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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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    No laughing matter : what the experiences of women working in the Aotearoa-New Zealand comedy industry can tell us about male-dominated, unregulated workplaces : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Clinical Psychology at Massey University, Albany, New Zealand
    (Massey University, 2023) Davies, Bridget
    With the international development of the #MeToo movement, a similar moment occurred in the Aotearoa-New Zealand (A-NZ) comedy industry. Women shared their experiences of harassment in the industry, and a Working Group emerged with the aim of making the A-NZ comedy industry safer and more inclusive. Drawing upon the existing literature about #MeToo and the challenges women face in male-dominated and unregulated industries, this study aimed to understand women’s experiences in an industry where these factors intersect. The study was based on interviews with 15 women working in the A-NZ comedy industry. A feminist phenomenological thematic analysis of these interviews provided insight into these women's experiences and meaning-making. Three superordinate themes were produced from this analysis. The first, ‘comedy requires negotiating a male-as-norm world’, discussed women's challenges in this male-dominated industry. These included being made to feel that women do not belong in the industry, being judged as a woman rather than on merit, and often feeling isolated as a woman. The second theme, ‘feeling unsafe in an unregulated space,’ discussed how the informal nature of the comedy industry creates additional challenges when combined with comedy being male-dominated. These challenges included women reporting feeling unsafe and unable to speak up. Finally, in the theme, ‘experiencing Aotearoa-New Zealand comedy’s #MeToo moment’, participants reflected on the positive changes they have observed since the initial #MeToo discussions and the challenges of implementing formal solutions in an informal space. These findings align with existing research and demonstrate the importance of the #MeToo moment for women working in the comedy industry and the factors reducing its chance of leading to significant change. Supporting this conclusion, the thesis finishes with a reflection on the specific context in which the study was undertaken, including the implications of a recent decision for the Working Group to stop accepting complaints and what this means for women comedians currently working in Aotearoa-New Zealand.
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    Decolonising mahi : a Kaupapa Māori theory and practice framework : a thesis presented in fulfilment of the requirements for the degree of Doctor of Philosophy in Public Health at SHORE & Whāriki Research Centre, Te Kunenga ki Pūrehuroa Massey University, Aotearoa-New Zealand
    (Massey University, 2023) Emery-Whittington, Isla Te Ara o Rehua
    The thesis is a narration of a process to reclaim theoretical space where everyday acts are once again regarded as mahi and as māori. It is a philosophical decolonial examination of both Western theories and notions of occupation (activities, acts, work, deeds) and Kaupapa Māori praxis of mahi. The aim of this Kaupapa Māori study is to examine the relationship between ‘colonisation’ and ‘occupation’ and specifically, how this relationship contributes to both the reproduction of colonialism and decolonisation of everyday life for Māori peoples. This provides a basis for formalising the Māori Occupational Therapy Network’s theorising of a Kaupapa Māori theory of mahi and practice model. Kaupapa Māori methodology provided a foundation that privileged tikanga and mātauranga through the study. Wānanga as theory making, writing to understand, publishing to disrupt and building antiracist collectives were the Kaupapa Māori methods utilised. These methods supported a critical examination of the links between occupation and colonisation. Specifically, notions of ‘occupation as a series of separations’, ‘occupations as having’, and ‘occupational justice’ were examined for their utility in reproducing and maintaining colonialism. A taxonomy of human occupations in settler-colonial states captured the observations and is outlined alongside emerging Indigenous and critical occupational therapy and occupational science literature. This study used a ‘thesis with publications pathway’ to collaboratively disrupt colonial reckons about occupation and carved new spaces to share how decoloniality is generated and transforms everyday tasks of life. Guidance for antiracist, Tiriti-based praxis is designed into a Kaupapa Māori Theory of Mahi and a practice framework called Ngā Mahi a Rehua. The study was tasked with noticing, examining and explaining how the ‘colonised’ struggle is lived and transcended in the minutiae of everyday occupations. In so doing, it also highlighted the links between institutionalised dehumanisation practices within occupational therapy and occupational science, and monocultural theorising of occupation. Despite this, the study also highlighted how an Indigenous way of being, is transformative and necessary. Evidently, despite the chronic, multi-layered, and shape-shifting nature of ‘being colonised’, mahi is a potent and abundantly accessible site of decoloniality.
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    A validation of the workplace dignity scale : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Manawatū, New Zealand
    (Massey University, 2019) Scott-Campbell, Casey
    Workplace Dignity has long been the subject of scholarly enquiry, although until recently the body of research has been dominated by ethnographic work. Recently, Thomas and Lucas (2019) developed the first quantitative, direct measure of perceptions of workplace dignity: the Workplace Dignity Scale (WDS). Given the importance of understanding dignity in the workplace, this study sought to replicate the initial scale validation study conducted by Thomas and Lucas, so as to confirm the reliability and validity of the scale prior to its future applied and scholarly use. Moreover, the current study contributes to the ongoing methodological reform of psychology towards a transparent and rigorous science by preregistering the method and analysis script prior to collecting data. A large sample of workers (N = 853) from the United States were recruited through Prolific Academic and completed an online questionnaire that included the WDS, as well as theoretically related scales (e.g., workplace incivility). Confirmatory factor analyses indicated that the model specified by Thomas and Lucas had reasonable global fit and estimates of reliability (ωt) indicated that the two main factors of the scale, Dignity and Indignity, had high internal consistency. Nomological analyses revealed that the Dignity factor of the WDS was significantly correlated in the expected directions with theoretically related variables. Furthermore, the Dignity and Indignity factors of the WDS were found to highly correlate with one another, posing questions as to whether the two factors are qualitatively different phenomena as was argued by Thomas and Lucas. It is concluded that the WDS is a promising tool for measuring workplace dignity although refinement of the proposed measurement model may be necessary.
