title: Risky spaces: Creating, contesting and communicating lines on environmental hazard maps

authors: Haughton, Graham

subjects: Social Sciences

abstract: This paper examines the tensions involved in the production, presentation and revision of hazard maps, focusing on the controversies that have become increasingly common when they are used to change government policy. Our scope includes all the major environmental hazards currently being mapped in New Zealand, one of the world's most exposed and hazard‐aware countries. Selecting one country also allowed a multi‐hazard approach to be taken that helps provide messages for other countries. Drawing on interviews with 24 key informants, the paper identifies a range of reasons for explaining the recent growth in hazard mapping and why hazard maps sometimes resulted in high‐profile controversies. Two themes emerged out of this analysis: an inconsistency in modelling and mapping hazards that created opportunity for challenge and the selective mobilisation of scientific uncertainty to dispute the legitimacy of official maps, particularly on developed land. The findings highlight the multiple roles of mapping, positioning maps as potentially instruments of both depoliticisation and repoliticisation. We emphasise how conflicts are most likely when maps are used as technocratic instruments of depoliticisation, and that creating maps in a more open way can generate valuable opportunities to engage with communities in more creative policy‐making regarding the threats they face and how they can respond. Mapping processes that open up the space for critical debate can act as important debate‐support tools as well as decision‐support tools, particularly when used to give voice to those not normally heard or treated as equal.

text: Risky spaces: Creating, contesting and communicating lines on environmental hazard maps This paper examines the tensions involved in the production, presentation and revision of hazard maps, focusing on the controversies that have become increasingly common when they are used to change government policy. Our scope includes all the major environmental hazards currently being mapped in New Zealand, one of the world's most exposed and hazard‐aware countries. Selecting one country also allowed a multi‐hazard approach to be taken that helps provide messages for other countries. Drawing on interviews with 24 key informants, the paper identifies a range of reasons for explaining the recent growth in hazard mapping and why hazard maps sometimes resulted in high‐profile controversies. Two themes emerged out of this analysis: an inconsistency in modelling and mapping hazards that created opportunity for challenge and the selective mobilisation of scientific uncertainty to dispute the legitimacy of official maps, particularly on developed land. The findings highlight the multiple roles of mapping, positioning maps as potentially instruments of both depoliticisation and repoliticisation. We emphasise how conflicts are most likely when maps are used as technocratic instruments of depoliticisation, and that creating maps in a more open way can generate valuable opportunities to engage with communities in more creative policy‐making regarding the threats they face and how they can respond. Mapping processes that open up the space for critical debate can act as important debate‐support tools as well as decision‐support tools, particularly when used to give voice to those not normally heard or treated as equal.

year: 2018

title: Psychological Climate, Work Engagement, Intention to Leave and Organisational Citizenship Behaviour in Small Hospitality Businesses.

authors: Strydom, Ance

subjects: work engagement

abstract: The aim of the current study was to examine the interrelations of important work related variables within small New Zealand based hospitality organisations in order to enhance the understanding of factors that contribute to success within these organisations. Of particular interest was the role of employee work environment perceptions (psychological climate) in relation to employee work engagement, intention to leave and organisational citizenship behaviour directed at the organisation (OCBO). Two theoretical models were tested to investigate the expected role of psychological climate. Model 1 was a mediation model wherein work engagement was expected to mediate between psychological climate, and intention to leave and OCBO. Model 2 took an alternative approach in which psychological climate was posed as a moderator of predicted work engagement-intention to leave and intention to leave-OCBO relationships. 
In total, 177 surveys were included in the data analyses. The results provided full support for Model 1, showing significant relationships between all psychological climate dimensions and work engagement. Work engagement in turn was negatively related to intention to leave and positively related to OCBO. Work engagement mediated the relationships between the psychological climate dimensions and intention to leave and OCBO. Little support was found, however, for Model 2. Although, as predicted, there were negative relationships between work engagement and intention to leave, and intention to leave and OCBO, intention to leave was not found to mediate between work engagement and OCBO. More importantly, no moderation effects were observed for the psychological climate dimensions. 
No causal inferences may be drawn from the results of this study. Nevertheless, the findings do suggest that psychological climate has an important role to play in determining levels of work engagement, which in turn impacts on employee intentions to leave their jobs and to voluntarily demonstrate behaviours that can enhance organisational effectiveness. Additionally, the negative correlations between intention to leave and OCBO indicate that employees who are seriously entertaining the idea of exiting the organisation may reduce their levels of OCBO.
 
It is suggested that owner/managers of small hospitality organisations actively focus on modifying aspects of the work environment that are likely to promote favourable work environment perceptions and positively shape employees work-related affective-cognitive state.

text: Psychological Climate, Work Engagement, Intention to Leave and Organisational Citizenship Behaviour in Small Hospitality Businesses. The aim of the current study was to examine the interrelations of important work related variables within small New Zealand based hospitality organisations in order to enhance the understanding of factors that contribute to success within these organisations. Of particular interest was the role of employee work environment perceptions (psychological climate) in relation to employee work engagement, intention to leave and organisational citizenship behaviour directed at the organisation (OCBO). Two theoretical models were tested to investigate the expected role of psychological climate. Model 1 was a mediation model wherein work engagement was expected to mediate between psychological climate, and intention to leave and OCBO. Model 2 took an alternative approach in which psychological climate was posed as a moderator of predicted work engagement-intention to leave and intention to leave-OCBO relationships. 
In total, 177 surveys were included in the data analyses. The results provided full support for Model 1, showing significant relationships between all psychological climate dimensions and work engagement. Work engagement in turn was negatively related to intention to leave and positively related to OCBO. Work engagement mediated the relationships between the psychological climate dimensions and intention to leave and OCBO. Little support was found, however, for Model 2. Although, as predicted, there were negative relationships between work engagement and intention to leave, and intention to leave and OCBO, intention to leave was not found to mediate between work engagement and OCBO. More importantly, no moderation effects were observed for the psychological climate dimensions. 
No causal inferences may be drawn from the results of this study. Nevertheless, the findings do suggest that psychological climate has an important role to play in determining levels of work engagement, which in turn impacts on employee intentions to leave their jobs and to voluntarily demonstrate behaviours that can enhance organisational effectiveness. Additionally, the negative correlations between intention to leave and OCBO indicate that employees who are seriously entertaining the idea of exiting the organisation may reduce their levels of OCBO.
 
It is suggested that owner/managers of small hospitality organisations actively focus on modifying aspects of the work environment that are likely to promote favourable work environment perceptions and positively shape employees work-related affective-cognitive state.

year: 2014

title: Cooperation in Maori and European children

authors: Vercoe, Glynis Price

subjects: Maori children

abstract: The object of this study is to compare the cooperative behaviour of Maori and European children and to investigate and compare the effects, upon the performance of the two ethnic groups, of working under cooperative conditions and under competitive conditions. Certain differences are expected to exist between the two ethnic groups as a result of the different child rearing practices employed by the Maoris and by the Europeans.

text: Cooperation in Maori and European children The object of this study is to compare the cooperative behaviour of Maori and European children and to investigate and compare the effects, upon the performance of the two ethnic groups, of working under cooperative conditions and under competitive conditions. Certain differences are expected to exist between the two ethnic groups as a result of the different child rearing practices employed by the Maoris and by the Europeans.

year: 1971