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    The operation of confirmation bias : discourse analysis of witnesses' evidence about the conduct of a sexual abuser : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University, Palmerston North, New Zealand
    (Massey University, 2018) Bourne, S.
    Confirmation bias is a cognitive bias where beliefs formed at an early stage are unreasonably sustained even in the face of new information that makes those beliefs untenable or at least questionable. In these circumstances, new information that does not fit with the earlier-formed beliefs may be ignored, while information supporting those beliefs is accepted readily as lending credence to them. During 2010 and 2011, Jonathan Lord was employed by the YMCA in New South Wales, Australia, until a child disclosed that he had been inappropriate touched by Mr Lord. This led to Mr Lord being convicted of 13 representative offences including multiple aggravated indecent assault charges and two counts of sexual intercourse with a child under 10, relating to 12 children enrolled in the YMCA Before and After School Care service. Subsequently, several of the children's parents, and some of Mr Lord's YMCA co-workers, gave evidence to the Royal Commission into Institutional Responses to Child Sexual Abuse that was conducted in Australia from 2012 to 2017. This study shows how confirmation bias may lead to tragic or destructive outcomes in some circumstances. The use of discourse analysis in this study has afforded a 'micro context' understanding of how Mr Lord's abuse of children associated with the YMCA service persisted undetected for more than a year, despite Mr Lord breaching YMCA rules and being observed engaging in other questionable conduct regarding children in that period.
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    An excellent preparation for marriage and families of their own : Karitane nursing in New Zealand, 1959-1979 : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in History at Massey University
    (Massey University, 2001) Courtney, Lesley
    The Karitane baby nurse is qualified to undertake the care of young children and babies. Before qualification she has had sixteen months of intensive instruction and practical experience in a Karitane Hospital under the eye of the visiting physicians and the matron and sisters. In addition she has had four months' practical work in private homes under the supervision of the Plunket nurse and bureau secretary. The Karitane nurse will do everything possible to ensure the highest standard of health and happiness for the child under her care......She is not a general-trained nurse and should not be asked to carry the responsibility of a child who is not well. The aim of the Karitane nurse is to help the mother to accept full care of her child with competence and confidence....The Karitane nurse will be there to help the mother and to guide and support her with the problems of mothercraft. A close and understanding relationship between the mother and the Karitane nurse is an essential foundation for an efficient service....The Society would like mothers to understand that the Karitane nurse holds a responsible position, and that her status in the household should be that of a trained children's nurse. Karitane nursing is an arduous profession....It is in the interests of the parents to ensure that the nurse's health and strength is safeguarded and that she is not overloaded with household duties In this way the Karitane nursing service will remain a popular one.1 1 The Royal New Zealand Society for the Health of Women and Children (RNZSHWC), 'Rules for Karitane Nurses, Scope and Duties', circa 1960s, DU:HO, AG-145-27 By the time these 'Rules' were issued, the training of Karitane nurses was already under threat. They illustrate, however, the key characteristics of the Karitane nurse: she was not trained to deal with sick children, and although trained in an institution, her final place of work was in family homes, but she was not to be mistaken for a domestic servant.
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    The role of personality on work-related attitudes and behaviour of early childhood educators and care providers : a thesis in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 1999) Barrow, Christine
    The present study aimed to provide a personality profile of early childhood educators and care providers in New Zealand and to assess their psychological well-being. This may be the first attempt within New Zealand to provide an empirical frame-work from which the personality profile of the early childhood educator and care provider can be described. The study examined how well personality traits can predict the work-related attitudes and behaviours of affective and continuance commitment, self-rated performance, global job satisfaction, psychological well-being, and performance as assess by co-worker or supervisor. Results from the study give tentative support for the personality factor of agreeableness being able to distinguish the 'good' early childhood educator and care provider from others. The study utilised quantitative data, collected through a survey. Questionnaire One comprised three personality scales, including the NEO PI-R, five scales to measure outcome, and collected a range of demographic data. Questionnaire Two was handed to a co-worker to rated the participants performance. There were 416 Questionnaire One's returned and 340 of these were matched to Questionnaire Two. An aggregate personality profile of the participants was formed. The level of diminished psychological well-being was consistent with that of a normal sample of adults. Results indicated that personality was a moderate predictor of the attitudes and behaviour examined. Work locus of control was the better predictor of affective and continuance commitment and job satisfaction. General work self-efficacy was the better predictor of self-rated performance, and neuroticism was the better predictor of psychological well-being. The study further analysed the predictive ability of personality using multiple regression analysis. Results showed that affective and continuance commitment could substantially increase the explained variance in job satisfaction after controlling for personality traits. Further, the present study showed there are significant differences in some aspects of the personality profile of early childhood educators and care providers in terms of the position held within the centre, the centre type, and if employed part-time or full-time. Sub-group differences need to be considered when using personality to predict outcomes.