title: Investigating the Social Supports of Successful Māori Undergraduate Appellants at the University of Waikato

authors: Diamond, Danielle Jade

subjects: Social Supports

abstract: Educational disparities between Māori and non-Māori tertiary students are evident in regards to participation, retention, and completion rates at secondary and tertiary levels. Instead of focusing on negative statistics, it was of interest to investigate Māori students who had failed sufficient papers to initially be denied re-entry to university study, yet continued to attain their degrees, as a result of a successful appeal. Māori undergraduate students, who had successfully appealed from 2003-2012, were recruited for my research. The availability and utilisation of social supports were investigated, along with the decision to make an appeal, the role of cultural expectations, and barriers experienced by participants. A mixed method approach was utilised in this research through use of an adapted overarching Kaupapa Māori framework, statistical analysis, and 13 interviews. My research found that social supports were beneficial for participants throughout their appeal, as they provided: emotional, instrumental, appraisal, and informational support. Although the social supports utilised by participants were satisfactory, barriers to accessing formal supports were also found, which included: perceived stigma having failed their papers, pride, as well as being whakamā. The appeal process was a beneficial intervention from the University of Waikato, which provided participants another opportunity to overcome the factors that contributed to their initial failure. Post appeal, participants implemented strategies to address and reduce their factors in order to become academically engaged. Participants were deemed to be resilient from their continued pursuit of degree attainment, implementation of their strategies, and their use of perceived social supports.

text: Investigating the Social Supports of Successful Māori Undergraduate Appellants at the University of Waikato Educational disparities between Māori and non-Māori tertiary students are evident in regards to participation, retention, and completion rates at secondary and tertiary levels. Instead of focusing on negative statistics, it was of interest to investigate Māori students who had failed sufficient papers to initially be denied re-entry to university study, yet continued to attain their degrees, as a result of a successful appeal. Māori undergraduate students, who had successfully appealed from 2003-2012, were recruited for my research. The availability and utilisation of social supports were investigated, along with the decision to make an appeal, the role of cultural expectations, and barriers experienced by participants. A mixed method approach was utilised in this research through use of an adapted overarching Kaupapa Māori framework, statistical analysis, and 13 interviews. My research found that social supports were beneficial for participants throughout their appeal, as they provided: emotional, instrumental, appraisal, and informational support. Although the social supports utilised by participants were satisfactory, barriers to accessing formal supports were also found, which included: perceived stigma having failed their papers, pride, as well as being whakamā. The appeal process was a beneficial intervention from the University of Waikato, which provided participants another opportunity to overcome the factors that contributed to their initial failure. Post appeal, participants implemented strategies to address and reduce their factors in order to become academically engaged. Participants were deemed to be resilient from their continued pursuit of degree attainment, implementation of their strategies, and their use of perceived social supports.

year: 2013

title: Ōpōtiki Mai Tawhiti Kapa Haka

authors: Maxwell, Te Kahautu

abstract: Te Matatini is the World Champion Competition. Ōpōtiki Mai Tawhiti; Pool performance on Day 1 of the Te Matatini National Kapa Haka Competition. Ōpōtiki Mai Tawhiti placed second in the pool and qualified for the Top 9 Finals on Sunday 24th February 2013. Overall in the Pool qualifiers ŌpōTiki Mai Tawhiti placed 5th out of 41.

text: Ōpōtiki Mai Tawhiti Kapa Haka Te Matatini is the World Champion Competition. Ōpōtiki Mai Tawhiti; Pool performance on Day 1 of the Te Matatini National Kapa Haka Competition. Ōpōtiki Mai Tawhiti placed second in the pool and qualified for the Top 9 Finals on Sunday 24th February 2013. Overall in the Pool qualifiers ŌpōTiki Mai Tawhiti placed 5th out of 41.

