Journal Articles

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

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    Reduced anthelmintic use on 13 New Zealand sheep farms: farmer motivations and practical implementation
    (Taylor and Francis Group on behalf of the New Zealand Veterinary Association, 2024-09-19) Ridler AL; Hytten K; Gray DI; Reid JI
    AIMS: To describe the personal drivers, sources of information and gastro-intestinal parasite control methods used by a group of New Zealand sheep farmers identified as low users of anthelmintic (AHC), and their perception of the efficacy and impacts of this approach. METHODS: A convenience sample of 13 sheep farmers farming with a policy of reduced AHC use (no pre-determined routine treatments of ewes >19 months old and/or lambs not routinely treated at pre-determined intervals from weaning through to late autumn) were identified. Semi-structured interviews were conducted regarding their farming philosophy, motivations for reducing AHC use, perceptions of the impacts of farming with reduced AHC use, and parasite control practices. Semi-quantitative data were analysed using descriptive statistics for demographic data and categorising participants' use of AHC and non-chemical control methods. Qualitative data regarding participants' motivations, approaches and rationale were analysed by systematic analysis of the transcripts and distillation of key concepts. RESULTS: Participants had been operating with reduced AHC use for 3 to  ≥20 years. Key motivators for reducing AHC use were a diagnosis of anthelmintic resistance (AR) or concerns about AR developing. Parasite management information came from a wide range of sources. All respondents expressed overall positive views regarding the impacts of reduced AHC use but detailed information was not available.All identified that regular monitoring, based primarily on subjective animal and non-animal factors was important for their parasite control strategy. Most used faecal egg counts (FEC), often in an ad hoc manner. Five never treated adult ewes, two routinely treated ewes prior to lambing with short-acting AHC and the remainder occasionally treated a small number in low body condition. Four routinely treated some or all lambs at 28-30-day intervals from weaning to late autumn while the remainder based their treatment decisions for lambs on monitored information. All placed heavy emphasis on feeding sheep well, ensuring high post-grazing residuals, and cross-grazing. CONCLUSIONS: AR was a key motivator for participants to reduce AHC use, and a range of information sources and decision-making processes were used. Key parasite management practices were monitoring, primarily using subjective assessments, emphasis on feeding stock well and cross-grazing. CLINICAL RELEVANCE: The rising prevalence of AR will likely result in increasing the motivation for sheep farmers to reduce their AHC use. Veterinarians will play a key role in providing advice and assistance to facilitate changes in parasite management.
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    Exploring motivations in Chinese corporate expatriation through the lens of Confucianism
    (1/07/2016) Yao C; Arrowsmith J; Thorn K
    There is increasing interest in the human resource management strategies and practices of Chinese multinationals, including the important area of overseas assignments. This article focuses on the neglected area of employee perspectives, in particular workers’ motivations for accepting an international assignment (IA). It is based on qualitative interviews with 31 individuals recruited through a snowball technique. In contrast to the established (western) literature which understands IA motives from an individual rational-instrumental perspective, this study stresses the importance of Confucian values on motivations and in particular how these relate to perceived collective obligations to the family, the organisation and society. It is argued that the results add a different perspective for the academic study of IAs and have implications for the successful management of IAs more generally.
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    New constructs for the prediction of self-initiated international mobility: An exploratory study
    (Cambridge University Press, 2013) Thorn K; Inkson K; Carr S
    This study aims to explore relationships between the motives for international mobility and observed mobility patterns. The key motives of 2,608 skilled expatriate New Zealanders were identified as cultural and travel opportunities, career, economics, affiliations, political environment, and quality-of-life. Mobility patterns, described here as the frequency, duration and cessation of mobility and the nature of the destination in terms of development level and cultural distance, were investigated. Desire for cultural and travel opportunities was the dominant motive, and the best predictor of cessation of mobility and development level of the destination. Career motives predicted duration of mobility and cultural difference of the destination. Linking motivation and actual mobility is a novel contribution to the theorisation of self-initiated mobility. Countries and organisations that understand this linkage may ultimately gain competitive advantage.
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    Who Wants to Be an Intrapreneur? Relations between Employees' Entrepreneurial, Professional, and Leadership Career Motivations and Intrapreneurial Motivation in Organizations.
    (2017) Chan K-Y; Ho M-HR; Kennedy JC; Uy MA; Kang BNY; Chernyshenko OS; Yu KYT
    This paper reports an empirical study conducted to examine the relationship between employees' Entrepreneurial, Professional, and Leadership (EPL) career motivations and their intrapreneurial motivation. Using data collected from 425 working adults in the research/innovation and healthcare settings, we develop a self-report measure of employee intrapreneurial motivation. We also adapt an existing self-report measure of E, P, and L career motivations (previously developed and used with university students) for use with working adult organizational employees. Confirmatory factor analysis indicate that E, P, and L motivations and intrapreneurial motivation can be measured independently and reliably, while regression analyses show that the employees' E, P, and L motivations all contribute to explaining variance in their intrapreneurial motivation. Individuals with high E, P, and L motivational profiles are also found to have the highest intrapreneurial motivation scores, while those low on E, P, and L motivations have the least intrapreneurial motivation. Our findings suggest that the potential for intrapreneurship is not unique to only entrepreneurial employees. Instead, one can find intrapreneurs among employees with strong leadership and professional motivations as well. We discuss the findings in the context of generating more research to address the challenges of talent management in the 21st century knowledge economies where there is greater career mobility and boundarylessness in the workforce.