bluuebunny/crossref_metadata_2025 huggingface dataset:
The Product Characteristic of Electronic Money from the Perspective of the Negotiable Instruments Law
Authors: Putra Geigiansyah Aulia , Sabrie Hilda Yunita , Thalib Prawitra
Published: April 2018

The development of currency trading is not only using the cash as a payment instrument for a transaction. For example is the emergence of non-cash payments such as negotiable instruments. That type of instrument offers a more effective and safer way than using the cash. Along with the development of the technology, a non-cash payment innovation emerged, which characteristics, at a glance, similar to negotiable instruments, such as credit cards, debit cards, and electronic money products which gives a safer and more efficient way than using the cash for a transaction. Based on this, led to the view that non-cash payment instruments such as credit cards, debit cards, and electronic money products can be classified as negotiable instruments. However, that classification must be done by reviewing the relevant regulations, such as Commercial Code and else and also observing the doctrines in the perspective of the science concerned, to state that the development of such instruments can be classified as negotiable instruments or not.Keywords:    Negotiable instruments, Letter of Value, Credit Cards, Debit Cards, Electronic Money Products, Classification.
Legal Protection for Consumer of the Unlicensed Vapor from Drug and Food Supervisory Agency
Authors: Samudra Dedhi Bima , Mediawati Noor Fatimah , Multazam M Tanzil , Wati Emy Rosna
Published: April 2018

This research begins with the number of liquid vapor which spread in Indonesia that is not licensed by BPOM, and there is no clear law for liquid vapor, so there is no clarity from legal protection against liquid vapor consumers who are not licensed by BPOM. Therefore, in this research, the formulation of the problem is as follows: Is there legal protection against liquid vapor consumers who are not licensed by BPOM? The purpose of this research is to determine whether there is legal protection against liquid vapor consumers who are not licensed by BPOM. So this research can be useful for subsequent research that has the same theme and beneficial to researchers, liquid vapor consumers and also for the government. The research method used is the normative method. Normative research methods use the statute approach. The result of the research shows that there is a legal protection for liquid vapor consumer who is not licensed by BPOM, which is reviewed from the Law of the Republic of Indonesia Number 36 Year on concerning the health of Article 113 paragraph (1) and Article 114, Law of the Republic of Indonesia Number 8 Year 1999 on Consumer protection Article 8 paragraph (1) c and paragraph (1) i, Regulation of the Head of the Food and Drug Supervisory Agency of the Republic of Indonesia Number 4 Year 2017 on the Supervision of the Importation of Drugs into the Territory of Indonesia Article 4 paragraph (1). Keywords: Legal Protection, Consumer, Liquid-Vapor
Reformulation of the Government Compilation of Islamic Law: Strengthening the Concept of Gender-Sensitive Regulations in Indonesia
Authors: Alwy Fauna
Published: April 2018

The main purpose of this study is to find out the weaknesses in the application of the Compilation of Islamic Law in Indonesia, especially some of the provisions in it that tends to be gender biased; so that innovative ideas can be found to strengthen even the re-formulation of gender-sensitive legislation but still based on Shariah values and customary law. It is normative law research that uses a normative legal case study in the form of legal behavior products, among others by examining the Compilation of Islamic Law especially in the level of its implementation. The subject of the study is the Islamic marriage law which is conceptualized as the norm or rule that applies in the society and becomes the reference of behavior for every Indonesian citizen who embraced Islam.Keywords: Reformulation, Government Compilation, Islamic Law, Strengthening, Concept, Gender Sensitive Regulations
Off-Topic: A New Interpretation of Weak-Kleene Logic
Authors: Beall Jc
Published: April 2018

This paper offers a new and very simple alternative to Bochvar's well known nonsense -- or meaninglessness -- interpretation of Weak Kleene logic. To help orient discussion I begin by reviewing the familiar Strong Kleene logic and its standard interpretation; I then review Weak Kleene logic and the standard (viz., Bochvar) interpretation. While I note a common worry about the Bochvar interpretation my aim is only to give an alternative -- and I think very elegant -- interpretation, not necessarily a replacement.
Community Wage and the Regions
Authors: De Vries Hattie
Published: April 2018

