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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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    Diferencias culturales y su impacto en el mundo laboral : Chile y Nueva Zelanda en los agro-negocios = Cultural differences and their impact in the working world : Chile and New Zealand in agribusiness : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in at Massey University, New Zealand
    (Massey University, 2019) Tait, Sarah
    National culture refers to the socially transmitted set of behavioural standards shared by individuals of a nation, which manifest through their personal values, attitudes, cognitive processes, reactions and morals. When it comes to working with individuals from other national cultures, New Zealanders have been criticised for their lack of intercultural ability which is believed to cost them in term of relationships and economic opportunities. New Zealand has growing economic ties with Latin America, but New Zealanders know relatively little about this region’s cultures. This study investigates the experiences had by New Zealand individuals operating business in Southern Chile’s dairy region to better understand how differences in national culture affect their interactions with the local people. A literature review was completed, followed by survey questionnaires and interviews with both New Zealanders and Chileans who have experience working together in this region. The research aimed to identify cultural differences each group perceives in the other and how these differences impact on these groups working together. It was identified that many New Zealanders go to Chile with little language or cultural preparation and the general belief that experience in the market will be the best way to navigate the culture. Chileans believe, however, that New Zealanders’ general lack of language and cultural ability harms how Chileans perceive New Zealanders and that it costs them business relationships in Chile. Chileans claim that New Zealanders’ explicit communication style, lower power distance culture (making them seem impatient in Chile) and their relatively individualistic culture are most difficult for Chileans to understand, accept or work with. While Chileans generally respect New Zealanders in the region, many perceive them as rude (even if just initially) as a result of these differences in culture. New Zealanders feel that the aspects of Chilean culture which have been most difficult to understand, accept or work with include Chile’s relatively higher power distance culture (causing higher levels of bureaucracy and a hierarchical social class system) and the implicit communication style of Chileans. This study captures the journey and struggle New Zealanders have had in understanding Chilean culture, and in becoming more aware of their own national culture and how they must adapt to operate more effectively in the Chilean environment.
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    The provision of English as a second language as part of the NZAID package : discussed in the context of English as a world language : a thesis presented in fulfilment of the requirements of the degree of Master of Philosophy in Development Studies at Massey University
    (Massey University, 2004) Garrett, Jill Ruth Maria
    It has been the aim of the nation state ideology, and nation building, to emulate a singular language and a singular culture as a means to achieving national identity and uniformity. While the homogenisation of language practices across the globe may have been regrettable, it was somehow seen as inevitable and natural. This idea stemmed from the belief that difference was abnormal and so monolingualism natural. (O'Driscoll, 2001, p. 488) The nation state ideology did not stop there and has spilled over into the global sphere. Individual nations are now encouraged to belong to the global world. Monolingualism is an argument that needs to be discussed within this context. Is it right to continue to believe that one unifying language will assist in the unification of nations or should we now be discussing alternatives to this ideology that for some has meant destruction to diversity? It is clear that despite increasing demographic diversity, the imperatives of cultural and linguistic homogeneity continue to dominate the development and maintenance of public policy. This is the historical aim of nation states...the adoption of a common language for all citizens... but it is invariably that of the dominant ethnic group and at the expense of all other languages (May, 2002, p. 24) The provision of English language teacher training and teaching is part of the aid package that is offered by NZAID to our aid recipient nations. In so doing, the question needs to be asked whether this contribution is facilitating a loss or a gain for New Zealand's aid recipients. In providing the instruction of English and training teachers in recipient nations to teach English are we encouraging the dominance of one language, English, over all others?
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    Local-expatriate contact, cultural contrasts, and their role in expatriate adjustment in Malaysia : a thesis presented in partial fulfillment of the requirements for the degree of Master of Science in Psychology at Massey University
    (Massey University, 2010) Hooks, Rachel Anna
    The aim was to examine Turner's (1985) self-categorization theory and contact theory (Stephans, 1987) among expatriates working alongside host country nationals in Malaysia. Meta-contrast ratios are differences between self (expatriate) and others (Malaysian host country nationals) compared with the difference between self and less "exotic" others (fellow expatriates). Do they mediate between social contact and expatriate adjustment? Ninety-three expatriates from one expatriate community were surveyed about their level of social contact with (i) host country nationals and (ii) fellow expatriates. To assess metacontrast, participants made comparisons on socio-cultural and psychological variables between themselves and fellow expatriates and between themselves and local hosts. This was then tested as a mediator between expatriates (i) level of social contact with host country nationals and fellow expatriates, and (ii) their overall expatriate adjustment. Fellow expatriates were consistently perceived as more similar to participants on sociocultural and psychological indicators than host country nationals (F(l6,77) = 15.13,p < 0.000, partial η2= 0.832). Mediation was not supported. Instead social contact and metacontrast had direct effects on socio-cultural adaptation. Expatriates who perceived more similarity between themselves and host country nationals had better adjustment. This research has implications for both theory and practice. The operationalization of Turner's (1985) concept of meta-contrast provided a useful integrative measure of the competition for socialization between expatriate and local communities, with consequences for adjustment. A significant percentage of expatriates had no social contact with host country nationals, suggesting employers might enable more social contact with host national communities, especially during the orientation phase.
