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    Understanding the linkages between precarious working conditions, financial security and financial wellbeing : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University, Albany, New Zealand
    (Massey University, 2025) Welch, Sacha Louisa
    Precarious Working Conditions, characterised by their insecure and unstable nature, have consistently been found to negatively impact one’s Wellbeing. However, their relationship to Financial Wellbeing remains unexplored. This study developed a model which explored the links between Objective and Subjective Working Conditions, Financial Security and Financial Wellbeing within an Aotearoa New Zealand context. Participants (N = 90) completed an online questionnaire assessing each construct. Based on the emerging nature of Financial Wellbeing research, an Exploratory Factor Analysis was conducted on existing measures. This identified two distinct factors: Making Ends Meet and Comfort. Path analyses using linear and non-linear regression revealed that Financial Security fully mediated the link to Financial Wellbeing ‘Making Ends Meet’ and partially mediated the link between Subjective Working Conditions and Financial Wellbeing ‘Comfort’. The findings extend upon the growing literature on employment precarity and financial vulnerability. They demonstrate that the perceived inadequacy of financial resources from one’s employment significantly undermines an individual's sense of Financial Security. This constrains both their capacity to meet immediate and ongoing financial obligations and their capacity to plan. The results offer timely insights into the financial consequences of Precarious Work, with implications for labour policy in increasingly volatile employment landscapes.
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    Exploration of the relationship between health-promoting leadership behaviours and employee job satisfaction and wellbeing within a New Zealand high school context : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Albany, New Zealand
    (Massey University, 2025) Webster, Emma
    The purpose of this study was to examine the perspectives of a sample of secondary school teachers in Aotearoa, New Zealand, on health-promoting leadership behaviour. In particular, the aim was to understand the teachers' perspectives on what their leaders did to support their overall job satisfaction and wellbeing. Defined as utilising positive leadership approaches, health-promoting leadership is thought to be instrumental in influencing employee wellbeing and health outcomes indirectly by focusing on changing the working conditions of employees (Mokoaleli, 2022). This study aimed to fill a gap in the academic literature on understanding the behaviours that reflect healthy leadership within the New Zealand secondary education sector, as perceived by teachers. This study was based on the Job Demands-Resources model, employing thematic analysis of qualitative, semi-structured interviews. Interviews were conducted with seven experienced full-time secondary teachers in Auckland, New Zealand. Analysis of the interview data revealed an overarching theme of trust in leadership as a key factor in supporting teacher wellbeing and job satisfaction. Trust was established through regular and consistent check-ins such as conversations, meetings, and general catch-ups. Through these check-ins, teachers were able to grow, develop, and feel satisfied with improved wellbeing and a reduced likelihood of burnout. Outcomes from this study may provide further insight into how leaders can support individuals’ health and wellbeing, enhancing knowledge of the behaviours linked to positive outcomes of wellbeing and job satisfaction.
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    The role of supervisors and human resource management in mitigating stress : bus driving in a pandemic context : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Human Resource Management at Massey University, Albany, New Zealand
    (Massey University, 2025) Irai, Pari
    This thesis examines the occupational stress of bus drivers in New Zealand (NZ), particularly within the context of the Covid-19 pandemic. Urban bus driver is recognised as a high-risk occupation with elevated stress associated with adverse well-being outcomes. The nature of this occupation, along with its working conditions, which include strict schedules, traffic congestion, hostile passengers and low pay, has contributed to concerns about well-being and industrial disputes. The pandemic further intensified these challenges, creating a unique context for exploring the work experiences of bus drivers who were categorised as essential workers during the pandemic. The study employs the job demand-resource (JD-R) model in conjunction with the psychological contract theory to explore how working conditions and the pandemic influenced the well-being of drivers and employment relations climate within the NZ bus sector, as well as what measures were taken to address them. The study is guided by two research questions: 1) What job stressors impact the well-being of NZ bus drivers? and 2) What have bus companies (including the Auckland Transport) done to mitigate stress to safeguard their bus drivers’ well-being and improve the employment relations climate? The findings of this study are informed by 62 semi-structured interviews with drivers, supervisors, managers, and trade union representatives. Thematic analysis of the interviews revealed that pandemic-specific stressors, such as anxiety about Covid-19 contagion, hostile passengers' behaviour, work disruption, job insecurity, and financial strain, compounded pre-existing stressors, including low pay, long working hours, split shifts and traffic congestion. The lack of organisational and supervisory support further exacerbated these stressors and undermined drivers' perceptions of the organisation's commitment to their well-being. The findings are presented in two parts. The first area of findings highlights how increased job demands and limited resources influenced drivers' stress and coping ability during the pandemic. Second, the psychological contract lens demonstrates how perceptions of fulfilment or breach, mediated by perceived organisational support (POS), perceived supervisor support (PSS), and peer support, influenced both drivers' well-being and the broader employment relations. Theoretically, this study contributes to the refinement and development of organisational psychology theories from an integrated perspective of the JD-R and psychological contract frameworks through a qualitative, interpretive approach. Unlike the predominant quantitative focus of prior research, this study captures rich, content-specific narratives and provides a more nuanced understanding of how POS, PSS, peer networks, and person-job fit (PJ fit) influence employee well-being and employment relations. This integrative perspective advances both theory and methodology by demonstrating the value of qualitative inquiry in refining established frameworks. Practically, the findings inform managers and human resource (HR) practitioners by emphasising the importance of supervisory training and support in enhancing frontline leadership competence, communication and trust to foster relational human resource management (HRM) as well as more systematic engagement with employee representatives. Given the physical remoteness of bus drivers, the supervisory relationship is potentially problematic, but no less critical. This highlights the importance of effective supervisor and organisational support in influencing drivers' well-being as well as their perceptions of fairness, recognition and commitment to their well-being and positive employment relationships.
