title: Exploring Inclusion, Support and Culture in the Workplace: A Study of Māori and European Employees

authors: Brougham, David M.

subjects: Inclusion

abstract: New Zealand boasts a wide range of vibrant and contrasting cultures within the workplace. This level of cultural diversity within New Zealand is set to increase substantially over the next 15 years. This increase has already created a need for researchers and human resource managers to understand the importance and benefits of diversity within the workplace. However, recent research has found that the ‘apparent benefits’ of traditional diversity management cannot be fulfilled unless individuals feel included within the organisation. 
Inclusion is defined as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore, Randel, Chung, Dean, Ehrhart & Singh, 2011, p. 1265). Despite a realisation that inclusion may be the future of managing diverse workplaces, the literature on inclusion is under developed and lacks empirical testing. The main contribution and focus of this thesis centres on cultural inclusion in the workplace. A secondary focus is on the benefits of other types of support, from various sources (e.g., organisation, supervisor, and family), within New Zealand’s rich cultural context. 
This PhD has been undertaken by publication. Thus, the majority of its chapters are stand-alone (although related) journal articles. Many of the journal articles within this thesis are either under review, or published/in press, and this is signalled at the start of each chapter. Chapters one and two overview the thesis and discuss the research methods used within this PhD by publication. The first journal article (chapter three) details the cultural context of New Zealand and the importance of managing diversity and including all employees. The second journal article (chapter four) focuses on the importance that Māori culture, collectivism and language has in the workplace for Māori well-being. Findings were based on a sample of Māori employees, with the results highlighting the importance of collectivism and cultural identity for Māori employees towards achieving greater well-being. These two published articles build the foundation for the next three journal articles, which discuss the importance of cultural inclusion in the workplace. 
In an endeavour to test the inclusiveness of organisations’ support for cultural values and beliefs, this thesis offers a new measure of perceived cultural inclusion (PCI). The PCI measure is based on perceived organisational support (POS) owing to the parallels between inclusion and POS. POS is also a strong and reliable predictor of employee outcomes. Data was collected from two culturally distinct groups (i.e., Māori n=349 and New Zealand Europeans n=144) within New Zealand. Findings showed that PCI predicted POS, which in turn predicted job outcomes (i.e., job satisfaction, career satisfaction, organisational commitment, turnover intentions) and mental health outcomes (anxiety and depression) for both Māori and New Zealand Europeans (refer to chapters five and six). This thesis also investigated the effects of PCI to POS to work-family related outcomes on the sample of Māori employees, and findings suggested that PCI would predict POS, which would in turn predict work-family related outcomes in the expected direction (refer to chapter seven). These three chapters provide strong empirical evidence for POS mediating the influence of PCI on numerous employee outcomes. 
The literature has also highlighted the importance of supervisor and family support when predicting job and well-being outcomes. The effects that supervisor support for work-family issues and whānau (extended family) support have on job outcomes (chapter eight) and well-being outcomes (chapter nine) for Māori employees were also investigated. Findings from two Māori samples (N=260 and N=466) emphasised the importance that both supervisor and whānau support have on job satisfaction, turnover intentions, life satisfaction, cultural identity, health and well-being (see chapters eight and nine for more details). 
Overall, this thesis draws findings from both New Zealand European and Māori employee samples to provide evidence that supporting and understanding cultural values is highly important for job and well-being outcomes. These findings have many theoretical and managerial implications. The following chapters discuss in-depth, relevant theories, literature, methods and conclusions that form this thesis.

