title: Mental healthcare access indicators for trans and non-binary people in Aotearoa/New Zealand

authors: Gonzalez Gutierrez, Sofia Marisol

subjects: trans

abstract: Access to mental healthcare (MHC) is one of the social determinants of mental health that underlies the large mental health disparities faced by trans and non-binary people (TNB). TNB people may seek MHC for reasons related specifically to gender-affirming needs or for general mental health needs, which also needs to be affirmative of their gender. The topic of general MHC access has received some research, but there are still gaps regarding examining specific MHC settings and demographic differences. Furthermore, research in Aotearoa/New Zealand is still scarce being composed mainly of the Counting Ourselves survey. This thesis aimed to describe the rates of different MHC access indicators for TNB people in Aotearoa/New Zealand, including utilisation, unmet needs, satisfaction levels, and barriers to access. Subsequently, to examine demographic differences in these indicators across age, gender/sex assigned at birth (SAAB), and ethnicity groups. Demographic differences were hypothesised based on existing inequities. Analyses of data from the Counting Ourselves 2022 study were performed, which employed a cross-sectional methodology. Measures included demographic data, use of different MHC providers, unmet need for MHC, satisfaction with different MHC providers, and general and trans-specific barriers to MHC. In total, 2,631 valid responses were analysed, with almost all participants (99.8%) completing the survey online. All participants lived in Aotearoa/New Zealand, and their ages ranged from 14 to 86, with an average age of 27.1. The most common gender/SAAB groups were non-binary AFAB (43.7%) and transgender women (22.1%), while the most frequent ethnicity groups were European (75.3%) and Māori (13.9%). Results showed that the majority (58.1%) of participants had accessed at least one MHC service in the past year, with private MHC professionals being the most frequently accessed provider. Younger participants and non-binary AFAB were more likely to use MHC services, while service use did not differ significantly by ethnicity. Most participants (59.6%) reported an unmet need for MHC in the past year, with younger participants and non-binary AFAB participants being more likely to report this. Satisfaction with MHC providers was relatively positive, but approximately one-third of participants expressed dissatisfaction. Older participants were more satisfied with MHC, and transgender women were more satisfied, only in comparison with transgender men. The most frequent barriers to accessing MHC that are shared with the general population were cost (57.4%) and lack of knowledge of services (44.8%). The most frequent trans-specific barriers were fear of professionals lacking understanding of TNB people (50.2%) and fear of pathologisation (48.9%). Participants reporting most trans-specific barriers were more likely to be younger, and non-binary AFAB participants were more likely to report fear of insufficient understanding and fear of misgendering from providers. These findings indicate that younger and AFAB TNB people may face additional barriers to accessing and being satisfied with MHC, suggesting a need for targeted interventions. Overall, ethnicity did not significantly predict MHC access indicators, suggesting that it might not be a strong predictor of these within this population. Nevertheless, ethnicity findings differ from patterns observed in the general population of Aotearoa/New Zealand, calling for more targeted research.  The high rates of use of MHC services as well as unmet needs and experienced barriers underscore the importance of addressing barriers and improving MHC accessibility and quality for TNB people. This should include improving MHC providers’ education and training, as well as implementing routine procedures to ensure a culturally safe and respectful environment.

