title: Transfers of capital and shifts in New Zealand’s regional population distribution, 1840-1996

authors: Pool, Ian

subjects: population

abstract: When researchers attempt to study population and development, and particularly the role of migrations, the focus is normally on national level trends, frequently involving time-series analyses of more generic indicators of population change and economic growth. The migration field does, of course, deal with questions of the integration of migrants, at a macro-level evaluating their impact on social diversity and cohesion by turning to ecological-level indices covering clustering.

This paper takes a different approach in part inspired by the model developed by Le Heron, Britton and Parson to analyse a related question: restructuring. This they saw as likely to be induced and thus frequently exogenous to a particular socio-demographic system. For example, policies effecting restructuring at a regional level will often come from some central agency external to the region, or even outside the geographic territory or country. There are also other changes that can be spontaneous in nature, arising from a mix of factors and situations endogenous to a given area.1 In both cases, so these authors argue (1992:5), we must deal with “processes operating at various geographic scales...”.

To this end this paper thus employs as demographic variables indices plotting subnational changes, thereby recognising that population dynamics at the national-level are likely to be a composite of complex societal forces varying from region to region. For much of this essay, which is more an exercise in setting research agendas than a full-scale empirical analysis, the regional breakdown is very broad, attempting to distinguish between the more dominant and less dominant poles at any time.

text: Transfers of capital and shifts in New Zealand’s regional population distribution, 1840-1996 When researchers attempt to study population and development, and particularly the role of migrations, the focus is normally on national level trends, frequently involving time-series analyses of more generic indicators of population change and economic growth. The migration field does, of course, deal with questions of the integration of migrants, at a macro-level evaluating their impact on social diversity and cohesion by turning to ecological-level indices covering clustering.

This paper takes a different approach in part inspired by the model developed by Le Heron, Britton and Parson to analyse a related question: restructuring. This they saw as likely to be induced and thus frequently exogenous to a particular socio-demographic system. For example, policies effecting restructuring at a regional level will often come from some central agency external to the region, or even outside the geographic territory or country. There are also other changes that can be spontaneous in nature, arising from a mix of factors and situations endogenous to a given area.1 In both cases, so these authors argue (1992:5), we must deal with “processes operating at various geographic scales...”.

To this end this paper thus employs as demographic variables indices plotting subnational changes, thereby recognising that population dynamics at the national-level are likely to be a composite of complex societal forces varying from region to region. For much of this essay, which is more an exercise in setting research agendas than a full-scale empirical analysis, the regional breakdown is very broad, attempting to distinguish between the more dominant and less dominant poles at any time.

year: 2002-06

title: More English than the English? Cricket fan culture in New Zealand

authors: Gibbs, Danny Wiremu

subjects: Geography

abstract: This thesis focuses on cricket fan culture in New Zealand. It examines academic theory in relation to sport, sport(s) fandom, cricket, and cricket fandom, and identifies their relevance to human geography. Theoretical constructions underpinned the data collected from New Zealand cricket fans over the course the 2017-18 summer. Cricket fan culture in New Zealand has not had sufficient reasoning to be defined in its own unique manner. Historically a lack of on-field success by New Zealand cricket teams, scarce amounts of domestic cricket being played in New Zealand, and culture clashes with prominent sports in New Zealand, led to stagnation in the development of a cricket fan culture throughout the twentieth century. Research of historical influences on contemporary cricket fan culture in New Zealand is combined with data collected from cricket fans via participant observation and semi-structured interviews. This research determines while that cricket fan culture in contemporary New Zealand mitigates against easy definition, the study of sporting fandom offers much potential for future geographic research Challenging historical and contemporary ideologies of cricket fan culture in New Zealand highlights the complexities, richness, and diversity of sports fandom.