text: Exploring Inclusion, Support and Culture in the Workplace: A Study of Māori and European Employees New Zealand boasts a wide range of vibrant and contrasting cultures within the workplace. This level of cultural diversity within New Zealand is set to increase substantially over the next 15 years. This increase has already created a need for researchers and human resource managers to understand the importance and benefits of diversity within the workplace. However, recent research has found that the ‘apparent benefits’ of traditional diversity management cannot be fulfilled unless individuals feel included within the organisation. 
Inclusion is defined as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (Shore, Randel, Chung, Dean, Ehrhart & Singh, 2011, p. 1265). Despite a realisation that inclusion may be the future of managing diverse workplaces, the literature on inclusion is under developed and lacks empirical testing. The main contribution and focus of this thesis centres on cultural inclusion in the workplace. A secondary focus is on the benefits of other types of support, from various sources (e.g., organisation, supervisor, and family), within New Zealand’s rich cultural context. 
This PhD has been undertaken by publication. Thus, the majority of its chapters are stand-alone (although related) journal articles. Many of the journal articles within this thesis are either under review, or published/in press, and this is signalled at the start of each chapter. Chapters one and two overview the thesis and discuss the research methods used within this PhD by publication. The first journal article (chapter three) details the cultural context of New Zealand and the importance of managing diversity and including all employees. The second journal article (chapter four) focuses on the importance that Māori culture, collectivism and language has in the workplace for Māori well-being. Findings were based on a sample of Māori employees, with the results highlighting the importance of collectivism and cultural identity for Māori employees towards achieving greater well-being. These two published articles build the foundation for the next three journal articles, which discuss the importance of cultural inclusion in the workplace. 
In an endeavour to test the inclusiveness of organisations’ support for cultural values and beliefs, this thesis offers a new measure of perceived cultural inclusion (PCI). The PCI measure is based on perceived organisational support (POS) owing to the parallels between inclusion and POS. POS is also a strong and reliable predictor of employee outcomes. Data was collected from two culturally distinct groups (i.e., Māori n=349 and New Zealand Europeans n=144) within New Zealand. Findings showed that PCI predicted POS, which in turn predicted job outcomes (i.e., job satisfaction, career satisfaction, organisational commitment, turnover intentions) and mental health outcomes (anxiety and depression) for both Māori and New Zealand Europeans (refer to chapters five and six). This thesis also investigated the effects of PCI to POS to work-family related outcomes on the sample of Māori employees, and findings suggested that PCI would predict POS, which would in turn predict work-family related outcomes in the expected direction (refer to chapter seven). These three chapters provide strong empirical evidence for POS mediating the influence of PCI on numerous employee outcomes. 
The literature has also highlighted the importance of supervisor and family support when predicting job and well-being outcomes. The effects that supervisor support for work-family issues and whānau (extended family) support have on job outcomes (chapter eight) and well-being outcomes (chapter nine) for Māori employees were also investigated. Findings from two Māori samples (N=260 and N=466) emphasised the importance that both supervisor and whānau support have on job satisfaction, turnover intentions, life satisfaction, cultural identity, health and well-being (see chapters eight and nine for more details). 
Overall, this thesis draws findings from both New Zealand European and Māori employee samples to provide evidence that supporting and understanding cultural values is highly important for job and well-being outcomes. These findings have many theoretical and managerial implications. The following chapters discuss in-depth, relevant theories, literature, methods and conclusions that form this thesis.