Unemployment is a national problem that nevertheless manifests differently in different regions. Despite evidence for a regional focus active labour market policies and programmes are mainly targeted to individuals rather than to individuals in their geographic context. The Community Wage initiative together with the appointment of regional commissioners illustrates an increasing awareness that local labour market issues need to be addressed by labour market programmes. This paper examines the evidence for a regional focus and suggests a research programme, which looks at the benefits of labour market programmes on communities rather than individuals.
Internal Migration and Regional Adjustment: Some Preliminary Issues
Authors: Mare David , Timmins Jason
Published: April 2018

In this paper we examine the link between local labour market adjustment and internal migration. We use census data to provide a range of labour market indicators, and measures of movements of people between locations. We then consider the relationship between internal migration and regional labour market adjustment, examining the importance of accounting for persistent regional differences, international migration, and how similar locations are. We provide some preliminary estimates of labour market - migration links, building on the foundation of a simple gravity-model relationship.
The Role of Workplace Contests in New Zealand
Authors: Tipples Rupert
Published: April 2018

Contests have played a major part in New Zealand's economic development since colonisation. They are part of the New Zealand psyche. After defining contests, this paper discusses the range and place of contests in economic development and the underlying theoretical concepts. How contests are used, operate in practice, and their benefits, are discussed by means of case studies based on both documentary sources and participant's accounts. The setting up and operation of contests is considered, together with the part played the various stakeholders in any particular contest. Conclusions are drawn on the features needed to prolong their usefulness and longevity.
What Workd For Whom?: The Effectiveness of Different Employment Programmes
Authors: Mare David C
Published: April 2018

This paper estimates the impact of different categories of employment policy interventions on job-seekers' subsequent experience. We generate a range of estimates to help us distinguish programme effects from selection effects. We also examine the robustness of our findings for a range of sub-populations. There is limited variation in programme effects for people with different observed characteristics. Some evidence suggests that programme effectiveness may be countercyclical.
Planning Ahead for Labour Market Research: LMPG's Research and Evaluation Strategy
Authors: Turner David
Published: April 2018

The Labour Market Policy Group (LMPG) of the Department of Labour maintains a labour market research and programme evaluation function. Their purpose is to carry out high-quality policy-relevant research and evaluation and to provide quality assurance and peer review on research. survey and policy work. In addition, policy advisory staff from portfolio-based policy teams in NZIS, IRS, OSH and LMPG also carry out and commission research projects. With respect to any potential research area we ask: is there a 'problem that needs fixing·, how can or do existing policies affect the 'problem'. and are there other policies that might be effective in achieving policy goals. This paper outlines the criteria for choosing research and evaluation projects, lists the priorities for 2001 and beyond.
The Department of Labour's Future of Work Programme
Authors: Grimmond David , Guest Jonathan
Published: April 2018

This paper introduces the recently-launched Future of Work programme, led by the Department of Labour. The programme will provide information to New Zealanders on future trends in work both globally and in New Zealand, and their implications for the workplace, the workforce and employment opportunities. The paper outlines the objectives of the programme, our major activities (including the Future of Work website and our research fond), and key research themes for the programme to investigate. We also discuss research projects we have undertaken or are contemplating. The programme's research activities fall under the following broad themes:The changing economy: Technology and globalisation change what we produce and how we produce it. The changing workplace: New employment relationships change the ways in which work is done.The changing workforce: The ageing of the population, international migration, and growing ethnic diversity are influencing the make-up of the workforce.Work-life balance: Reconciling commitments to work, family, and personal enrichment promises to be one of the most challenging issues for tomorrow's workers.Skills, education and training: The possession of the right skills has becoming increasingly important to successful participation in the labour market.
Research and the Policy Development Process: "Measuring the Costs of Injury"
Authors: Legge Jaimie
Published: April 2018

This paper discusses the development of a methodology for measuring the costs of injury in New Zealand. This is work in progress, involving a number of researchers and government agencies with a goal of developing useful cost estimations of the impact of injury for policy development.
Labour Market Trends and Outlook
Authors: McLoughlin Simon
Published: April 2018

