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    Farmer-extensionist relationships and knowledge co-construction : ethnographic case studies of public rural extension in central Chile : a thesis presented in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Agriculture and Environment, Massey University, Palmerston North, New Zealand
    (Massey University, 2025-10-15) campos, samuel
    This study explores how the relationship between small farmers and extensionists in central Chile shapes knowledge co-construction. While agricultural extension researchers increasingly recognize the importance of social-interpersonal relationships, there is little empirical and contextualized research exploring how this unfolds into practice. Through ethnographic methods, this research shows stories and descriptions from fieldwork, highlighting how farmers and extensionists organize their relationships and co-construct knowledge. While at an upper level, relationships are organized by structures and formal expectations drawn by policy and extension institutions, these constraints are navigated through interpersonal relationships. Findings reveal that farmers and extensionists build their relationships on trust and respect, usually leading to deeper layers like duty of care, commitment, and affection. This study maintains that relationships work as a mechanism that fosters social responsiveness and flexibility. Communication, as the ability to listen, enables a safe space to talk, providing better opportunities for the development of relationships and learning. In this research, knowledge is shown as a dialogic and negotiated, dynamic, subject to validity and contestation, and shaped by how actors perceive mutual trustworthiness. This study contributes to adding empirical evidence and insight that supports agricultural extension as a social phenomenon, where human relationships are core to understanding how extension programs happen at the level of implementation and knowledge co-constructed.
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    Sense making to craft normalcy : the key to communication and psychological resilience, organisational culture and identity : a finding from a New Zealand General Practitioner Nurses cohort post-COVID-19 : a thesis presented in partial fulfilment of the requirements for the degree of Doctorate of Philosophy in Communication Studies at Massey University, Manawatū, Aotearoa New Zealand
    (Massey University, 2025) Singh, Ranjeeta
    The COVID-19 pandemic and the subsequent recovery period created a rich landscape for novel research opportunity. One such area offering an as-yet, undiscovered opportunity of novel research was the recovery period post-COVID-19 and the enactment of the communication resilience process during this time. As all behaviour is a product of the preceding psychological states that they are enacted from, enacted communication resilience is likely a product of the preceding psychological state and the available resources to construct it. The relationship between the process of enacted communication resilience and the precursor psychological resources, that then contribute towards psychological resilience, has yet not been studied. To date little empirical research, if any, has been done on either of these facets or on bridging these two resilience dimensions to explore predictability of psychological facets on the resulting enactment behaviour. One heavily impacted industry, and its front-line workers, during and after the pandemic, on a global front, was healthcare. Primary care front-line workers in general are relatively under studied compared to their hospital-based counterparts. GP practice doctors and nurses alike deal with high workloads, rapidly changing conditions and increasingly strained staffing needs. These ongoing stressors place these front-line workers at increased risk of burnout, anxiety, PTSD, mental injury and at risk of leaving the profession amongst growing shortages. Culminating in significant harm to the individual, patient care and the profession. To counter these detrimental outcome potentials, resilience in healthcare workers has gained increasing recognition as a desirable means and resource to build better capacity to withstand increasing crises and disease outbreaks, such as COVID-19. The relationship between the two fields of psychology and communication has not yet been explored to establish how and what impact the former has on the latter towards resilience formation. This broader understanding of resilience could effectively allow better development of effective interventions and strategies to enhance a more holistic approach to building and supporting resilience within individuals to withstand inevitable crises and adversity in this industry, and with future studies more generally across industries and geographies. As individuals narrate their lives’ stories, they also narrate their identity and work as a member of their organisational membership. In this way building identity also enhances and supports developing organisational wide culture and cohesion, which together feedback towards further enhancing an individual’s resilience when values align for congruence. Examining how communication, and communication resilience in particular, plays a part towards organisational identity formation may offer additional insight towards interventions and enhancements towards identity maintenance and formation to maintain organisational cohesion and individual resilience during times of crises, like COVID-19. During these times of mass disruption, organisational culture can disintegrate through disrupting and fragmenting organisational identity and so potentially eroding an individual’s resilience in turn. To date, there has been little empirical research integrating the theory of Communication and Organisational Culture. By analysing how communication resilience plays a part in influencing organisational culture, we may be better able to develop strategies and interventions to enhance and support cultural cohesion and success during times of adversity and challenge through enhancing organisational identity and resilience. The latter can be better supported in turn by gaining a broader more holistic understanding of the psychological resources required to construct psychological resilience and the resulting enacted communication resilience. The aim of this study was to explore three key relationships i) To what extent does psychological resilience predict communication resilience? ii) To what extent are communication resilience processes associated with organisational identity? and iii) To what extent are communication resilience processes associated with organisational culture? The findings of the research were informed by surveys for quantitative analysis using correlation and regression confirmatory factor analysis to offer empirical insight of the relevant construct relationships and impacts and associations for significance. Quantitative data and findings offer empirical validation, reproducibility and generalisation across groups. The findings revealed a common key pathway of sense making towards establishing normalcy for all constructs; psychological resilience, communication resilience, organisational identity and organisational culture. In addition the relationship and proposed theoretical pathway towards utilising psychological resilience resources to establish enacted communication resilience was also highlighted. In combination, this study reveals several novel findings and a salient and common point of intervention to maximise effectiveness from a common resilience, identity and culture precursor to reinforce and build both psychological and communication resilience whilst also strengthening organisational identity and culture.
