Journal Articles
Permanent URI for this collectionhttps://mro.massey.ac.nz/handle/10179/7915
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Item Work education and educational developments around sustainable livelihoods for sustainable career development and well-being(SAGE Publications for the Australian Council for Educational Research, 2024-10-08) Caringal-Go JF; Carr SC; Hodgetts DJ; Intraprasert DY; Maleka M; McWha-Hermann I; Meyer I; Mohan KP; Nguyen MH; Noklang S; Pham VT; Prakongpan P; Poonpol P; Potgieter J; Searle R; Teng-Calleja MCovid-19, Artificial Intelligence (AI), and Climate Change, have disrupted work education, rendering sustainability of careers and livelihoods a concern. This paper outlines a collaborative response to that challenge, offering opportunities for sustainable livelihoods in a work education cloud collaboration, Project SLiC (Sustainable Livelihoods Collaboration). We have joined forces across nation states in the Global South/North to share cloud resources, focused on teaching a postgraduate course, Sustainable Livelihoods. Online modules are stored in a secure cloud site, from which local courses draw-down, autochthonously, whichever resources fit workforce development in context. We outline modules, and an evaluative process, in a proof-of-concept trial. Finally, we envisage how this initial collaboration may morph into a whole degree, including research supervision. We close with a call to career development professionals to share their unique expertise and experiences at the work education frontline, on how to develop this sustainable careers project, for the greater good.Item Mind the gap: How much pay is too much in your organization, and what to do about it?(Elsevier B.V., 2024-11-05) Carr SC; Hopner V; Iverson N; MacLachlan MToday a majority of the global workforce is struggling to make ends meet, battling a cost-of-living crisis and inadequate wages. Meanwhile a minority of higher level executives have reportedly never had it so good. Understandably, remuneration at both ends of the wage spectrum has become a polarizing issue, not only for society but also for workplace relations and organizational performance. We all probably need some form of guidance to better be able to design fair, sustainable and effective wage systems. Gauging where your gap is at, and if it is too much doing something to fix it, is the overall purpose in this article. Finding the ‘right’ gap, from your organization’s own wage ceiling to its floor and in-between, is a question for organizational dynamics and performance. Minding that gap entails finding ‘what works here,’ in your own wage context, including for all staff and organization alike. Societal debates on inequality often overlook this organizational and dynamic, performance-based perspective, even though research warns us not to. Between countries, inequality is rising, driven in part by unequal wages. It is also rising within countries, often occurring between - and more importantly for us - within organizations. Managing that gap is the ultimate aim and objective in this article.Item A cross-cultural test of competing hypotheses about system justification using data from 42 nations(Wiley Periodicals LLC on behalf of International Society of Political Psychology., 2024-09-25) Valdes EA; Liu JH; Williams M; Carr SCSystem justification theory (SJT) is a thriving field of research, wherein the primary questions revolve around why individuals and groups are motivated to see the systems they depend on as just, fair, and legitimate. This article seeks to answer how accurate the postulates of SJT are when compared to competing self-interest claims of social identity and social dominance theory. We addressed the ongoing debates among proponents of each theory by identifying who, when, and why individuals decide to system-justify. We used data comprised of 24,009 participants nested within 42 countries. Multilevel models largely supported the competing claims of social dominance and social identity theories over SJT. The most robust findings were: (1) greater objective socioeconomic status (SES) was associated with greater system justification; (2) the consistent positive relationship between subjective SES and system justification was partially mediated by life satisfaction; and (3) both ends of the political spectrum were willing to system-justify more when the political party they favored was in power. The results presented are used to discuss both the current state and the future directions for system justification research.Item Careering’ – toward radicalism in radical times: Links to human security and sustainable livelihoods(SAGE Publications, 2024-08-13) Hopner V; Carr SCIn this Age of the Anthropocene, the world of work is being radically disrupted by mass precarity, rising wage and income inequality, habitat destruction, and the rise of artificial intelligence. Facing