Syftet med denna studie är att belysa A-traktorförares upplevelser av att ingå i en grupp som är stigmatiserad av samhället – hur de socialt konstruerar och reproducerar sin gruppidentitet i en kontext där de är ifrågasatta i media, liksom av sin omgivande sociala kontext. Social identitetskonstruktion, gruppnormer och sociala normer, och andra etablerade teorier och koncept användes för att tolka våra resultat. En kvalitativ approach antogs genom att använda en semi-strukturerad intervjumetodologi i form av två fokusgruppintervjuer och tre enskilda intervjuer med totalt tio respondenter. Resultatet visade att A-traktorförarna känner en tillhörighet till gruppen genom social utvidgning, frihet och spontanitet, även om den utsträckning i vilken de identifierar sig med gruppen varierar beroende på en rad underliggande orsaker. Vi fann också belägg för att gruppmedlemmarna känner sig utsatta för generalisering och stereotypisering, som ett resultat av bilden av A-traktorförare som ges i media och sociala medier. Denna företeelse visade sig ha ett nära samband med omgivningens reaktioner, vilket skapar en känsla av stämpling och, i viss mån, avvikelse. Fynden i denna studie belyser vikten av social kontext och normativt beteende för att förstå A-traktorförares upplevelser i en stigmatiserad grupp. / The aim of this study is to illuminate the experiences of tractor class A-drivers, being part of a group stigmatized by society - socially constructing and reproducing their group identity in a situation where they are questioned in the media as well as by their surrounding social context. We have applied social identity construction, group- and social norms, and other established relevant theories and concepts to interpret our results. We adopted a qualitative approach, by conducting a semi-structured interview methodology in the form of two focus group interviews and three single interviews, with a total of ten respondents. The result showed that the tractor class A-drivers feel a belonging to the group through social expansion, freedom and spontaneity, though the extent to which they identify with the group varies due to a number of underlying causes. We also found evidence that the group members felt exposed to generalization and stereotyping as a result of how tractor class A-drivers were depicted in news media and social media. This phenomenon showed to be closely linked to the reaction from the environment, creating an experience of labeling and, to some extent, deviance. The findings of this study illuminates the importance of social context and normative behavior to understand the experiences of tractor class A-drivers in a stigmatized group.

To categorize groups of people is a necessity in our society. Categorization of people is used by decision makers and authorities. In the national social service legislation, categorization can be used to instruct municipalities to prioritize vulnerable groups of clients in need of support and services. The negative aspect of categorizing is that people are being labeled in a certain way, which can affect how people are being treated. The current Social Services Act in Sweden contains specific regulations to certain groups in society. One of the proposals in the extensive investigation for a new Social Services Act is to tone down these certain groups. The investigation for a new Social Services Act was sent out for consultation to 193 relevant community actors, including municipalities, government authorities and interest groups. These are given the opportunity to submit opinions and comments before the legislation is amended. This study is based on the received responses from the community actors through a qualitative text analysis. 55 of the received 157 responses addressed categorization of the target groups in the legislation. The results show that the majority of the 55 responses are in favour of target groups being toned down. In the responses there are arguments that highlight an increased individual perspective and a holistic view in social work. Other actors highlight risks with toning down the target groups, such as an increased difficulty for individuals to claim their rights and that it increases the risk of inequality. The results also show that there is a difference in the responses depending on whether the respondent is a municipality, a government authority or an interest group. The municipalities are in favour of the target groups being toned down while we find government authorities and interest groups on both sides of the argument. It also shows how different organizations take their interests into account in a consultation procedure.

<p>The aim is to increase our understanding of the mechanisms of social categorization and discrimination, as well as the connection between them. This has been accomplished by examining Swedish refugee policy towards Jewish refugees during the Second World War and the Holocaust, as conducted by The Foreigner’s Bureau of the National Board of Health and the Ministry of Foreign Affairs during 1938−1944. The study also compares the Swedish refugee policy with that of Denmark, Switzerland, Great Britain and the United States. The investigation is guided by such concepts as social categorization, discrimination, antisemitism, organizational culture and established practice. The primary sources are documents, minutes and personal dossiers; <i>Svensk författningssamling</i> (legislation) and articles in <i>Sociala Meddelanden</i> (the National Board’s official journal).</p><p>The main conclusions are that Sweden was not perceived as a country of immigration, based partly of the widespread fear that too many Jewish refugees would create a “Jewish Question”. Swedish authorities discriminated against Jewish refugees on grounds of “race” through a process of categorization. This process began already in the 1920’s, and gradually transformed the definition of “Jew” from a religious to a “racial” definition, based on the Nuremberg Laws. The differentiation of Jewish refugees in official statistics ceased in September 1943, yet it continued secretly until February 1944, encompassing the Norwegian and Danish Jews as well. One important result shows that the shift in policy – from discrimination to large scale reception – was a slow process where this differentiating practice and antisemitic perceptions remained operative. What is defined as an antisemitic background bustle is used to explain how moderate antisemitic expressions were perceived as “unbiased” and “normal” within the Swedish society. Though Sweden’s refugee policy seems similar to that of other countries surveyed, the shift in policy stands out as unique in comparison.</p>

