title: Employees in the face of abusive supervision: Using personal, social and environment resources as coping mechanisms

authors: Arshad, Ayesha

subjects: Abusive Supervision

abstract: Abusive supervision and its effects on employee work outcomes and well-being has been the focus of attention of academic researchers and practitioners for the last two decades. Not everyone has the confidence and support to report these abusive supervisory behaviours or access to alternate job opportunities due to economic and financial constraints. This thesis explores what employees do in the face of abusive supervision with an overarching question, “How do employees cope with abusive supervision?”.
In order to explore this in detail, three studies were carried out as part of the thesis. The study 1 was a systematic literature review of all the coping mechanisms studies carried out until 2020. The literature review found that employees use resources (personal, social, or environment) as moderating mechanisms to buffer or cope with the detrimental effect of abusive supervision. It also analysed the key theories used to understand the operations of the coping mechanisms and provide some significant future research directions that guided the framework for two empirical studies included in the thesis.
Next, the study 2 analysed multiple coping strategies for abusive supervision, as pointed out in the literature review. It addressed the gaps by examining employee’s personal (psychological empowerment, resilience), social (workplace friendships) and environment (structural empowerment) resources to cope with the effects of abusive supervision. Utilizing the tenets of COR theory, the study found that damage to psychological empowerment plays a significant role in diminishing the work engagement and creativity of employees, as compared to structural empowerment. While workplace friendships play a significant role in buffering the effects of abusive supervision on work engagement and creativity of employees via structural empowerment. 
Lastly, study 3 is guided by the future research directions of study 1 and 2.  This study explored the coping mechanisms of employee mindfulness (a personal resource) on abusive supervision and employee well-being (work engagement and burnout) via organizational identification (a social resource) in two different cultural contexts: Pakistan and New Zealand. Drawing on the conservation of resources (COR) theory, the study found that organisational identification mediates the relationship between abusive supervision and employee work engagement for both samples. However, employee mindfulness only buffered the harmful impact of abusive supervision in the Pakistan sample. The study reveals new insights into the impact of personal, social and environment/ organisational resources on abusive supervision, providing directions for future research and practice.

text: Employees in the face of abusive supervision: Using personal, social and environment resources as coping mechanisms Abusive supervision and its effects on employee work outcomes and well-being has been the focus of attention of academic researchers and practitioners for the last two decades. Not everyone has the confidence and support to report these abusive supervisory behaviours or access to alternate job opportunities due to economic and financial constraints. This thesis explores what employees do in the face of abusive supervision with an overarching question, “How do employees cope with abusive supervision?”.
In order to explore this in detail, three studies were carried out as part of the thesis. The study 1 was a systematic literature review of all the coping mechanisms studies carried out until 2020. The literature review found that employees use resources (personal, social, or environment) as moderating mechanisms to buffer or cope with the detrimental effect of abusive supervision. It also analysed the key theories used to understand the operations of the coping mechanisms and provide some significant future research directions that guided the framework for two empirical studies included in the thesis.
Next, the study 2 analysed multiple coping strategies for abusive supervision, as pointed out in the literature review. It addressed the gaps by examining employee’s personal (psychological empowerment, resilience), social (workplace friendships) and environment (structural empowerment) resources to cope with the effects of abusive supervision. Utilizing the tenets of COR theory, the study found that damage to psychological empowerment plays a significant role in diminishing the work engagement and creativity of employees, as compared to structural empowerment. While workplace friendships play a significant role in buffering the effects of abusive supervision on work engagement and creativity of employees via structural empowerment. 
Lastly, study 3 is guided by the future research directions of study 1 and 2.  This study explored the coping mechanisms of employee mindfulness (a personal resource) on abusive supervision and employee well-being (work engagement and burnout) via organizational identification (a social resource) in two different cultural contexts: Pakistan and New Zealand. Drawing on the conservation of resources (COR) theory, the study found that organisational identification mediates the relationship between abusive supervision and employee work engagement for both samples. However, employee mindfulness only buffered the harmful impact of abusive supervision in the Pakistan sample. The study reveals new insights into the impact of personal, social and environment/ organisational resources on abusive supervision, providing directions for future research and practice.

