The Strong Black Woman Schema (SBWS) is a cultural expectation placed on black women to unfailingly display signs of strength and caretaker qualities, while suppressing their emotions. The present study aimed to examine the relationship between the SBWS and psychological distress, suicidal behaviors, and resilience. Researchers expected to find a positive relationship between the SBWS and psychological distress, a positive relationship between the SBWS and resilience, and an undefined relationship between the SBWS and suicidal behaviors. The study also examined the potential moderating effects of the SBWS and resilience on the existing psychological distress-suicidal behaviors relationship. Lastly, the study examined how socioeconomic status moderates the relationship between the SBWS and psychological distress. It was expected that the SBWS and resilience would weaken the relationship between psychological distress and suicidal behaviors; higher socioeconomic status would weaken the relationship between the SBWS and psychological distress. Researchers recruited 177 black women to take a 30-minute survey. A bivariate correlation analysis showed that the SBWS shares a positive relationship with psychological distress, including depression, anxiety, and stress, and suicidal behaviors. However, resilience was not associated with the SBWS. Resilience was found to moderate the psychological distress-suicidal behaviors relationship, while the SBWS did not. Socioeconomic status did not moderate the relationship between the SBWS and psychological distress. The findings of this study bear important clinical and community implications. By determining the harmful effects of the SBWS, further research can be conducted on how black woman, mental health professionals, and community advocates can mitigate its effects.

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Introdução: Este trabalho teve como objetivo descrever a atuação do psicólogo junto aos serviços de migração da Rússia e do Brasil. Método: Foi realizada uma pesquisa qualitativa descritiva, utilizando a entrevista semi-estruturada com 04 psicólogos do Brasil e 03 da Rússia, recrutados em serviços de migração nas cidades de São Paulo e Moscou. A análise de conteúdo do material buscou caracterizar os principais pontos de convergência e divergência do trabalho de psicólogos brasileiros e russos. Resultados: As entrevistas mostram que ter psicólogos é importantíssimo para um serviço de atendimento dos migrantes. Trabalhando no centro de atendimento dos migrantes, o psicólogo recebe uma rica experiência prática que não encontra atendendo no consultório. Todos os entrevistados falaram da necessidade de cursos de psicologia dedicados a migração ou(e) Psicologia Intercultural. Recomenda-se para as Faculdades de Psicologia da Rússia que ofereçam estágio aos alunos nos serviços de atendimento dos migrantes. Recomenda-se para as Faculdades de Psicologia do Brasil que ofereçam disciplinas sobre Psicologia Intercultural / Introduction: this study was aimed to describe the psychologist activity within the migration services in Russia and Brazil. Method: A descriptive qualitative study was conducted using a semi-structured interview with 04 psychologists from Brazil and 03 from Russia, recruited from migration services in the cities of Sao Paulo and Moscow. The content analysis of the material sought to characterize the main points of convergence and divergence of the work of Brazilian and Russian psychologists. Results: The interviews show that having psychologists is important for a migrant service. Working in that he cannot gain in psychological cabinet. All interviewees told about the need in psychological courses dedicated to migration or (e) Cross-Cultural Psychology. It is recommended for the Departments of Psychology in Russia to offer internships in migration services to students. It is recommended for Departments of Psychology in Brazil to offer disciplines of Cross-cultural psychology

<p>This thesis combines theories from cross-cultural psychology with literature on group faultlines to understand cultural barriers to communication and cooperation experienced in multinational emergency management teams. The aim is to investigate whether the faultline concept is a viable theoretical vocabulary for addressing cultural differences in communication and cooperation (in the domain of emergency management). Culture is defined as a relatively organized system of shared meanings which influences people’s cognition, values, behaviors, and so on. Group faultlines are hypothetical dividing lines that may split a team into homogeneous subgroups based on demographic characteristics. Three papers are included in the thesis, all of which investigate various aspects of group behavior in relation to emergency management. Results suggest that faultlines can be formed not only by demographic characteristics, but also by culturally-driven behavior. The results presented in the papers and in this thesis are meant to supply emergency management personnel with general knowledge of cultural differences and ideas for future ‘cultural awareness’ training. The thesis contributes to the scientific community by taking cross-cultural research into the applied domain so that its findings can be made relevant to people in multinational organizations.</p>

