title: The schooling experiences of Pasifika students

authors: Siope, Sefulu Anne Marie

abstract: The growing diversity of students in mainstream schools in Aotearoa New Zealand is challenging for educators and policy makers alike. Educational researchers in the 21st century have shown that listening to what students have to say about what works best for them is more important than ever. This article discusses the narratives of schooling experiences of two generations of Pasifika students, comparing the experiences of Pasifika students from Auckland secondary schools involved in the Te Kotahitanga project in 2009 with the author’s schooling experiences in the mid-1970s to the early 1980s.

text: The schooling experiences of Pasifika students The growing diversity of students in mainstream schools in Aotearoa New Zealand is challenging for educators and policy makers alike. Educational researchers in the 21st century have shown that listening to what students have to say about what works best for them is more important than ever. This article discusses the narratives of schooling experiences of two generations of Pasifika students, comparing the experiences of Pasifika students from Auckland secondary schools involved in the Te Kotahitanga project in 2009 with the author’s schooling experiences in the mid-1970s to the early 1980s.

year: 2011

title: Intentional over-qualification: An exploration of motives and outcomes

authors: Newland , Samantha

subjects: over-qualification

abstract: The effects of over-qualification (OQ) are becoming more established, yet little is known about the processes which drive these outcomes, or why outcomes are sometimes positive rather than negative. Less is known about different forms of over-qualification, whether they exist, and, whether they make a difference to such outcomes. Drawing on the theory of needs-supplies fit, the current research examined how two distinct forms of over-qualification (intentional and unintentional) relate to life satisfaction, job satisfaction, organisational commitment, turnover intentions, and job performance. Data were collected by means of an online self-report survey. Two hundred and twenty-seven respondents (61% female, 39% male) provided data at one time point. Two distinct forms of over-qualification emerged. Ninety participants were intentionally over-qualified and predominantly chose jobs below their qualifications due to work-life balance considerations (e.g., wanting more time for educational pursuits, family, hobbies, and leisure activities). Eighty-four participants were unintentionally over-qualified (i.e., not over-qualified by choice), and fifty-three participants were not over-qualified. Women reported choosing jobs below their qualifications significantly more often than men, as did individuals below the age of 30 years. Unintentional over-qualification proved to be a more harmful form of over-qualification and was linked to a range of undesirable outcomes. Over-qualified employees should not be mass categorised as they have been in many previous studies. Although unintentional over-qualification should be avoided, the same cannot be said for intentional over-qualification. Over-qualified individuals who choose their employment situation appear to represent a largely unrecognised, underutilised, and potentially valuable resource for organisations.

text: Intentional over-qualification: An exploration of motives and outcomes The effects of over-qualification (OQ) are becoming more established, yet little is known about the processes which drive these outcomes, or why outcomes are sometimes positive rather than negative. Less is known about different forms of over-qualification, whether they exist, and, whether they make a difference to such outcomes. Drawing on the theory of needs-supplies fit, the current research examined how two distinct forms of over-qualification (intentional and unintentional) relate to life satisfaction, job satisfaction, organisational commitment, turnover intentions, and job performance. Data were collected by means of an online self-report survey. Two hundred and twenty-seven respondents (61% female, 39% male) provided data at one time point. Two distinct forms of over-qualification emerged. Ninety participants were intentionally over-qualified and predominantly chose jobs below their qualifications due to work-life balance considerations (e.g., wanting more time for educational pursuits, family, hobbies, and leisure activities). Eighty-four participants were unintentionally over-qualified (i.e., not over-qualified by choice), and fifty-three participants were not over-qualified. Women reported choosing jobs below their qualifications significantly more often than men, as did individuals below the age of 30 years. Unintentional over-qualification proved to be a more harmful form of over-qualification and was linked to a range of undesirable outcomes. Over-qualified employees should not be mass categorised as they have been in many previous studies. Although unintentional over-qualification should be avoided, the same cannot be said for intentional over-qualification. Over-qualified individuals who choose their employment situation appear to represent a largely unrecognised, underutilised, and potentially valuable resource for organisations.

year: 2017

title: Developing an integrated ocean observing system for New Zealand

authors: O'Callaghan, J

subjects: Science & Technology

abstract: New Zealand (NZ) is an island nation with stewardship of an ocean twenty times larger than its land area. While the challenges facing NZ's ocean are similar to other maritime countries, no coherent national plan exists that meets the needs of scientists, stakeholders or kaitiakitanga (guardianship) of NZ's ocean in a changing climate. The NZ marine science community used the OceanObs'19 white paper to establish a framework and implementation plan for a collaborative NZ ocean observing system (NZ-OOS). Co-production of ocean knowledge with Māori will be embedded in this national strategy for growing a sustainable, blue economy for NZ. The strengths of an observing system for a relatively small nation come from direct connections between the science impetus through to users and stakeholders of an NZ-OOS. The community will leverage off existing ocean observations to optimize effort and resources in a system that has historically made limited investment in ocean observing. The goal of the community paper will be achieved by bringing together oceanographers, data scientists and marine stakeholders to develop an NZ-OOS that provides best knowledge and tools to the sectors of society that use or are influenced by the ocean.

text: Developing an integrated ocean observing system for New Zealand New Zealand (NZ) is an island nation with stewardship of an ocean twenty times larger than its land area. While the challenges facing NZ's ocean are similar to other maritime countries, no coherent national plan exists that meets the needs of scientists, stakeholders or kaitiakitanga (guardianship) of NZ's ocean in a changing climate. The NZ marine science community used the OceanObs'19 white paper to establish a framework and implementation plan for a collaborative NZ ocean observing system (NZ-OOS). Co-production of ocean knowledge with Māori will be embedded in this national strategy for growing a sustainable, blue economy for NZ. The strengths of an observing system for a relatively small nation come from direct connections between the science impetus through to users and stakeholders of an NZ-OOS. The community will leverage off existing ocean observations to optimize effort and resources in a system that has historically made limited investment in ocean observing. The goal of the community paper will be achieved by bringing together oceanographers, data scientists and marine stakeholders to develop an NZ-OOS that provides best knowledge and tools to the sectors of society that use or are influenced by the ocean.

year: 2019-03-26