Assimilation, unification, separation, and marginalization—the four naturalization strategies— manifest in an individual’s identity. They stress upholding the idea and the willingness to adapt pieces of the majority breeding. Thus, this research investigates the association between racial-cultural similarity and role perception between youth employees (YW) working with at-risk youths in Israel of three minority groups—Arabs, settlers from the CIS, and immigrants from Ethiopia. Minority-group youth traders working accompanying adolescents of their ethnic group proper to be powers of change, directing the adolescents to act apiece rules and customs of the plurality society. Nevertheless, this expectation baffles YWs because they are torn betwixt universal professional values and youth group norms. Namely, their belongingness to the racial groups hinders impartial, non-aligned action, and they struggle to feel for the message they proper to deliver on behalf of their employers. Since their task does not involve intercultural negotiation, the research hypothesis assumed that youth-group YWs would experience more important role conflict than their majority-group peers. The results, nevertheless, are unexpected cause they showed that role conflict is independent to the YW’s place of origin or the group’s principles but rather to the working atmosphere within the YW group. This understanding suggests the importance of administrative culture and allure effect on the role-conflict experience. Additionally, the study survey the three minority groups’ judgments regarding acculturation policies and presents essential components of each group’s contradictory role.
Author(s) Details:
Simcha Getahun,
Faculty of Education, The Kibbutzim Seminar,
Tel-Aviv, Israel and College of Management Academic Studies, Rishon LeZion,
Israel.
Please see the link here: https://stm.bookpi.org/RAASS-V8/article/view/10050
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