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    The evolution of public administration and conflict in a post-conflict state : history’s role in Fiji’s political trajectory : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand
    (Massey University, 2024-04-16) Loga, Patricia Savukiono-I-Tuikabara
    Violent geo-political conflicts are on the rise across the globe and most of the countries that experience these conflicts are developing nations like Fiji (Fund for Peace, 2022). Countries that are prone to conflict are classified as fragile States. In the aftermath of a conflict, the public sector is under immense pressure to restabilise the nation and normalise service provision to citizens. Understanding the behaviour of conflict and public administration in a post-conflict State is key for nation rebuilding because it gives an insight into the levers and impediments for crisis management. Although studies have explored crisis management in post-conflict States (Kaplan, 2008), little is known about the role that historical institutions play in the evolution and continuity of conflict and public administration. To address this gap, this thesis used the path dependency theory to explain how policy actions and decisions established a continuous cycle of conflict. Using institutionalism and resilience, this research described why public administration remained fragile despite showing signs of evolution in Fiji’s political trajectory. Based on the findings, it is suggested that policy actors in Fiji consider the following embedded ideologies in their policy making process: race-based politics, intertwined traditional and political roles, adversarial approaches to the protection of interests and segmented economic structures. Fiji is locked into a path of conflict and resilience is restrained by institutionalised processes; an understanding of historical structures that hinder progress can help policy actors create effective public policies. The first significant finding argued that conflict is pathdependent because Fiji was subjected to indirect rule when it was under colonial rule and that the short time taken for the nation to transition from a colony to an independent State created a lack of readiness for self-government. Public administration stability in Fiji was hindered by the co-existence of institutionalism and resilience. It was found that resilience thinking was stifled by institutionalised ideologies that had become embedded in the public administration system. This research made two key contributions: developed a theoretical understanding of public administration and conflict using the path-dependency, institutionalism, and resilience theories. The lessons learned to contribute to policy knowledge on crisis management and nation rebuilding in developing countries like Fiji. This research was conducted using archival research, which was collected from Archives New Zealand and the National Archives of Fiji. Archival research and document analysis complemented the path-dependency, institutionalism, and resilience theories, which involve a descriptive analysis of how past policy decisions affect the behaviour of institutions. In total, 3,270 documents from the years 1858 to 1992 were retrieved and analysed via document analysis and theoretical thematic analysis. Using archival research to study Fiji’s political history aided the identification of themes that explained how and when conflict became path dependent, and why public administration institutions were fragile. The findings from this thesis are contextual and Fiji is a small island developing State so it would be difficult to generalise or replicate. To add to the knowledge of conflict analysis, and nation rebuilding, future research could explore other post-conflict States or former colonies to find out if conflict is path-dependent and which factors create fragility in a public administration. The co-existence of institutionalism and resilience also has room for further development. There is an opportunity to explore the behaviour of these two theoretical frameworks in public administration. A deeper understanding of the push and pull effects of institutionalism and resilience has the potential to improve public sector reform and policy transfer processes.
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    The relationship between interpersonal conflict and workplace bullying : what roles do conflict management style and coping resources play in the prevention of workplace bullying? : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, Auckland, New Zealand. EMBARGOED until 1 February 2026.
    (Massey University, 2023-05-09) Hadadian, Zagross
    Workplace bullying is a prevalent organizational problem with significant detrimental effects on individuals and organizations. While scholars have acknowledged that workplace bullying may stem from interpersonal conflict, little research has been conducted on the mechanism through which this occurs. Furthermore, there are few studies that have focused on identifying prevention strategies that could address workplace bullying caused by interpersonal conflict. Although scholars have recommended the use of problem solving as a means of preventing workplace bullying caused by interpersonal conflict, its importance as a preventive measure has not been fully acknowledged by scholars and practitioners. Specifically, there is a need for further research to determine how effective problem solving is in addressing various forms of interpersonal conflict in preventing workplace bullying. Moreover, there is a lack of investigation into how organizations can promote the adoption of problem-solving conflict management as a preventive strategy. Drawing on stress theories and models (such as cognitive appraisal theory and the ARCAS model), this study tested the role of problem-solving conflict management as a coping mechanism and ethical leadership and psychological safety as coping resources in the relationship between task/relationship conflict as a work stressor and workplace bullying. Using structural equation modelling and survey data from 456 employees based in New Zealand, this study found that psychological safety through problem solving moderated the relationship between task conflict and exposure to/enactment of workplace bullying behaviors. However, psychological safety did not moderate the relationship between relationship conflict and the enactment of workplace bullying behaviors through problem solving. Additionally, ethical leadership through problem solving moderated the relationship between task conflict and exposure to/enactment of workplace bullying behaviors. Ethical leadership through problem solving moderated the relationship between relationship conflict and enactment of workplace bullying behaviors. However, neither ethical leadership nor psychological safety moderated the relationship between relationship conflict and exposure to workplace bullying behaviors through problem solving. This study makes three important theoretical contributions. First, this study opens up a new theoretical line by investigating workplace bullying as a strain outcome of interpersonal conflict. Second, this study extends our knowledge about the development of workplace bullying caused by interpersonal conflict by examining the influential role of coping resources on the selection of problem-solving conflict management style as a coping mechanism. Third, by collecting data about exposure to workplace bullying behaviors and enactment of workplace bullying behaviors, this study contributes to a better understanding of how workplace bullying develops. Alongside these theoretical contributions, this study also makes a practical contribution. This study examines the influence of coping resources that can influence the selection of a potentially effective conflict management style to cope with interpersonal conflicts as antecedents of workplace bullying. Therefore, the adoption of any coping resources that significantly encourage an effective conflict management style can be used as a workplace bullying preventive measure by organizations.
