Musulman Tunisien et leur incidence sur l'identité endogroupe et les stratégies de restauration identitaire. Les résultats sont discutés en référence à la théorie du noyau, au modèle prototypique des catégories et à la fonction explicative des stéréotypes. Dans l'ensemble, ils montrent un grand décalage entre les traits prototypiques du Musulman et les traits les plus typiques du Musulman Tunisien, les jeunes définissent l'endogroupe "croyant" mais le décrivent "mécréant". Au niveau des représentations sociales de l'Islam, des biais de contraste de type faux consensus, fausse unicité et stéréotypie sont identifiés. Pour infirmer les méta-stéréotypes négatifs, les jeunes se représentent l'Islam en leur faveur. Le Musulman d'Orient est discriminé, il n'est plus un référent positif. / The negative stereotypes that the Muslim of East emit towards the Tunisian Muslims cause so much suffering to the Tunisian of front the revolution and today. The objective of this work is to know how much the young Tunisians are influenced by the meta negative stereotypes and how they react to the fact they belong a group of Muslims socially depreciated. We work on verbal associations and their valences of 208 students, practicing and non-practicing of both sexes, pronouncing at first on their proper name then in the name of the Muslim of East on the Islam and the Muslim. In this perspective, four comparative studies inter and intra-subjects are led, the spot the prototypes of the Muslim and the degree of attachment of the young to their Muslim identity, the meta-stereotypes of the Tunisian Muslim and their incidence on the identity endogroup; the cognitive and motivational strategies of identity change. The results are discussed in reference to the theory of the core, to the prototypical model of the categories and to justification function of stereotypes. So, altogether, they show a big gap between the prototypical lines of Muslim and the most typical lines of the Tunisian Muslim. the young people define their endogroup believer but describe him unbeliever. In the social representations of the Islam, biases of contrast of type false consensus, false uniqueness and stereotypy are identified to invalid meta negative stereotypes and differentiate positively and distinctively the Tunisian Islam. Muslim of East is not anymore a positive referent.

Made available in DSpace on 2016-03-15T19:31:14Z (GMT). No. of bitstreams: 1 Derly Jardim do Amaral.pdf: 1303669 bytes, checksum: bdbed4159c19b330d3238392f94f5448 (MD5) Previous issue date: 2007-08-30 / Fundo Mackenzie de Pesquisa / The study of organizational behavior has called the attention of the researchers interested in understanding the phenomenon of the leadership exerted in the organizations. The range of possibilities of these studies permeates several levels of analysis. The intention of this work was to identify and to analyze the factors that stimulate the relationships' construction in a dyadic level. The Leader-Member Exchange Theory - LMX, was adopted as the basic reference, not yet explored in Brazil. In LMX´s theory, high quality relationship is based on loyalty, affection, contribution and professional respect, this fourth dimension, recently discovered. The instrument chosen for this study was the one elaborated from Liden and Maslyn (1998) added with some assertive created on assumptions from the Theory of the Social Identity and the Theory of the self-categorization, both interpreted in literature as the bases of the construction of the dyadic relationship. The instrument was applied on a sample of 255 individuals. The result analysis permits to affirm that the four dimensions of LMX, except contribution, presented a correlation, among them and with the other variables of the study. The factor grouping obtained indicated that the Professional Respect dimension agglutinates the dimensions of the social identity and the auto-categorization giving evidence that the respondents perceive themselves as pertaining to the leader s closest circle. It was also verified that the perception of the quality of the relationship and the gender of the respondents were useful to discriminate the priorities given to the construction of this relationship. On the other hand, the same was not observed when it came to the type of company s respondent or to the elapsed time of dyadic relationship. Another outcome of the study was an acceptable structural model for formative and reflective variables. As a conclusion, high quality dyadic relationships can influence the results of personal performance, hence deserving, attention and investment from organizations. / O estudo do comportamento organizacional tem chamado à atenção dos pesquisadores interessados em compreender o fenômeno da liderança exercida nas organizações. A gama de possibilidades que estes estudos apresentam se dá em vários níveis de análise. O propósito deste trabalho foi o de identificar e analisar os fatores que estimulam a construção de relacionamentos no nível diádico. Adotou como referência fundamental a Teoria da Troca entre Líder e Liderado LMX, conhecida, em inglês, como Leader-Member Exchange Theory LMX e ainda não explorada no Brasil. Para a LMX, o relacionamento de alta qualidade é formado a partir da lealdade, do afeto, da contribuição e do respeito profissional, sendo essa uma quarta dimensão recentemente descoberta. Optou-se por utilizar o instrumento elaborado por Liden e Maslyn (1998). Foram adicionadas a esse instrumento assertivas concebidas a partir dos pressupostos da Teoria da Identidade Social e da Teoria da Autocategorização, ambas entendidas na literatura como bases que sustentam a construção do relacionamento diádico. A aplicação do instrumento envolveu uma amostra composta por 255 sujeitos. A análise dos resultados permite afirmar que as dimensões da LMX, exceto a Contribuição, se apresentaram correlacionadas entre si e com as outras variáveis envolvidas no estudo. O agrupamento fatorial obtido indicou que a dimensão Respeito Profissional aglutinou as dimensões da identidade social e da autocategorização, evidenciando que os respondentes se percebem identificados e pertencentes ao círculo mais próximo do líder. Verificou-se que a percepção da qualidade do relacionamento e o gênero dos respondentes foram capazes de discriminar as prioridades dadas à construção desse relacionamento. O mesmo não foi observado no tocante ao tipo de empresa a que o respondente pertence e ao tempo que possuem de relacionamento diádico. Obteve-se, ainda, um modelo estrutural considerado adequado, composto por variáveis formativas e reflexivas. Conclui-se que relacionamentos diádicos de alta qualidade podem influenciar os resultados do desempenho individual, merecendo, por conta disso, atenção e investimento das organizações.