The aim is to increase our understanding of the mechanisms of social categorization and discrimination, as well as the connection between them. This has been accomplished by examining Swedish refugee policy towards Jewish refugees during the Second World War and the Holocaust, as conducted by The Foreigner’s Bureau of the National Board of Health and the Ministry of Foreign Affairs during 1938−1944. The study also compares the Swedish refugee policy with that of Denmark, Switzerland, Great Britain and the United States. The investigation is guided by such concepts as social categorization, discrimination, antisemitism, organizational culture and established practice. The primary sources are documents, minutes and personal dossiers; Svensk författningssamling (legislation) and articles in Sociala Meddelanden (the National Board’s official journal). The main conclusions are that Sweden was not perceived as a country of immigration, based partly of the widespread fear that too many Jewish refugees would create a “Jewish Question”. Swedish authorities discriminated against Jewish refugees on grounds of “race” through a process of categorization. This process began already in the 1920’s, and gradually transformed the definition of “Jew” from a religious to a “racial” definition, based on the Nuremberg Laws. The differentiation of Jewish refugees in official statistics ceased in September 1943, yet it continued secretly until February 1944, encompassing the Norwegian and Danish Jews as well. One important result shows that the shift in policy – from discrimination to large scale reception – was a slow process where this differentiating practice and antisemitic perceptions remained operative. What is defined as an antisemitic background bustle is used to explain how moderate antisemitic expressions were perceived as “unbiased” and “normal” within the Swedish society. Though Sweden’s refugee policy seems similar to that of other countries surveyed, the shift in policy stands out as unique in comparison.

L’objectif de cette recherche est d’étudier les concepts « Image de soi » et « satisfaction professionnelle » dans les groupes d’appartenance du travail, dans une approche cognitive et conative (affect et ses effets). Il s’agit de montrer que l’Image de soi au travail est liée aux différents niveaux de satisfaction des sujets face à leur emploi. Ces niveaux de satisfaction dépendent de leur niveau d’attentes. La satisfaction professionnelle repose donc sur le sujet et non sur l’emploi lui-même. C’est pourquoi, cette notion s’insère dans un système comprenant, d’une part, les aspects de l’emploi et ses avantages et, d’autre part, l’individu et ses attentes. L’étude porte sur 63 sujets, une population relativement réduite d’un point de vue statistique mais avec laquelle nous avons pu mettre en lumière des résultats intéressants que, par prudence, nous considérerons comme valables pour ladite population seulement.À la lumière de l’analyse corrélée des divers paramètres explorés, l’étude révèle qu’il existe réellement un système d’attentes « théoriques », strictement inhérentes au sujet, et un système d’attentes diversifiées issu des différences individuelles et culturelles. La satisfaction des fonctionnaires du Ministère du Travail, de l’Emploi et de la Prévoyance Sociale du GABON est tributaire des avantages matériels que leur emploi leur procure (bureau climatisé et équipé, voiture de service, salaires et primes…), associés à des aspects extérieurs au travail (logement de standing, revenus complémentaires, reconnaissance sociale…). Tous ces éléments participent à la construction de l’image de réussite qu’ils renvoient aux autres. Et cette image est fortement tributaire de l’image que ces fonctionnaires se font d’eux-mêmes, associée à leurs attentes. À la lumière de cette étude expérimentale qui repose aussi sur une étude théorique consacrée à la psychologie du travail dans le contexte de la fonction publique et, plus spécifiquement au vécu des fonctionnaires au travail (leur représentation de leur position, directement dans la structure, mais aussi à l’extérieur, dans la société qu’ils côtoient), il apparaît que l’image de réussite requiert une image positive de soi, révélatrice d’un sentiment de satisfaction professionnelle et personnelle. Les résultats de notre expérimentation tendent à vérifier, cette dernière affirmation, étude qui appelle des recherches plus approfondies. / The objective of this research is to study the concepts of “self-Image” and “Satisfaction” in the membership of groups working in a cognitive and conative (affects and effect). It is shown that self-image at work is linked to different levels of satisfaction issues facing their jobs. These levels of satisfaction depend on their level of expectations. Job satisfaction is thus based on the subject and not on the job itself. Therefore, this concept fits into a system comprising, first, aspects of employment and benefits and, secondly, the individual and his expectations.The study covers 63 subjects, a relatively small population of a statistical point of view but with which we could highlight some interesting results that, by caution, we consider as valid only for that population.In light of the analysis correlated the different parameters explored, the study reveals that there is actually a system of expectations “theoretical” strictly inherent to the subject, and a variety of expectations from the individual and cultural differences. The satisfaction of officials of the Ministry of Labour, Employment, and Social Welfare of Gabon depends on the material benefits that their jobs provide them (room air-conditioned and equipped, car service, salaries and bonuses…), related to aspects outside the work place (luxury housing, additional income, social recognition…).All these elements contribute to building the image of success they relate to others. And this image is strongly dependent on the image that these officials are themselves associated with their expectations. In light of this experimental study is also based on a theoretical study devoted to the psychology of work in the context of public service and, more specifically to the experiences of staff at work (their representation of their position, directly in the structure, but also outside in the society around them), it appears that the image of success requires a positive self-image, revealing a sense of professional and personal satisfaction. The results of our experiments tend to verify this last statement, which calls for study of further research.