text: Mental healthcare access indicators for trans and non-binary people in Aotearoa/New Zealand Access to mental healthcare (MHC) is one of the social determinants of mental health that underlies the large mental health disparities faced by trans and non-binary people (TNB). TNB people may seek MHC for reasons related specifically to gender-affirming needs or for general mental health needs, which also needs to be affirmative of their gender. The topic of general MHC access has received some research, but there are still gaps regarding examining specific MHC settings and demographic differences. Furthermore, research in Aotearoa/New Zealand is still scarce being composed mainly of the Counting Ourselves survey. This thesis aimed to describe the rates of different MHC access indicators for TNB people in Aotearoa/New Zealand, including utilisation, unmet needs, satisfaction levels, and barriers to access. Subsequently, to examine demographic differences in these indicators across age, gender/sex assigned at birth (SAAB), and ethnicity groups. Demographic differences were hypothesised based on existing inequities. Analyses of data from the Counting Ourselves 2022 study were performed, which employed a cross-sectional methodology. Measures included demographic data, use of different MHC providers, unmet need for MHC, satisfaction with different MHC providers, and general and trans-specific barriers to MHC. In total, 2,631 valid responses were analysed, with almost all participants (99.8%) completing the survey online. All participants lived in Aotearoa/New Zealand, and their ages ranged from 14 to 86, with an average age of 27.1. The most common gender/SAAB groups were non-binary AFAB (43.7%) and transgender women (22.1%), while the most frequent ethnicity groups were European (75.3%) and Māori (13.9%). Results showed that the majority (58.1%) of participants had accessed at least one MHC service in the past year, with private MHC professionals being the most frequently accessed provider. Younger participants and non-binary AFAB were more likely to use MHC services, while service use did not differ significantly by ethnicity. Most participants (59.6%) reported an unmet need for MHC in the past year, with younger participants and non-binary AFAB participants being more likely to report this. Satisfaction with MHC providers was relatively positive, but approximately one-third of participants expressed dissatisfaction. Older participants were more satisfied with MHC, and transgender women were more satisfied, only in comparison with transgender men. The most frequent barriers to accessing MHC that are shared with the general population were cost (57.4%) and lack of knowledge of services (44.8%). The most frequent trans-specific barriers were fear of professionals lacking understanding of TNB people (50.2%) and fear of pathologisation (48.9%). Participants reporting most trans-specific barriers were more likely to be younger, and non-binary AFAB participants were more likely to report fear of insufficient understanding and fear of misgendering from providers. These findings indicate that younger and AFAB TNB people may face additional barriers to accessing and being satisfied with MHC, suggesting a need for targeted interventions. Overall, ethnicity did not significantly predict MHC access indicators, suggesting that it might not be a strong predictor of these within this population. Nevertheless, ethnicity findings differ from patterns observed in the general population of Aotearoa/New Zealand, calling for more targeted research.  The high rates of use of MHC services as well as unmet needs and experienced barriers underscore the importance of addressing barriers and improving MHC accessibility and quality for TNB people. This should include improving MHC providers’ education and training, as well as implementing routine procedures to ensure a culturally safe and respectful environment.

year: 2024-01-21

title: Values inconsistency between work and home: Evaluating the impact on stress and well-being, and the role that authenticity has to play

authors: Swart, Eunanda

subjects: Authenticity

abstract: The present study explores the impact of values inconsistency between work and home on employee’s perceived stress and well-being. Values are abstract concepts that express desirable end states and direct an individual’s behaviour accordingly. Previous research has shown that personal and work values may be different in nature. Research in the area of work and home personality has shown that inconsistency may be associated with lower well-being. In this study, we seek to determine whether this is true for work and home values. 
Furthermore, given that felt authenticity is known to influence the relationship between personality inconsistency and well-being, this study also investigated how authenticity influences the  relationship between values inconsistency and well-being. It was proposed that values inconsistency will be positively related to perceived stress and negatively related to well-being. It was also proposed that perceived authenticity will moderate these relationships: strengthening the relationship between values inconsistency and perceived stress, and weakening the relationship between values inconsistency and positive well-being.
A total of 267 participants responded to the questionnaires conducted at Time 1, with 72 responses to the corresponding questionnaires conducted at Time 2. The participants were asked to complete the Time 1 survey in either their home or work context, and then to complete the Time 2 survey in the alternate context. Relationships between values inconsistency and employee’s perceived stress and well-being were explored using Pearson’s r correlations. Furthermore, the impact of perceived authenticity on these relationships was investigated through moderation analysis. 
Due to a relatively small sample size, along with external challenges and factors explored further in the discussion chapter, the results from the present study were not statistically significant. Although no substantial conclusions can be drawn from the findings of this study, looking at the trends in the data could be of interest for researchers wanting to explore these relationships further. 
The trends in the data from the current study suggest that values inconsistency between work and home contexts negatively affects employee’s well-being. More specifically, values inconsistency increases employee’s perceived stress, and decreases well-being. Authenticity may also play an important part in these relationships. The trends in the data suggest that the perceived authenticity of employee’s strengthens the relationship between values inconsistency and perceived stress, and weakens the relationship between values inconsistency and well-being. 
This study is one of the first to compare values inconsistency between work and home contexts, evaluating the impact on employee well-being and offers a fresh perspective in the body of organisational psychology research. Practical implications of the current study include gaining a better understanding of the importance of employees’ value-fit with the organisation they are working for. Poor employee-organisation values fit may lead to more stress and poorer well-being, which in turn could result in higher absenteeism and lower productivity. Therefore, posing a concern for both individuals and organisations.
Future research should focus on continuing to explore the relationships between values consistency and well-being, as well as the relationship between values and personality. The findings from the present and future studies will help to gain a better understanding of the interactions between these variables, and the importance thereof for both individuals and organisations.