This paper provides an overview of trends in the New Zealand economy and labour market in 2001 and 2002, and the outlook for 2003 and 2004. More people than ever before have been attracted into the New Zealand labour market during the last two years -from outside the labour force and from around the world- encouraged by robust growth in employment and wages, low unemployment, and employers who are finding it difficult to find suitable staff. The main driver of improving labour market conditions has been strong growth in the New Zealand economy (an average of 3 ½ per cent per annum in the last three years), despite the recent downturn in the world economy. The pattern of economic growth has changed in recent years, leading to varying rates of employment growth by industry and region. Nevertheless, labour market conditions have improved across the majority of regions, as well as across most of the broad ethnic and age groups, and by gender. The outlook is for the New Zealand economy to experience solid growth over the next two years, although there are important upside and downside risks. The positive central outlook is expected to see labour market conditions remain relatively strong during 2003 and 2004.
Triple Jeopardy: Age, Work and the Invisibility of Mature Job-Seekers in New Zealand
Authors: Gray Lance , McGregor Judy
Published: April 2018

Youth has for so long dominated our thinking about employment that political and policy responses and societal debate about the value of older workers has been stifled. Yet the urgency of population ageing in New Zealand at a time of projected labour shortages means older workers must urgently become a policy priority. Latest projections indicate that the population aged 65 years and over is expected to grow by about 100,000 during the current decade to reach 552,000 by 2011 . And by 2051 there are projected to be at least 60 percent more elderly than children (Statistics New Zealand, 2000). The threat of future labour shortages has been raised by numerous authors (Callister and Rose, 2001; Stephenson and Scobie, 2002; and the New Zealand Institute of Economic Research, 2002) with the older worker viewed implicitly as part of the problem. The paper reports on the largest contemporary study of mature job-seekers undertaken recently in New Zealand. It explores the job search efforts and behaviour of mature job seekers and the implications for policy intervention. The study also poignantly reveals the hidden personal and community costs of discrimination and unemployment amongst older people. The implications of framing employment as a youth concern only and the significance of disadvantaged older workers and job seekers is discussed. Finally the paper addresses the question of "what responsibility does society have towards skilled and unskilled older workers?"
Gender and Managerial Attainment in the New Zealand Public Sector
Authors: Brown Kerry , Ridge Stacy
Published: April 2018

Public sector equal employment opportunity (EEO) legislation was introduced to encourage greater diversity of representation throughout all areas of public sector employment. It has been noted that steady progress has been achieved with implementing legislated public sector EEO policies and programs to fulfil the aim of increasing the representation of EEO. However, despite the gains delivered through equity legislation and policies, there remain areas of gender differences in the public sector labour market. This research utilised EEO and employment data to analyse patterns of career progression and employment profiles in relation to public sector employees. The study examined the effects of gender segregation on careers and employment for males and females in both male dominated and female dominated public sector agencies. The findings confirm the general trend for improvements in the participation of women in the New Zealand public sector. However, there are areas that are shown to warrant attention. First, for women in male dominated agencies, the findings indicate that their representation is stable and static with poor outcomes. Second, in relation to women in female dominated agencies, results show an overall improvement in every job category. The final research area investigated the differences between male dominated and female dominated agencies. Agency characteristics identified in the research showed that all agencies were highly female dominated in the clerical classifications but male dominated agencies have significant overrepresentation of males in professional and managerial categories. Overall, the numbers of women in management and their progression through the levels of management remains problematic.
Compliance as Resistance to Normative Control: Evidence from the Corporatisation of Science in New Zealand
Authors: Hunt Lesley
Published: April 2018

