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Author: search.filters.author.Gardner DSubject: search.filters.subject.1701 Psychology

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    Cognitive hardiness in the New Zealand military
    (New Zealand Psychological Society, 2009) Carston M; Gardner D
    The current research investigated appraisal, coping, cognitive hardiness and work related stress in 439 military personnel. Associations were found between challenge appraisals, adaptive coping and positive psychological and physical outcomes. Associations were also found between threat appraisals, maladaptive coping and negative psychological and physical outcomes. Cognitive hardiness was not found to be associated with building adaptive coping strategies and did not mediate the positive pathway to stress. However, cognitive hardiness did mediate the negative pathway suggesting a potential protective element to this construct.
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    Ethnicity, workplace bullying, social support and psychological strain in Aotearoa/New Zealand
    (New Zealand Psychological Society, 2013) Gardner D; Bentley TA; Catley BE; Cooper-Thomas H; O'Driscoll MP; Trenberth L
    This research explored whether respondents who self-identified as New Zealand Europeans experienced less bullying and less severe outcomes than those who self-identified as Māori, Pacific Island or other ethnic groups. Social support was also examined as a potential buffer against the negative effects of bullying. One thousand, seven hundred and thirty-three respondents from four sectors (health, education, hospitality and travel) responded to a selfreport questionnaire. Despite reporting higher levels of bullying than New Zealand Europeans, Pacific Island and Asian/Indian respondents reported lower levels of psychological strain. A possible explanation for this may lie in the somewhat higher levels of supervisor support reported by Pacific Island, Asian/Indian and Māori respondents, compared to those who self-identified as New Zealand European. Respondents with more supportive supervisors and colleagues reported experiencing less bullying and less strain. Bullying was related to negative outcomes for all groups. The implications of these findings for management of workplace bullying are discussed.