Welcome to Massey Research Online
Massey Research Online is an open access digital archive of the research and scholarship of Massey University and is jointly managed by the University Library and Information Technology Services.
Massey Research Online contains research theses and research outputs including published work by Massey University students and academic staff as well as peer-reviewed material not published elsewhere. In the case of previously published research outputs all requirements of copyright owners are observed.
Items in Massey Research Online are fully indexed and searchable on Google Scholar and NZ Research.
To submit research outputs to Massey Research Online, check out the Depositing content to MRO page. For all other queries, email the Library.
Communities in DSpace
Select a community to browse its collections.
Now showing 1 - 2 of 2
Recent Submissions
Item
Equal status for mātauranga Māori in NCEA : perceptions of non-Māori teachers : a thesis presented in partial fulfilment of the requirements for the degree of Master of Education in Māori Education at Te Kunenga ki Pūrehuroa Massey University, Manawatū, Aotearoa New Zealand
(Massey University, 2024) Farnan-Sestito, Claire Josephine
Using a constructivist grounded theory approach, this thesis explores the perceptions of non-Māori teachers about NCEA Change 2: Mana ōrite te mātauranga Māori/Equal status for mātauranga Māori in NCEA. Data were gathered via individual, semi-structured, in-depth qualitative interviews with seven non-Māori teachers of NCEA from across Aotearoa New Zealand. The findings show that non-Māori teachers of NCEA generally do not ascribe mātauranga Māori the same value as the Western body of knowledge, the implementation of NCEA Change 2 has been under communicated and under-resourced by the Ministry of Education resulting in poorly prepared and resourced non-Māori teachers who are therefore prioritising the other NCEA Changes, and non-Māori teachers of NCEA generally feel insecure in their role of Treaty partner. These barriers contribute to a lack of action to meaningfully implement NCEA Change 2 despite declaring support for the reform. Participants, while expressing their willingness to enact NCEA Change 2, also exhibit signs of hesitancy, reluctance, and fear about fully committing to implementation of the policy. This thesis proposes that this is in part because the mandating of Change 2 has challenged their identity as teachers of NCEA and their partnership with Te Tiriti o Waitangi. Consideration as to the pathway forward is discussed.
Item
Hierarchical graph learning with convolutional network for brain disease prediction
(Springer Nature, 2024-10-23) Liu T; Liu F; Wan Y; Hu R; Zhu Y; Li L
In computer-aided diagnostic systems, the functional connectome approach has become a common method for detecting neurological disorders. However, the existing methods either ignore the uniqueness of different subjects across the functional connectivities or neglect the commonality of the same disease for the functional connectivity of each subject, resulting in a lack of capacity of capturing a comprehensive functional model. To solve the issues, we develop a hierarchical graph learning with convolutional network that not only considers the unique information of each subject, but also takes the common information across subjects into account. Specifically, the proposed method consists of two structures, one is the individual graph model which selects the representative brain regions by combining each subject feature and its related brain region-based graph. The other is the population graph model to directly conduct classification performance by updating the information of each subject which considers both the subject itself and the nearest neighbours. Experimental results indicate that the proposed method on four real datasets outperforms the state-of-the-art approaches.
Item
The association between calcium intake, osteoporosis knowledge and osteoporosis health beliefs among post-menopausal women : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Nutrition and Dietetics, Massey University, Albany, New Zealand
(Massey University, 2024) Nicholson, Colette
Background: Osteoporosis is the most prevalent metabolic bone disease globally. It is caused by excessive loss of bone mineral density (BMD), with a subsequent increase in fracture risk. The condition is costly in terms of healthcare and older adult quality of life. Older women are most likely to experience the onset of osteoporosis due to the cessation of oestrogen production during menopause. Though prevalence is thought to be underestimated, as much as 35.5% of females over 50 years of age are living with osteoporosis in most western countries. Compelling evidence exists that onset can be arrested among older females through ongoing diet and lifestyle choices to mitigate menopausal related loss of BMD. However, randomised control trials of various interventions designed to support positive bone health behaviours have delivered mixed long-term results. This indicates that engagement in positive bone health behaviours is complex. It is thought that actions may also be influenced by health beliefs rather than knowledge of osteoporosis. Health beliefs are also thought to change according to age, gender, and ethnicity. Previous New Zealand-based studies on osteoporosis bone health behaviours and beliefs have focussed on pre-menopausal women. Subsequently, the associations between osteoporosis knowledge, health beliefs, and bone health behaviours, among the vulnerable population of post-menopausal women are largely unknown. Objectives: To investigate the relationship between the bone health behaviour of calcium intake, osteoporosis knowledge, and health beliefs amongst post-menopausal New Zealand women. Methods: This study is a secondary data analysis of a cohort of 66 post-menopausal females from the “Footprint” study. Surveys completed by the participants included the osteoporosis knowledge test, the osteoporosis health belief survey, demographic questions, and a calcium food frequency questionnaire. Pearson’s and Spearman’s rho correlations were used to determine the relationship between calcium intake and the independent variables. Linear regression is used to identify predictors of calcium intake. Results: A weak negative correlation was found between the perception of severity (rs = -0.301, p = 0.017) and calcium intake, as well as a weak positive correlation with university level of education (rs = 0.355, p = 0.008). Following linear regression analysis, the benefits of exercise (β = 0.430, p = 0.007) was identified as the only health belief construct to predict calcium intake, accounting for 17.2% of the variation. Conclusions: The findings of this study suggest that there may be an association between calcium intake and health beliefs around osteoporosis in older women in New Zealand; however, further research with a larger sample size would be required to support these results.
