Borders and Abjection in Triomf

Nel, Adéle

doi:10.1163/9789401209083_008

Cited by 2 publications

(2 citation statements)

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“…Cultural intelligence holds significant importance in the workplace and for managers, as it aids in addressing culture clashes and unresolved issues between different cultures (Holland, 2016). A higher level of CQ also facilitates individuals in bridging gaps between diverse cultures and thriving in multiple cultural contexts (Nel & Mziray, 2017). Essentially, CQ involves comprehending one's own culture, the multiple sub-cultures one belongs to, and their personal significance, as well as being fully aware of how culture influences people's thought processes (Ziyatdinova, 2017).…”

Section: Authentic Leadershipmentioning

confidence: 99%

Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being

Els,

Jacobs

2023

SA Journal of Industrial Psychology

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Authentic leadership (AL), recognised for its genuine approach, boosts a leader's legitimacy and positively influences organisational outcomes (Gavin, 2019;Zu, 2019), while differentiating world-class leaders depends on how managers interpret, learn, and adapt to AL (Gigol, 2020). Amid high stakes and uncertain outcomes in various organisations and the government in South Africa, AL encounters challenges, further accentuated by global stressors that underscore the imperative for genuine leadership (Sepeng et al., 2020). In South Africa, research consistently demonstrates a strong association between effective managers and positive organisational outcomes tied to AL (Du Plessis & Boshoff, 2018;Hlongwane, 2016). However, implementing AL is challenged by factors like government credibility, political agendas, and cultural diversity (Maughan, 2019). Despite the hurdles, there is a pressing need in the country for authentic leaders with necessary qualifications, skills, and trustworthiness.Developing AL with emotional and cultural intelligence (CQ) can produce world-class managers, benefiting organisations of all sizes (Zu, 2019). However, more research is needed on the influence of Orientation: Organisations are met with many challenges specifically effective leadership of employees. The role of authentic leadership (AL) in the relationship between emotional intelligence (EQ), cultural intelligence (CQ), and psychological well-being (PWB) can add valuable insights to organisations.Research purpose: The study's focus was to understand the relationships between EQ, AL, CQ, and PWB. Furthermore, it sought to explore the mediating effect AL has in the proposed model.Motivation for the study: Developing well-rounded leaders and managers to adopt an AL style, can increase positive outcomes for employees and organisations.Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 279 managers in South African organisations. The study employed structural equation modelling (SEM) to analyse the data and test hypotheses.Main findings: The study's findings indicated that the proposed model fit well and showed positive connections between AL, EQ, CQ, and PWB. Additionally, the research revealed that AL played a mediating role in the relationships between EQ, CQ, and PWB.

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Section: Authentic Leadershipmentioning

confidence: 99%

Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being

Els,

Jacobs

2023

SA Journal of Industrial Psychology

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“…Adéle Nel's work on cinematic representation of abject Johannesburg progresses the idea of the city as abject. She explains that “the abject is also concerned with space, and the term ‘space of abjection’ is sometimes used to refer to a space inhabited by abjected things or beings” (, p. 139). Both Butler and Nel imply that it is the presence of an abject population and the state's response to this population (such as the use of enforced segregation, barbed‐wire fences, security cameras, etc.)…”

Section: Interpreting Minoritarian Voicesmentioning

confidence: 99%

What does it mean when people call a place a shithole? Understanding a discourse of denigration in the United Kingdom and the Republic of Ireland

Butler

Schafran

Carpenter

2018

Trans Inst British Geog

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This paper investigates what people mean when they engage in the discourse of denigration. Building on existing literature on territorial stigmatisation that either focuses on macro-scale uses and effects of territorial stigmatisation or micro-scale ethnographic studies of effects, we develop a novel approach that captures the diverse voices that engage in the discourse of denigration by tracing the use of the word and hashtag "shithole" on the social media platform Twitter in order to examine who is engaged in the stigmatising discourse, the types of place that are stigmatised and the responses to stigmatised places. Using a robust data set, we highlight two key findings. First, the majority of tweets were aimed at places where the tweeter was not from, a form of othering consistent with how territories are stigmatised by those in positions of power such as policymakers, politicians and journalists. Second, we note that an important and gendered minority of tweets can be characterised by a "cry for help" and powerlessness, where the stigma is aimed at their own places. We offer an interpretive lens through which to understand and frame these minoritarian voices by engaging with theories of abjection that allow us to see how minoritarian voices relate to place.

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Borders and Abjection in Triomf

Cited by 2 publications

References 0 publications

Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being

Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being

What does it mean when people call a place a shithole? Understanding a discourse of denigration in the United Kingdom and the Republic of Ireland

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