title: An exploration of the ethical implications of the digitisation and dissemination of Mātauranga Māori  (with special reference to the Pei te Hurinui Jones Collection)

authors: Anderson, Michela

subjects: digitisation

abstract: At the core of this thesis is the ethical implications involved in the digitising of Mātauranga Māori. It investigated how Kaupapa Māori theory can inform this process and how issues relating to access were considered.  It is intended that this information should provide whānau, hapū, iwi and institutions with a solid foundation for the development of their own digital collections. The research reported here tracks the processes and procedures undertaken by a Research Team on a Ngā Pae o te Māramatanga research funded project that is being conducted to research and develop ethical processes for the digitisation of the manuscripts, works and collected taonga of one of Māoridom’s prominent scholars, the late Dr. Pei te Hurinui Jones. 

The thesis begins with an outline of the scope of the research and the approaches and methods used (Chapter 1).  This is followed by selected literature reviews on museums, libraries and archives and the influence of writing in the Aotearoa /New Zealand context (see Chapter 2), digitisation, digital libraries and Mātauranga Māori (see Chapter 3), and ethics, ethics in practice and Kaupapa Māori theory (see Chapter 4).  Chapter 5 describes the Pei te Hurinui Jones’ collections, the processes that were undertaken during the initial negotiation stages, the development of tikanga in the archiving, cataloguing, physical layout and conservation of the collection and the drafting and development of the Deed of Gift under the principle of takoha. Chapter 6 discusses the research ethics approval process, the methodology applied, and the development and analysis of the thematic categories that emerged from the focus group discussion. A conceptual model of the digitisation process is then presented. Chapter 7 provides an overview of the research and a summary of the findings, together with an indication of its limitations, research contribution, and suggestions for future research.

text: An exploration of the ethical implications of the digitisation and dissemination of Mātauranga Māori  (with special reference to the Pei te Hurinui Jones Collection) At the core of this thesis is the ethical implications involved in the digitising of Mātauranga Māori. It investigated how Kaupapa Māori theory can inform this process and how issues relating to access were considered.  It is intended that this information should provide whānau, hapū, iwi and institutions with a solid foundation for the development of their own digital collections. The research reported here tracks the processes and procedures undertaken by a Research Team on a Ngā Pae o te Māramatanga research funded project that is being conducted to research and develop ethical processes for the digitisation of the manuscripts, works and collected taonga of one of Māoridom’s prominent scholars, the late Dr. Pei te Hurinui Jones. 

The thesis begins with an outline of the scope of the research and the approaches and methods used (Chapter 1).  This is followed by selected literature reviews on museums, libraries and archives and the influence of writing in the Aotearoa /New Zealand context (see Chapter 2), digitisation, digital libraries and Mātauranga Māori (see Chapter 3), and ethics, ethics in practice and Kaupapa Māori theory (see Chapter 4).  Chapter 5 describes the Pei te Hurinui Jones’ collections, the processes that were undertaken during the initial negotiation stages, the development of tikanga in the archiving, cataloguing, physical layout and conservation of the collection and the drafting and development of the Deed of Gift under the principle of takoha. Chapter 6 discusses the research ethics approval process, the methodology applied, and the development and analysis of the thematic categories that emerged from the focus group discussion. A conceptual model of the digitisation process is then presented. Chapter 7 provides an overview of the research and a summary of the findings, together with an indication of its limitations, research contribution, and suggestions for future research.

year: 2012

title: Contextualising social enterprise in New Zealand

authors: Grant, Suzanne Lisa Parker

subjects: business enterprise

abstract: Purpose – Social enterprise in New Zealand is still in its infancy, with no recognised framework to inform knowledge of current or future developments. In this exploratory paper, the aim is to consider four influences which are shaping the development of social enterprise in New Zealand.

Design/methodology/approach – A critical-appreciative lens utilising Habermas' concepts of the lifeworld and system informs the consideration of these influences.

Findings – Four distinct cultural and historical influences are proposed as contributing to the scope and “flavour” of social enterprise developing in New Zealand: socio-cultural norms, e.g. “Kiwi ingenuity”; the neoliberal reforms initiated by successive governments during the 1980s; Crown settlements in relation to breaches of the principles of 1840 Treaty of Waitangi; New Zealanders' as international citizens.