This research investigates the impact of social identity on employee engagement with companyowned social media platforms and how employees' identification with their organization influences their willingness to engage with these platforms. Drawing on Social Identity theory (SIT), this study explores how constructs like social categorization, social identification, and social comparison shape employee behaviors on company-owned social media (CoSM). A qualitative methodology was employed, involving 15 semi-structured interviews with employees from Northvolt, a Swedish battery manufacturer. Participants ranged from Quality Control Associates to Team Leaders, providing a comprehensive view across different roles within the company. Data was analyzed using thematic analysis to identify patterns and insights relevant to the research questions. Findings indicate that social identity significantly influences employee engagement on CoSM through themes such as Professionalism and Representation, Sense of Belonging and Unity, In-group Favoritism and Fairness, and Shared Values and Mission Alignment. Employees align their social media activities with professional and company values, contributing to a sense of belonging and unity while navigating the dynamics of in-group favoritism and shared organizational values. The study also reveals that employees' identification with their organization affects their willingness to engage with CoSM platforms, driven by themes such as Commitment to Organizational Goals, Influence of Leadership Actions, Job Satisfaction and Loyalty, and Personal Values and Organizational Fit. Engagement on CoSM reflects and reinforces commitment to organizational goals, influenced by leadership behaviors and aligned with personal values and organizational mission. The research highlights the practical implications of using CoSM for enhancing employee engagement, suggesting that organizations can leverage these platforms to foster a cohesive and committed workforce. Theoretical implications emphasize the role of SIT in understanding digital interactions within organizational contexts. Limitations include the focus on a single organization and the qualitative nature of the study, suggesting avenues for future research to explore diverse organizational settings and quantitative analyses. / Denna forskning undersöker effekten av social identitet på anställdas engagemang med företagsägda sociala medieplattformar och hur anställdas identifiering med sin organisation påverkar deras vilja att engagera sig i dessa plattformar. Med utgångspunkt i teorin om social identitet undersöker denna studie hur konstruktioner som social kategorisering, social identifikation och social jämförelse formar anställdas beteenden på CoSM. En kvalitativ metod användes, 15 semistrukturerade intervjuer med anställda från Northvolt, en svensk batteritillverkare. Deltagarna var allt från kvalitetskontrollmedarbetare till teamledare, vilket gav en heltäckande bild av olika roller inom företaget. Data analyserades med hjälp av tematisk analys för att identifiera mönster och insikter som är relevanta för forskningsfrågorna. Resultaten tyder på att social identitet i hög grad påverkar medarbetarnas engagemang på CoSM genom teman som Professionalism och representation, känsla av tillhörighet och enighet, favorisering och rättvisa inom gruppen samt gemensamma värderingar och uppdragsanpassning. Anställda anpassar sina aktiviteter i sociala medier till professionella värderingar och företagsvärderingar, vilket bidrar till en känsla av tillhörighet och enighet samtidigt som de navigerar i dynamiken i gruppfavorisering och delade organisatoriska värderingar. Studien visar också att medarbetarnas identifikation med sin organisation påverkar deras vilja att engagera sig med CoSM-plattformar, som drivs av teman som engagemang för organisatoriska mål, inflytande av ledarskapshandlingar, arbetstillfredsställelse och lojalitet samt personliga värderingar och organisatorisk passform. Engagemang i CoSM återspeglar och förstärker engagemanget för organisatoriska mål, influerat av ledarskapsbeteenden och i linje med personliga värderingar och organisationens uppdrag. Forskningen belyser de praktiska konsekvenserna av att använda CoSM för att öka medarbetarnas engagemang, vilket tyder på att organisationer kan utnyttja dessa plattformar för att främja en sammanhållen och engagerad arbetsstyrka. Teoretiska implikationer betonar SIT:s roll för att förstå digitala interaktioner inom organisatoriska sammanhang. Begränsningar inkluderar fokus på en enda organisation och studiens kvalitativa karaktär, vilket föreslår vägar för framtida forskning för att utforska olika organisatoriska inställningar och kvantitativa analyser