year: 2013

title: Introduction and dedication to Matiu Dickson

authors: Te Aho, Linda

subjects: Dickson, Matiu

abstract: This edition of the Waikato Law Review is dedicated to our dear friend and colleague, Matiu Dickson, and we thank Judge Craig Coxhead for his wonderful tribute to Matiu. The morning of the 7th of April 2016 will forever be imprinted in our minds and hearts. Matiu passed away that morning having just delivered the final speech in the opening ceremony for our new Law Building here at Waikato University. It was said at his tangi that this was a high price to be paid for such a building. A price that we would never have chosen to pay. That price brings an obligation to honour and respect the legacy that Matiu has left us, his commitment to the Faculty’s founding goals and, in particular, the promotion of a bicultural legal education for Māori and non-Māori alike; that tikanga is recognised as the first law of Aotearoa New Zealand and continues to form a central part of our curriculum. Matiu personified the bicultural mission of Te Piringa Faculty of Law; that, through its curriculum, research activities and its structures, the Faculty would be the forefront of the development of a bicultural legal philosophy. Matiu worked hard to ensure this mission remained a stated goal of the Faculty and to give it meaning over his 20 year tenure. He constantly worked to infuse it into the structures and processes of this Law Faculty. He worked and campaigned for years, and successfully so, to make sure the name gifted to the Faculty by Dame Te Atairangikaahu at its founding, “Te Piringa”, became our Faculty’s officially recognised name. He was passionate about the use of te reo Māori in assessment. He encouraged and facilitated the use of te reo Māori mooting. It was our colleague, Ani Mikaere, who, during her time here as a legal academic, first publicly articulated tikanga Māori as the first law of Aotearoa. Through the years, Matiu and our academic colleagues, including Stephanie Milroy, Craig Coxhead, Caren Fox (all now Māori Land Court judges), Leah Whiu, Harata Paterson, Nan Seuffert, Ruth Bush, Wayne Rumbles, Robert Joseph, Valmaine Toki and ourselves, reaffirmed tikanga as the first law of Aotearoa in our teaching and research. Years later, the article “Lex Aotearoa: An Heroic Attempt to Map the Māori Dimension in Modern New Zealand Law” by Justice Joseph Williams2 developed the idea further and is currently the leading piece on the weaving of tikanga and Anglo-New Zealand law.3 Matiu Dickson was an expert in tikanga, the first law of Aotearoa. He lived it every day. He created and taught courses on it and made sure it was integrated throughout the curriculum. In Matiu’s honour, it is entirely appropriate that there are a number of contributions in this Review that have a Māori or Indigenous theme, and we hope future issues will likewise assure such a balance.

text: Introduction and dedication to Matiu Dickson This edition of the Waikato Law Review is dedicated to our dear friend and colleague, Matiu Dickson, and we thank Judge Craig Coxhead for his wonderful tribute to Matiu. The morning of the 7th of April 2016 will forever be imprinted in our minds and hearts. Matiu passed away that morning having just delivered the final speech in the opening ceremony for our new Law Building here at Waikato University. It was said at his tangi that this was a high price to be paid for such a building. A price that we would never have chosen to pay. That price brings an obligation to honour and respect the legacy that Matiu has left us, his commitment to the Faculty’s founding goals and, in particular, the promotion of a bicultural legal education for Māori and non-Māori alike; that tikanga is recognised as the first law of Aotearoa New Zealand and continues to form a central part of our curriculum. Matiu personified the bicultural mission of Te Piringa Faculty of Law; that, through its curriculum, research activities and its structures, the Faculty would be the forefront of the development of a bicultural legal philosophy. Matiu worked hard to ensure this mission remained a stated goal of the Faculty and to give it meaning over his 20 year tenure. He constantly worked to infuse it into the structures and processes of this Law Faculty. He worked and campaigned for years, and successfully so, to make sure the name gifted to the Faculty by Dame Te Atairangikaahu at its founding, “Te Piringa”, became our Faculty’s officially recognised name. He was passionate about the use of te reo Māori in assessment. He encouraged and facilitated the use of te reo Māori mooting. It was our colleague, Ani Mikaere, who, during her time here as a legal academic, first publicly articulated tikanga Māori as the first law of Aotearoa. Through the years, Matiu and our academic colleagues, including Stephanie Milroy, Craig Coxhead, Caren Fox (all now Māori Land Court judges), Leah Whiu, Harata Paterson, Nan Seuffert, Ruth Bush, Wayne Rumbles, Robert Joseph, Valmaine Toki and ourselves, reaffirmed tikanga as the first law of Aotearoa in our teaching and research. Years later, the article “Lex Aotearoa: An Heroic Attempt to Map the Māori Dimension in Modern New Zealand Law” by Justice Joseph Williams2 developed the idea further and is currently the leading piece on the weaving of tikanga and Anglo-New Zealand law.3 Matiu Dickson was an expert in tikanga, the first law of Aotearoa. He lived it every day. He created and taught courses on it and made sure it was integrated throughout the curriculum. In Matiu’s honour, it is entirely appropriate that there are a number of contributions in this Review that have a Māori or Indigenous theme, and we hope future issues will likewise assure such a balance.

