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Based on uncertainty management theory, this study examined the extent to which demographic factors and patient self-advocacy predict COVID-19 vaccine confidence in New Zealand. Based on a nationally representative sample of 1852 New Zealanders, the results revealed various demographic factors and belief in one's ability to get vaccinated were significant predictors of vaccine confidence. Additionally, patient self-advocacy was a significant predictor of confidence, with individuals who seek out more information having more confidence and those who are more prone to nonadherence to provider instructions having less confidence. Implications for uncertainty management theory, vaccine confidence, patient self-advocacy, and public communication campaigns during pandemics are discussed. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict. Design/methodology/approach: A nationally representative sample of managers in New Zealand (n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale. Findings: Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying. Originality/value: To the best of the authors' knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying. [ABSTRACT FROM AUTHOR]

More than 5.89 million people have died from COVID-19. Due to COVID-19, there is a need for organizations to reconsider their structures and systems in response to increased remote working and decreased face-to-face (FTF) interactions. This study analyzes organizational relationships, specifically the supervisor-subordinate relationship. This study examines the link between supervisor-subordinate immediacy and organizational identification in mediated communication. Participants from three nations (n = 1776) were explored to test the assumption that supervisor-subordinate immediacy explains organizational identification. The United States, Australia, and England were chosen as focal nations due to the differing government responses to the COVID-19 outbreak. Results revealed supervisors' perceived computer-mediated immediate behaviors and subordinates' perceived immediacy with their supervisors were positive predictors of organizational identity. U.S. supervisors were perceived to use higher levels of computer-mediated immediacy behaviors and have more perceived immediacy than Australian and English supervisors. Australian supervisors had higher levels of perceived immediacy than English supervisors. [ABSTRACT FROM AUTHOR]

Background: This study applies the Patient Self-Advocacy scale to investigate vaccine hesitancy in New Zealand. Due to New Zealand's very limited tertiary hospital system and vulnerable populations, the Government's strategy to address COVID-19 has been to prevent the virus from entering the nation and to eliminate it when it does cross the border. Therefore, there is no opportunity for the nation to generate any acquired immunity through exposure. To transition from closed borders, New Zealand will need to run a highly successful national vaccination programme and this needs to have the ability to drive influential public health messaging to the targeted places within the communities where vaccine hesitancy most exists.Methods: This study employed statistical methods. A nationally representative survey of adults in New Zealand (n = 1852) was collected via Qualtrics. Independent samples t-tests, and multiple regression were used to explore the research questions.Results: Those who identify as medically able to be vaccinated expressed significantly higher confidence in the COVID-19 vaccine than those who identified as unable to be vaccinated. Patient-self advocacy had a positive effect on vaccine confidence. Individuals who identify as able to be vaccinated have less hesitancy. Demographics had various effects on vaccine hesitancy.Conclusion: The research highlights particularly important insights into vaccine hesitancy related to patient self-advocacy behaviours, and various demographic variables such as political affiliation. In addition, the research adds further clarity on how and why New Zealanders have responded to the COVID-vaccine. Finally, the importance of vaccine literacy is discussed. [ABSTRACT FROM AUTHOR]

The news media play an important role in informing the public about scientific and technological developments. Some argue that restructuring and downsizing result in journalists coming under increased pressure to produce copy, leading them to use more public relations material to meet their deadlines. This article explores science journalism in the highly commercialised media market of New Zealand. Using semi-structured interviews with scientists, science communication advisors and journalists, the study finds communication advisors and scientists believe most media outlets, excluding public service media, report science poorly. Furthermore, restructuring and staff cuts have placed the journalists interviewed under increasing pressure. While smaller newspapers appear to be printing press releases verbatim, metropolitan newspaper journalists still exercise control over their use of such material. The results suggest these journalists will continue to resist increasing their use of public relations material for some time to come. [ABSTRACT FROM AUTHOR]

The late 1980's saw the New Zealand Government implement a number of radical economic reforms. As part of these reforms, a number of formerly public organisations were transformed into profit-making enterprises. These reforms resulted in large scale redundancies in a number of industries. During this time Rob joined MoneyInc a former publicly owned and operated financial institution, undergoing restructuring to become a State Owned Enterprise. The branch where Rob was employed was suffering from a number of redundancies and staff changes. Although a newcomer to the organisation and its culture, Rob quickly indicated his aspirations to be involved in the sales area of MoneyInc and was offered the job of Sales Officer by the branch management. At the time, this job was held by Mary a well respected and long-time employee of the branch. The manner in which this staff change was made led to a serious interpersonal conflict between Mary and Rob which affected the whole branch. This case can be used to examine issues related to staff job changes, such as trust, organisational culture and conflict management. [ABSTRACT FROM AUTHOR]