title: Enhancing student learning in technology through enhancing teacher formative interactions

authors: Moreland, Judy

abstract: Three years’ research work with 14 primary school teachers and two principals in technology education has shown how effective research, development, and negotiated intervention strategies can be introduced to enhance student learning. Student gains in learning could be attributed to enhanced formative interactions, which resulted from improved teacher knowledge of technology and associated pedagogies.

text: Enhancing student learning in technology through enhancing teacher formative interactions Three years’ research work with 14 primary school teachers and two principals in technology education has shown how effective research, development, and negotiated intervention strategies can be introduced to enhance student learning. Student gains in learning could be attributed to enhanced formative interactions, which resulted from improved teacher knowledge of technology and associated pedagogies.

year: 2001

title: Values inconsistency between work and home: Evaluating the impact on stress and well-being, and the role that authenticity has to play

authors: Swart, Eunanda

subjects: Authenticity

abstract: The present study explores the impact of values inconsistency between work and home on employee’s perceived stress and well-being. Values are abstract concepts that express desirable end states and direct an individual’s behaviour accordingly. Previous research has shown that personal and work values may be different in nature. Research in the area of work and home personality has shown that inconsistency may be associated with lower well-being. In this study, we seek to determine whether this is true for work and home values. 
Furthermore, given that felt authenticity is known to influence the relationship between personality inconsistency and well-being, this study also investigated how authenticity influences the  relationship between values inconsistency and well-being. It was proposed that values inconsistency will be positively related to perceived stress and negatively related to well-being. It was also proposed that perceived authenticity will moderate these relationships: strengthening the relationship between values inconsistency and perceived stress, and weakening the relationship between values inconsistency and positive well-being.
A total of 267 participants responded to the questionnaires conducted at Time 1, with 72 responses to the corresponding questionnaires conducted at Time 2. The participants were asked to complete the Time 1 survey in either their home or work context, and then to complete the Time 2 survey in the alternate context. Relationships between values inconsistency and employee’s perceived stress and well-being were explored using Pearson’s r correlations. Furthermore, the impact of perceived authenticity on these relationships was investigated through moderation analysis. 
Due to a relatively small sample size, along with external challenges and factors explored further in the discussion chapter, the results from the present study were not statistically significant. Although no substantial conclusions can be drawn from the findings of this study, looking at the trends in the data could be of interest for researchers wanting to explore these relationships further. 
The trends in the data from the current study suggest that values inconsistency between work and home contexts negatively affects employee’s well-being. More specifically, values inconsistency increases employee’s perceived stress, and decreases well-being. Authenticity may also play an important part in these relationships. The trends in the data suggest that the perceived authenticity of employee’s strengthens the relationship between values inconsistency and perceived stress, and weakens the relationship between values inconsistency and well-being. 
This study is one of the first to compare values inconsistency between work and home contexts, evaluating the impact on employee well-being and offers a fresh perspective in the body of organisational psychology research. Practical implications of the current study include gaining a better understanding of the importance of employees’ value-fit with the organisation they are working for. Poor employee-organisation values fit may lead to more stress and poorer well-being, which in turn could result in higher absenteeism and lower productivity. Therefore, posing a concern for both individuals and organisations.
Future research should focus on continuing to explore the relationships between values consistency and well-being, as well as the relationship between values and personality. The findings from the present and future studies will help to gain a better understanding of the interactions between these variables, and the importance thereof for both individuals and organisations.

text: Values inconsistency between work and home: Evaluating the impact on stress and well-being, and the role that authenticity has to play The present study explores the impact of values inconsistency between work and home on employee’s perceived stress and well-being. Values are abstract concepts that express desirable end states and direct an individual’s behaviour accordingly. Previous research has shown that personal and work values may be different in nature. Research in the area of work and home personality has shown that inconsistency may be associated with lower well-being. In this study, we seek to determine whether this is true for work and home values. 
Furthermore, given that felt authenticity is known to influence the relationship between personality inconsistency and well-being, this study also investigated how authenticity influences the  relationship between values inconsistency and well-being. It was proposed that values inconsistency will be positively related to perceived stress and negatively related to well-being. It was also proposed that perceived authenticity will moderate these relationships: strengthening the relationship between values inconsistency and perceived stress, and weakening the relationship between values inconsistency and positive well-being.
A total of 267 participants responded to the questionnaires conducted at Time 1, with 72 responses to the corresponding questionnaires conducted at Time 2. The participants were asked to complete the Time 1 survey in either their home or work context, and then to complete the Time 2 survey in the alternate context. Relationships between values inconsistency and employee’s perceived stress and well-being were explored using Pearson’s r correlations. Furthermore, the impact of perceived authenticity on these relationships was investigated through moderation analysis. 
Due to a relatively small sample size, along with external challenges and factors explored further in the discussion chapter, the results from the present study were not statistically significant. Although no substantial conclusions can be drawn from the findings of this study, looking at the trends in the data could be of interest for researchers wanting to explore these relationships further. 
The trends in the data from the current study suggest that values inconsistency between work and home contexts negatively affects employee’s well-being. More specifically, values inconsistency increases employee’s perceived stress, and decreases well-being. Authenticity may also play an important part in these relationships. The trends in the data suggest that the perceived authenticity of employee’s strengthens the relationship between values inconsistency and perceived stress, and weakens the relationship between values inconsistency and well-being. 
This study is one of the first to compare values inconsistency between work and home contexts, evaluating the impact on employee well-being and offers a fresh perspective in the body of organisational psychology research. Practical implications of the current study include gaining a better understanding of the importance of employees’ value-fit with the organisation they are working for. Poor employee-organisation values fit may lead to more stress and poorer well-being, which in turn could result in higher absenteeism and lower productivity. Therefore, posing a concern for both individuals and organisations.
Future research should focus on continuing to explore the relationships between values consistency and well-being, as well as the relationship between values and personality. The findings from the present and future studies will help to gain a better understanding of the interactions between these variables, and the importance thereof for both individuals and organisations.

year: 2020

title: Rumours of gold at Te Aroha

authors: Hart, Philip

abstract: From the time of the opening of the Thames goldfield, miners were tormented by the belief that the best gold would be found in Te Aroha mountain, on their southern horizon - so near and yet so far because of Maori resistance to prospecting that district. Some Maori claimed to have found gold there, and visiting Pakeha from at least the 1850s onwards detected gold in the vicinity. The first time gold in the Waiorongomai valley was noted was in 1868. Several prospectors claimed to have explored the district, illegally and, potentially, dangerously, especially after Ohinemuri was opened to mining in 1875. But not until Hone Werahiko found gold in 1880 and the field was officially opened on 25 November would it be possible to prove whether a payable goldfield existed.

text: Rumours of gold at Te Aroha From the time of the opening of the Thames goldfield, miners were tormented by the belief that the best gold would be found in Te Aroha mountain, on their southern horizon - so near and yet so far because of Maori resistance to prospecting that district. Some Maori claimed to have found gold there, and visiting Pakeha from at least the 1850s onwards detected gold in the vicinity. The first time gold in the Waiorongomai valley was noted was in 1868. Several prospectors claimed to have explored the district, illegally and, potentially, dangerously, especially after Ohinemuri was opened to mining in 1875. But not until Hone Werahiko found gold in 1880 and the field was officially opened on 25 November would it be possible to prove whether a payable goldfield existed.

year: 2016