text: More English than the English? Cricket fan culture in New Zealand This thesis focuses on cricket fan culture in New Zealand. It examines academic theory in relation to sport, sport(s) fandom, cricket, and cricket fandom, and identifies their relevance to human geography. Theoretical constructions underpinned the data collected from New Zealand cricket fans over the course the 2017-18 summer. Cricket fan culture in New Zealand has not had sufficient reasoning to be defined in its own unique manner. Historically a lack of on-field success by New Zealand cricket teams, scarce amounts of domestic cricket being played in New Zealand, and culture clashes with prominent sports in New Zealand, led to stagnation in the development of a cricket fan culture throughout the twentieth century. Research of historical influences on contemporary cricket fan culture in New Zealand is combined with data collected from cricket fans via participant observation and semi-structured interviews. This research determines while that cricket fan culture in contemporary New Zealand mitigates against easy definition, the study of sporting fandom offers much potential for future geographic research Challenging historical and contemporary ideologies of cricket fan culture in New Zealand highlights the complexities, richness, and diversity of sports fandom.

year: 2018

title: Exploring Inclusion, Support and Culture in the Workplace: A Study of Māori and European Employees

authors: Brougham, David M.

subjects: Inclusion

abstract: New Zealand boasts a wide range of vibrant and contrasting cultures within the workplace. This level of cultural diversity within New Zealand is set to increase substantially over the next 15 years. This increase has already created a need for researchers and human resource managers to understand the importance and benefits of diversity within the workplace. However, recent research has found that the ‘apparent benefits’ of traditional diversity management cannot be fulfilled unless individuals feel included within the organisation. 
Inclusion is defined as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore, Randel, Chung, Dean, Ehrhart & Singh, 2011, p. 1265). Despite a realisation that inclusion may be the future of managing diverse workplaces, the literature on inclusion is under developed and lacks empirical testing. The main contribution and focus of this thesis centres on cultural inclusion in the workplace. A secondary focus is on the benefits of other types of support, from various sources (e.g., organisation, supervisor, and family), within New Zealand’s rich cultural context. 
This PhD has been undertaken by publication. Thus, the majority of its chapters are stand-alone (although related) journal articles. Many of the journal articles within this thesis are either under review, or published/in press, and this is signalled at the start of each chapter. Chapters one and two overview the thesis and discuss the research methods used within this PhD by publication. The first journal article (chapter three) details the cultural context of New Zealand and the importance of managing diversity and including all employees. The second journal article (chapter four) focuses on the importance that Māori culture, collectivism and language has in the workplace for Māori well-being. Findings were based on a sample of Māori employees, with the results highlighting the importance of collectivism and cultural identity for Māori employees towards achieving greater well-being. These two published articles build the foundation for the next three journal articles, which discuss the importance of cultural inclusion in the workplace. 
In an endeavour to test the inclusiveness of organisations’ support for cultural values and beliefs, this thesis offers a new measure of perceived cultural inclusion (PCI). The PCI measure is based on perceived organisational support (POS) owing to the parallels between inclusion and POS. POS is also a strong and reliable predictor of employee outcomes. Data was collected from two culturally distinct groups (i.e., Māori n=349 and New Zealand Europeans n=144) within New Zealand. Findings showed that PCI predicted POS, which in turn predicted job outcomes (i.e., job satisfaction, career satisfaction, organisational commitment, turnover intentions) and mental health outcomes (anxiety and depression) for both Māori and New Zealand Europeans (refer to chapters five and six). This thesis also investigated the effects of PCI to POS to work-family related outcomes on the sample of Māori employees, and findings suggested that PCI would predict POS, which would in turn predict work-family related outcomes in the expected direction (refer to chapter seven). These three chapters provide strong empirical evidence for POS mediating the influence of PCI on numerous employee outcomes. 
The literature has also highlighted the importance of supervisor and family support when predicting job and well-being outcomes. The effects that supervisor support for work-family issues and whānau (extended family) support have on job outcomes (chapter eight) and well-being outcomes (chapter nine) for Māori employees were also investigated. Findings from two Māori samples (N=260 and N=466) emphasised the importance that both supervisor and whānau support have on job satisfaction, turnover intentions, life satisfaction, cultural identity, health and well-being (see chapters eight and nine for more details). 
Overall, this thesis draws findings from both New Zealand European and Māori employee samples to provide evidence that supporting and understanding cultural values is highly important for job and well-being outcomes. These findings have many theoretical and managerial implications. The following chapters discuss in-depth, relevant theories, literature, methods and conclusions that form this thesis.