text: Values inconsistency between work and home: Evaluating the impact on stress and well-being, and the role that authenticity has to play The present study explores the impact of values inconsistency between work and home on employee’s perceived stress and well-being. Values are abstract concepts that express desirable end states and direct an individual’s behaviour accordingly. Previous research has shown that personal and work values may be different in nature. Research in the area of work and home personality has shown that inconsistency may be associated with lower well-being. In this study, we seek to determine whether this is true for work and home values. 
Furthermore, given that felt authenticity is known to influence the relationship between personality inconsistency and well-being, this study also investigated how authenticity influences the  relationship between values inconsistency and well-being. It was proposed that values inconsistency will be positively related to perceived stress and negatively related to well-being. It was also proposed that perceived authenticity will moderate these relationships: strengthening the relationship between values inconsistency and perceived stress, and weakening the relationship between values inconsistency and positive well-being.
A total of 267 participants responded to the questionnaires conducted at Time 1, with 72 responses to the corresponding questionnaires conducted at Time 2. The participants were asked to complete the Time 1 survey in either their home or work context, and then to complete the Time 2 survey in the alternate context. Relationships between values inconsistency and employee’s perceived stress and well-being were explored using Pearson’s r correlations. Furthermore, the impact of perceived authenticity on these relationships was investigated through moderation analysis. 
Due to a relatively small sample size, along with external challenges and factors explored further in the discussion chapter, the results from the present study were not statistically significant. Although no substantial conclusions can be drawn from the findings of this study, looking at the trends in the data could be of interest for researchers wanting to explore these relationships further. 
The trends in the data from the current study suggest that values inconsistency between work and home contexts negatively affects employee’s well-being. More specifically, values inconsistency increases employee’s perceived stress, and decreases well-being. Authenticity may also play an important part in these relationships. The trends in the data suggest that the perceived authenticity of employee’s strengthens the relationship between values inconsistency and perceived stress, and weakens the relationship between values inconsistency and well-being. 
This study is one of the first to compare values inconsistency between work and home contexts, evaluating the impact on employee well-being and offers a fresh perspective in the body of organisational psychology research. Practical implications of the current study include gaining a better understanding of the importance of employees’ value-fit with the organisation they are working for. Poor employee-organisation values fit may lead to more stress and poorer well-being, which in turn could result in higher absenteeism and lower productivity. Therefore, posing a concern for both individuals and organisations.
Future research should focus on continuing to explore the relationships between values consistency and well-being, as well as the relationship between values and personality. The findings from the present and future studies will help to gain a better understanding of the interactions between these variables, and the importance thereof for both individuals and organisations.

year: 2020

title: Volunteering at the edge of chaos: A case study on the self-organising of younger volunteers during the Rena oil spill crisis

authors: Lockwood, Sarah Jane

subjects: volunteer

abstract: This thesis investigates the self-organising of younger volunteers during the 2011 Rena oil spill crisis in Aotearoa/New Zealand. It builds on emerging research that considers the relationships between volunteering and activism and focuses on the ways in which younger volunteers carved out a ‘volunteer-activist’ space for themselves on the edge of the formal crisis responses.  
The research adopts a case study approach and uses an interpretive lens to investigate three research questions: (1) How was volunteering conceptualised by younger volunteers involved in the Rena crisis?; (2) How did the generational dynamics of younger volunteers affect the various organising responses to the Rena event?; and, (3) How was self-organising conceptualised by younger volunteers involved in the Rena crisis?
The data comprised interviews with 53 participants, 38 of whom were classified as younger volunteers (16-29 years of age) and 15 who held positions of authority in the Rena crisis response and who had high levels of engagement with the younger volunteers. By examining the intersections and overlaps of self-organising, younger generations of volunteers, and crisis events through a social constructionist methodology combined with an interpretive lens and reflexive position, the thesis makes several theoretical and practical contributions.
At a theoretical level, the thesis challenges traditional crisis management approaches dominated by command and control, formal, or top down organisational structures and arrangements. The thesis demonstrates how, as active members of society, younger volunteers developed alternate forms of participation to strengthen crisis response. 
Power tensions between younger volunteers and crisis officials were grounded in a deep sense of frustration resulting from negative societal views toward younger generational cohorts and the structural workings of a risk society. By reconciling social and institutional grievances through self-organising, younger volunteers could take advantage of their marginalised position and enact self-reflexive responses in ways that were not readily available to them in everyday life. This sense of empowerment helped younger volunteers navigate the structural uncertainties they faced as they transitioned towards a competitive labour market and also to take greater control of their lives during a crisis.
From an Aotearoa/New Zealand, perspective, the thesis also provides insights into how younger Māori participants made sense of and enacted their ‘volunteer’ experience and how this experience was influenced by culturally embedded principles. Importantly, there appeared to be no generational differences between how younger and older Māori participants made sense of their ‘volunteer’ experience. Both groups were driven by collectivist orientations, which highlights the importance of contextualising culture in volunteer sector research. 
The social constructedness of the media technologies used by participants exposed broader power structures that existed within their generation-specific social worlds. To this end, media multiplexity showed how use of different communication technologies (1) supported the maintenance of relationships between participants and (2) was fundamental to the meaning participants attached to the different forms of technologies. These findings indicate the need to move away from the current literature’s focus on the tools of communication technologies used by younger people during crisis events, towards the meanings that exist behind the use of such technologies as well as the digital relationships fostered among volunteers. 
This thesis contributes to the scholarship on volunteering and activism by showing how self-organising emerged as an alternative form of activist—or activator—approach to volunteer participation within a crisis response. This approach enabled young volunteer-activators to move beyond their perceived sense of marginalisation and avoid those formal organisational forces that limit their sense of freedom and personal development. The result was an alternative crisis response of self-organised volunteering on the edge of chaos.