such insecurity, people, we show, are careering toward radical ways of making a living. They range from radical professionals to social media influencing and environmental activism. Human security is fundamentally enhanced by sustainable livelihoods, and we explore ways not only to de-radicalise, but also to accept and embrace radical careering, if and whenever it serves the purpose of making people's livelihoods more sustainable for society, economies, and ecosystems. The article concludes by introducing an Index of Sustainable Livelihoods (SL-I). Success to the successful. The Sustainable Livelihoods Index (SL-I) is designed to be a ‘visible hand’ for end-users, including career counsellors, students, and workers undergoing career transitions, by Corporate Responsibility Officers, and by government ministries supporting just workforce transitions into sustainable livelihoods.Item Organizational citizenship behavior in civil society workplaces(John Wiley and Sons Inc., 2024-02-01) Langdon S; Fletcher RB; Carr SCOrganizational citizenship behavior is argued to be particularly important to civil society organizations (Akhtar, Hakeem, & Naeem, 2017). However, organizational citizenship behavior needs further theoretically driven research in the civil society sector, which is the overarching aim of this study which compared two competing models of organizational citizenship behavior within the New Zealand's civil society sector: Organ (1988) and Williams and Anderson (1991) models. Participants were N = 442 employees from 217 civil society organizations in New Zealand. Confirmatory factor analysis tested these two competing measurement models of organizational citizenship behavior. Results suggested employees of civil society organizations tended to perform citizenship behavior in accordance with Organ (1988) structured five-factor model, independent of their organization. Results are discussed, with a focus on why employees working in New Zealand's civil society sector seem to be more likely to perform Organ (1988) model of organizational citizenship behavior, and practical implications presented.Item Transformational leadership and organizational citizenship behavior: new mediating roles for trustworthiness and trust in team leaders(Springer Nature, 2024-08-19) Lee MCC; Lin M-H; Srinivasan PM; Carr SCThis study investigates the pivotal role of trust in bridging the effects of transformational leadership on organizational citizenship behavior (OCB). The study was conducted using a multilevel longitudinal approach with 276 employees in 71 teams from private medium-sized organizations in Kuala Lumpur, Malaysia. Transformational leadership was found to be positively related to: (1) three facets of trustworthiness (ability, benevolence, and integrity); (2) trust in the leader; and (3) OCB. All three facets of trustworthiness mediated the relationship between transformational leadership and trust in leaders. In addition, trust in the leader mediated only the relationship between the benevolence facet of trustworthiness and OCB. As OCB is inherently benevolent, these findings not only are consistent with the principle of compatibility, but they also contribute to theorizing about ‘how’ trust plays an important role in the influence of transformational leadership on employees.Item Worlds Apart? – The Challenges of Aligning Brand Value for NGO’s(Springer Nature, 2022-09-01) Hand K; Murphy R; MacLachlan M; Carr SCBrands are increasingly part of how international aid and development Non-Government Organisations (NGOs) operate, but there are challenges in aligning NGO brand value across diverse stakeholders. This research explores how key decision makers within one major NGO – Oxfam—construct the challenges of brand value alignment, using an Interpretative Phenomenological Analysis methodology. Three master-themes emerge demonstrating key tensions around aligning NGOs brand value: the difficulty of balancing competing stakeholder needs, the internal cultural conflict around branding, and the existential dilemma underlying the societal effectiveness of NGOs. This paper proposes that NGOs can better navigate these intra—brand tensions using Brand-as-Purpose as an organizing principle; framing shared identity, creating a dynamic container for stakeholder interests and cultivating Moral Capital strongly anchored in increasing recipient wellbeing. This paper is one of the first pieces of research which explores how NGOs make sense of aligning brand value in the context of complex stakeholder cultures and recipient sovereignty. Brand-as Purpose is put forward as an organizing principle to help balance three key tensions around brand value alignment. This paper proposes that Moral Capital anchored in recipient wellbeing underpins NGO brand value and societal legitimacy and needs to be paramount in how NGO’s establish and legitimize their brands.Item Fitting social