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    The role of relationships at work and happiness: A moderated moderated mediation study of New Zealand managers
    (MDPI (Basel, Switzerland), 2019-06-22) Haar J; Schmitz A; Di Fabio A; Daellenbach U
    Interpersonal relationships at work are important especially for the well-being of employees. The present study tests Positive Relational Management (PRM) and its influence on employee happiness, and we include two firm-level moderators and an individual-level mediator to better understand the potential complexity of effects. Importantly, we test this in the context of New Zealand, which has been under-represented in employee studies of happiness and is important due to a growing national interest in wellbeing. We test whether positive relationships at work shape greater meaningful work (MFW) and this then influences happiness and mediates the effects of PRM. We also include Human Capital (the quality of people inside the firm) and firm size as moderators and combine these all to test a moderated moderated mediation model in PROCESS. We test this on a sample of 302 New Zealand managers with time-separated data. We confirm the dimensionality and reliability of the PRM scale and find it is positively related to MFW and happiness, while MFW fully mediates the direct effect of PRM. We find interaction effects including a moderated moderated mediation effect, with the indirect effect of PRM differing depending on firm size and the strength of human capital. The implications for understanding the importance of relationships on employee happiness is discussed.
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    Entrepreneurship and its meanings for low-income women in Aotearoa : a culture-centred approach : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Organisational Communication at Massey University, Albany, New Zealand
    (Massey University, 2022-12-31) Zorn, Andrea
    Meaningful work has been associated with positive large-scale outcomes such as life satisfaction and overall well-being, along with workplace-specific outcomes like job satisfaction and engagement. Despite growing interest in the field of organisational communication, few studies have examined the constructs of work meaning and meaningfulness in low-income settings. There are also relatively few studies in organisational communication focussed on the context of entrepreneurship. This research employs the culture-centred approach (CCA) metatheoretical framework with the specific aim of creating space for voices from impoverished, marginalised, and subaltern communities due to their erasure in post-colonial landscapes. Semi-structured interviews were conducted with twenty-five women at various stages of their business to identify emergent needs, uncover work meanings, recognise wider influences on those meanings, and pinpoint if meaningful work could occur in impoverished contexts. Using grounded theory analysis, three interrelated meanings emerged for low-income women when thinking of their work: beneficent service, identity affirmation, and a sense of accomplishment with costs. The analysis also revealed how women’s experiences in organisational employment, contact with support workers, and wider societal discourses shaped the meaning(s) of their entrepreneurial work. This thesis draws from the CCA’s concepts of culture, structure, and agency in offering a theoretical model of transformative well-being for low-income entrepreneurs as well as practical implications for greater research impact.