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    Managers who mediate : exploring perceptions of managerial mediation : a thesis presented in partial fulfilment of the Masters in Business Studies, Massey University, Palmerston North
    (Massey University, 2019) Gordon, Megan Ruth
    Managers worldwide are increasingly expected to take on conflict management responsibilities, and to use early interventions such as informal mediation to address interpersonal conflicts which arise in the workplace in order to prevent them from escalating (Arnold, 2007; Khan, 2012; O’Donnell, 2009; Poitras, Hill, Hamel, & Pelletier, 2015; Teague & Roche, 2012; WorkSafe, 2017). Previous studies have examined this facet of the managerial role from the perspective of employees who have had disputes mediated by their direct supervisor (Poitras et al., 2015), and from the perspective of senior managers and human resource (HR) personnel (Teague & Roche, 2012). While it is acknowledged that the manager-mediator role is a complex one, little is known about how managers themselves perceive their role as informal mediators, nor about how they navigate its complexities. This qualitative study draws on semi-structured interviews with eleven nurse manager-mediators in order to explore their perceptions of managerial mediation. Specifically, the study sought to find out what skills they consider important for effective managerial mediation, and how their managerial role influences their ability to conduct this aspect of their responsibilities. Thematic analysis was used to analyse the interviews. The findings of this study highlight an important link between management style and mediation skills, indicating that collaborative, people-centred management approaches create an environment in which managerial mediation can take place. In addition, the findings indicate that importance specific mediation skills are essential for conducting effective managerial mediation. In exploring how the role of the manager influences the ability to conduct managerial mediation, the study illuminates the central role of trust in fostering employees’ perception of fairness during managerial mediation processes. Furthermore, the study emphasises the overarching role played by organisational policies and values in encouraging and supporting managerial mediation. In light of these findings, the study recommends that managers require training in specific management and communication skills, as well as in mediation skills, if they are to be able to undertake informal managerial mediation processes. It also recommends that managerial mediation needs to be seen as part of a conflict management system which is supported by senior management and HR personnel, as well as by organisational policies and values.
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    The conflict resolution styles and relationship satisfaction of couples living in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 2001) Du Plessis, Karin
    Communication forms an integral part of couple interactions and managing conflictual communications competently greatly contributes to the quality of a relationship. This study was a partial replication of Vito's Canadian study (1998) and was designed to investigate self-reported levels of relationship satisfaction and life satisfaction, conflict resolution styles and perceived effectiveness of problem solving in individuals in cohabiting or marital relationships. These variables were examined with self-report data from 75 participants (61 women and 14 men) who participated in a mail survey. The measures used to examine these variables of interest included the Kansas Marital Satisfaction Scale, Conflict Resolution Styles Inventory, Life-as-a-whole Index and a subscale of the Couple Problem-Solving Scale which measured the perceived effectiveness of personal and partner problem solving. Correlational calculations and hierarchical multiple regression analyses demonstrated that conflict resolution styles accounted for a significant amount of variance in relationship satisfaction. In particular it was found that the conflict resolution style of positive problem solving was positively related to relationship satisfaction. Individuals who, however, reported higher levels of the so-called "negative" conflict resolution styles of conflict engagement, withdrawal and compliance obtained concurrent lower scores on relationship satisfaction. Further data analyses indicated that self-reported levels of relationship satisfaction were positively related to life-as-a-whole satisfaction. Self-reported levels of perceived effectiveness of personal and partner problem solving ability were also found to be positively related to relationship satisfaction. These preceding relationships were maintained once additional factors such as duration of relationship and other demographic variables were controlled for.
