title: The advent of liberal internationalism in New Zealand's foreign policy

authors: McCraw, David

subjects: New Zealand foreign policy

abstract: In 1935, the first Labour government introduced elements of Liberal Internationalism into New Zealand's foreign policy for the first time. Before that, New Zealand's foreign policy had been wholly Realist. The new elements were an enthusiastic support for international organisations and a concern for human rights, democracy and self-determination. These elements have formed part of New Zealand's foreign policy ever since, although they have been emphasised more by Labour governments than National ones. The first Labour government continued a number of Realist policies as well, and this mix of Idealism and Realism set the pattern of modern New Zealand foreign policy. Two further elements of Liberal Internationalism- the promotion of disarmament and of free trade — were not adopted by the first Labour government, but they would be added to New Zealand's foreign policy mix by later Labour governments.

text: The advent of liberal internationalism in New Zealand's foreign policy In 1935, the first Labour government introduced elements of Liberal Internationalism into New Zealand's foreign policy for the first time. Before that, New Zealand's foreign policy had been wholly Realist. The new elements were an enthusiastic support for international organisations and a concern for human rights, democracy and self-determination. These elements have formed part of New Zealand's foreign policy ever since, although they have been emphasised more by Labour governments than National ones. The first Labour government continued a number of Realist policies as well, and this mix of Idealism and Realism set the pattern of modern New Zealand foreign policy. Two further elements of Liberal Internationalism- the promotion of disarmament and of free trade — were not adopted by the first Labour government, but they would be added to New Zealand's foreign policy mix by later Labour governments.

year: 2003

title: Putting self-determination theory into practice: Autonomy-supportive training for supervisors in low-skilled jobs

authors: Yong, Amy

subjects: Self-determination theory

abstract: According to self-determination theory (SDT), supervisors’ autonomy support (SAS) is one of the main factors that contributes to employees’ well-being and other positive outcomes. Wider studies on the outcomes of autonomy support have been conducted in sectors such as education, healthcare, sports and financial institutions and with occupational groups such as teachers, upper managers and coaches. While all of these studies demonstrate the importance of autonomy support in facilitating positive outcomes, the importance of SAS in enhancing the well-being of employees in low-skilled occupations is often neglected, despite the continued contribution of this sector to the economy and total workforce in New Zealand. Furthermore, limited studies within the workplace have also shown that (upper) management can be trained to be more autonomy-supportive. To date, however, this training has not been designed for supervisors in low-skilled occupations, who have different learning needs than those in higher-skilled occupations. Similarly, the effect of autonomy-supportive training on employees has been established in higher-skilled occupations, but not with employees in low-skilled occupations. Finally, according to Grossman and Salas (2011), various organisational factors can weaken the effect of training, which, in turn, undermines the long-term benefit of SAS. Nevertheless, this aspect of maintaining SAS after the training has often also been neglected in autonomy-supportive training studies. 
To address these issues, this thesis aims to: (1) develop the autonomy-supportive training (AST) and conduct a preliminary evaluation of the AST with supervisors in low-skilled occupations; (2) establish the perceived effect of SAS on employees in low-skilled occupations; (3) evaluate the outcomes of AST on supervisors and employees; and, (4) explore the factors affecting the maintenance of SAS with supervisors. To achieve these aims, a mixed-method approach was employed to collect data from supervisors and employees; these data were then presented as three separate research articles. The articles were submitted to peer-reviewed journals; all three articles have been published.   
	Study 1 reports on the development and preliminary evaluation of the AST for supervisors in low-skilled occupations. Drawing on and integrating both SDT and adult learning principles, the resultant training module is one of the first training modules in SDT designed to suit the learning needs of supervisors in low-skilled occupations. The study reports on the development of the training material as well as the preliminary evaluation of the AST using reaction evaluation. In general, supervisors found the AST relevant, easy to understand, and applicable to their work setting. 
	Study 2 examined the effect of employees’ perceived SAS on employees’ well-being and job performance. This study included analyses of need satisfaction and need frustration as mediators. Using mediation analyses, the results showed employees’ perceived SAS predicted well-being and job performance through need satisfaction but not through need frustration. The findings were the first to demonstrate the importance of employees’ perceived SAS on their well-being and job performance through need satisfaction in low-skilled occupations. 
	Study 3 used a two-stage mixed-method approach. First, the quantitative phase employed a quasi-experimental approach with AST as the manipulated variable and a longitudinal survey completed by both employees and supervisors. The second phase, the qualitative phase, employed both focus groups and interview with supervisors as its data gathering methods. The quantitative phase demonstrated an initial change in supervisory style after the training, although this effect was not perceived by employees in the longitudinal analysis. The qualitative phase unravelled factors affecting the maintenance of SAS. This study found that, although AST can increase SAS, the effects were diluted when upper-management autonomy support, and essential resources to complete tasks, are lacking. 
	Overall, this thesis expands the organisational and SDT literature by including an understudied occupational group: low-skilled employees and their supervisors. The findings of this thesis emphasise not only the benefits of AST and SAS for employees and supervisors, but also highlight the importance of senior managerial autonomy support and organisational support in leading low-skilled occupations.

