Social and cultural influences in the formation of identity: A cross-national/cultural study

This multi-site, multi-ethnic/cultural study examined the effects of variation between ethnic/cultural groups and the effects of institutional variation within ethnic/cultural groups on identity formation. The participants were 892 late adolescent college students from six sites in 5 countries (Brazil, China, Costa Rica, US, and Sweden) representing different linguistic and ethnic/cultural traditions living in the context of varied social conditions. As hypothesized, there were significant differences in the proportion of identity statuses between sites in the Personal domain, $\chi\sp2$(20, N = 858) = 164.78, $p<.001,$ the Interpersonal domain, $\chi\sp2$(20, N = 858) = 145.69, $p<.001,$ and the World View domain, $\chi\sp2$(20, N = 858) = 120.89, $p<.001,$ but the distribution of the differences was more complex than expected. In addition, there were significant differences in Identity Satisfaction among sites, F(15, 2325) = 12.65, $p<.001.$ Further univariate analyses revealed that differences among sites were found on Identity Satisfaction in the personal, interpersonal and world view domain. The direction of the differences, however, were more complex than hypothesized.^ The second hypothesis was confirmed but only with the world view identity status and not for each of the six sites. Stepwise discriminant analyses showed that Identity status in the world view domain was predicted by Institutional Support in Nebraska, gender and Institutional Change in Brazil, and Institutional Access in China. Lastly and as hypothesized, some Institutional Attributes significantly predicted Overall Identity Satisfaction in all sites as revealed by multivariate regression analyses, except in Sweden, F (5, 79) =.660, p =.65. These findings extend the literature on identity formation not only by having investigated how culture influences the process of identity formation with samples representing different ethnic/cultural and linguistically different populations but also by empirically testing the role that social processes play in identity formation at the cross-cultural level. ^

Social and cultural influences in the formation of identity: a cross-national/cultural study.

This multi-site, multi-ethnic/cultural study examined the effects of variation between ethnic/cultural groups and the effects of institutional variation within ethnic/cultural groups on identity formation. The participants were 892 late adolescent college students from six sites in 5 countries (Brazil, China, Costa Rica, US, and Sweden) representing different linguistic and ethnic/cultural traditions living in the context of varied social conditions. As hypothesized, there were significant differences in the proportion of identity statuses between sites in the Personal domain, X2(20, N=858)= 164.78, p2(20, N=858)= 145.69, p2(20, N=858)= 120.89, p

O EST��TICO E O SOCIAL, IMAGEM E CONTEXTO NA CAPA DA ILUSTR��SSIMA

Esta pesquisa investiga a presen��a da imagem na capa do suplemento cultural dominical da Folha de S. Paulo, a Ilustr��ssima, a partir de um estudo de caso. O foco foi a an��lise das condi����es sociais e est��ticas de produ����o dessa imagem de origem art��stica, levando em conta a mistura entre arte e jornalismo que o suplemento comporta e os conceitos de hibrida����o e de converg��ncia. T��cnicas da An��lise de Discurso auxiliaram na an��lise da articula����o entre as quest��es est��ticas (condi����es textuais) e extratextuais (condi����es sociais), onde os sentidos s��o renovados a partir das tens��es e contradi����es entre texto e contexto. A metodologia baseia-se nos Estudos Visuais, campo que tem o pensamento de Edgar Morin como principal influ��ncia, possibilitando-nos um olhar complexo sobre a produ����o da imagem presente na Ilustr��ssima.

Estilo de vida e vulnerabilidade social dos adolescentes no Bairro de Felipe Camar��o, Natal/RN, 2005

