Journal Articles

Permanent URI for this collectionhttps://mro.massey.ac.nz/handle/10179/7915

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Author: search.filters.author.Hopner V

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    Security Psychology: New Perspectives From the COVID-19 Pandemic
    (PsychOpen GOLD/ Leibniz Institute for Psychology, 2025-12-19) Hopner V; Carr S; Young M; Nelson N; Hodgetts D; Szabó ZP
    In 1994, the United Nations human security taxonomy signaled a major shift from security as preservation of the nation-state towards a broader and more recent ‘decagonal’ model of human security (entailing everyday needs for personal, health, food, cyber, community, economic, national, environmental, political and, most recently, global security). Building on those foundations, this paper proposes a psychological theory of human security. The latter we propose is a question of ‘systems fit’ between everyday needs and priorities to official responses during crises like the COVID-19 pandemic. During COVID-19 lockdowns in 2021, across Australia and New Zealand, we asked N = 2,162 Australasians whether they had each type of security, how important each type was to them, and what each of the 10 sub-types of security meant to them. On face value, a pandemic is a primary threat to national public health. In everyday life, however, all 10 dimensions of human security remained salient and interconnected.
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    Green Collar Work: Implications for Career Development
    (SAGE Publications on behalf of the Australian Council for Educational Research, 2025-07-03) Hopner V; Carr S; Matuschek I
    Despite widespread evidence that green-collar work is increasingly sought as a career pathway, it remains largely undifferentiated in job descriptions and recruitment sites, leaving environmentally oriented school-to-work, and just transitions, underserved. Digital Recruitment Platforms provide databases for the analysis of green-related knowledge skills, abilities and other characteristics by job seekers and career counselors. A frequency analysis of job needs and opportunities on a New Zealand digital recruitment site was conducted in December 2024. In terms of content, a diverse range of green roles was differentiated in terms of adjacent green collar work (existing and generic skills in sustainability-oriented work contexts) and core green collar work (output or process based green work, that may be direct or indirect).In terms of process a context-sensitive protocol is described, which is potentially transferable to aid just transitions; to help meet CSR obligations for organizations, and to inform workforce planning for governments and multilateral institutions.
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    The Wheel of Work and the Sustainable Livelihoods Index (SL-I)
    (MDPI (Basel, Switzerland), 2025-07-09) Carr S; Hopner V; Meyer I; Di Fabio A; Scott J; Matuschek I; Blake D; Saxena M; Saner R; Saner-Yiu L; Massola G; Atkins SG; Reichman W; Saltzman J; McWha-Hermann I; Tchagneno C; Searle R; Mukerjee J; Blustein D; Bansal S; Covington IK; Godbout J; Haar J; Rosen MA
    The concept of a sustainable livelihood affords protection from crises and protects people, including future generations. Conceptually, this paper serves as a study protocol that extends the premises of decent work to include and integrate criteria that benefit people, planet, and prosperity. Existing measures of sustainability principally serve organisations and governments, not individual workers who are increasingly looking for ‘just transitions’ into sustainable livelihoods. Incorporating extant measurement standards from systems theory, vocational psychology, psychometrics, labour and management studies, we con ceptualise a classification of livelihoods, criteria for their sustainability, forming a study protocol for indexing these livelihoods, a set of theory-based propositions, and a pilot test of this context-sensitive model.
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    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 M
    Today 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.
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    Sustainable Careers within Greening Economies
    (Australian Council for Educational Research for SAGE Publications, 2024-10-08) Hopner V; Carr S; Wloch J
    Sustainable Livelihoods are more adaptable than precarious jobs, for career development through Decent Work. An essential element for Career Sustainability is Climate action, that includes Just Transitions from carbon-intensive to carbon-neutral or regenerative work. This paper analyses a municipal transition from coal-mining to a more carbon-neutral, city economy, which has foregrounded just transition for miners, and improved the wider ecosystem. The Polish city of Katowice in Poland illustrates how work and career structures, in this case municipal, can work for people in everyday life and their future careers. The case may also serve as a lighthouse project for future just transitions, as part of sustainable career development, by greening economies and supporting access to decent work for all.
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    Careering’ – toward radicalism in radical times: Links to human security and sustainable livelihoods
    (SAGE Publications, 2024-08-13) Hopner V; Carr SC
    In 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.
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    From indecent work to sustainable livelihoods in the age of the Anthropocene
    (SAGE Publications, 2023-10-30) Hopner V
    Humanity teeters on a critical precipice for future survival. Human activities especially our proliferating consumption levels are destroying our planet and increasing the misery of precarity, inequality, and exploitation of millions of people worldwide. Forced labour, modern slavery, and human trafficking are at least indecent and at worst obscene work, which takes place in fragile ecosystems facing irreversible devastation. The Sustainable Development Agenda 2030, and its 17 Sustainable Development Goals offer a pathway for human beings to enable decent work harmonious with environmental protections – sustainable livelihoods. Sustainable business models that are embodied in organisational values, codes of conduct, and daily practice are quintessential to ensuring both people, and the planet thrives and prosper. Industrial/organisational psychologists and vocational practitioners are key actors in ensuring sustainable livelihoods as a human right, and the basic norm in the world of work.
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    Muslim and Gay: Seeking identity coherence in New Zealand
    (Taylor & Francis (Routledge), 2016) Tuffin K; Hopner V; Kahu ER
    The process of accepting oneself as gay and of ‘coming out’ to family and friends is well documented. For Muslim men, this is complicated by the tension between their emerging sexual identity and their religious and cultural birth identity, which labels homosexuality as sinful. This paper explores this process in a sample of five gay Muslim men living in New Zealand, a liberal secular society where homosexuality is widely accepted and gay rights are endorsed in legislation. Identity Process Theory drives the analysis, which identifies five themes encapsulating the process of striving for psychological coherence: resistance, acceptance, tension, renegotiation and pretence. Initial phases of denial and anger at their emerging sexuality are strongly linked to the conflict with their religious identity. Later, acceptance of their sexuality as natural and even God-given protects them from blame for their ‘sins’. In contrast to earlier work in the UK, for most men, renegotiation of their Muslim identity is adopted as the key strategy for achieving intrapsychic coherence. However, at an interpersonal level, families remain a source of conflict, temporarily resolved through pretence. Renegotiating religious identity leaves men having to pretend not just to be straight, but also to be strongly religious.