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    Job demands, job resources and behaviour at work : 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, 2014) Buchs, Claire Jane
    The job demands-resources (JD-R) model postulates that job demands and job resources constitute two processes: the health impairment process, leading to negative outcomes, and the motivational process, leading to positive outcomes. The current research extended the JD-R model by including counterproductive work behaviour (CWB) as a behavioural stress reaction, and organisational citizenship behaviour (OCB) as a reaction to motivational resources. The study also considered the impact of job resources (transformational leadership, team communication/performance feedback) on CWB and job demands (workload, interpersonal conflict/emotional demands) on OCB. Job satisfaction was used as a mediator in these processes, with the organisational outcome of interest being intention to quit. Also examined was the buffering effect of job resources on job demands. In a sample of 221 participants working within the service industry, the study found support for a model where job demands were associated with CWB, with the relationship between workload and CWB being mediated by job satisfaction. Job satisfaction was also found to mediate the relationship between transformational leadership and CWB. Team communication/performance feedback and workload were associated with OCB and these relationships were mediated by job satisfaction. Transformational leadership was indirectly related to OCB through job satisfaction. Intention to quit was negatively related to transformational leadership as well as to OCB. The study also found that the impact of workload on CWB and OCB was attenuated by job resources. These findings have implications for organisations as they suggest that the immediate work environment could affect employee attitudes and influence whether or not employees engage in positive extra-role behaviours.
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    A two part story : the impact of a culturally responsive working environment on wellbeing; and the job attitudes and factors of retention for indigenous employees : a thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Human Resource Management at Massey University, Turitea campus, Aotearoa-New Zealand
    (Massey University, 2015) Hooker, Raiha Rachael Joy
    The purpose of this research is twofold. (1) to highlight the influence a culturally responsive working environment has on Maori employees in New Zealand/Aotearoa and how this culturally-based environment can influence the wellbeing of employees; and (2) investigates how support from their supervisor and employee satisfaction with multiple work factors influences their job attitudes, job search behaviours and related factors in their intention to quit that organisation. A particular focus is on how having support for cultural values such as whanaungatanga (reciprocal relationships), manaakitanga (respect, prestige, status), and mauri (life principle, essential quality and vitality of a being) impacts Maori employees’ mental health and cultural wellbeing. An online survey was sent to a wide network of working Maori requesting consideration, as well as asking participants to forward the survey on to their own contacts. Data was collected in two waves with a second survey sent a week or two after the first survey was completed. Overall 113 participants completed both surveys (matching survey one and two responses). Results of this study suggests that support from the supervisor help form an organisational culture that in turn creates a culturally responsive working environment, which then has a beneficial influence on the mental health and cultural wellbeing of Maori employees. Additionally, support from the supervisor was found to be positively related to all four satisfaction dimensions (supervisor, co-worker, job and pay) which in turn related to search behaviours and ultimately intentions to leave their organisation. Ultimately, supervisor and job satisfaction were found to be key predictors of turnover intentions.
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    Workplace reform and Weddels staff : a study in retrospect of staff perspectives
    (Massey University, 1995) Foster, Alan Barry
    This dissertation addresses the question of the extent to which the concept of workplace reform has been compromised by the closure of the Tomoana (Hastings) plant of Weddel New Zealand Ltd. The Tomoana meat processing company in Hastings was part of the Weddel group that went into receivership on 19 August 1994 with the loss of approximately 1800 jobs. The company introduced an ongoing range of workplace measures, starting in 1991, and these measures were still continuing right up to the closure. The meat processing industry has been going through a series of restructuring measures since the late 1970s largely because of various trading difficulties and a sharp decline in sheep numbers. Weddels attempted to improve their position in the market by introducing Total Customer Service ("TCS") supported by International Standards Organization ("ISO") certification and Occupation safety and Health ("OSH") requirements. Alongside these measures was a cost saving and efficiency programme of various procedures such as teams, flatter management structure, skill-based pay system, redundancies and a wage cut of 13 percent for most workers. The on-site union officials were heavily involved in the implementation of TCS but once the delay 1993 announcement was implemented the union was fraught with internal problems resulting in a change of president. All the workers on site, approximately 1800, were put through an introduction of TCS. For the majority of workers that was the last time that they had any direct input into the changes until the wage cuts on May 1993. The workers reluctantly accepted the agreement negotiated by their union on the proviso that all workers would be assessed and reskilled so that their pay would reflect the work that they did. This was never acted upon because the system was too costly. Research of the literature found that workplace reform is an ill-defined concept because there has been no uniform approach that can actually pin-point and say with confidence, "that firm is applying workplace reform initiatives". However testing a number of defining characteristics, found in the literature on workplace reform, against the firm's change initiatives may demonstrate whether those initiatives satisfy various definitions of workplace reform. Those defining characteristics are embedded in a participative and cooperative model involving all the stakeholders in a firm. Was the concept compromised by the closure of Weddel? To ascertain whether this was correct the author reinterviewed a number of participants who had been part of a previous study on the initiatives introduced at Weddel Tomoana. In addition, to get a national picture of workplace reform, a key group of external participants were interviewed. What transpired from the evidence is that workplace reform initiatives at Tomoana were dominated by quality issues and cost saving measures. The participative and cooperative environment through involvement was management driven. The degree of involvement of all stakeholders in the initial stages of the change process was a marked improvement by meat processing industry standards. However this was short lived once management embarked on cost saving and efficiency measures. The trust that was in evidence in the initial stages gradually dissipated. The conclusion is that the concept of workplace reform was not compromised at Tomoana because it never fully met the criteria as defined by the characteristics found in the literature. "Therefore the Weddel experiment was indeed something considerably different from workplace reform".