Este estudo descreve o estilo de vida e vulnerabilidade dos adolescentes do bairro Felipe Camar��o em Natal-RN, a fim de compreender seus comportamentos, conforme vulnerabilidades identificadas. Foram aplicados 145 question��rios semi-estruturados entre os adolescentes de 12 a 18 anos, no per��odo de janeiro, a abril de 2005. O estilo de vida descrito, conforme os dados colhidos, informa que 92,4% sabem da import��ncia de se alimentar bem, 86,9% t��m sono preservado; 76,5% t��m boa rela����o com seus pais. Por��m, 86,9% afirmaram n��o haver ��rea de lazer/divers��o no bairro, enquanto os 31,0% n��o responderam sobre higiene corporal; 41,4% consomem drogas l��citas (maioria ��lcool), enquanto 37,9%, as il��citas (maioria cola); 51,7% dizem que n��o conversam sobre sexo, enquanto 30,3% conversam com suas m��es; 38,0% est��o sexualmente ativos, iniciados entre 13 a 16 anos. Os comportamentos de alguns adolescentes estudados indicam um estilo de vida saud��vel, enquanto outros demonstram justamente o contr��rio, atrav��s de pr��ticas como: pouca participa����o no lazer, por falta de op����o; consumo de drogas l��citas e il��citas; a falta de di��logo com os pais sobre sexo; relacionamento sexual precoce, somados ��s condi����es econ��micas e sociais desfavorecidas que os exp��em �� ado����o de um estilo de vida que implica em vulnerabilidade

Processus d���adaptation des personnes vivant avec la schizophr��nie et ayant un soutien social limit��

R��sum�� : La schizophr��nie est un trouble mental grave qui affecte toutes les facettes de la vie de la personne. En outre, le manque de soutien social est un probl��me important qui contribue �� l���aggravation de la maladie, notamment en influen��ant n��gativement la capacit�� d���adaptation. Chez les personnes atteintes de schizophr��nie, la capacit�� �� utiliser des strat��gies d���adaptation ad��quates et efficaces est essentielle afin d���am��liorer la sant��, le bien-��tre et la pr��vention des rechutes. Cette recherche utilise la conception de l���adaptation de Roy (2009). De nombreuses ��tudes confirment la pr��sence de difficult��s d���adaptation chez ces personnes. De plus, le processus d���adaptation lui-m��me reste mal connu. La question de recherche ��tait : Quel est le processus d���adaptation des personnes vivant avec la schizophr��nie lorsque leur soutien social est limit�����? Cette question sous-tendait deux objectifs : 1) d��crire le processus d���adaptation des personnes atteintes de schizophr��nie dans un contexte de soutien social limit�� et 2) contribuer au d��veloppement du mod��le de Roy dans le contexte des troubles mentaux graves. Le devis de recherche ��tait la th��orisation ancr��e constructiviste, aupr��s de 30 personnes vivant avec la schizophr��nie. Les donn��es ��taient compos��es d���entrevues et de r��sultats de trois questionnaires qui ont contribu�� �� d��crire de fa��on plus d��taill��e le profil des participants. Les r��sultats sont une mod��lisation du processus d���adaptation nomm��e �����les filtres dans le processus d���adaptation des personnes vivant avec la schizophr��nie�����. Cette mod��lisation met en lumi��re le fait que le potentiel d���adaptation des personnes vivant avec la schizophr��nie est affect�� �� la fois par des ��l��ments de l���environnement social et des ��l��ments inh��rents �� la maladie elle-m��me. Ces ��l��ments alt��rent la possibilit�� et la capacit�� �� utiliser des strat��gies d���adaptation ad��quates et efficaces. Ces r��sultats de recherche pourraient permettre d���am��liorer l�����valuation des personnes atteintes de schizophr��nie et de diminuer les �����inconnues����� dans l���effet des interventions, tout comme de favoriser les actions visant �� lutter contre les conditions sociales qui nuisent �� l���adaptation.

Estilo de vida e vulnerabilidade social dos adolescentes no Bairro de Felipe Camar��o, Natal/RN, 2005

