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The purpose of this paper is to reconsider, from a historical perspective, New Zealand’s reputation as a country largely without corruption, with particular reference to the colonial government’s confiscation of Māori land in the 19^th century and beyond.

This paper is based on published historical commentary.

The findings are that much of the Māori land confiscation was rendered legal for illegitimate purposes, and that the colonial and successive New Zealand governments abrogated the country’s foundational document, the Treaty of Waitangi, signed between the colonial government and many Māori chiefs in 1840. Adverse consequences for Māori have been felt to this day, despite the Treaty settlements process that began with the Māori renaissance in the mid-1970s.

The academic analysis of corruption in New Zealand has seldom if ever adopted this historical perspective.

The purpose of this paper is to investigate the importance of change leadership (informing, communicating, involving and supporting) and change management (reasons and competencies for change) for organisational change processes and their outcomes across public and private organisations. The study includes three specific change situations: first, layoffs; second, mergers; and third, closures, relocations and outsourcing, focusing on how change leadership and change management relate to employees’ experience of the change processes and their outcomes across these change situations.

The study is based on panel data forming a representative sample of the Danish working population. A total of 2,120 responses were collected, 1,000 from public organisations and 1,120 from private organisations. Structural equation modelling was used to test the hypotheses.

The study findings show that both change leadership and change management predict positive change experiences and change consequences – and that they do so similarly across public and private sectors. Despite this similarity, the study reveals important sectorial differences, with public sector employees reporting less positive change experiences and consequences.

The paper provides valuable knowledge for researchers and public and private leaders interested in the impact of change leadership and change management on change outcomes.

The purpose of this paper is to investigate whether and how knowledge hoarding, functions as antecedent and consequent of work related negative acts, as a measure of bullying. The authors investigate the relation as mediated by trust and justice.

Data stem from a longitudinal study in which questionnaire responses were collected twice from 1,650 employees in 52 workplaces. Structural equation modelling was used to analyse the two models. Design-based corrections were made to accommodate the multi-level structure of data.

The analyses showed that knowledge hoarding was both an antecedent and a consequent of negative acts. First, over time, knowledge hoarding was indirectly related to negative acts mediated by trust and justice. Second, negative acts were both directly and indirectly related to knowledge hoarding over time. The study thus points to the existence of a vicious circle of negative acts, psychological states of trust and justice, and knowledge hoarding behaviours, which presumably will affect both individual and organizational outcomes negatively.

The use of already collected, self-report data, single-item measures, and the two-year time lag could pose potential limitations to the study.

Preventive and repair actions could potentially impact both negative acts and knowledge hoarding by focusing on increasing the social exchange quality at work unit level.

This paper combines two strands of research, that of bullying at work and that of knowledge management, within which research on knowledge hoarding has been an under-researched area.

This article illustrates the experiences of employee resource group (ERG) members over a two-year period with the aim of understanding the benefits and risks of membership for sexual minority employees.

Qualitative interview data were collected from seven lesbian, gay or bisexual ERG members following an extreme case approach at two points in time separated by two years.

Three themes of outcomes related to ERG membership emerged from the data. Participants reported both benefits and risks associated with the social and career-related consequences of membership. The role that allies play in providing visibility, legitimacy and support to ERG members also emerged and shifted in importance over the two years between interviews, with ally involvement becoming more important to career outcomes over time.

This study illuminates potential consequences of supporting ERGs for minority employees, as well as insight into the role of allies in these groups.

This study contributes to the literature by revealing several individual outcomes of a growing form of diversity management practice: ERGs.

New Zealand has long been regarded as a country with little or no governmental corruption. In recent times it has been ranked consistently as one of the five least corrupt countries in the world, on Transparency International’s (TI) Corruption Perceptions Index (CPI). In 2009 and 2011 it was ranked as the single most corruption-free country on the CPI, and in 2012 it shared first place with Denmark and Finland. This chapter examines the reasons why historically New Zealand has been largely free of governmental corruption, using widely accepted definitions of what constitutes corrupt behavior. It goes on to argue that, at least by its own normal standards, the country might now be more susceptible to corruption, for a variety of reasons, in both the public and private sectors, and that more political and administrative attention may need to be paid to this issue. This chapter discusses New Zealand’s surprising tardiness in ratifying the United Nations Convention against Corruption, an apparent reluctance that leaves the country sitting alongside other non-ratifying countries which have endemic levels of corruption in all its forms. In this context, this chapter also notes some international dissatisfaction with New Zealand’s anti-money laundering legislation, enacted in 2009.

March 2, 1967 Master and Servant — Redundancy — “Transfer” of trade or business — Business carried on in more than one area — Sale of assets and benefits of contracts in one area — Whether “trade or business … transferred” — Employee continuing work with new owners — Whether continuously employed — “Employee” — Contracts of Employment Act, 1963 (c.49), Sch.I, para. 10(2) — Redundancy Payments Act, 1965 (c.62), s.l(l), Sch.I, para. 1(1).

Melbourne High School embodies the belief that the state has the right to offer secondary education, a view challenged by private interests when the school that became Melbourne High School was first proposed. It also affirms the conviction that state secondary schools play a crucial part in the opening of educational opportunities to all students. 2005 was the year of Melbourne High School’s centenary and this paper uses that occasion to reflect on the social optimism and determination of those who fought to establish the school and on the narrowness and arrogance of the market view of education that motivated many of those who opposed the state’s entry into secondary education. It also reflects on the appeals to the free market that many politicians, educational administrators and school principals today use to protect social and economic privilege