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    Communicating across cultures in a New Zealand workplace : an investigation of attitudes, policies and practices at Excell, Auckland : a 75 point thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Communication Management at Massey University
    (Massey University, 2006) Mannes, Mariska
    From a sociocultural perspective, the aim in this study was to find out whether or not New Zealanders in one Auckland workplace consciously communicate in a different way with colleagues from migrant cultures. Because New Zealand has become increasingly culturally diverse, workplaces have to adapt to a multicultural workforce. Migrants have cultural values that may conflict with New Zealand values; therefore, it is possible that misunderstandings may occur. The objectives in this study were to find out if in one research site whether New Zealanders adjusted their communication when communicating with colleagues from migrant cultures. Methodology was concentrated on intercultural concepts of positive and negative stereotyping, high and low context communication, hierarchy and cultural differences in power distance to explore any awareness of differences in communicating with migrants compared with the way in which communication was conducted with New Zealanders. Informal interviews were conducted to guide the direction of an initial questionnaire which led to the development of the questionnaire used in a survey carried out with 53 Pakeha and Maori working at Excell Corporation, a New Zealand company in Auckland. Results indicated that New Zealand employees of Excell did adjust their communication when communicating with colleagues from different cultures. However the extent of adaptation depended on the situation. The results confirm the significance of this study for organisations with a multicultural staff by highlighting why and where communication breaks down. For example, avoiding migrant colleagues occurred because of previous frustrating encounters, stereotypic attitudes and not having the time to try to understand migrant colleagues.
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    Intercultural communication : effective communication with Japanese people : a thesis presented in partial fulfillment of the requirements for the degree of Masters of Arts in Japanese at Massey University
    (Massey University, 2001) Sunahara, Takako
    This study investigates what we need to know and understand in order to conduct effective intercultural communication with Japanese people. The study attempts to give insight into the most essential features necessary to pursue this. It covers the following three areas: In the first area, both the traditional and contemporary Japanese culture and people are discussed. This section focuses on: the values and beliefs traditionally maintained as the cultural norm; the relationship between self and others; changes occurring in Japanese society. In the second area, the components of intercultural communication are examined in terms of features which are cross-culturally applicable. This section aims to find out the cultural differences in communication style by identifying how those features vary from culture to culture and how such variation influences communication style. In the third area, the major characteristics of Japanese communication style are discussed. It examines the bases on which communication style is determined, for example the concept of uchi/soto (inside/outside) which is differentiated on the basis of intimacy. These three areas ultimately aim to assist people with knowledge such as what is important to know of the other culture and which features of communication process we should be paying attention to. Through this study, it is also intended to provide us with a chance to consider how our own communication style can be modified to the way in which a communication counterpart would benefit in terms of avoidance of misunderstanding caused by miscommunication. This will result in the collaborative fulfilment of communication.
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    Enhancing international business relationships : cultural sensitivity in negotiations : a thesis presented in partial fulfillment of the requirements for the degree of Masterate of Philosophy at Massey University
    (Massey University, 1999) Armstrong, Mark
    Cultural sensitivity is often equated with an "open-mindedness" with respect to different cultures and the willingness to understand the ways in which cultures differ. Researchers adopting this view describe various dimensions upon which people from different cultures vary and assert that managers must "understand" these differences (e.g., Hofstede, 1980; Triandis, 1982; Cateora, 1990). Cultural sensitivity is assumed when an individual is perceived to act appropriately in foreign cultures. This view emphasizes that the host's perceptions are paramount and, research to date relies heavily on anecdotes to illustrate the consequences of culturally insensitive behaviour (Kale and Burns, 1992). These researchers note that foreign partners can be upset by a counterpart neglecting cultural preferences. Further, when counterparts are perceived by their partners as behaving in a culturally sensitive manner they are able to develop quality and lasting relationships (Ford, 1980; Rosson, 1984). Recently, a body of literature has tentatively attempted to provide explanation of cultural differences in international business negotiations. Although previous studies have contributed to a greater understanding of such cultural differences, many of these studies are based on conceptual limitations, single country studies or anecdotal evidence which leaves open the possibility for unwise generalization and stereotyping. These factors diminish the insights that those studies offer for those involved in international negotiations. In addition to advancing theory, this research outlines factors that negotiators should consider to facilitate performance in international business relationships. Morgan and Hunt (1984) suggest that trust is the central construct in business relationships. In this research, it was proposed that Cultural Sensitivity, Communication, Dependability, and Customer Orientation increases trust between counterparts. This study was undertaken to investigate negotiator behaviour particularly between New Zealand and Argentina. This study is unique in two respects. First, it compares the importance of variables that are considered important by both Argentinean and New Zealanders' rather than providing characteristics of what may be important to one of these countries. Second, the study attempts to identify and rank these variables to give the negotiator a clearer indication of what is actually important to their counterpart. Primary data for the study was gathered from a sample of 193 Argentinean and New Zealand organisations from various industries, utilising a self-administered postal questionnaire. Respondents were pre-identified as having had past association in Argentinean - New Zealand business negotiations. The empirical survey data obtained are analysed by country and compared to each other via frequency distribution analyses. Where relevant, chi-squared test for independence was carried out, with means calculated, and significant differences among countries are identified by the t Test for significance. Though the study is exploratory in nature, the results of this investigation suggest that there are some common themes between these two countries. It was found that the key dimension in developing trust between Argentina and New Zealand is Communication followed by Dependability, Customer Orientation and Cultural Sensitivity the latter being the less important dimensions. In summary, the findings and conclusions from the study should be of practical use to business enterprises and government trade agencies in provision of actionable information regarding negotiating practices and help alleviate any stereotyped misconceptions that may exist. While these results cannot be freely generalized beyond the initial population, they provide some understanding of the theoretical and empirical issues related to international business negotiations between Argentina and New Zealand. Future research efforts could find merit in utilising this framework for studying other countries.
