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Start date: 2020Subject: search.filters.subject.Communication in organizations

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    Communicating work culture adaptation techniques of Filipino migrants in New Zealand : Kampanteng Kiwinoys : a thesis presented in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Communication and Journalism at Massey University, Wellington, New Zealand
    (Massey University, 2025-08-26) Separa, Lenis Aislinn
    Filipinos are the third-largest Asian ethnic group and the second-fastest-growing population of migrants in New Zealand (Asia New Zealand Foundation, 2020; Statistics New Zealand, 2024a). With the continuous influx of migrant workers from the Philippines for the last 19 years, New Zealand has been home to several migrants working in the health, construction, dairy, and information technology industries. Through the lens of cultural fusion theory, this study provides insights into the cultural adaptation of Kiwinoys in the workplace. Specifically, this study: (1) describes the cultural adaptation experiences of people in New Zealand; (2) identifies to what extent Filipino migrants choose acculturation over cultural maintenance; and (3) determines the extent receptivity and conformity pressure from the dominant culture in New Zealand affect intercultural transformation among Filipino migrants. The first article reveals that the cultural adaptation of immigrants in New Zealand can be traced along the acculturation, cultural adaptation, and cultural fusion of Berry (1970, 2003, 2005, 2006), Aycan and Berry (1996), and Sam and Berry (2010) on acculturation, Kim (2001, 2017) on cross-cultural cultural adaptation, Kraidy (2005) on cultural hybridity, and Croucher and Kramer (2016) on cultural fusion theory. The results of the second article reveal that ecological adaptability, language use, media language, and community engagement positively relate to acculturation. The results of the third article suggest that both host receptivity and host conformity pressure are positively related to intercultural transformation. The results of this study enrich existing theories on cultural adaptation and intercultural communication and provide deeper and wider perspectives on how Filipinos thrive as an ethnocultural group in New Zealand.
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    Members’ perceptions of cultural inclusivity in organisational communication : a thesis presented in fulfilment of the requirements for the degree of Doctor of Philosophy in Communication at Te Kunenga ki Pūrehuroa: Massey University
    (Massey University, 2023) Green, Malcolm
    This study examines cultural inclusivity as a phenomenon in organisational communication. Its significant, original contribution to knowledge is identifying a construct of cultural inclusivity distinct from diversity, inclusiveness, and inclusion. Theories of organisational assimilation and member identity/identification are used to interpret the stories of organisational members from majority/dominant and minority/nondominant culture groups. The connection between ethnic/racial/national culture and the focal theories is explored. Clarification of the construct of cultural inclusivity and its relationship to cultural diversity, inclusiveness, and inclusion are developed. This enhances awareness of the core construct of cultural inclusivity in the stories of organisational members. Data gathered through loosely structured interviews produced stories from culturally diverse members’ experiences of similar communication from their organisations in Aotearoa/New Zealand about changes in working conditions under Covid-19 restrictions. Thematic analysis was used to explore participants’ perceptions of cultural inclusivity in organisational communication. Possibilities are presented for future research of this construct and its application in organisational communication.
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    Exploring organisational dissent in the online setting : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Organizational Communication at Massey University, Wellington, New Zealand
    (Massey University, 2022) Chen, Hui
    Online organisational dissent is an emerging phenomenon in our digital world. It occurs when employees express disagreement or contradictory opinions about organisational practices, policies, and operations via the internet. Organisational dissent research has investigated face-to-face dissent, but online employee dissent is at an early stage. However, online organisational dissent can improve effective digital and cross-cultural communication. Miss Chen explored the digital communication issue and built the scholarship of conceptualizing online dissent. The main findings and implications include: a) illustrated face is an explanatory mechanism for organisational dissent; b) organisational assimilation serves as a conflict-ridden process for dissent c) virtual organisational dissent relates more confidence in technology than fear of approaching communication; d) employees used the online platform to negotiate face in organisational dissent. This project contributes to our understanding of how online dissent is influenced by different psychological and cultural factors such as face concerns and anxiety in computer-mediated communication.