year: 2016

title: Investigation of exhaust chamber resonance for single-cylinder Formula SAE based engines

authors: van Harselaar, Jonathan

abstract: Noise pollution is a factor that affects many people in their day to day lives. One of the more prevalent forms of noise is generated from passenger vehicles. With this in mind, vehicle manufacturers design and stringently test their mufflers that are bound for vehicles to ensure they provide the optimum characteristics needed to lower noise to suitable levels. In addition, these manufacturers continue to be proactive in researching improved methods of the design and build aspects of their vehicles, so it is common to see large production companies sponsoring development and racing events. One such event is the Formula SAE competition.
This competition series is aimed at university students who design, build, and race their vehicle against other universities globally. Formula SAE is designed to provide students with valuable experience in a range of topics as both static and dynamic events occur and are judged. Consequently, the competition has evolved into more than just a racing series, it also includes business presentations, costing reports, and design judging.
With more Formula SAE teams moving to single-cylinder engines, noise suppression is becoming an important issue from the exhaust noise characteristics of the large engines available today. As part of the competition, performance is judged based on set criteria for engine noise emissions at different engine speeds. Many teams struggle with this aspect of the competition, where a fail in this test commonly leads to crude forms of noise suppression being quickly added to the vehicle, which in turn usually results in lowering performance. If a team cannot pass the noise tests, then subsequently they are not allowed to enter any of the dynamic events.
This thesis aims to compare theoretical results with measured values for different configurations of exhaust chambers. Inline exhaust chambers have been selected as the topic of interest due to the low-frequency exhaust characteristics of single-cylinder engines suiting the attenuation characteristics of this style of silencing device. The outcome of this research should provide figures and values for future Formula SAE teams to work with in their initial muffler and chamber design. By having this data available, selection of correct parameters will be a more straight-forward process and should assist in building a muffler that will be more assured of passing noise tests at competition.

text: Investigation of exhaust chamber resonance for single-cylinder Formula SAE based engines Noise pollution is a factor that affects many people in their day to day lives. One of the more prevalent forms of noise is generated from passenger vehicles. With this in mind, vehicle manufacturers design and stringently test their mufflers that are bound for vehicles to ensure they provide the optimum characteristics needed to lower noise to suitable levels. In addition, these manufacturers continue to be proactive in researching improved methods of the design and build aspects of their vehicles, so it is common to see large production companies sponsoring development and racing events. One such event is the Formula SAE competition.
This competition series is aimed at university students who design, build, and race their vehicle against other universities globally. Formula SAE is designed to provide students with valuable experience in a range of topics as both static and dynamic events occur and are judged. Consequently, the competition has evolved into more than just a racing series, it also includes business presentations, costing reports, and design judging.
With more Formula SAE teams moving to single-cylinder engines, noise suppression is becoming an important issue from the exhaust noise characteristics of the large engines available today. As part of the competition, performance is judged based on set criteria for engine noise emissions at different engine speeds. Many teams struggle with this aspect of the competition, where a fail in this test commonly leads to crude forms of noise suppression being quickly added to the vehicle, which in turn usually results in lowering performance. If a team cannot pass the noise tests, then subsequently they are not allowed to enter any of the dynamic events.
This thesis aims to compare theoretical results with measured values for different configurations of exhaust chambers. Inline exhaust chambers have been selected as the topic of interest due to the low-frequency exhaust characteristics of single-cylinder engines suiting the attenuation characteristics of this style of silencing device. The outcome of this research should provide figures and values for future Formula SAE teams to work with in their initial muffler and chamber design. By having this data available, selection of correct parameters will be a more straight-forward process and should assist in building a muffler that will be more assured of passing noise tests at competition.

year: 2019