The Irrational Beliefs Inventory (IBI) was built to measure self-defeating beliefs as conceptualized in Rational-Emotive Behavior Therapy. The IBI has five factors: worrying, rigidity, problem avoidance, need for approval, and emotional irresponsibility. A three-phase cross-cultural study was conducted to translate and adapt the IBI from English to Icelandic, and a Confirmatory Factor Analysis (CFA) approach was used for a test of factorial validity and cross-cultural invariance. In Phase 1, the IBI was translated from English to Icelandic, using a forward-translation and back-translation. Two forward-translators and two back-translators were recruited. In Phase 2, qualitative interview methods were used in both the U.S. and Iceland to gain insights into the meaning of the items on the IBI. In the U.S., 21 university students provided insights in a group discussion, and four students were individually interviewed in depth about individual items on the IBI. In Iceland, four university students were interviewed in depth about the meaning of individual items. Three Icelandic psychology professionals were recruited to evaluate the appropriateness of the IBI for the Icelandic culture. In Phase 3, a Confirmatory Factor Analysis (CFA) was conducted to check factorial validity and cross-cultural invariance of the IBI. The total sample size in Phase 3 was N=1547, all college students, with n=827 in the U.S. and n=720 in Iceland. Overall, the CFA did not support the fit of the IBI's original five-factor model, although the fit was slightly better in the Icelandic version. Fit indices conflicted; the chi-square and comparative fit index (CFI) showed poor fit, while the RMSEA and SRMR showed acceptable fit. Correlated error was found between 85 item pairs in the U.S. model, and between 68 item pairs in the Icelandic model. Modifications were attempted to the original model by including the correlated errors, and a multigroup CFA was conducted. Adding the correlated errors slightly improved the fit of both models, but only 11 out of the IBI's 50 items were found to have equivalent item factor loadings and intercepts between the countries. Results from the psychometric analysis and qualitative interviews indicated that the IBI needs to be rewritten if the measure is to be used for research in Iceland. The results were discussed in light of a recent analysis of REBT-based measurement instruments, and implications for cross-cultural research on highly abstract constructs such as irrationality were discussed.

This thesis combines theories from cross-cultural psychology with literature on group faultlines to understand cultural barriers to communication and cooperation experienced in multinational emergency management teams. The aim is to investigate whether the faultline concept is a viable theoretical vocabulary for addressing cultural differences in communication and cooperation (in the domain of emergency management). Culture is defined as a relatively organized system of shared meanings which influences people’s cognition, values, behaviors, and so on. Group faultlines are hypothetical dividing lines that may split a team into homogeneous subgroups based on demographic characteristics. Three papers are included in the thesis, all of which investigate various aspects of group behavior in relation to emergency management. Results suggest that faultlines can be formed not only by demographic characteristics, but also by culturally-driven behavior. The results presented in the papers and in this thesis are meant to supply emergency management personnel with general knowledge of cultural differences and ideas for future ‘cultural awareness’ training. The thesis contributes to the scientific community by taking cross-cultural research into the applied domain so that its findings can be made relevant to people in multinational organizations.

Introdução: Este trabalho teve como objetivo descrever a atuação do psicólogo junto aos serviços de migração da Rússia e do Brasil. Método: Foi realizada uma pesquisa qualitativa descritiva, utilizando a entrevista semi-estruturada com 04 psicólogos do Brasil e 03 da Rússia, recrutados em serviços de migração nas cidades de São Paulo e Moscou. A análise de conteúdo do material buscou caracterizar os principais pontos de convergência e divergência do trabalho de psicólogos brasileiros e russos. Resultados: As entrevistas mostram que ter psicólogos é importantíssimo para um serviço de atendimento dos migrantes. Trabalhando no centro de atendimento dos migrantes, o psicólogo recebe uma rica experiência prática que não encontra atendendo no consultório. Todos os entrevistados falaram da necessidade de cursos de psicologia dedicados a migração ou(e) Psicologia Intercultural. Recomenda-se para as Faculdades de Psicologia da Rússia que ofereçam estágio aos alunos nos serviços de atendimento dos migrantes. Recomenda-se para as Faculdades de Psicologia do Brasil que ofereçam disciplinas sobre Psicologia Intercultural / Introduction: this study was aimed to describe the psychologist activity within the migration services in Russia and Brazil. Method: A descriptive qualitative study was conducted using a semi-structured interview with 04 psychologists from Brazil and 03 from Russia, recruited from migration services in the cities of Sao Paulo and Moscow. The content analysis of the material sought to characterize the main points of convergence and divergence of the work of Brazilian and Russian psychologists. Results: The interviews show that having psychologists is important for a migrant service. Working in that he cannot gain in psychological cabinet. All interviewees told about the need in psychological courses dedicated to migration or (e) Cross-Cultural Psychology. It is recommended for the Departments of Psychology in Russia to offer internships in migration services to students. It is recommended for Departments of Psychology in Brazil to offer disciplines of Cross-cultural psychology