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    Men talk about executive women : a thesis presented in partial fulfillment of the requirements for the degree of Master of Arts in Psychology at Massey University, Palmerston North, New Zealand
    (Massey University, 2006) Howard, Steven
    Since the 1970's women have steadily gained access to higher levels of corporate management. Formal mechanisms of discrimination on the basis of gender have long been consigned to the past, and organisations now promote themselves as family friendly and valuing work-life balance. However, in spite of women occupying the lower ranks of organisations in nearly the same numbers as men, women still hold only a minority of executive-level leadership roles. This thesis is based on a series of interviews with men in senior management positions who at the time, reported to women Chief Executive Officers and General Managers. The ways in which these men talked about gender as a factor in organisational life were examined for the discursive resources used to explain or account for the situation. Four key discursive resources were identified: 1) Darwinian Competition; 2) Gender Differences; 3) Gender War; and 4) Individual Choices. These resources were used in a variety of often conflicting ways to eliminate or marginalise gender issues and any concerns warranting action. This rendered the organisation, its institutions and practices safe from change.
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    Emotional processes in strategic management : the role of positive and negative affect in biasing perceptions of the organisational environment : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology
    (Massey University, 2000) Galley, Ian
    Effective strategic-level planning and decision-making are vital processes for an organisation's long-term success. Strategic decision-making is difficult to perform effectively due to both the density of data contained in the strategic environment and the often ambiguous and incomplete nature of this data. Daniels (1998) found evidence for a link between perceptions of aspects of the organisational environment germane to strategic decision-making and managers' trait negative affect. The present study sought to replicate this finding and extend this line of research with positive affect. The present study employed a cross-sectional, correlational design. A total of 150 managers employed in a range of businesses in New Zealand returned questionnaire forms mailed out to them. The hypothesis that positive affectivity could influence perceptions of the organisational environment was supported. A systematic relationship in the hypothesised direction was found between Positive affectivity and managers' perceptions of their organisational environments. Contrary to the findings of Daniels (1998), no support was found for a relationship between negative affectivity and managerial perceptions of their organisational environments. Some evidence was also found for an interaction effect between negative and positive affectivity and managerial perceptions of the environment. The implications of the results obtained are that positive affectivity may work to bias the cognitive processes of the strategic decision-maker when he or she is scanning the strategic environment for relevant data. It is concluded that emotion must be considered a substantive factor for future strategic planning research.
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    Take it or leave it : the role of self-efficacy, personality, need for achievement, and negative motivational gravity on intention to leave : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 2003) Rundle-Gardiner, Anne Catherine
    This research explored the potential influences of negative motivational gravity work environments, and whether the threshold for intending to leave could be predicted by individual differences. The sample consisted of 114 undergraduate and postgraduate students located at the Albany Campus of Massey University. The research explored quantitative and qualitative data, collected through a three part questionnaire. Part One used scenarios and asked participants to imagine how much negative motivational gravity they would probably tolerate before seriously thinking about leaving. Part Two included questions measuring individual differences relating to (a) self-efficacy (Sherer et al's., (1982) General Self-efficacy Sub-scale), (b) personality (Goldberg's (1999) International Personality Item Pool) and (c) need for achievement (Cassidy & Lynn's (1989) Achievement Motivation Questionnaire). Part Three collected demographic data. Although relationships were evident between the General Self-efficacy Sub-scale; the agreeableness, extraversion and neuroticism factors of the International Personality Item Pool; the mastery and acquisitiveness sub-scales of the Achievement Motivation Questionnaire; and tolerance threshold for negative motivational gravity, the results indicate that individual difference is not a strong predictor of tolerance threshold. The qualitative data is consistent with the quantitative data in so far as the dominant themes were rational, emotional, environmental and strategic related rather than associated with individual differences. The research has both theoretical implications, and implications for organisations to address negative motivational gravity to help reduce employee turnover. Limitations and recommendations for future research are also considered.