Originality/value – The paper shows how feedback and dialogue across the sectors, at local, national and international levels, is now required to determine how other scholars, practitioners and policy makers perceive this proposed initial framework.

text: Contextualising social enterprise in New Zealand Purpose – Social enterprise in New Zealand is still in its infancy, with no recognised framework to inform knowledge of current or future developments. In this exploratory paper, the aim is to consider four influences which are shaping the development of social enterprise in New Zealand.

Design/methodology/approach – A critical-appreciative lens utilising Habermas' concepts of the lifeworld and system informs the consideration of these influences.

Findings – Four distinct cultural and historical influences are proposed as contributing to the scope and “flavour” of social enterprise developing in New Zealand: socio-cultural norms, e.g. “Kiwi ingenuity”; the neoliberal reforms initiated by successive governments during the 1980s; Crown settlements in relation to breaches of the principles of 1840 Treaty of Waitangi; New Zealanders' as international citizens.

Originality/value – The paper shows how feedback and dialogue across the sectors, at local, national and international levels, is now required to determine how other scholars, practitioners and policy makers perceive this proposed initial framework.

year: 2008

title: When it's not safe to be me: employee authenticity mediates the effect of perceived manager psychopathy on employee well-being.

authors: Sutton, Anna

subjects: Authenticity

abstract: BACKGROUND: Psychopathy in managers is often measured on global scales and associated with detrimental outcomes for subordinates, such as bullying and reduced well-being. Yet some features of psychopathy, like boldness, appear to have beneficial outcomes. Using the triarchic model of psychopathy, we differentiate between adaptive and maladaptive traits in managers and model their effects on employee engagement and burnout. In addition, we test the extent to which authenticity, known to ameliorate the effect of some negative experiences on well-being, might mediate the influence of managers' perceived psychopathic traits on employee well-being. METHODS: In a two-wave study, full-time employees (N = 246) reported on their manager's psychopathic traits (boldness, meanness, disinhibition), their own authenticity and, six weeks later, their engagement and burnout. RESULTS: In support of our hypotheses, manager boldness enhanced engagement and reduced burnout while meanness and disinhibition reduced engagement and increased burnout. Additionally, employee authenticity was a partial mediator of the effect of managerial psychopathy on engagement and burnout. CONCLUSIONS: Perceived psychopathic traits in managers have the potential to influence whether employees feel able to be their authentic selves at work, which consequently affects their well-being. A work culture that values authenticity can directly improve well-being and help employees to deal with managerial behaviour that stems from maladaptive psychopathic traits. We also highlight the importance of discriminating between constituent psychopathic traits to identify the potentially adaptive nature of the boldness element of psychopathy.

text: When it's not safe to be me: employee authenticity mediates the effect of perceived manager psychopathy on employee well-being. BACKGROUND: Psychopathy in managers is often measured on global scales and associated with detrimental outcomes for subordinates, such as bullying and reduced well-being. Yet some features of psychopathy, like boldness, appear to have beneficial outcomes. Using the triarchic model of psychopathy, we differentiate between adaptive and maladaptive traits in managers and model their effects on employee engagement and burnout. In addition, we test the extent to which authenticity, known to ameliorate the effect of some negative experiences on well-being, might mediate the influence of managers' perceived psychopathic traits on employee well-being. METHODS: In a two-wave study, full-time employees (N = 246) reported on their manager's psychopathic traits (boldness, meanness, disinhibition), their own authenticity and, six weeks later, their engagement and burnout. RESULTS: In support of our hypotheses, manager boldness enhanced engagement and reduced burnout while meanness and disinhibition reduced engagement and increased burnout. Additionally, employee authenticity was a partial mediator of the effect of managerial psychopathy on engagement and burnout. CONCLUSIONS: Perceived psychopathic traits in managers have the potential to influence whether employees feel able to be their authentic selves at work, which consequently affects their well-being. A work culture that values authenticity can directly improve well-being and help employees to deal with managerial behaviour that stems from maladaptive psychopathic traits. We also highlight the importance of discriminating between constituent psychopathic traits to identify the potentially adaptive nature of the boldness element of psychopathy.

year: 2023-10-09