Journal Articles
Permanent URI for this collectionhttps://mro.massey.ac.nz/handle/10179/7915
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Item The southern initiative: How indigenous values inspire social innovation and impact(Cambridge University Press in association with Australian and New Zealand Academy of Management, 2025-09-08) Niu X; Mika J; Spiller C; Haar J; Rout M; Reid J; Karamaina TIndigenous values are increasingly recognised in helping organisations contribute to wellbeing within and beyond the workplace. Adopting the theoretical lens of Māori economies of wellbeing, this case study examines how The Southern Initiative (TSI), a unit within Auckland Council, incorporates Māori values to co-create place-based solutions and foster whānau (family) wellbeing. Through kōrero (conversations) with three people, a wānanga (collaborative discussion) with TSI members, and analysis of organisational literature, we identified how TSI's organising approach synthesises social innovation and bureaucracy. We found that indigeneity-embedded intrapreneurship, distributed leadership, and whānau-centred design support TSI's innovations. Mana (prestige) emerged as a primary organising principle, sustaining TSI's approach to achieving systemic change. By bridging Indigenous paradigms and conventional managerial practice, this case study demonstrates how Māori values can transform public sector management, elevate social justice, and encourage community resilience. These findings highlight culturally grounded frameworks for delivering social impact and shaping equitable outcomes.Item Does supporting cultural diversity benefit only Māori? A study of Māori and Pākehā employees(Taylor and Francis Group on behalf of the Royal Society of New Zealand, 2024-02-05) Haar J; Spiller C; Mika J; Rout M; Reid JMāori are the Indigenous people of Aotearoa but experience workplace disadvantages including high discrimination, lower pay, and greater unemployment. This study uses psychological contracts theory to explore employee perceptions of a set of mutual obligations and implicit promises from their employer around supporting Māori employees. Cultural diversity promise fulfilment (CDPF) focuses on the way firms provide Māori cultural representation, seeks broad inputs from Māori, and work to eliminate bias against Māori. We empirically test CDPF on 165 Māori and 729 Pākehā. We include Pākehā because theoretically, under social exchange theory, all employees might react positively to employer support for a disadvantaged group. We test a moderated mediation model and find support with CDPF being significantly related to job satisfaction, cultural wellbeing, and turnover intentions, with the former mediating CDPF effects to turnover. Next, moderation effects are found (Māori versus Pākehā) but with mixed support. However, moderated mediation effects are supported with Māori employees reporting a stronger indirect effect from CDPF than Pākehā, through both mediators (job satisfaction and cultural wellbeing). The paper establishes the importance of CDPF and helps build the arguments for diversity support.Item Te Awa Tupua: Peace, justice and sustainability through Indigenous tourism(Taylor and Francis Group, 2021-04-16) Mika J; Scheyvens RTe Awa Tupua is an ancestor of the Māori people of Whanganui, and is also the Whanganui River, who in 2017 was formally recognised as a person. While legally conferring personhood upon an element of nature is relatively novel, it recognises a fundamental principle of indigeneity, that all things—human and nonhuman—are related. We explore intersections of peace, justice, and sustainability through Indigenous tourism in case studies of three Māori tourism enterprises on Te Awa Tupua (the Whanganui River). Our paper spotlights three findings. First, that treaty settlements elevate the status of Māori knowledge and contain elements of peace-making and economy-making as decolonising projects of self-determined development. Second, while indigeneity is foundational, we found that syncretism is evident in the sustainability of Māori tourism enterprises. Third, we uncovered a socioecological dissonance in attitudes towards commercial growth, with Māori tourism enterprises opting for slower and lower growth in favour of environmental and community wellbeing. We propose a model of Indigenous tourism called kaupapa tāpoi. We conclude by suggesting that reconciling differences in viewpoints on sustainability and growth between Māori and non-Māori tourism enterprises will require involvement of several institutional actors, starting with Te Awa Tupua.Item Cultural efficacy predicts body satisfaction for Māori.(2021) Houkamau C; Stronge S; Warbrick I; Dell K; Mika J; Newth J; Sibley C; Kha KLThis paper examines the relationship between body mass index (BMI), self-esteem and self-reported confidence and capability in expressing oneself culturally as Māori (cultural efficacy) for 5,470 Māori who participated in Te Rangahau o Te Tuakiri Māori me Ngā Waiaro ā-Pūtea | The Māori Identity and Financial Attitudes Study (MIFAS) in 2017. Adjusting for demographics, self-reported health, education and socio-economic status, we found that a higher BMI was associated with lower body satisfaction and self-esteem. However, higher scores on cultural efficacy were associated with higher levels of body satisfaction and self-esteem for respondents. Furthermore, the negative association between BMI and both body satisfaction and self-esteem was weaker for those with higher cultural efficacy. This held for BMI scores of 25, 30, and 35+. While our data suggest higher cultural efficacy may directly or interactively shield Māori from developing lowered self-esteem typically associated with higher BMI in Western populations, further research, using more comprehensive measures of body satisfaction should explore the extent to which Māori may find the Western "thin ideal" personally desirable for their own bodies.