The ‘tall poppy syndrome’ (TPS) is one example of a societal constraint whose function in Australasia is to enforce society-wide ideologies such as egalitarianism and the gender order. The TPS acts as an enforcement mechanism which keeps self-promoting discourse in check. While carefully managed selfpromotion is permissible in some contexts, there are others where New Zealanders are expected to behave with modesty and humility. Using a social realist approach and drawing on data from four different professional contexts (a commercial company, a medical clinic, a government department and a nongovernmental organisation), this paper explores the discursive instantiation of the TPS in combination with potentially competing leader and gender identities as experienced by New Zealand women leaders. Finally, we ask if the pressure to conform to the egalitarian ethic, alongside other downplaying strategies, is gendered in New Zealand workplaces.
The increasing psychosocial risks imposed on today's scholars have turned their profession into a highly stressful career path. Drawing on evidence collected in a sample of 177 scholars from an Argentinian public university, this study explores the buffering role of work engagement in the relationship between perceived exposure to six work-related psychosocial risk factors, namely psychological demands, insufficient autonomy, lack of social support and leadership, insufficient esteem, double presence, and job insecurity, and job satisfaction. Hierarchical regression analyses resulted in three out of six possible interaction effects, revealing that work engagement indeed moderates the effects of psychological demands, lack of social support and leadership, and insufficient esteem on scholars' job satisfaction. We discuss the findings in relation to directions proposed for future research. Los riesgos psicosociales y la satisfacción laboral en los académicos argentinos: exploración del rol moderador del entusiasmo laboral R E S U M E N Los crecientes riesgos psicosociales impuestos a los académicos actuales han convertido su profesión en una carrera muy estresante. Basándose en la evidencia recopilada en una muestra de 177 académicos de una universidad pública argentina, este estudio explora el rol moderador del entusiasmo laboral en la relación entre la percepción de exposición a seis factores de riesgo psicosociales relacionados con el trabajo, demandas psicológicas, autonomía insuficiente, falta de apoyo y liderazgo, falta de estima, doble presencia e inseguridad laboral, y satisfacción laboral. Los análisis de regresión jerárquica dieron como resultado tres de seis posibles efectos de interacción, revelando que el trabajo realmente modera los efectos de las demandas psicológicas, la falta de apoyo social y liderazgo y la falta de estima en la satisfacción laboral de los académicos. Se discuten los hallazgos en relación con las indicaciones propuestas para futuras investigaciones.
It is widely recognized that chronic illnesses pose significant challenges for health care systems around the world. In response, most governments have set health policies in order to manage (or better, reduce) demand and improve the health of their populations. A discourse analysis of four policy documents that shape these strategies in New Zealand reveals that the policies construct the chronically ill as "others," that is, as deviant or different from the "normal" population. The discourse further serves to blame the chronically ill both for being sick, and for placing a serious financial burden on society. We identify problems that arise from this discourse. They relate to (a) the fact that chronic illnesses are so prevalent, (b) the fallacy of categorizing all chronic illnesses as the same,
This paper examines the role of core self-evaluations (CSEs) in the relationships among emotional demands, emotional dissonance, and depersonalization. Data were collected from a non-random sample of 423 teachers who worked in primary, secondary, and higher education institutions. Results from structural equation modeling analysis showed that CSEs displayed both direct and indirect effects on depersonalization through employees' perceptions and reactions to emotional labor. Specifically, those individuals with more positive CSEs tended to perceive the emotional aspects of their job as less demanding, thus being less likely to experience emotional dissonance and, in turn, depersonalization. This research demonstrated that CSEs play a vital role in explaining employees' reactions to emotional labor and, therefore, their effects should be properly accounted for in future studies. Implications for practice and future lines of research are discussed in this paper.
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