Documents cultural identity 70 results

"La perception que les minorités ont d'elles-mêmes et les politiques les concernant ont connu, dans l'Europe médiane, différentes séquences au cours du XXe siècle. Ainsi, à partir de la fin des années 1920, les minorités, jusqu'alors étroitement liées à la communauté majoritaire, sont instrumentalisées à des fins souvent douteuses. Ensuite, avec l'instauration des régimes communistes, elles sont ou bien ignorées quand elles sont issues des bouleversements territoriaux décidés lors du partage de Yalta, ou bien mises en exergue par la propagande, du moins jusqu'à ce que les dirigeants, face aux difficultés économiques, n'en viennent à faire vibrer la fibre patriotique. Une nouvelle phase, plus favorable aux minorités, débutera à la suite des accords Est-Ouest d'Helsinki (1975) et se poursuivra jusqu'à l'éclatement de l'URSS (1991). Après la chute du communisme, le nationalisme ethnique, majoritaire ou minoritaire, fait partout un retour en force et a été parfois à l'origine de conflits sanglants. Quoi qu'il en soit, à la faveur de la démocratisation, les minorités se sont employées à faire valoir leurs droits spécifiques : si aucune n'a obtenu, jusqu'à présent, une autonomie administrative pour le territoire qui l'abrite, si certaines se voient encore refuser la citoyenneté par leur pays d'adoption, elles ont, en général, été dotées de prérogatives assez étendues dans les domaines linguistique et culturel. Toutefois, ces avancées dans les textes ne sont pas toujours mises en pratique par les gouvernements qui, souvent, ne s'intéressent aux minorités qu'après un coup de semonce."

"Bringing together perspectives from economic sociology and cultural sociology, this paper proposes that because economic phenomena are imbued with meaning they can be studied as cultural objects. This approach includes first identifying the content of people's understanding of economic phenomena and then tracing out what is it that structures their interpretations. The paper applies the cultural objects analysis to the public debates surrounding foreign investment in post-socialist Slovenia. Actors interpret economic phenomena so they can provide justifications for the positions they adopt in public debates and assess possible strategies of action. The content analysis of newspaper texts shows that foreign globalization pressures are mostly framed in a binary relation to national interests. But because economic consequences are uncertain, the particular understandings of how foreign investment affects national interests are multiple, even contradictory. They are shaped by the social identities of actors and historical and macro-structural conditions of post-socialism that make salient different, often contradictory, institutional orders."

"Rising support for populist parties has disrupted the politics of many Western societies. What explains this phenomenon? Two theories are examined here. Perhaps the most widely-held view of mass support for populism -- the economic insecurity perspective -- emphasizes the consequences of profound changes transforming the workforce and society in post-industrial economies. Alternatively, the cultural backlash thesis suggests that support can be explained as a retro reaction by once-predominant sectors of the population to progressive value change. To consider these arguments, Part I develops the conceptual and theoretical framework. Part II of the study uses the 2014 Chapel Hill Expert Survey (CHES) to identify the ideological location of 268 political parties in 31 European countries. Part III compares the pattern of European party competition at national-level. Part IV uses the pooled European Social Survey 1-6 (2002-2014) to examine the cross-national evidence at individual level for the impact of the economic insecurity and cultural values as predictors of voting for populist parties. Part V summarizes the key findings and considers their implications. Overall, we find the most consistent evidence supporting the cultural backlash thesis."

"With its unique blend of compelling topics and rich pedagogy, the thirteenth edition of Interplay: The Process of Interpersonal Communication offers a perfect balance of theory and application to help students understand and improve their own relationships. Interplay's inviting visual format and rich pedagogy continue to make this text the market leader in Interpersonal Communication.

NEW TO THIS EDITION:
* Expanded and updated coverage of social media's impact on interpersonal communication, with new material in every chapter
* Significantly revised and updated Chapter 2, Culture and Interpersonal Communication
* Expanded discussions of various interpersonal contexts in Chapter 10, Communication in Close Relationships: Friends, Family, and Romantic Partners
* New discussions of perceptual biases, gender effects on language use, listening styles, facilitative emotions, relational maintenance and social support, and invitational communication
* Updated"Media Clip," "Focus on Research," "Dark Side of Communication," and "At Work" boxes in each chapter
* New or updated "Assessing Your Communication" features in every chapter
* New "Check Your Understanding" summary points at the end of each chapter
* New TV and film examples and a corresponding YouTube channel"

" Although many strategies have been employed to specifically recruit and select minority employees, the selection rates for designated minority groups are often lower than those for the majority group. Minority candidates with high cultural maintenance (CM) are particularly vulnerable to cultural bias in selection procedures, a process which has proved difficult to change. This paper aims to examine whether these effects may be moderated by recruiters' perceived diversity outcomes; whether they view diversity as beneficial or threatening to the organization's performance. In an experimental study, participants belonging to a cultural majority group played the role of recruiters (n = 99). Their diversity perceptions were manipulated by asking them to think about, and discuss, either positive or negative outcomes of cultural diversity in the workplace. They were then asked to rate fictional profiles of minority candidates for a job opening. The results confirm that CM of minority candidates has a negative main effect on the ratings they receive in assessment procedures. However, as predicted, this effect is moderated by diversity perceptions. Recruiters who perceive individual differences in the workplace as positive and beneficial, give higher ratings to candidates who maintain their own culture. This provides a promising insight in possible ways to reduce cultural bias in selection procedures."

" Lesbian, gay, bisexual and transgender (LGBT) expatriates are under-researched and an increasingly significant group due to the growing demand for global labour. Although LGBT people are becoming acknowledged in diversity management practices, their mobility and freedom to disclose their identity may be limited in many countries. To explain the challenges and identity management strategies of LGBT expatriates, we adapt the social constructionist perspective of intersectionality to show how different spheres of cultural context influence LGBT expatriates' multiple identities and lead to convergent or divergent intersectionality. Our main contribution is in introducing convergent and divergent intersectionality to explain how the multiple identities of expatriates are redefined during an international work assignment. Furthermore, we examine the overlapping spheres of culture to create a multidimensional view of cultural context. We offer four propositions regarding how cultural context influences LGBT expatriate's intersectionality and the organizational outcomes of this. Finally, this paper highlights both practical implications for expatriate management and research implications for the International Human Resource Management literature."