| Summary: | Multiculturalism has emerged to challenge liberalism as an ideological solution in coping with
ethnic diversity. Inter–ethnic group contact amongst individuals of different cultures is defined
as acculturation. Acculturation is an experience from different cultural encounters between
employees and their work environments where organisational socialization is a prerequisite
to becoming accustomed to different cultural conditions. Acculturation orientation is related to
well–being and involves social identification techniques of a minority group within the
workplace. Acculturation thus becomes a factor on which to focus when cultural differences
are experienced by employees in an organisation of differing cultural values. For purposes of
this particular study, the focus will be placed on integration as a mediating role in the relation
between positive acculturation conditions and work outcomes. Intergroup relations and
adaptation to host culture will be measured directly as per the responses from participants.
For the purpose of this study, a quantitative approach is adopted by using a five point Likert
scale questionnaire adapted from the model designed by Arends–Toth and Van de Vijver
(2006). Predictors in the adapted model include mainstream multiculturalism factors (norms
and practices), tolerance, ethnic integration demands and ethnic vitality and outcomes of
acculturation, subjective work success, work commitment and job satisfaction. The results
indicated that a workplace culture that promotes ethnic cultural maintenance of people from a
diverse background coupled with encouragement to participate in the mainstream by ethnic
members at home and at work would contribute to the experience of higher levels of
subjective work success (Jackson, van de Vijver & Ali, submitted). Multiculturalism practices
and ethnic vitality have indirect and significant effects on psychological and socio cultural
acculturation outcomes (job satisfaction and organisational commitment as well as subjective
experience of work success), while multicultural norms only have indirect and significant
effects on psychological acculturation outcomes (job satisfaction and organisational
commitment). === Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.
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