title: Editorial: Organisational Behaviour

authors: Haar, Jarrod M.

subjects: human resource management

abstract: Welcome to the first of our set of Special Editions of the New Zealand Journal of Human Resource Management (NZJHRM). The idea behind the current set of Special Issue’s was trying to promote emerging research and researchers from New Zealand and Australasia undertaking research of interest to Human Resource Management professionals, academics, and researchers. A number of these papers were presented at the Australian and New Zealand Academy of Management (ANZAM) Conference in Auckland 2008 and as such, I would like to acknowledge the initial work of reviewers from the conference through the various HRM-related streams. The new focus of the NZJHRM has been broadened to encompass the wider settings of other Australasian countries because often the lessons these studies provide are as applicable to New Zealand as they are to their specific local setting. The present Special Issue covers a wide variety of cultural settings including Australia, Malaysian, and India. Given the growth of globalization and the cultural diversity found in New Zealand, I believe the lessons found here are likely to be at least somewhat transferable to our New Zealand setting and should provide greater understanding of commonalities in HRM within our Australasian region.

text: Editorial: Organisational Behaviour Welcome to the first of our set of Special Editions of the New Zealand Journal of Human Resource Management (NZJHRM). The idea behind the current set of Special Issue’s was trying to promote emerging research and researchers from New Zealand and Australasia undertaking research of interest to Human Resource Management professionals, academics, and researchers. A number of these papers were presented at the Australian and New Zealand Academy of Management (ANZAM) Conference in Auckland 2008 and as such, I would like to acknowledge the initial work of reviewers from the conference through the various HRM-related streams. The new focus of the NZJHRM has been broadened to encompass the wider settings of other Australasian countries because often the lessons these studies provide are as applicable to New Zealand as they are to their specific local setting. The present Special Issue covers a wide variety of cultural settings including Australia, Malaysian, and India. Given the growth of globalization and the cultural diversity found in New Zealand, I believe the lessons found here are likely to be at least somewhat transferable to our New Zealand setting and should provide greater understanding of commonalities in HRM within our Australasian region.

year: 2009

title: MHD‐driven kinetic dissipation in the solar wind and corona

authors: Leamon, R. J.

subjects: MHD

abstract: Mechanisms for the deposition of heat in the lower coronal plasma are discussed, emphasizing recent attempts to reconcile the fluid and kinetic perspectives. Structures at magnetohydrodynamic (MHD) scales may drive a nonlinear cascade, preferentially exciting high perpendicular wavenumber fluctuations. Relevant dissipative kinetic processes must be identified that can absorb the associated energy flux. The relationship between the MHD cascade and direct cyclotron absorption, including cyclotron sweep, is discussed. We conclude that for coronal and solar wind parameters the perpendicular cascade cannot be neglected and may be more rapid than cyclotron sweep. Solar wind observational evidence suggests the relevance of the ion inertial scale, which is associated with current sheet thickness during reconnection. We conclude that a significant fraction of dissipation in the corona and solar wind likely proceeds through a perpendicular cascade and small-scale reconnection, coupled to kinetic processes that act at oblique wavevectors.

text: MHD‐driven kinetic dissipation in the solar wind and corona Mechanisms for the deposition of heat in the lower coronal plasma are discussed, emphasizing recent attempts to reconcile the fluid and kinetic perspectives. Structures at magnetohydrodynamic (MHD) scales may drive a nonlinear cascade, preferentially exciting high perpendicular wavenumber fluctuations. Relevant dissipative kinetic processes must be identified that can absorb the associated energy flux. The relationship between the MHD cascade and direct cyclotron absorption, including cyclotron sweep, is discussed. We conclude that for coronal and solar wind parameters the perpendicular cascade cannot be neglected and may be more rapid than cyclotron sweep. Solar wind observational evidence suggests the relevance of the ion inertial scale, which is associated with current sheet thickness during reconnection. We conclude that a significant fraction of dissipation in the corona and solar wind likely proceeds through a perpendicular cascade and small-scale reconnection, coupled to kinetic processes that act at oblique wavevectors.

year: 2000

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