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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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    Professional identity positioning of internationally qualified nurses during workplace interactions with colleagues in New Zealand healthcare settings : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Applied Linguistics at Massey University, Manawatū, New Zealand
    (Massey University, 2024) Taylor, Dana
    The global nursing shortage has been a catalyst for the international migration of nurses. Internationally qualified nurses (IQNs) are valued in New Zealand as capable and competent healthcare professionals. As limited research exists into the professional identity of IQNs in New Zealand, my aim for this study was to explore IQNs’ discursive identity positioning. Research determining ways to support IQNs’ career sustainability was missing in the extant literature, which this study sought to address. Taking a social constructionist perspective, I employed narrative inquiry to empower eight IQN participants to tell stories of challenging and positive workplace interactions with their colleagues. The participants had English as their first or additional language and had been nursing in New Zealand for at least three years. Narrative data from participants were collected during COVID-19 pandemic restrictions in New Zealand by means of semi-structured interviews (‘Story-Led Conversations’) and peer-facilitated conversations via Zoom (‘Zoom Pair Shares’). Participants’ storied experiences were analysed to reveal aspects of IQNs’ discursive positioning. This allowed me to identify: how IQNs positioned themselves and others as they told stories of participating in workplace interactions with colleagues in New Zealand healthcare settings; how they used discursive positioning in their stories to jointly construct aspects of their professional identity; and the implications of understanding, and responding to, participants’ stories for the IQNs themselves and the wider nursing community. I used thematic analysis to construct six themes related to IQNs’ workplace interactions. I also developed an analytical framework based on positioning theory—the multimodal positioning analysis (MPA) model—to analyse participants’ discursive positioning of self and others when telling their stories of workplace interactions. Research findings indicated that IQN participants’ workplace interactions with colleagues impacted upon their professional identity positioning. The nature of this impact included IQNs’ sense of professional self, agency, collegiality, and wellbeing, which are critical for IQNs’ feelings of belonging and career sustainability. Findings from this study may lead to greater understanding and support of IQNs as they build a successful long-term nursing career in New Zealand.
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    Applying an Asiacentric communication model to explore the experiences of Indian skilled migrants in New Zealand workplaces : a thesis submitted to Massey University in partial fulfilment of the requirements for the degree of Master of Business
    (Massey University, 2023) Selvaraj, Grace
    Globalisation is the norm in the 21st century with global citizens moving around the world for a range of reasons such as work, education, and better opportunities. A significant change in demographics has meant that intercultural communication is no longer an option but has become a crucial component of interactions between people from different cultures. This change is not reflected in the communication frameworks that inform education, workplaces and policymakers which are predominantly US/Eurocentric frameworks. While this has been mentioned and acknowledged, real efforts to build alternate communication frameworks have been limited. In recent years Asiacentric communication research has developed due to the works for scholars such as Chen and Starosta 2003; Chen and Miike 2003; Chen 2006; Gunaratne 2008, Miike 2002, 2006, 2007, 2016, 2017, 2019; Miike & Yin 2022. This study aims to add to Asiacentric communication research by researching the experiences of Indian skilled migrants in New Zealand workplaces through the lens of an Asiacentric communication model, Sadharanikaran, an Indian model of communication. Semi-structured interviews were used to collect detailed accounts of participant experiences. Reflective Thematic Analysis was used along with the Sadharanikaran communication model for analysis of data. Themes regarding the barriers faced by Indian skilled migrants in New Zealand workplaces were identified from the data. The themes are maintaining harmony, indirect Indian ‘can’t say no’ and Indirect New Zealander ‘too polite’, quiet at first – voice, management intercultural communication competence, and racism. Analysis of skilled migrant experiences using the Sadharanikaran communication model allowed for the Asian communicator and Asian practices to be at the centre of inquiry. The findings aligned with the Asiacentric communication model, this shows that all the communication behaviours found although very different from US/Eurocentric communication was well within the scope of competent Asiacentric communication.