enterprise for sustainable development in Vietnam(MDPI (Basel, Switzerland), 2021-10-01) Nguyen MHT; Hodgetts DJ; Carr SCDrawing on aspects of both commercial and not-for-profit organisational structures, social enterprises strive to become financially sustainable in order to support efforts to address various societal problems, including poverty and socio-economic exclusions. This study documents the experiences of 20 social entrepreneurs regarding the fit between their leadership practices, social enterprises and the Vietnamese societal ecosystem. Results from semi-structured go-along interviews foreground the importance of fit between the societal eco-system, key cultural values and relational practices, entrepreneur leadership and the structure and functioning of social enterprises in achieving their pro-social missions. This article contributes to emerging literature on the sustainability of social enterprises in emerging economies and is currently being drawn upon in the development of policy responses in Vietnam.Item An Employee’s Living Wage and Their Quality of Work Life: How Important Are Household Size and Household Income?(Hapres Co Ltd, 2019-07-01) Carr SC; Haar J; Hodgetts D; Arrowsmith J; Parker J; Young-Hauser A; Alefaio-Tuglia S; Jones HLiving Wage (LW) campaigns normally assume a prototype household configuration in setting their LW rate, comprised of number of dependent householders and the number of incomes. This information is used to calculate the hourly pay rate required to sustain their quality of life and work life. Real households are nonetheless diverse in terms of number of householders and incomes, rendering the living wage conceptually more of a continuous variable than a single constant, across a wage spectrum. We explored this spectrum and its links to job attitudes with a nationally representative sample of N = 1011 low-waged New Zealanders. We measured each participant’s: hourly pay rate, number of household dependents and total household income, alongside individual job attitudes indicative of quality of work life (job satisfaction, work engagement, career satisfaction, meaningful empowerment, affective commitment, organizational citizenship behaviours and work-life balance). As a set, job attitudes consistently pivoted upwards into positive values approximating the campaign LW rate in New Zealand, regardless of either number of household dependents or household income (net of personal wage). However household income net of personal wage (unlike number of household dependents) buffered the gradient of the pivot upwards. The gradient was steeper (more clearly transformational and binary) among lowest-waged workers, in single-income households. To the extent that job attitudes as a set are already widely linked to individual and unit-level productivity, paying at or above the living wage threshold may bring productivity gains and thereby contribute toward decent work and economic development combined.Item Striving for more: Work and Organizational Psychology (WOP) and living wages(Taylor and Francis Group, 2021-01-01) McWha-Hermann I; Searle RH; Carr SCResearch focusing on the lower end of the wage spectrum has typically centred on the economic business case for, and against, a living wage. But as work and organizational psychologists (WOPs) know, there are important psychological consequences of low wages too. Wages have far-reaching consequences for work motivation, employee performance, and job losses or gains, as well as for broader questions of wellbeing and quality of life. It is surprising, therefore, given the depth of existing WOP knowledge about wages, that psychological research on living wages has only emerged relatively recently (e.g., Smith, Citation2015). Over the past five years or so, there has been notable growth in the psychological study of living wages (see Searle & McWha-Hermann, Citationthis issue, for a review). Our goal in instigating this special issue was to gather together this interesting current work, stimulate further psychological research on living wages, and facilitate further theoretical development which incorporates psychological perspectives on this topic. In this editorial, we first introduce the topic of living wages to provide context to the five papers that comprise this special issue, before summarizing the contribution of each paper. Building a synthesis of these papers, we then identify some important avenues for future research. In doing so, we highlight how research on the living wage is an integral part of a broader agenda within work psychology to enhance social impact (Arnold et al., Citation2021; www.eawopimpact.org), further extend the value of our discipline (Lefkowitz, Citation2008, Citation2017), and consider how WOP science can contribute to creating decent work for all workers (Bal et al., Citation2019; Grote & Guest, Citation2017; Parker & Jorritsma, Citation2020).