An investigation into factors that influence employees to support diversity in the South African workplace

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dc.contributor.advisorMeyer, Inesen_ZA
dc.contributor.authorHako, Pumlaen_ZA
dc.date.accessioned2014-07-31T12:34:10Z
dc.date.available2014-07-31T12:34:10Z
dc.date.issued2012en_ZA
dc.descriptionIncludes abstract.
dc.descriptionIncludes bibliographical references.
dc.description.abstractThe aim of this study was to investigate some of the factors that are associated with support of diversity in the South African workplace. Three particular factors were considered: employees’ race and gender and the degree to which employees felt their socio-emotional needs for acceptance or empowerment had been addressed. The importance of satisfying individuals’ socio-emotional needs for them to be willing to engage with members of other groups is highlighted in Shnabel and Nadler’s (2008) Needs-Based Model of Reconciliation (NBMR), which states that groups are only willing to reconcile once their socio-emotional needs have been addressed. Furthermore, the model specifies that these needs are different for members of groups who were victims in a conflict situation compared to those who belong to the perpetrating group. While victims have a need for empowerment in order to be seen as equal players in society, perpetrators want to feel accepted in society and thus have a need for acceptance. Based on the literature reviewed the study’s first hypothesis stated that previously disadvantaged groups would place more value on diversity than previously advantaged groups and that women would value diversity more than men. The second hypothesis was that previously advantaged groups have a higher need for acceptance than empowerment and previously disadvantaged groups have a higher need for empowerment than acceptance. The last hypothesis proposed that the lower their need for empowerment, the more previously disadvantaged individuals would value diversity and the lower their need for acceptance, the more previously advantaged individuals would value diversity.en_ZA
dc.identifier.apacitationHako, P. (2012). <i>An investigation into factors that influence employees to support diversity in the South African workplace</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/5863en_ZA
dc.identifier.chicagocitationHako, Pumla. <i>"An investigation into factors that influence employees to support diversity in the South African workplace."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2012. http://hdl.handle.net/11427/5863en_ZA
dc.identifier.citationHako, P. 2012. An investigation into factors that influence employees to support diversity in the South African workplace. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Hako, Pumla AB - The aim of this study was to investigate some of the factors that are associated with support of diversity in the South African workplace. Three particular factors were considered: employees’ race and gender and the degree to which employees felt their socio-emotional needs for acceptance or empowerment had been addressed. The importance of satisfying individuals’ socio-emotional needs for them to be willing to engage with members of other groups is highlighted in Shnabel and Nadler’s (2008) Needs-Based Model of Reconciliation (NBMR), which states that groups are only willing to reconcile once their socio-emotional needs have been addressed. Furthermore, the model specifies that these needs are different for members of groups who were victims in a conflict situation compared to those who belong to the perpetrating group. While victims have a need for empowerment in order to be seen as equal players in society, perpetrators want to feel accepted in society and thus have a need for acceptance. Based on the literature reviewed the study’s first hypothesis stated that previously disadvantaged groups would place more value on diversity than previously advantaged groups and that women would value diversity more than men. The second hypothesis was that previously advantaged groups have a higher need for acceptance than empowerment and previously disadvantaged groups have a higher need for empowerment than acceptance. The last hypothesis proposed that the lower their need for empowerment, the more previously disadvantaged individuals would value diversity and the lower their need for acceptance, the more previously advantaged individuals would value diversity. DA - 2012 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2012 T1 - An investigation into factors that influence employees to support diversity in the South African workplace TI - An investigation into factors that influence employees to support diversity in the South African workplace UR - http://hdl.handle.net/11427/5863 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/5863
dc.identifier.vancouvercitationHako P. An investigation into factors that influence employees to support diversity in the South African workplace. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2012 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/5863en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentOrganisational Psychologyen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherOrganisational Psychologyen_ZA
dc.titleAn investigation into factors that influence employees to support diversity in the South African workplaceen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMComen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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