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    Do online social networks contribute to social connectedness and wellbeing for ex-New Zealand police officers? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Wellington, New Zealand
    (Massey University, 2025) Neilson, David
    Police officers are routinely exposed to a wide range of stressors as part of their operational day. Research has demonstrated that chronic exposure to stress can impact wellbeing. Police are not immune to this phenomenon, and an increased incidence of compromised wellbeing has been reported in police cohorts. Officers in active service are typically the focus of wellbeing research despite evidence that the detrimental effects of policing endure into retirement. Social connectedness is well supported in the research literature as a promoter of wellbeing. Over the last two decades, the internet and online social networking platforms have transformed how individuals and groups socially connect (Klimmt et al., 2018; Vorderer et al., 2017). Part of this transformation has been the rapid growth of online social networking platforms. In response to this growth, a burgeoning research interest in the effects of social network use on wellbeing has developed. This study used a cross-sectional research design to explore the relationships between social networking site use, social connectedness and wellbeing for a group of ex-police officers. Participants completed a survey assessing their social network site use, online social connectedness, loneliness and wellbeing. The research survey included the use of a scaled model of wellbeing based in te ao Māori, Te Whare Tapa Whā, in conjunction with a validated scale of wellbeing. No statistically significant relationships were observed between social network site use, social connectedness and wellbeing. A moderate positive relationship was observed between the validated wellbeing scale and the Te Whare Tapa Whā scale. Although participants overwhelmingly reported that their social network use was detrimental to their wellbeing, this was not reflected in the study's data analysis. This study contributes to the limited research with ex-police officers and provides exploratory data to inform future research with this population. Recommendations regarding research design and population engagement for this cohort are made. This study also provides exploratory evidence for the validity of a scaled version of Te Whare Tapa Whā as a quantitative measure of wellbeing.
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    The relationship between New Zealand primary school teachers’ experiences of balancing work and leisure and their career intentions : a thesis presented in partial fulfilment of the requirements for the degree of Masters in Arts (Psychology) at Massey University, Albany, New Zealand
    (Massey University, 2025) Hunt, Bethany
    Teacher attrition is a critical issue worldwide, with many primary school teachers struggling to manage the balance between their professional and personal lives due to conflicting priorities. While work-life balance research is extensive, the work-life balance of primary school teachers and the effect of this on their career intentions is significantly underexplored, particularly within the New Zealand context. Research that has been conducted has often investigated the balance between teachers’ work and personal life from a work-family balance perspective, neglecting other aspects of personal life such as leisure. The aim of this research was to explore New Zealand primary school teachers’ experiences of balancing work and leisure and the potential effect of this on their career intentions. A qualitative study was conducted in the form of semi-structured interviews on a sample of 16 New Zealand primary school teachers. The findings were analysed using Braun and Clarke’s thematic analysis approach. The study identified a variety of factors hindering participants ability to balance work and leisure. These included workload, teaching experience, dual roles, personal priorities, job intensity and workplace support. While many participants indicated struggling to engage in regular leisure activity, their responses highlighted that engagement in leisure was not a primary factor affecting their career intentions. A significant factor influencing participants' career intentions was a desire to make a difference to their students. However, the study found that this came at a cost to their personal well-being and time, chosen priorities, role responsibilities and leisure engagement. Participants identified areas which may assist them to achieve their ideal work-life balance, such as meaningful workplace support and a simplification of work-related tasks. Further research is recommended on ways to support teachers in these areas in order to address the work-life balance of New Zealand primary school teachers and the critical issue of teacher attrition.