text: Volunteering at the edge of chaos: A case study on the self-organising of younger volunteers during the Rena oil spill crisis This thesis investigates the self-organising of younger volunteers during the 2011 Rena oil spill crisis in Aotearoa/New Zealand. It builds on emerging research that considers the relationships between volunteering and activism and focuses on the ways in which younger volunteers carved out a ‘volunteer-activist’ space for themselves on the edge of the formal crisis responses.  
The research adopts a case study approach and uses an interpretive lens to investigate three research questions: (1) How was volunteering conceptualised by younger volunteers involved in the Rena crisis?; (2) How did the generational dynamics of younger volunteers affect the various organising responses to the Rena event?; and, (3) How was self-organising conceptualised by younger volunteers involved in the Rena crisis?
The data comprised interviews with 53 participants, 38 of whom were classified as younger volunteers (16-29 years of age) and 15 who held positions of authority in the Rena crisis response and who had high levels of engagement with the younger volunteers. By examining the intersections and overlaps of self-organising, younger generations of volunteers, and crisis events through a social constructionist methodology combined with an interpretive lens and reflexive position, the thesis makes several theoretical and practical contributions.
At a theoretical level, the thesis challenges traditional crisis management approaches dominated by command and control, formal, or top down organisational structures and arrangements. The thesis demonstrates how, as active members of society, younger volunteers developed alternate forms of participation to strengthen crisis response. 
Power tensions between younger volunteers and crisis officials were grounded in a deep sense of frustration resulting from negative societal views toward younger generational cohorts and the structural workings of a risk society. By reconciling social and institutional grievances through self-organising, younger volunteers could take advantage of their marginalised position and enact self-reflexive responses in ways that were not readily available to them in everyday life. This sense of empowerment helped younger volunteers navigate the structural uncertainties they faced as they transitioned towards a competitive labour market and also to take greater control of their lives during a crisis.
From an Aotearoa/New Zealand, perspective, the thesis also provides insights into how younger Māori participants made sense of and enacted their ‘volunteer’ experience and how this experience was influenced by culturally embedded principles. Importantly, there appeared to be no generational differences between how younger and older Māori participants made sense of their ‘volunteer’ experience. Both groups were driven by collectivist orientations, which highlights the importance of contextualising culture in volunteer sector research. 
The social constructedness of the media technologies used by participants exposed broader power structures that existed within their generation-specific social worlds. To this end, media multiplexity showed how use of different communication technologies (1) supported the maintenance of relationships between participants and (2) was fundamental to the meaning participants attached to the different forms of technologies. These findings indicate the need to move away from the current literature’s focus on the tools of communication technologies used by younger people during crisis events, towards the meanings that exist behind the use of such technologies as well as the digital relationships fostered among volunteers. 
This thesis contributes to the scholarship on volunteering and activism by showing how self-organising emerged as an alternative form of activist—or activator—approach to volunteer participation within a crisis response. This approach enabled young volunteer-activators to move beyond their perceived sense of marginalisation and avoid those formal organisational forces that limit their sense of freedom and personal development. The result was an alternative crisis response of self-organised volunteering on the edge of chaos.

year: 2019