Item
Exploring the experiences of young Afghan men living in Aotearoa New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University, Aotearoa New Zealand
(Massey University, 2024) Saleh, Abrarullah
People of Afghanistan for many decades travelled to a neighboring country for safety before seeking refuge in other nations with ambitions for a promising future for themselves and their families who have faced famine and tribulations of war. Many have resettled in Aotearoa New Zealand. However, very little is known about young people and their experiences in the Afghan diaspora particularly young men. This research project is an in-depth exploration of the experiences of six young Afghan men living in Aotearoa New Zealand. The narratives and timelines of events shared by these young Afghan men highlight the adversities they experienced alongside their strengths and resilience. The interviews were conducted as research conversations enabling a dialogue between myself and the six participants and this format was driven by the principle of halaqah. The combined theoretical framework for this research was informed by narrative inquiry and Islamic principles of halaqah. I identified several themes related to the experiences of these young Afghan men. Firstly, collective trauma was prominent amongst all participants and had a domino effect on their everyday practice of life. Trauma was also shared by participants and their families, often unconsciously. The various complex negotiations that participants discussed included the parenting and protection they received, issues of masculinity and responsibility, as well as balancing their felt cultural identities as Afghans living in Aotearoa New Zealand. Participants also highlighted experiences of transformation and rites of passage achieved through attending university as it became a platform for development of their independence and reconnection to their faith and culture and finding peace. This research shed light on a rarely discussed phenomenon – the enduring impact of, and the spillover of collective trauma for those living outside of Afghanistan, and how these young people learned to cope with these dynamics.
Item
A longitudinal study on the high involvement work system and its effect on job resources, job demands and outcomes among New Zealand employees : considerate leadership as a moderator : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science (Psychology), Massey University, Albany, New Zealand. EMBARGOED until 18th July 2026
(Massey University, 2024) Raley, Tabitha
Retaining a high-quality workforce is synonymous with organisational excellence. New Zealand (NZ) currently experiences a large fluctuation of its high-quality workforce moving in and out of the country (OECD, 2024). The issue we are faced with is an influx of competition and fewer high-quality employees. New Zealand (NZ) organisations are therefore tasked with producing and maintaining a work system that attracts, develops, and retains high-quality employees. In the study, we turn to employees’ involvement to achieve a high-quality workforce. While several important factors contribute to the quality of a workforce, we must begin by recognising an individual’s quality of life (QoL) as an essential element. The quality of an individual’s life will likely predict the quality of work (QoW) one produces (Bubonya et al., 2017; Lim et al., 2000). Using a sample of 250 New Zealand (NZ) employees, the longitudinal study systematically examined the effect of job resources, namely, opportunities for skill development, and emotional job demands on employees’ quality of work (QoW) and quality of life (QoL), while highlighting mediating effects of these variables on the relationship between employee involvement and employee outcomes. The analysis of our quantitative data indicated the significant positive effect of opportunities for skill development on employees’ quality of work (QoW) and quality of life (QoL). In addition, the high involvement work system (HIWS), conceptualised by the PIRK model’s four dimensions (power, information sharing, rewards and knowledge), had significant and positive effects on opportunities for skill development. Moreover, information sharing produced a significant and negative effect on emotional job demands. Emotional job demands mediated the relationships between the high involvement work system (HIWS) and employees’ quality of work (QoW) and quality of life (QoL). Opportunities for skill development produced a mediating effect on the relationship between the high involvement work system (HIWS) and only employees’ quality of work (QoW). A considerate leadership style produced no moderating effects on the high involvement work system (HIWS) and employee’s quality of work (QoW) and quality of life (QoL) but did directly effect employees’ opportunities for skill development. This study contributes to the limited longitudinal research in New Zealand (NZ) and provides empirical evidence on organisational-level change that supports employee outcomes, thus helping to progress employees’ involvement in New Zealand (NZ) organisations.