text: Putting self-determination theory into practice: Autonomy-supportive training for supervisors in low-skilled jobs According to self-determination theory (SDT), supervisors’ autonomy support (SAS) is one of the main factors that contributes to employees’ well-being and other positive outcomes. Wider studies on the outcomes of autonomy support have been conducted in sectors such as education, healthcare, sports and financial institutions and with occupational groups such as teachers, upper managers and coaches. While all of these studies demonstrate the importance of autonomy support in facilitating positive outcomes, the importance of SAS in enhancing the well-being of employees in low-skilled occupations is often neglected, despite the continued contribution of this sector to the economy and total workforce in New Zealand. Furthermore, limited studies within the workplace have also shown that (upper) management can be trained to be more autonomy-supportive. To date, however, this training has not been designed for supervisors in low-skilled occupations, who have different learning needs than those in higher-skilled occupations. Similarly, the effect of autonomy-supportive training on employees has been established in higher-skilled occupations, but not with employees in low-skilled occupations. Finally, according to Grossman and Salas (2011), various organisational factors can weaken the effect of training, which, in turn, undermines the long-term benefit of SAS. Nevertheless, this aspect of maintaining SAS after the training has often also been neglected in autonomy-supportive training studies. 
To address these issues, this thesis aims to: (1) develop the autonomy-supportive training (AST) and conduct a preliminary evaluation of the AST with supervisors in low-skilled occupations; (2) establish the perceived effect of SAS on employees in low-skilled occupations; (3) evaluate the outcomes of AST on supervisors and employees; and, (4) explore the factors affecting the maintenance of SAS with supervisors. To achieve these aims, a mixed-method approach was employed to collect data from supervisors and employees; these data were then presented as three separate research articles. The articles were submitted to peer-reviewed journals; all three articles have been published.   
	Study 1 reports on the development and preliminary evaluation of the AST for supervisors in low-skilled occupations. Drawing on and integrating both SDT and adult learning principles, the resultant training module is one of the first training modules in SDT designed to suit the learning needs of supervisors in low-skilled occupations. The study reports on the development of the training material as well as the preliminary evaluation of the AST using reaction evaluation. In general, supervisors found the AST relevant, easy to understand, and applicable to their work setting. 
	Study 2 examined the effect of employees’ perceived SAS on employees’ well-being and job performance. This study included analyses of need satisfaction and need frustration as mediators. Using mediation analyses, the results showed employees’ perceived SAS predicted well-being and job performance through need satisfaction but not through need frustration. The findings were the first to demonstrate the importance of employees’ perceived SAS on their well-being and job performance through need satisfaction in low-skilled occupations. 
	Study 3 used a two-stage mixed-method approach. First, the quantitative phase employed a quasi-experimental approach with AST as the manipulated variable and a longitudinal survey completed by both employees and supervisors. The second phase, the qualitative phase, employed both focus groups and interview with supervisors as its data gathering methods. The quantitative phase demonstrated an initial change in supervisory style after the training, although this effect was not perceived by employees in the longitudinal analysis. The qualitative phase unravelled factors affecting the maintenance of SAS. This study found that, although AST can increase SAS, the effects were diluted when upper-management autonomy support, and essential resources to complete tasks, are lacking. 
	Overall, this thesis expands the organisational and SDT literature by including an understudied occupational group: low-skilled employees and their supervisors. The findings of this thesis emphasise not only the benefits of AST and SAS for employees and supervisors, but also highlight the importance of senior managerial autonomy support and organisational support in leading low-skilled occupations.

year: 2020

title: Riperata kahutia: a woman of mana

authors: Nikora, Shelley Aroha

subjects: Riperata Kahutia

abstract: Riperata Kahutia is widely remembered as a leader in the history of Tūranganuiā-
Kiwa, who fought to retain and repossess land during the difficult times of the
1860's. During this period of rapid social change and political upheavals resulting
in injustices, the exercise of rangatiratanga took many forms. Responses to
change covered a wide spectrum and there was no 'right' way of doing things,
simply leaders making decisions on the basis of what they and their people
thought at the time were best. Riperata utilised the law as a means of retaining
the land and the mana of her people. While her status as a rangatira was never in
doubt, innuendo surfaced suggesting she may have received more land entitlement
than she was qualified for.
The activities by Riperata may have been different from other leaders but the
purpose was the same: to preserve the people and the land. Her strategies for
doing so, based on her inherited mana and upbringing, her knowledge of local iwi
traditions, her acquisition of new skills introduced by Pākehā and her innovative
approaches to exercising her rangatiratanga, make her a worthwhile study.
This thesis will support the viewpoint that Riperata Kahutia acted on behalf of her
people and for the good of her people. It will be argued Riperata was a visionary
who embraced the changes imposed upon a society enduring the consequences of
colonisation. A major objective is to dispel suggestions she embellished her
rights.

text: Riperata kahutia: a woman of mana Riperata Kahutia is widely remembered as a leader in the history of Tūranganuiā-
Kiwa, who fought to retain and repossess land during the difficult times of the
1860's. During this period of rapid social change and political upheavals resulting
in injustices, the exercise of rangatiratanga took many forms. Responses to
change covered a wide spectrum and there was no 'right' way of doing things,
simply leaders making decisions on the basis of what they and their people
thought at the time were best. Riperata utilised the law as a means of retaining
the land and the mana of her people. While her status as a rangatira was never in
doubt, innuendo surfaced suggesting she may have received more land entitlement
than she was qualified for.
The activities by Riperata may have been different from other leaders but the
purpose was the same: to preserve the people and the land. Her strategies for
doing so, based on her inherited mana and upbringing, her knowledge of local iwi
traditions, her acquisition of new skills introduced by Pākehā and her innovative
approaches to exercising her rangatiratanga, make her a worthwhile study.
This thesis will support the viewpoint that Riperata Kahutia acted on behalf of her
people and for the good of her people. It will be argued Riperata was a visionary
who embraced the changes imposed upon a society enduring the consequences of
colonisation. A major objective is to dispel suggestions she embellished her
rights.

year: 2009