year: 2013-02-21

title: Psychopathic traits in managers: Implications for employees' motivation, performance, and well-being at work

authors: Stapleton, Madeleine

abstract: Psychopathy is a form of personality pathology that has captured the attention of researchers for decades. Yet, it is only recently that researchers have become interested in looking at psychopathy in the organisational context, amongst those in managerial or other formal leadership positions. This thesis examined the impact of perceived manager psychopathy, using the triarchic model (i.e., boldness, meanness, and disinhibition), on employees’ motivation, performance, and well-being. Drawing on Self-Determination Theory (SDT), we proposed mechanisms by which these psychopathic traits in managers affect employees’ work-related outcomes, and sought to establish whether boldness, rather than meanness and disinhibition, can be adaptive and provide advantages to employees and organisations. We collected data using a three-wave longitudinal online survey with New Zealand employees reporting directly to a manager. The data that was collected is presented in this thesis in three related studies.
Study 1 (n = 505) examined the influence of perceived manager boldness, meanness, and disinhibition on employee amotivation with manager autonomy support as a mediator. Simple mediation analysis showed that autonomy support was indeed a significant mediator of the relationships. 
Study 2 (n = 246) investigated the effect of perceived manager boldness, meanness, and disinhibition, on employee job performance. Both manager autonomy support and employee autonomous motivation were included as mediators. Through serial mediation analysis, this study found that perceived manager boldness, meanness, and disinhibition predicted employee job performance via both mediators in a sequence. 
Study 3 (n = 125) examined the influence of perceived manager boldness, meanness, and disinhibition, on employee engagement and burnout with satisfaction and / or frustration of employees’ basic psychological needs (autonomy, competence, and relatedness) as mediators. Multiple mediation analysis showed that perceived manager boldness predicted employee engagement and burnout through autonomy satisfaction. Perceived manager meanness and disinhibition predicted employee work engagement through both autonomy and relatedness satisfaction, and employee burnout through both autonomy satisfaction and relatedness frustration.
Together, the three studies comprising this thesis extend literature on the implications of psychopathy in organisations, particularly amongst those in leadership positions, by identifying the underlying mechanisms driving the relationships between employees’ perception of boldness, meanness, and disinhibition in their manager, and their own motivation, performance, and well-being. Overall, this thesis demonstrates that boldness in managers leads employees to be more motivated, in addition to productive and psychologically well, when working; meanness and disinhibition in managers have the opposite effect.

text: Psychopathic traits in managers: Implications for employees' motivation, performance, and well-being at work Psychopathy is a form of personality pathology that has captured the attention of researchers for decades. Yet, it is only recently that researchers have become interested in looking at psychopathy in the organisational context, amongst those in managerial or other formal leadership positions. This thesis examined the impact of perceived manager psychopathy, using the triarchic model (i.e., boldness, meanness, and disinhibition), on employees’ motivation, performance, and well-being. Drawing on Self-Determination Theory (SDT), we proposed mechanisms by which these psychopathic traits in managers affect employees’ work-related outcomes, and sought to establish whether boldness, rather than meanness and disinhibition, can be adaptive and provide advantages to employees and organisations. We collected data using a three-wave longitudinal online survey with New Zealand employees reporting directly to a manager. The data that was collected is presented in this thesis in three related studies.
Study 1 (n = 505) examined the influence of perceived manager boldness, meanness, and disinhibition on employee amotivation with manager autonomy support as a mediator. Simple mediation analysis showed that autonomy support was indeed a significant mediator of the relationships. 
Study 2 (n = 246) investigated the effect of perceived manager boldness, meanness, and disinhibition, on employee job performance. Both manager autonomy support and employee autonomous motivation were included as mediators. Through serial mediation analysis, this study found that perceived manager boldness, meanness, and disinhibition predicted employee job performance via both mediators in a sequence. 
Study 3 (n = 125) examined the influence of perceived manager boldness, meanness, and disinhibition, on employee engagement and burnout with satisfaction and / or frustration of employees’ basic psychological needs (autonomy, competence, and relatedness) as mediators. Multiple mediation analysis showed that perceived manager boldness predicted employee engagement and burnout through autonomy satisfaction. Perceived manager meanness and disinhibition predicted employee work engagement through both autonomy and relatedness satisfaction, and employee burnout through both autonomy satisfaction and relatedness frustration.
Together, the three studies comprising this thesis extend literature on the implications of psychopathy in organisations, particularly amongst those in leadership positions, by identifying the underlying mechanisms driving the relationships between employees’ perception of boldness, meanness, and disinhibition in their manager, and their own motivation, performance, and well-being. Overall, this thesis demonstrates that boldness in managers leads employees to be more motivated, in addition to productive and psychologically well, when working; meanness and disinhibition in managers have the opposite effect.

year: 2023