title: Perceiving Necessity

authors: Legg, Catherine

abstract: There are many examples of diagrams in which one seems to perceive necessity – one sees not only that something is so, but that it must be so. That conflicts with some well-known philosophical theses, inherited from Hume, according to which there cannot be any “necessary connections between distinct existences” to be perceived; and even if there were, perception would not be capable of gaining access to them. We defend the perception of necessity, and explain why Hume fails to show its impossibility.

text: Perceiving Necessity There are many examples of diagrams in which one seems to perceive necessity – one sees not only that something is so, but that it must be so. That conflicts with some well-known philosophical theses, inherited from Hume, according to which there cannot be any “necessary connections between distinct existences” to be perceived; and even if there were, perception would not be capable of gaining access to them. We defend the perception of necessity, and explain why Hume fails to show its impossibility.

year: 2012-12

title: Examining work-family practice use and employee attitudes in a New Zealand local government organisation

authors: Haar, Jarrod M.

abstract: Work-family practices have proliferated in response to major changes in the workplace, including the increased participation rates of women and mothers, the rise in dual-career families and single parent families, and growth in the elderly population. These changes are seen as providing employees help in balancing work and family commitments. Work-family policies are purported to offer benefits to both employers and employees, for example reduced turnover, increased organisational commitment and greater job satisfaction.

The major focus of the present study was employee use of multiple work-family policies, as the majority of the work-family literature focuses upon single practices. The present study sought to examine the relationship between work-family practice use and work-family conflict, to determine whether work-family practices link with conflict. Also, in response to a failure of the literature in explaining the link between work-family policy use and employee attitudes, the present study used social exchange theory and the norm of reciprocity to better explain the relationship. The present study also use a set of organisational justice theories to examine perceptions of the fairness of work-family policies, and the link these perceptions may have with general employee attitudes. Also, for exploring work-family backlash, where the distribution of rewards suggests work-family non-users may hold negative attitudes compared to users.

A single local government organisation, with 203 employees, was the focus of this study. Surveys were distributed at two distinct time periods to reduce common method variance. A total of 100 paired survey responses were received. Findings supported a positive relationship between work-family practices and conflict between work and home, in both directions. Additionally, work → family conflict was associated with decreased job satisfaction and increased work strain. Findings also indicated that work-family practice use predicted work-family specific attitudes but not attitudes towards the job and organisation. Work-family practice use and perceived benefits of work-family programmes predicted fairness perceptions, however, fairness perceptions failed to predict attitudes towards the organisation and job. Lastly, there was no evidence of a work-family backlash, with users and non-users holding similar attitudes towards the work-family programmes, organisation and job.

Implications include the need for examining the causal nature of the work-family practice and conflict relationship, caution regarding the assumption that work-family policies are automatically beneficial, and encouragement for organisations to proactively test their work-family programmes. Lastly, the lack of a work-family backlash suggests media sensationalism, and, therefore, as non-users are not likely to hold negative attitudes towards the organisation, work-family backlash should not be seen as discouraging organisational adoption of work-family programmes.

Contributions of this research include the examination of multiple work-family practices, which is rare, and the elucidation of the work-family conflict – work-family practice use relationship, which is poorly understood. Theorising the influence that work-family practices have upon employee attitudes is another contribution. While the findings indicated no significant link between general attitudes and practice use, this might highlight a methodological limitation in examining practice use, rather than practice value or frequency of use. Lastly, this thesis indicates that work-family practices do link in multiple ways with employee attitudes under multiple theoretical approaches.

text: Examining work-family practice use and employee attitudes in a New Zealand local government organisation Work-family practices have proliferated in response to major changes in the workplace, including the increased participation rates of women and mothers, the rise in dual-career families and single parent families, and growth in the elderly population. These changes are seen as providing employees help in balancing work and family commitments. Work-family policies are purported to offer benefits to both employers and employees, for example reduced turnover, increased organisational commitment and greater job satisfaction.

The major focus of the present study was employee use of multiple work-family policies, as the majority of the work-family literature focuses upon single practices. The present study sought to examine the relationship between work-family practice use and work-family conflict, to determine whether work-family practices link with conflict. Also, in response to a failure of the literature in explaining the link between work-family policy use and employee attitudes, the present study used social exchange theory and the norm of reciprocity to better explain the relationship. The present study also use a set of organisational justice theories to examine perceptions of the fairness of work-family policies, and the link these perceptions may have with general employee attitudes. Also, for exploring work-family backlash, where the distribution of rewards suggests work-family non-users may hold negative attitudes compared to users.

A single local government organisation, with 203 employees, was the focus of this study. Surveys were distributed at two distinct time periods to reduce common method variance. A total of 100 paired survey responses were received. Findings supported a positive relationship between work-family practices and conflict between work and home, in both directions. Additionally, work → family conflict was associated with decreased job satisfaction and increased work strain. Findings also indicated that work-family practice use predicted work-family specific attitudes but not attitudes towards the job and organisation. Work-family practice use and perceived benefits of work-family programmes predicted fairness perceptions, however, fairness perceptions failed to predict attitudes towards the organisation and job. Lastly, there was no evidence of a work-family backlash, with users and non-users holding similar attitudes towards the work-family programmes, organisation and job.

Implications include the need for examining the causal nature of the work-family practice and conflict relationship, caution regarding the assumption that work-family policies are automatically beneficial, and encouragement for organisations to proactively test their work-family programmes. Lastly, the lack of a work-family backlash suggests media sensationalism, and, therefore, as non-users are not likely to hold negative attitudes towards the organisation, work-family backlash should not be seen as discouraging organisational adoption of work-family programmes.

Contributions of this research include the examination of multiple work-family practices, which is rare, and the elucidation of the work-family conflict – work-family practice use relationship, which is poorly understood. Theorising the influence that work-family practices have upon employee attitudes is another contribution. While the findings indicated no significant link between general attitudes and practice use, this might highlight a methodological limitation in examining practice use, rather than practice value or frequency of use. Lastly, this thesis indicates that work-family practices do link in multiple ways with employee attitudes under multiple theoretical approaches.

year: 2002

title: Kaupapa Māori research- Some Kaupapa Māori principles

authors: Smith, Linda Tuhiwai

abstract: This paper was first presented at a conference of Māori academic staff at Massey University in 1996. It predates the publication of Decolonising Methodologies in 1998. You will note that since this paper was first presented our understandings and experiences in using Kaupapa Māori have deepened and we have significant capacity in Kaupapa Māori research. In 1996 there were many topics we could not imagine in depth as we had not completed the work to realise the potential of Kaupapa Māori. Also, our thinking was tentative and we were searching for the pathways to research that made sense in Māori ways. In looking back on the paper I can see my own naïve explorations into ideas that I thought were important. I have resisted the urge to rewrite this paper entirely as I think it stands as a good historical moment of where we were and where we are now. It needs to be read in the context of the 1990s.

text: Kaupapa Māori research- Some Kaupapa Māori principles This paper was first presented at a conference of Māori academic staff at Massey University in 1996. It predates the publication of Decolonising Methodologies in 1998. You will note that since this paper was first presented our understandings and experiences in using Kaupapa Māori have deepened and we have significant capacity in Kaupapa Māori research. In 1996 there were many topics we could not imagine in depth as we had not completed the work to realise the potential of Kaupapa Māori. Also, our thinking was tentative and we were searching for the pathways to research that made sense in Māori ways. In looking back on the paper I can see my own naïve explorations into ideas that I thought were important. I have resisted the urge to rewrite this paper entirely as I think it stands as a good historical moment of where we were and where we are now. It needs to be read in the context of the 1990s.

year: 2015