Orientation: South Africa’s cultural and linguistic diversity requires special measures to ensure that the assessments used in employment settings are scrupulously fair. To this end, Section 8 of The Employment Equity Act requires that psychometric tests are scientifically proved to be valid and reliable and not to discriminate unfairly against any individual or group. The South African Personality Inventory (SAPI) sets out to meet these criteria by incorporating culture-specific elements and by providing versions in each of South Africa’s 11 official languages. o Research purpose: The key determination of this study was to investigate the psychometric properties of the Afrikaans version of the South African Personality Inventory (SAPI). The aforementioned properties include item analysis, exploratory factor analysis (EFA), reliability analysis, product-moment correlation and multivariate analysis of variance (MANOVA). o Motivation for the study: To contribute to the fair, valid and reliable use of the SAPI questionnaire in all language versions of the instrument by examining the psychometric properties of the Afrikaans version and comparing it with the validated English version. Once this has been done for each of the 11 official South African languages versions, a culturally neutral instrument will be available for the full diversity of employment settings in South Africa. o Research design, approach and method: This study used a quantitative cross-sectional research design with an emic approach, objectivist ontology and a post-positivist research paradigm. Primary data was collected by administering the Afrikaans version of the SAPI questionnaire to a non-probability sample of 201 purposively selected white Afrikaans-speaking South Africans who are economically and non-economically active and have a minimum qualification of Grade 12. An online Afrikaans version of the SAPI along with a biographical questionnaire was used to collect data. Item analysis was investigated by means of a descriptive statistical analysis. An initial principle component analysis followed with exploratory factor analysis was performed to determine the instrument’s factor structure. A reliability analysis was conducted in order to measure the internal consistency of the instrument. Product-moment correlations explored the relationships between variables. Further analysis was done to detect the relationships of the variables and to detect differences. Main findings: The White Afrikaners attach immense importance to the social-relational factors. From the six factors, only three factors were extracted, namely the Social-relational Positive, combined Social-relational Negative/Conscientiousness, and Intellect/Openness factors. These factors showed adequate validity and reliability. The item functionality needs to be re-evaluated in order to measure all the six factors of the SAPI and different analytical techniques should be applied. The relationships between the remaining three factors were sufficient, and only age differences were detected in the experience of Social Relational Negative/Conscientiousness o Practical/managerial implications: The results of this study provide a firm foundation for the further investigation of the validity of the Afrikaans version of the questionnaire. Furthermore, insight is given to researchers and practitioners on the need to develop, adapt or translate psychometric instruments, especially for use in an environment which is multicultural and multilingual. o Contribution/value-add: This study contributes to cultural-specific research on the assessment of personality in South Africa. Its thorough investigation and attempt to validate the Afrikaans version of the SAPI is supported by an extensive body of literature relevant to standardizing the SAPI. Practitioners and organisations will now be able to administer a culturally informed personality assessment where the home language of the employees is Afrikaans. / Dissertation (MCom)--University of Pretoria, 2019. / Human Resource Management / MCom / Unrestricted

The focus of this study is the Sixteen Personality Factor Quenstionnaire, South Africam 1992 version (16 PF, SA92). This personality questionnaire was derived from the 16 PF which was developed in the United States and was adapted for South African conditions in 1992. The aim of this study is to determine whether the scores of the 16 PF, SA92 are cross-culturally valid and comparable in South Africa. The sample consisted of White and African (male and female) applicants who applied for positions in a South African state department. To achieve the aims outlined in the introductory chapter, construct comparability and item comparability research was conducted. Descriptive statistics were also calculated to indicate the performance of the various sub-samples (White, African, male and female). The results indicated that the population variable as opposed to the gender variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16 PF, SA92 when the different population groups were compared. Mean differences were also found on the majority of factors of the 16 PF, SA92 when the scores of the different population groups were compared. The implications of using 16 PF, SA92 were outlined and several assessment options were presented for users of the 16 PF, SA92. / Industrial and Organisational Psychology / M. Admin. (Industrial Psychology)