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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.
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    Organisational learning and food safety crises : a critical case study of the Sanlu and Fonterra crises : a thesis presented in fulfilment of the requirements for the degree of Doctor of Philosophy, Massey University, New Zealand
    (Massey University, 2022) Ding, Guoyu
    This study explores crisis-induced organisational learning in the Chinese and the New Zealand food safety authorities, or CFSA and NZFSA. While many crisis management scholars have sought to examine food safety crises, including the 2008 Sanlu melamine infant formula scandal and the 2013 Fonterra botulism scare, from the perspective of business organisations, food safety government agencies’ role in handling such crises, especially crisis-induced learning in the food safety authorities to prevent or better prepare for future crises, has been neglected. This thesis seeks to address this research gap by examining the two food safety crises under the lens of crisis-induced organisational learning to investigate changes in CFSA and NZFSA triggered by the biggest-ever food safety crises happened in China and New Zealand. Qualitative content analysis approach is employed to analyse the data corpus consisting of news articles and government documents recording the dairy food safety incidents and their socio-economic and political contexts and ensuing policy changes. A comparison between the two cases offers a deep understanding of the dairy food safety landscapes in the two countries and approaches employed by the government agencies in handling the dairy food safety crises. It also provides insights into dynamics of internal and external factors facilitating or inhibiting crisis-induced organisational learning in the two dairy food safety authorities. Though the two crises in this research have different socio-economic and political roots, they both caused unprecedented reputational damage not only to the dairy industries but to the whole food sectors in China and New Zealand. This research identifies multiple loopholes and underlying problems in the two dairy food safety regulatory systems leading to the incidents in question. It also finds systemic changes in the food safety authorities and the dairy food safety regulatory systems to address the loopholes. Political pressure and social emotion provoked by the dairy product crises are found to be the main factors facilitating learning in the public organisations. Conflict of interest incorporated into the dairy food safety system is seen as a key factor inhibiting deep learning in the two food safety authorities. This study therefore argues double-loop learning needs to happen in CFSA and NZFSA to uproot the underlying problem that led to lax regulation and other dairy food safety regulatory problems.
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    Exploring the communicative ecology of migrant workers in Hawkes Bay : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Communication at Massey University, Palmerston North, New Zealand
    (Massey University, 2020) Wakeman, Sharni
    Migrant workers are an important aspect of New Zealand life – whether working in horticulture or business, they bring in new knowledge and skills that help to our country to grow – therefore, we should be assisting in their growth in return. Numerous studies and news articles reflect the negative experiences of migrant workers, often referring to communication barriers. This study answers the research question of how workplace communication ecology influences migrant workers in Hawkes Bay through narrative qualitative research. From an organisational and intercultural lens, the researcher is able to map the communication processes and tasks facing migrant workers through discourse, technological, and social areas. Once identified, the participants gave deep insights into how the processes throughout these aspects effect their workplace satisfaction through a Likert-style questionnaire. Workplace communicative ecology appears to effect migrant workers on numerous levels. Themes uncovered in discourse related to employment processes, contracts and policy documents, and the language used within these. Additionally, narratives uncovered specific issues regarding paralinguistics and unique language features, indicating New Zealand employers of migrant workers should be trained on how to adjust these to create better understanding for migrant workers. In the social ecology, migrant workers expressed the importance of connecting in and out of work through activities that enable them to better understand one another. Additionally, migrant worker employers were able to give their insights into the importance of knowing their workers on a social level, understanding their situations and motivation to migrate, so they can better apply resources to increase the satisfaction of these workers. In the technological aspect, it was uncovered that a lack or abundance of technology heavily impacts migrant workers, so finding the right balance for each worker and workplace context is important.