text: Exploring Inclusion, Support and Culture in the Workplace: A Study of Māori and European Employees New Zealand boasts a wide range of vibrant and contrasting cultures within the workplace. This level of cultural diversity within New Zealand is set to increase substantially over the next 15 years. This increase has already created a need for researchers and human resource managers to understand the importance and benefits of diversity within the workplace. However, recent research has found that the ‘apparent benefits’ of traditional diversity management cannot be fulfilled unless individuals feel included within the organisation. 
Inclusion is defined as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore, Randel, Chung, Dean, Ehrhart & Singh, 2011, p. 1265). Despite a realisation that inclusion may be the future of managing diverse workplaces, the literature on inclusion is under developed and lacks empirical testing. The main contribution and focus of this thesis centres on cultural inclusion in the workplace. A secondary focus is on the benefits of other types of support, from various sources (e.g., organisation, supervisor, and family), within New Zealand’s rich cultural context. 
This PhD has been undertaken by publication. Thus, the majority of its chapters are stand-alone (although related) journal articles. Many of the journal articles within this thesis are either under review, or published/in press, and this is signalled at the start of each chapter. Chapters one and two overview the thesis and discuss the research methods used within this PhD by publication. The first journal article (chapter three) details the cultural context of New Zealand and the importance of managing diversity and including all employees. The second journal article (chapter four) focuses on the importance that Māori culture, collectivism and language has in the workplace for Māori well-being. Findings were based on a sample of Māori employees, with the results highlighting the importance of collectivism and cultural identity for Māori employees towards achieving greater well-being. These two published articles build the foundation for the next three journal articles, which discuss the importance of cultural inclusion in the workplace. 
In an endeavour to test the inclusiveness of organisations’ support for cultural values and beliefs, this thesis offers a new measure of perceived cultural inclusion (PCI). The PCI measure is based on perceived organisational support (POS) owing to the parallels between inclusion and POS. POS is also a strong and reliable predictor of employee outcomes. Data was collected from two culturally distinct groups (i.e., Māori n=349 and New Zealand Europeans n=144) within New Zealand. Findings showed that PCI predicted POS, which in turn predicted job outcomes (i.e., job satisfaction, career satisfaction, organisational commitment, turnover intentions) and mental health outcomes (anxiety and depression) for both Māori and New Zealand Europeans (refer to chapters five and six). This thesis also investigated the effects of PCI to POS to work-family related outcomes on the sample of Māori employees, and findings suggested that PCI would predict POS, which would in turn predict work-family related outcomes in the expected direction (refer to chapter seven). These three chapters provide strong empirical evidence for POS mediating the influence of PCI on numerous employee outcomes. 
The literature has also highlighted the importance of supervisor and family support when predicting job and well-being outcomes. The effects that supervisor support for work-family issues and whānau (extended family) support have on job outcomes (chapter eight) and well-being outcomes (chapter nine) for Māori employees were also investigated. Findings from two Māori samples (N=260 and N=466) emphasised the importance that both supervisor and whānau support have on job satisfaction, turnover intentions, life satisfaction, cultural identity, health and well-being (see chapters eight and nine for more details). 
Overall, this thesis draws findings from both New Zealand European and Māori employee samples to provide evidence that supporting and understanding cultural values is highly important for job and well-being outcomes. These findings have many theoretical and managerial implications. The following chapters discuss in-depth, relevant theories, literature, methods and conclusions that form this thesis.

year: 2013