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    Intercultural interactions in a New Zealand university : Pakeha and Asian perspectives : a thesis presented in partial fulfilment of the requirements for the degree of Master of Philosophy (Arts) in Sociology at Massey University
    (Massey University, 2005) Brebner, Lian-Hong
    Research on the phenomenon of intercultural contact in Western higher education has attracted the interest of a wide scope of academic disciplines. Psychologists and communication experts have underlined the inextricable link between positive friendship encounter with host students and well-being of sojourning students. Educationalists have also highlighted the impact of culturally diverse classrooms on the academic experience of both home and overseas students. Against this backdrop, the focus of my study is to offer some sociological observations on the intercultural contact phenomenon from the perspective of Pakeha and Asian international students in the New Zealand university context. The present study has adopted a qualitative approach using focus groups and in-depth interviews. Results from the current research underscore that growth in the export education sector has strengthened New Zealand economy but it has not necessarily enriched the socio-cultural arena of its higher institutions of learning. Instead, ethnic segregation of varying levels has become more apparent institutionally as a result of the strengthening subcultures within the Asian international student communities. The proliferation of ethnic enclaves has had significant social implications for both Pakeha and Asians. The research outcome also indicates that academic capitalism has dominated the agenda of New Zealand higher education. Hence, the task of promoting international understanding and global interdependence in New Zealand higher education has been relegated to the periphery in terms of issues to be addressed. These sociological trends demonstrate an antithesis of the objective of international education. The challenge, therefore, is for those responsible for managing higher education to review and renew its commitment towards the cultivation of intercultural global citizens.
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    Changing work values? : a study of New Zealand employees in Japanese-owned subsidiaries : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Management at Massey University
    (Massey University, 1999) Evans, Paul N
    Culture influences the way in which people work, therefore one's work values are influenced by national culture. An increase in globalisation has occurred, resulting in organisations having to adapt to cultural diversity within and between organisations, countries, and cultures. Japan adopted various production systems developed in the United States to rebuild their economy after World War II. Japan has since become an economic superpower, establishing operations in other countries, and transferring the same successful systems and techniques into other cultures. This research illustrates the influence of Japanese production systems and management techniques on the work values of New Zealand employees in two Japanese-owned subsidiaries. The findings indicate that while Japanese production systems and management techniques have been implemented within two participating subsidiaries, the influence of these systems tends to reinforce traditional work values rather than change them.
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    Intercultural conflicts between New Zealanders and Japanese under business conditions : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Japanese at Massey University
    (Massey University, 2001) Oshika, Yuko
    Cultural diversity includes many different values and behaviours. This frequently causes intercultural conflicts and communication break-downs. If people do not know these differences, they cannot know the reasons for these communication failures. People who communicate with others from different cultural groups, therefore, have to be aware of the different cultural values and communication rules these target cultural groups have. When New Zealanders work with the Japanese people, what are the factors to prevent communication? This dissertation aims to answer this question. An interview survey was held in order to analyse successful cases and unsuccessful cases of intercultural communication between New Zealanders and Japanese under work conditions. The Japanese managers and employees were interviewed to investigate what intercultural aspects these New Zealanders have to be aware of. The research results show that; (1) different styles of work, (2) senses of responsibility - individual responsibility / group responsibility -, and (3) different ways of apologising frequently cause problems. All of these three aspects are related to the individualism-collectivism dimension of culture. These results indicate that this conceptual difference, individualism-collectivism, is the biggest cultural dimension which causes intercultural conflicts as a number of researchers argue This aspect, therefore, has to be taught in Japanese language courses or job training courses to avoid these frequent conflicts and failures of intercultural communication between New Zealanders and Japanese.