Este estudo descreve o estilo de vida e vulnerabilidade dos adolescentes do bairro Felipe Camar��o em Natal-RN, a fim de compreender seus comportamentos, conforme vulnerabilidades identificadas. Foram aplicados 145 question��rios semi-estruturados entre os adolescentes de 12 a 18 anos, no per��odo de janeiro, a abril de 2005. O estilo de vida descrito, conforme os dados colhidos, informa que 92,4% sabem da import��ncia de se alimentar bem, 86,9% t��m sono preservado; 76,5% t��m boa rela����o com seus pais. Por��m, 86,9% afirmaram n��o haver ��rea de lazer/divers��o no bairro, enquanto os 31,0% n��o responderam sobre higiene corporal; 41,4% consomem drogas l��citas (maioria ��lcool), enquanto 37,9%, as il��citas (maioria cola); 51,7% dizem que n��o conversam sobre sexo, enquanto 30,3% conversam com suas m��es; 38,0% est��o sexualmente ativos, iniciados entre 13 a 16 anos. Os comportamentos de alguns adolescentes estudados indicam um estilo de vida saud��vel, enquanto outros demonstram justamente o contr��rio, atrav��s de pr��ticas como: pouca participa����o no lazer, por falta de op����o; consumo de drogas l��citas e il��citas; a falta de di��logo com os pais sobre sexo; relacionamento sexual precoce, somados ��s condi����es econ��micas e sociais desfavorecidas que os exp��em �� ado����o de um estilo de vida que implica em vulnerabilidade

Ontologia do espa��o : critica da critica da entifica����o social do ser enquanto pressuposto a uma teoria espacial interpenetrada a ���ontologia do ser social���, de Gyorgy Lukacs

Tese (doutorado)���Universidade de Bras��lia, Instituto de Ci��ncias Humanas, Departamento de Geografia, Programa de P��s Gradua����o em Geografia, 2015.

Patriarchal whiteness, self-determination and Indigenous women : the invisibilty of structural priviledge and the visability of oppression

Indigenous self-determination is the recognised right of all peoples to freely determine their political status, and pursue their economic, social and cultural development. Unfinished Constitutional Business? offers fresh insights into the ways communities can chart their own course and realise self-determination. Because the history of colonisation is emotionally charged, the issue has been clouded by a rhetoric that has sometimes obstructed analysis.

Young Australians reading in a digital world

The realities of new technological and social conditions since the 1990s demand a new approach to literacy teaching. Looking onward from the original statement of aims of the multiliteracies movement in 1996, this volume brings together top-quality scholarship and research that has embraced the notion and features new contributions by many of the originators of this approach to literacy. Drawing on large research projects and empirical evidence, the authors explore practical and educational issues that relate to multiliteracies, such as assessment, pedagogy and curriculum. The viewpoint taken is that multiliteracies is a complementary socio-cultural approach to the new literacies that includes pedagogy and learning. The differences are addressed from a multiliteracies perspective ��� one that does not discount or undermine the new literacies, but shows new ways in which they are complementary. Computers and the Internet are transforming the way we work and communicate and the very notion of literacy itself. This volume offers frontline information and a vital update for those wishing to understand the evolution of multiliteracies and the current state of literacy theory in relation to it.

Getting it [on]line : sociological implications of e-dating

This article explores the role of sociology in understanding the phenomenon of online dating. Based on an examination of our qualitative study of 23 online daters, combined with the findings of the small number of other empirical studies available, we argue that further sociological consideration of the online dating phenomenon is required to: illuminate the social conditions informing these activities; enhance knowledge of if, and how, online technologies mediate intimate connections; and advance a critically informed understanding of the nature of intimacy in a global era.