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    In-flight aggression : a cabin crew and passenger perspective : a thesis submitted in partial fulfilment of the requirements for the degree of Masters of Aviation at Massey University
    (Massey University, 2005) Li, Bao Qing
    In-flight aggression is the term used to describe aggressive behaviour during flights. The dangers such behaviour pose are evident when the lives of passengers and cabin crew are threatened. In the worst case scenario, passenger/s will barged into the cockpit and interfere with flight controls, causing the aircraft to crash while losing all lives onboard. This study investigates the magnitude of in-flight aggression and some of the triggers that lead passengers to it. It also examines the effectiveness of some measures and the environment which in-flight aggression manifest. The results showed that cabin crew were exposed to the serious dangers of in-flight aggression 6 times more than an average passenger. After September 11th, passengers became more aware of the dangers of in-flight aggression and were more willing to assist cabin crew should the need arise. Alcohol was found to be the top trigger of in-flight aggression and cabin crew intervention of such behaviour is most effective compared to other measures such as flight crew, other passengers, legislation, etc. Some aspects of airline policies and procedures related to the management of in-flight aggression require attention. Pre-flight and in-flight procedures and policies were only moderately effective and experienced cabin crew found them disappointing. Airlines encourages their crew to report incidents and have high safety standards which they expect cabin crew to adhere to strictly, failing which cabin crew are likely to face disciplinary actions. However the cabin crew were seldom informed about outcome of incidents and lessons drawn from incidents seldom led to policy or procedural improvements. Cabin crew believed that both physical and psychological passenger management techniques should be incorporated in training and many would like to be trained in self-defence although many airlines do not provide such training. There is some evidence that profiles of passenger and cabin crew can be used to predict a potential perpetrator and the effectiveness of a cabin crew managing an incident. Based on the finding, several recommendations were made to better manage in-flight aggression.
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    Love thy neighbour : managing the not-in-my-backyard syndrome in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Philosophy in Resource and Environmental Planning at Massey University
    (Massey University, 1996) Andrews, Alison Claire
    The thesis is an investigation of the not-in-my-backyard (NIMBY) syndrome. It comparatively analyses New Zealand's past and present planning regimes, examining how the Resource Management Act 1991 (RMA) has influenced the management of the NIMBY syndrome in New Zealand. The RMA provides for a planning environment that is less centralised and less prescriptive than its predecessor, the Town and Country Planning Act 1977 (T&CPA). Resource management planning is more streamlined, with an effects-based regime replacing the activities-based approach of the T&CPA. The thesis focuses on the local government context, within which most NIMBY conflicts are addressed. Addressing NIMBY disputes in this environment encompasses many issues: public interest, NIMBY sentiment, institutional directives and political decision-making to name a few. Managing NIMBYS involves more than implementing mechanisms to address conflict; spatial, political and institutional issues must be balanced. The thesis uses several methods to gather information relevant to the research problem. An extensive literature review provides a conceptual overview of the NIMBY phenomenon and establishes a base for interpreting empirical results. Four case studies are investigated, exploring two NIMBY issues: landfill sites and community care facilities. An example of each NIMBY issue is studied under the past and present planning regimes. Semi-structured interviews with key players in each NIMBY case were the principal means for gathering information relevant to the case studies. Additionally, interviews were conducted with planning consultants and local government planners independent of the cases, to provide more general insights. The technique of pattern-matching was used to analyse empirical evidence in light of theoretical perspectives. The thesis reached a number of conclusions. The RMA provides greater scope for implementing initiatives to deal with land use conflict. However, the full flexibility the RMA offers is not being realised in local government planning. The RMA increases opportunities for public participation in decision-making. Pre-hearing meetings and dispute resolution techniques have considerable potential in managing NIMBY conflict. Yet, the cases show that local government planners have been slow to implement these measures. The use of non-statutory techniques for dealing with NIMBY disputes is low. Evidence indicates a heavy reliance on statutory mechanisms. NIMBY conflict is approached in accordance with 'safe' statutory and institutional parameters. As a result, the same pattern of community representation is evident under both regimes; those groups who lobby the loudest are most prevalent in the decision-making process. The shift from a prescriptive planning regime based on certainty, to one of less certainty and increased flexibility has affected the management of NIMBYS. Prolific use of zoning, as a means of determining the spatial form of a region, was evident under the T&CPA. Although a blunt instrument, zoning provided certainty regarding land use activities. The effects-based framework in the RMA encourages more performance-based controls which establish appropriate environmental standards. Managing NIMBY conflict requires an approach which draws on a broad range of techniques on the part of planners and local government decision-makers. The thesis indicates that techniques beyond the application of statute are demanded in most NIMBY disputes.