Can cultural identify be a disadvantage for indigenous employees? Can it lead to critical issues around workload and pressures? This paper explores the role of cultural identity for Māori, the indigenous people of Aotearoa/New Zealand, and the findings are telling. We target Māori scientists, given their limited number but growing legislated sector demands around cultural engagement. A number of studies are conducted. Study one (12 interviews) identified cultural themes of whakawhanaungatanga (relationship management), kawenga (responsibilities), and taumaha (workload). Study two (wave 1 and wave 2) focused on a large cohort of Māori scientists (between 41-60) and themes showed commonality with study one. In addition, further themes emerged were āheinga tangata (human capacity), tikanga (correct practice), hauora (wellbeing) and umanga takaware (career disruption). Ultimately, we classify these pressures as aronga takirua (cultural double-shift) and present a theoretical model for understanding drivers and consequences of this cultural double-shift for Māori scientists. Finally, study two (wave 3) and study three were additional studies to examine job descriptions/contracts and overall, we find limited employer support for adequate engagement in cultural roles. These findings reinforcing the themes from the previous studies. Implications for employers and the sector are discussed.

文化认同会否对本地雇员不利？是否会导致围绕工作量和压力的严重问题？本文探讨了文化认同对毛利人的影响，毛利人是新西兰的奥特罗阿（Aotearoa）的原住民，其发现说明了这一点。鉴于毛利族科学家数量有限，但立法部门对文化参与的要求却在不断提高，因此我们以毛利族科学家为目标。进行了许多研究。研究之一（12个访谈）确定了文化主题“ whakawhanaungatanga”（关系管理），“ kawenga”（职责）和“ taumaha”（工作量）。研究二（第一波和第二波）的重点是大量的毛利科学家（41-60岁），主题与研究一具有共同性。此外，出现了其他主题，如heheinga tangata（人的能力），tikanga（正确的做法），hauora（福利）和umanga takaware（职业生涯中断）。最终，我们将这些压力归类为aronga takirua（文化双轨制），并提出了一种理论模型，用于理解这种文化双轨制对毛利科学家的驱动因素和后果。最后，第二项研究（第三阶段）和第三项研究是对职务说明/合同进行总体检查的附加研究，总体而言，我们发现雇主对于充分参与文化角色的支持有限。这些发现加强了先前研究的主题。讨论了对雇主和行业的影响。研究二（第3浪）和研究三是对工作描述/合同进行整体研究的补充研究，总体而言，我们发现雇主对文化角色的充分参与的支持有限。这些发现加强了先前研究的主题。讨论了对雇主和行业的影响。研究二（第3浪）和研究三是对工作描述/合同进行整体研究的补充研究，总体而言，我们发现雇主对文化角色的充分参与的支持有限。这些发现加强了先前研究的主题。讨论了对雇主和行业的影响。