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    How do we get them to stay? : exploring the contribution of organisational theories to rural social worker retention within Aotearoa New Zealand’s South Island : a thesis presented in partial fulfilment for the requirements of the degree of Master of Science in Psychology at Massey University, Manawatū, New Zealand
    (Massey University, 2025) Butler, Andrina May Elizabeth
    Social workers play an integral part in building the safety and security of vulnerable nga tangata. This vulnerability is heighted in rural communities where nga tangata experience geographical isolation and have less access to services than their urban counterparts. It is therefore essential to ensure the long-term retention of rural social workers so our most vulnerable can be supported along their journey of independence. However, there is little research on rural social worker retention in rural settings like NZ. This thesis explored the contribution and relevance of Push-Pull Theory, Social Exchange Theory, Unfolding Theory, Job Embeddedness Theory, Job Characteristics Theory, and Job Demands-Resources Theory to address this literature gap in NZ. Six rural social workers and three leaders of rural social work organisations were interviewed to explore their personal perspectives of their workplace and wider community. Using qualitative, reflexive thematic analysis within a realist epistemology, transcribed interview data revealed themes of community embeddedness, work conditions, and challenges and opportunities. These findings highlighted the importance of both community and workplace embeddedness as described by Job Embeddedness Theory, yet extended on through pulls and pushes, rewards and costs, shocks and adaptability, job design, and demands and resources. Based on these findings, retention strategies should focus on building an understanding of rural social workers as individuals. Organisations can do so by understanding passions, motivations, and characteristics of their staff, which should be on an ongoing basis and not as a one-off or “tick box” exercise. Additionally, organisations must understand the large impact of the community and associated relationships on their social workers, and how personal resources may impact any associated shocks. A highlighted study limitation was that participants discussed their involvement in the study to others, which risked word spreading fast due to their residence in a rural community. Future, similar research should, therefore, include a more in-depth discussion regarding the importance of confidentiality being protected as much by the participant as the researcher, and the additional confidentiality risks from living in a rural community.
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    Healthcare avoidance and stress risks in the New Zealand population of pilots and air traffic controllers : a thesis presented in partial fulfilment of the requirements for the degree of Masters in Aviation at Massey University, Manawatū School of Aviation, New Zealand
    (Massey University, 2025) Bongers, Herwin
    This study was initiated to understand if the population of pilots and ATCOs in New Zealand engage in healthcare avoidance behaviours due to a fear of the impact upon their aviation medical certificate. For this question, this study has, in part, sought to make a comparison to the Healthcare Avoidance study (HCA) by Hoffman et al (2022). However, since this study’s overall objective is to discover to what degree the aviation system in New Zealand is exposed to this behaviour, it is the first study which includes ATCOs into the survey population. The reasoning is that because ATCOs are also required to hold an aviation medical certificate and are also integral to aviation system safety. As an extension to the HCA study outcomes, a question to do with avoidance behaviours directly associated with mental health was included to gain insight specifically around this highly safety sensitive topic. Since the avoidance of healthcare may be associated with concerns regarding a declining health issue, a study objective was to find if the population is exposed to cumulative stressors which may predict poor health outcomes.
