This article explores religious adaptation among immigrant-origin youth in Norway, using the first wave of the Children of Immigrants Longitudinal Study in Norway (CILS-NOR). To capture different dimensions of religious change, we distinguish between 1) level of religiosity, measured by religious salience and religious practices, and 2) social forms of religious belief, measured as the level of rule orientation and theological exclusivism. We compare immigrant-origin youth in Norway with young people in their parents’ origin countries, using the World Value Survey. We then compare immigrant-origin youth who were born in Norway to those who were born abroad and according to their parents’ length of residence in Norway. As expected, immigrant-origin youth from outside Western Europe—and those originating in Muslim countries in particular—were more religious than native and western-origin youth and more rule oriented and exclusivist in their religious beliefs. However, our results suggest that a process of both religious decline and religious individualization is underway among immigrant origin youth in Norway, although this process appears to unfold slower for Muslims than for non-Muslims. The level and social forms of religiosity among immigrant-origin youth are partially linked to their integration in other fields, particularly inter-ethnic friendships. We argue that comparative studies on how national contexts of reception shape religious adaptations, as well as studies aiming to disentangle the complex relationship between religious adaptation and integration in other fields, are needed.
SAMMENDRAGDenne artikkelen handler om jobbintervjuet og hvilken informasjon arbeidsgiverne bruker når de skal rangere og selektere søkere. Det analytiske utgangspunktet er Goffmans skille mellom frontstage og backstage. De to begrepene brukes for å begrunne en inndeling i aktørenes forventninger til jobbintervjuer (skript), samspillet underveis i intervjuet (frontstage), og hva som er den egentlige underteksten i møtet (backstage). Dataene er hentet fra 5 rekrutteringsprosesser og 66 jobbintervjuer hvor vi har vaert til stede. Et avgjø-rende funn er at evnen til å signalisere sosiale koder er avgjørende for å få jobb, og at denne uformelle kompetansen ofte trumfer den formelle kompetansen i siste runde. Dette er mulig, fordi arbeidsgiverne opplever at de har stor grad av frihet til å legge vekt på personlig egnethet og at de er svaert selvsikre når det gjelder troen på egen magefølelse. Våre analyser indikerer videre at det ikke bare er arbeidssøkeren som er i sentrum på jobbintervjuet, men at det snarere er virksomheten som spiller hovedrollen. Av dette følger at arbeidsgiverne nok kan ha fordommer rettet mot den enkelte søker ut fra antakelser om vedkommende, men de sterkeste generaliseringene er knyttet til oppfatninger om bedriften, altså det den nye søkeren skal passe inn i. Arbeidsgivernes vurderinger av arbeidsmiljø og kultur i virksomheten setter en standard som arbeidssøkeren vurderes opp mot.
This article examines how attitudes toward Muslims among native majority adolescents in Norway are associated with the ethno-religious composition of their school environment. The inflow of immigrants has changed the sociodemographic landscape in Norway, introducing new dimensions of urban school segregation. The school context represents a key socializing context outside of the family and structures contact opportunities across ethnic and religious lines. Research on how exposure to peers from different backgrounds influences majority group students' out-group attitudes have produced conflicting findings, and central theories propose different mechanisms influencing the relationship between relative group size and prejudice. Using a unique dataset with both individual-and school-level information from Norway's capital region and controlling for observed characteristics of students and their parents, the results show that levels of negative attitudes toward Muslims decreased with relative out-group size. This finding indicates that multiethnic settings bolster tolerant attitudes toward Muslims in Norwegian schools.
I hvilken grad er det likebehandling mellom etniske minoriteter og majoriteter i rekrutteringsprosesser i offentlige virksomheter? I denne artikkelen besvares dette spørsmålet med bruk av data som omfatter alle faser i rekrutteringsprosessen, fra innkalling til intervju og til endelig innstilling av kandidater. Analysene indikerer at kandidater med etnisk minoritetsbakgrunn blir systematisk forskjellsbehandlet. En sentral forklaring på våre funn er at arbeidsgivere i staten opplever stor grad av frihet og vektlegger subjektive og lite transparente kriterier som «personlig egnethet», til tross for at offentlige virksomheter er underlagt en strengere regulering enn private bedrifter.
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