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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]

• Positive frames of stories or statements are viewed by readers as persuasion. • People socially expect credible news media stories to be negatively framed. • Vaccine stories framed negatively may be deemed as more credible by readers. • Positively framed vaccination stories could be viewed as advertising or coercion. Vaccination rates are an ongoing global concern. Many developing and developed countries have rates of vaccination below rates required for herd immunity, for differing reasons. One way in which to communicate information about vaccination to the wider public is via the use of the news media. Communication agenda-setting and framing theory generally hold that the news media sets the issues of importance to society and also tells us how we should think about those issues. Emphasis framing theory however, would suggest that positively-framed statements in the media may actually be viewed as persuasive in a coercing way, leading to resistance to the messages. Further, this theory claims that negative news media is viewed as more credible and therefore, more easily accepted. We were interested to explore the framing of news reports about vaccination and the potential effects this framing may have had on the wider public over the years 2016–2017 in both Australia and New Zealand (when changes in vaccination policy and publicity respectively were on the agenda). We undertook a content analysis of 197 articles and emphasis frame, type of message, and other variables recorded. In both Australia and New Zealand, the news media messages were predominately positively framed and yet the vaccination rates of New Zealand particularly (where no policy changes mandating vaccination took place) have been decreasing. We suggest the media emphasis on positive vaccination reporting may be having the opposite effect of engendering resistance to vaccination within those who are vaccine-hesitant. [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]

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]