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    Crossing the alchemic bridge : a qualitative exploration into leaders emergence : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Manawatu, New Zealand
    (Massey University, 2024) Judkins, Vaughan
    Background: There is a notable gap in the current research regarding how emerging leaders interpret and respond to challenging situations they encounter. Specifically, there is insufficient exploration of how leaders' actions relate to their personal value systems and overall wellbeing. This area requires further investigation to better understand the emerging mechanisms of leaders. Aim: The current study seeks to understand the lived experiences of leader emergence by focusing on value alignment, self-awareness and wellbeing. Methods: Seven qualitative interviews were analysed using thematic analysis. Analysis: Self-awareness drives the positioning of value alignment and subsequent wellbeing through decisions being in congruence with the decision maker. Overarching themes discussed were: Early leader development; Barriers encumbering leaders’ emergence; the alchemic bridge of self-awareness; Transformational interventions. Discussion and implications: Each of the participants reported that their unique leadership journey had been intimately shaped by their perceptions and experiences. Whilst each had a unique path into leadership, similar themes emerged in relation to the issues they had confronted. The underlying cause of these issues were referred to as stagnating barriers as they risked hindering progress and success. These consisted of fear, the feeling of not belonging, blind spots, lack of self-esteem, value misalignment and a sense of separation from self. While the participants’ circumstances differed, findings indicated a common theme that self-insight and self-awareness were key to overcoming barriers. The alchemic bridge was a metaphor utilised to capture emergence from a sense of being ‘stuck’ or stagnating, without a sense of progress or success. Through self-reflection on the barriers and with self-awareness, crossing the ‘bridge’ could lead to the alignment of personal values and beliefs with intentional purpose and direction. These processes were reported to support leader emergence and well-being. The participants utilised varying transformational interventions such as having social, spiritual or nature connection, mindfulness, coaching, and prioritising self and others. A key thread running through this research is the societal context in which leaders are currently emerging in relation to technology and the internet. Often within leadership emergence studies, the wider context is excluded. Consideration must be given to the rapid shifts that are dramatically altering our organisational contexts. Technology has significantly reshaped leadership dynamics necessitating a shift within the traditional paradigms. The research suggests that self-awareness is important for leadership and wellbeing in this dynamic environment. Leader emergence was found to be complex and further exploration of underexamined or unstudied domains holds the potential to reveal novel insights. This study provides a reminder of the importance of widening leadership studies to explore complex contexts and processes and to examine the naturally occurring moments that take place within leaders’ daily lives.
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    The effects of having a partner in a first responder occupation on social support and wellbeing in police officers : a thesis presented in partial fulfillment of the requirements for the degree of Master of Arts in Psychology at Massey University, New Zealand
    (Massey University, 2024) Wickman, Jade
    There has been a surge in research examining the protective effects of social support against the adverse effects of trauma exposure on wellbeing, particularly among first responder roles. Partners are often a fundamental source of support. This study aimed to investigate whether having a partner who is a first responder affects the wellbeing of police officers. The quantitative analysis found a relationship between trauma exposure and Post-traumatic Stress Symptoms; however, neither social support nor perceived social support moderated this relationship. A significant correlation was found between social support and psychological distress. No significant differences were observed between officers with first responder partners and those with civilian partners. Both groups had wide ranges of scores alluding to the complexity of these relationships. Exploratory analysis of the qualitative questions uncovered potential advantages and disadvantages for both partner types. Individuals without partners appeared more vulnerable. These findings underscore the importance for organisations to support not only their employees but also their partners and families. Future research could delve deeper into these findings using qualitative methods to gain a richer understanding of the notions at play.
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    The effect of cultural values and perceived inclusive leadership on employee organisational citizenship behaviour and intention to leave : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts (Psychology) at Massey University, New Zealand
    (Massey University, 2024) Joseph, Siqi (Skee)
    Workplace inclusion had increasingly gained attention in the rapid expansion of globalization and multi-cultural workforces (e.g., Chen & Tang, 2018; Rankin-Gomez, 2011). Behind any organisational culture and practices, leaders were thought to be the driver of building a diverse workforce, displaying inclusive behaviours, implementing inclusive practices and offering equitable treatment to all individuals (Shore et al., 2011; Myers, 2023). Inclusive leadership and its facilitating effect on individual, team and organisational outcomes has attracted increasing attention in the last decade around the world, however no studies have explored the influence of inclusive leadership in New Zealand. By collecting data from professionals (n=99) across industries in New Zealand, this study examined the effect of perceived inclusive leadership (PIL) on different forms of organisational citizenship behaviours (OCB), as well as its impact on employee’s intention to leave (ITL). Exploring the role of cultural values as a mechanism through which perceived inclusive leadership assert influence was another focal point of this study. This study revealed the positive effect of PIL on organisation citizenship behaviours directed at the organisation (OCBO) and its negative effect on intention to leave. Surprisingly, no relationship was found between PIL and organisational behaviours directed at individuals (OCBI). Individualism showed a positive association with OCBO and ITL, whereas collectivism was positively related to OCBI. Despite of these associations, there was no evidence supporting the moderating effect of cultural values individualism on the relationship between PIL and OCBO or ITL, nor the moderating effect of collectivism on the relationship between PIL and OCBI. This study contributes to the existing literature by highlighting the complex dynamics between leadership, cultural values, and employee behaviours in New Zealand, providing valuable insights for leaders and HR professionals aiming to foster inclusive and supportive work environments.