Equity in the twenty-first century

Issues of equity and inequity have always been part of employment relations and are a fundamental part of the industrial landscape. For example, in most countries in the nineteenth century and a large part of the twentieth century women and members of ethnic groups (often a minority in the workforce) were barred from certain occupations, industries or work locations, and received less pay than the dominant male ethnic group for the same work. In recent decades attention has been focused on issues of equity between groups, predominantly women and different ethnic groups in the workforce. This has been embodied in industrial legislation, for example in equal pay for women and men, and frequently in specific equity legislation. In this way a whole new area of law and associated workplace practice has developed in many countries. Historically, employment relations and industrial relations research has not examined employment issues disaggregated by gender or ethnic group. Born out of concern with conflict and regulation at the workplace, studies tended to concentrate on white, male, unionized workers in manufacturing and heavy industry (Ackers, 2002, p. 4). The influential systems model crafted by Dunlop (1958) gave rise to The discipline���s preoccupation with the ���problem of order��� [which] ensures the invisibility of women, not only because women have generally been less successful in mobilizing around their own needs and discontents, but more profoundly because this approach identifies the employment relationship as the ultimate source of power and conflict at work (Forrest, 1993, p. 410). While ���the system approach does not deliberately exclude gender . . . by reproducing a very narrow research approach and understanding of issues of relevance for the research, gender is in general excluded or looked on as something of peripheral interest��� (Hansen, 2002, p. 198). However, long-lived patterns of gender segregation in occupations and industries, together with discriminatory access to work and social views about women and ethnic groups in the paid workforce, mean that the employment experience of women and ethnic groups is frequently quite different to that of men in the dominant ethnic group. Since the 1980s, research into women and employment has figured in the employment relations literature, but it is often relegated to a separate category in specific articles or book chapters, with women implicitly or explicitly seen as the atypical or exceptional worker (Hansen, 2002; Wajcman, 2000). The same conclusion can be reached for other groups with different labour force patterns and employment outcomes. This chapter proposes that awareness of equity issues is central to employment relations. Like industrial relations legislation and approaches, each country will have a unique set of equity policies and legislation, reflecting their history and culture. Yet while most books on employment and industrial relations deal with issues of equity in a separate chapter (most commonly on equity for women or more recently on ���diversity���), the reality in the workplace is that all types of legislation and policies which impact on the wages and working conditions interact, and their impact cannot be disentangled one from another. When discussing equity in workplaces in the twenty-first century we are now faced with a plethora of different terms in English. Terms used include discrimination, equity, equal opportunity, affirmative action and diversity with all its variants (workplace diversity, managing diversity, and so on). There is a lack of agreed definitions, particularly when the terms are used outside of a legislative context. This ���shifting linguistic terrain��� (Kennedy-Dubourdieu, 2006b, p. 3) varies from country to country and changes over time even within the one country. There is frequently a division made between equity and its related concepts and the range of expressions using the term ���diversity��� (Wilson and Iles, 1999; Thomas and Ely, 1996). These present dilemmas for practitioners and researchers due to the amount and range of ideas prevalent ��� and the breadth of issues that are covered when we say ���equity and diversity in employment���. To add to these dilemmas, the literature on equity and diversity has become bifurcated: the literature on workplace diversity/management diversity appears largely in the business literature while that on equity in employment appears frequently in legal and industrial relations journals. Workplaces of the twenty-first century differ from those of the nineteenth and twentieth century not only in the way they deal with individual and group differences but also in the way they interpret what are fair and equitable outcomes for different individuals and groups. These variations are the result of a range of social conditions, legislation and workplace constraints that have influenced the development of employment equity and the management of diversity. Attempts to achieve employment equity have primarily been dealt with through legislative means, and in the last fifty years this legislation has included elements of anti-discrimination, affirmative action, and equal employment opportunity in virtually all OECD countries (Mor Barak, 2005, pp. 17���52). Established on human rights and social justice principles, this legislation is based on the premise that systemic discrimination has and/or continues to exist in the labour force and particular groups of citizens have less advantageous employment outcomes. It is based on group identity, and employment equity programmes in general apply across all workplaces and are mandatory. The more recent notions of diversity in the workplace are based on ideas coming principally from the USA in the 1980s which have spread widely in the Western world since the 1990s. Broadly speaking, diversity ideas focus on individual differences either on their own or in concert with the idea of group differences. The diversity literature is based on a business case: that is diversity is profitable in a variety of ways for business, and generally lacks a social justice or human rights justification (Burgess et al., 2009, pp. 81���2). Managing diversity is represented at the organizational level as a voluntary and local programme. This chapter discusses some major models and theories for equity and diversity. It begins by charting the history of ideas about equity in employment and then briefly discusses what is meant by equality and equity. The chapter then analyses the major debates about the ways in which equity can be achieved. The more recent ideas about diversity are then discussed, including the history of these ideas and the principles which guide this concept. The following section discusses both major frameworks of equity and diversity. The chapter then raises some ways in which insights from the equity and diversity literature can inform employment relations. Finally, the future of equity and diversity ideas is discussed.