year: 2022

title: Thermal history of the early Miocene Waitemata Basin and adjacent Waipapa Group, North Island, New Zealand

authors: Raza, Asaf

subjects: Waitemata Basin

abstract: Apatite fission track (AFT) and vitrinite reflectance (VR) data for early Miocene outcrops from the Waitemata Basin reveal that the basin sequence was subjected to shallow burial before denudation. AFT results suggest that the total sediment thickness within the basin was <=1 km and maximum paleotemperatures during burial never exceeded c. 60deg.C. Statistical analyses of the detrital AFT ages distinguish four dominant sources of sediment supply: contemporaneous volcanism; metagreywacke rocks of the Waipapa Group; the Northland Allochthon; and an unidentified source south of the basin. 
The apatite and zircon fission track results from the Waipapa Group rocks (Gondwana Terrane) adjacent to the basin suggest two discrete phases of accelerated cooling: the first during the early Cretaceous (c. 117 Ma) and the second during the mid Cretaceous (c. 84 Ma). These events probably reflect key stages in the tectonic development of the New Zealand microcontinent during the Cretaceous period, the earlier event being related to the climax of compressional deformation (Rangitata Orogeny) and the latter to extensional tectonism associated with the opening of the Tasman Sea. Waipapa Group rocks now exposed at the surface cooled from maximum paleotemperatures of c. 250deg.C at an estimated rate of c. 180-36deg.C/m.y., involving substantial denudation.

text: Thermal history of the early Miocene Waitemata Basin and adjacent Waipapa Group, North Island, New Zealand Apatite fission track (AFT) and vitrinite reflectance (VR) data for early Miocene outcrops from the Waitemata Basin reveal that the basin sequence was subjected to shallow burial before denudation. AFT results suggest that the total sediment thickness within the basin was <=1 km and maximum paleotemperatures during burial never exceeded c. 60deg.C. Statistical analyses of the detrital AFT ages distinguish four dominant sources of sediment supply: contemporaneous volcanism; metagreywacke rocks of the Waipapa Group; the Northland Allochthon; and an unidentified source south of the basin. 
The apatite and zircon fission track results from the Waipapa Group rocks (Gondwana Terrane) adjacent to the basin suggest two discrete phases of accelerated cooling: the first during the early Cretaceous (c. 117 Ma) and the second during the mid Cretaceous (c. 84 Ma). These events probably reflect key stages in the tectonic development of the New Zealand microcontinent during the Cretaceous period, the earlier event being related to the climax of compressional deformation (Rangitata Orogeny) and the latter to extensional tectonism associated with the opening of the Tasman Sea. Waipapa Group rocks now exposed at the surface cooled from maximum paleotemperatures of c. 250deg.C at an estimated rate of c. 180-36deg.C/m.y., involving substantial denudation.

year: 1999

title: What’s in a name? The sense of reference, the rigidity of designators and the history of causes when determining the names of the two main islands of Aotearoa/New Zealand

authors: Parker, Martin

subjects: New Zealand

abstract: The New Zealand Geographic Board recently revealed that the two main islands of Aotearoa/New Zealand have never been officially named. The revelation made both national and international news and led to a large number of publicly aired comments on the matter, suggesting that something so fundamental and seemingly innocuous as naming is in fact likely to generate a good deal of controversy, no more so than in a bicultural/bilingual context. This paper will examine the phenomenon of naming from a number of angles. After discussing a layperson’s idea of what is meant by the meaning of names, we shall attempt to apply a number of theoretical models from the field of Language Philosophy to the case of the main islands of Aotearoa/New Zealand: the Descriptivist approach of Frege and Russell, Kripke’s Rigid Designators, and Causal Grounding theory. We shall conclude that, in the case of applying the first two of these, there is a question mark over whether any of the current names for the two islands, both Māori and Pākehā, are in fact names at all; in terms of applying the theory of Causal Grounding, we are drawn to the conclusion that in history lies the key to the future.

text: What’s in a name? The sense of reference, the rigidity of designators and the history of causes when determining the names of the two main islands of Aotearoa/New Zealand The New Zealand Geographic Board recently revealed that the two main islands of Aotearoa/New Zealand have never been officially named. The revelation made both national and international news and led to a large number of publicly aired comments on the matter, suggesting that something so fundamental and seemingly innocuous as naming is in fact likely to generate a good deal of controversy, no more so than in a bicultural/bilingual context. This paper will examine the phenomenon of naming from a number of angles. After discussing a layperson’s idea of what is meant by the meaning of names, we shall attempt to apply a number of theoretical models from the field of Language Philosophy to the case of the main islands of Aotearoa/New Zealand: the Descriptivist approach of Frege and Russell, Kripke’s Rigid Designators, and Causal Grounding theory. We shall conclude that, in the case of applying the first two of these, there is a question mark over whether any of the current names for the two islands, both Māori and Pākehā, are in fact names at all; in terms of applying the theory of Causal Grounding, we are drawn to the conclusion that in history lies the key to the future.

year: 2010-02