title: Moehewa: Death, lifestyle & sexuality in the Maori World

authors: Nikora, Linda Waimarie

abstract: Customary death ritual and traditional practice have continued for the Māori (indigenous) people of Aotearoa/New Zealand, despite intensive missionary incursion and the colonial process. This paper critically considers what occurs when the deceased is different, in a most significant way. What happens when you die – and you are Māori and any one, or a combination, of the following: a queen, takatāpui,[1] butch, like that, gay, she-male, lesbian, transsexual, a dyke, intersex, tomboy, kamp, drag, homosexual, or just queer? Who remembers you and how? Same sex relationships today are still discouraged or denied, although traditional chant and Māori visual narratives record such liaisons and erotic experience as joyously normal (Te Awekotuku, 2005). And yet some people choose to remain in the closet. In this paper, we present three case studies, and invite the reader to reflect with us on mourning rituals or tangi – Māori death rites, in a same sex relationship, or for a gay, lesbian or transsexual family member. In this way, we open up a space for dialogue about such matters in our intimate and kin communities.

text: Moehewa: Death, lifestyle & sexuality in the Maori World Customary death ritual and traditional practice have continued for the Māori (indigenous) people of Aotearoa/New Zealand, despite intensive missionary incursion and the colonial process. This paper critically considers what occurs when the deceased is different, in a most significant way. What happens when you die – and you are Māori and any one, or a combination, of the following: a queen, takatāpui,[1] butch, like that, gay, she-male, lesbian, transsexual, a dyke, intersex, tomboy, kamp, drag, homosexual, or just queer? Who remembers you and how? Same sex relationships today are still discouraged or denied, although traditional chant and Māori visual narratives record such liaisons and erotic experience as joyously normal (Te Awekotuku, 2005). And yet some people choose to remain in the closet. In this paper, we present three case studies, and invite the reader to reflect with us on mourning rituals or tangi – Māori death rites, in a same sex relationship, or for a gay, lesbian or transsexual family member. In this way, we open up a space for dialogue about such matters in our intimate and kin communities.

year: 2016

title: Indigenous people with disabilities: The argument for representation in human rights legislation (with specific reference to the development stage of the United Nations International Disability Convention)

authors: Hickey, Huhana

subjects: Tangata whaikaha

abstract: Until comparatively recently, human rights legislation was largely based on a universalist analysis. In treating all human beings alike, in failing to acknowledge the need for special measures to combat the marginalisation and oppression of particular groups, such as indigenous people and people with disabilities, it actually contributed to their invisibility and, hence, to their marginalisation and oppression. More recently, however, there has been a global trend towards the recognition of marginalised groups in human rights legislation. Even so, universalism, and the prejudice that so often accompanies it, is still in evidence. For example, although the United Nations is currently involved in drafting a Disabled Persons Convention, indigenous people with disabilities are not specifically represented. Their particular situation, one that involves a dual form of oppression (as indigenous people and as people with disabilities) is not acknowledged. Unless this situation is remedied, the Convention will inevitably be both less acceptable and less useful than would otherwise be the case.

text: Indigenous people with disabilities: The argument for representation in human rights legislation (with specific reference to the development stage of the United Nations International Disability Convention) Until comparatively recently, human rights legislation was largely based on a universalist analysis. In treating all human beings alike, in failing to acknowledge the need for special measures to combat the marginalisation and oppression of particular groups, such as indigenous people and people with disabilities, it actually contributed to their invisibility and, hence, to their marginalisation and oppression. More recently, however, there has been a global trend towards the recognition of marginalised groups in human rights legislation. Even so, universalism, and the prejudice that so often accompanies it, is still in evidence. For example, although the United Nations is currently involved in drafting a Disabled Persons Convention, indigenous people with disabilities are not specifically represented. Their particular situation, one that involves a dual form of oppression (as indigenous people and as people with disabilities) is not acknowledged. Unless this situation is remedied, the Convention will inevitably be both less acceptable and less useful than would otherwise be the case.

year: 2005-09

title: Part-time Employees Were Not Created Equal: Exploring How Part-time Groups Differ on Measures That Can Predict Employee Turnover Intention

authors: Whistler, Hamish Tomas

subjects: part-time

abstract: This study built upon research by Martin and Sinclair (2007) who found the part-time employee group is made up of distinct groups that differ in their responses across a range of attitudinal variables (e.g. measures of job satisfaction and commitment). Part-time employees typically have higher employee turnover rates than full-time employees and this study investigated this issue by collecting data on attitudinal variables known to predict employee turnover intentions. 
The 311 participants of this study were from different branches across a large retail organisation in New Zealand. The results show that the high-school and tertiary student part-time groups often responded to scales similar to each other, while the 'PT (other)' and full-time employee groups were more similar in their responses. These results show a pattern of responses for the part-time group called 'PT (other)' that suggests they are less likely to quit compared to the two student part-time groups. Work status (part-time or full-time) was found to moderate the relationship between fulfilment of psychological contract with both turnover intentions (job search behaviours) and overall satisfaction. This study also developed and tested two new measures expected to relate to employee turnover. The first was pre-planned intention to quit, which successfully predicted differences between groups and had correlations with other scales. The second measure was social network strength, but this did not predict differences between groups or have correlations with other variables. 
	The main implication was that retail organisations should be aware that the student part-time groups are more likely to have a higher turnover rate than other groups. This information might be useful when recruiting for positions where an employee quit has significant negative effect on the operation of the organisation.

text: Part-time Employees Were Not Created Equal: Exploring How Part-time Groups Differ on Measures That Can Predict Employee Turnover Intention This study built upon research by Martin and Sinclair (2007) who found the part-time employee group is made up of distinct groups that differ in their responses across a range of attitudinal variables (e.g. measures of job satisfaction and commitment). Part-time employees typically have higher employee turnover rates than full-time employees and this study investigated this issue by collecting data on attitudinal variables known to predict employee turnover intentions. 
The 311 participants of this study were from different branches across a large retail organisation in New Zealand. The results show that the high-school and tertiary student part-time groups often responded to scales similar to each other, while the 'PT (other)' and full-time employee groups were more similar in their responses. These results show a pattern of responses for the part-time group called 'PT (other)' that suggests they are less likely to quit compared to the two student part-time groups. Work status (part-time or full-time) was found to moderate the relationship between fulfilment of psychological contract with both turnover intentions (job search behaviours) and overall satisfaction. This study also developed and tested two new measures expected to relate to employee turnover. The first was pre-planned intention to quit, which successfully predicted differences between groups and had correlations with other scales. The second measure was social network strength, but this did not predict differences between groups or have correlations with other variables. 
	The main implication was that retail organisations should be aware that the student part-time groups are more likely to have a higher turnover rate than other groups. This information might be useful when recruiting for positions where an employee quit has significant negative effect on the operation of the organisation.

year: 2009