title: Lessons for teachers through intergenerational Māori experiences in Aotearoa’s education system

authors: Virtue, Katie

abstract: The intention of this research is to serve as professional development for myself and fellow teachers who work with tamariki Māori (Māori children) within mainstream education contexts in Aotearoa. This research explores historical factors that have contributed to the academic disparities of Māori including colonisation, the doctrine of discovery and contention over the differing versions of the Treaty of Waitangi. This research then shifts from holding the coloniser at the centre of the narrative to positioning Māori at the centre as exemplary examples of relentless Māori resistance. More contemporary examples of educational policies are then presented and analysed as an attempt to better understand these contexts.
What is blatantly clear through the exploration of educational policies throughout Aotearoa’s post-colonial history is the absence of Māori voice. For this reason, the findings of this thesis are centred on the voices of four wāhine Māori (Māori Women), across three generations, and their experiences with different teachers through Aotearoa’s education system.  
These stories provide invaluable lessons for all educators in Aotearoa.

text: Lessons for teachers through intergenerational Māori experiences in Aotearoa’s education system The intention of this research is to serve as professional development for myself and fellow teachers who work with tamariki Māori (Māori children) within mainstream education contexts in Aotearoa. This research explores historical factors that have contributed to the academic disparities of Māori including colonisation, the doctrine of discovery and contention over the differing versions of the Treaty of Waitangi. This research then shifts from holding the coloniser at the centre of the narrative to positioning Māori at the centre as exemplary examples of relentless Māori resistance. More contemporary examples of educational policies are then presented and analysed as an attempt to better understand these contexts.
What is blatantly clear through the exploration of educational policies throughout Aotearoa’s post-colonial history is the absence of Māori voice. For this reason, the findings of this thesis are centred on the voices of four wāhine Māori (Māori Women), across three generations, and their experiences with different teachers through Aotearoa’s education system.  
These stories provide invaluable lessons for all educators in Aotearoa.

year: 2021

title: WERO: A pānui for tauira Māori in psychology

authors: Waitoki, Waikaremoana

abstract: The first WERO pānui was edited in 1991 by the first Māori in psychology at Waikato University, Stephanie Palmer and Linda Waimarie Nikora. This pānui is the third in the WERO series, aiming to continue the legacy of the first publication in 1991 (edited by Stephanie Palmer) and the second in 1992 (edited by Hikitapua). The pānui continues to center diverse Māori perspectives with relevance for those affected by racial oppression in psychology.

text: WERO: A pānui for tauira Māori in psychology The first WERO pānui was edited in 1991 by the first Māori in psychology at Waikato University, Stephanie Palmer and Linda Waimarie Nikora. This pānui is the third in the WERO series, aiming to continue the legacy of the first publication in 1991 (edited by Stephanie Palmer) and the second in 1992 (edited by Hikitapua). The pānui continues to center diverse Māori perspectives with relevance for those affected by racial oppression in psychology.

year: 2024-06-03

title: The relationship between work and non-work support and work-life balance in Taiwan

authors: Chang, Ruby Yi-Ju

subjects: work life balance

abstract: The aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined.

Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.

text: The relationship between work and non-work support and work-life balance in Taiwan The aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined.

Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.

year: 2009