When the New Zealand Government restructured the system of the public funding of research (1990-1992) it created Crown Research Institutes (CRIs) as companies operating in a global, market-led economy. One CRI, YCo1 , responded to this environment by corporatisation and instituted a normative system of control of workers which, through strategic plans, vision and mission statements, and performance assessment processes, encouraged workers to adhere to company goals. This paper, reporting on an ethnographic study of this CRI, shows how most scientific workers (technical staff and scientists alike) experienced insecurity through estrangement because the contributions they wished to make were less valued both in society and in their work organisation. They were excluded from participation in both organisational and Government policy-making, and felt they did not 'belong' anymore. Scientists in particular were also experiencing alienation (in the Marxist sense), as they were losing autonomy over the production of their work and its end use. Scientific workers developed tactics in order to resist these experiences and ostensibly comply with organisational goals while maintaining and protecting their self-identities, and making their work meaningful. Meanwhile the work of the CRI continued.
Practical Uses of the Human Capability Framework - An Outsiders's View of a Concept Guiding Public Policy and Research
Authors: Tipples Rupert
Published: April 2018

The Human Capability Framework (HCF) was presented at LEW 9 as a really exciting concept that had proved very useful in Massey University's Labour Market Dynamics Research Programme. It had come from the Department of Labour. Personal amazement at the apparent change of direction in the Department's thinking this represented was succeeded by the realisation of its immediate usefulness for a research funding application then in process. This paper explores the author's perceptions of the original model and its origins. Then the outcomes that have flowed from the use of the model in the succeeding two years is considered. After an initial explanation of the HCF, there is an analysis of its use as a policy tool at national and regional levels. Its use in various research projects is described as well. The paper concludes with a consideration of the academic acceptability of the concept and some questions for further research.
Human Capital Formation and Employability in An Information Economy: A Study of New Zealand's ICT Sector
Authors: Malik Ashish
Published: April 2018

Human capital formation is vital in furthering the employability of a nation's workforce. Employability in a networked and information society has undergone a paradigm shift. The key participants in the labour market- employers, employees, trade unions and the government have to proactively address various issues emerging at the global level by assessing its implications for them at macro and micro levels and by furthering human capital formation so as to maintain the employability of their workforce. This paper presents the trends emerging at global levels, the extent to which they are reflected in OECD countries and in New Zealand, with a specific focus on its ICT (Information and Communications Technology) sector. It further discusses the dilemma faced by different players in contributing in furthering human capital formation and employability. Secondary data pertaining to emerging trends on human capital and employability in the ICT sector is analysed from various government agencies and international organisations. Although there is some strength in the present system in terms of industry training provided in New Zealand, there are few areas of investment for human capital and some firm level practices which affect employability and human capital formation in future.
The 'Knowledge Society': A Glimpse Inside the Minds of Management Students
Authors: Mead Angela
Published: April 2018

This paper focuses on the 'knowledge society' in New Zealand It holds that the use of the term is unclear. It identifies two dominant themes in the literature: the 'knowledge society' as embedded in 'Third Way’ thinking, and the 'knowledge society' as a positive response to a changing society. This paper reports on a qualitative study of the views of a small group of final year BMS students about the 'knowledge society’. The respondents had come to university directly from school. The research consisted of three one hour ‘semi structured’ taped interviews. Three themes emerged: "Knowledge will get me the things I want;" '' I need current global knowledge to survive out there;" and "I resent the current government’. “The findings support the literature in that the respondents acknowledge that globalisation and technology are key drivers of a changing society. They also challenge the literature in that respondents do not have a clear understanding of the concept. The respondents strongly associate market use-fullness to knowledge. The paper suggests that a 'New Right-Third Way’ dichotomy still exists. The paper also presents an insight into the 'optimism' and 'individualism’ embedded in the respondents’ comments. Perhaps this diversity of knowledge should be celebrated and used to empower the whole of society.
The Knowledge Society and High Performance Workplace Systems: Enhancing 'Worker Voice'
Authors: Cochrane Bill , Law Michael
Published: April 2018

This paper focuses on an aspect of the 'Future of Work ·. The introduction of high performance workplace systems (hpws) is, in genera/terms, consistent with the bro ad thrust of the 'knowledge society’ debate. The central thesis holds that the introduction of hpws has the potential 10 enhance 'worker voice, ‘especially in the context of a 'third way' political environment that fosters a more tripartite approach to industrial relations. The paper draws on several pieces of research, each of which has its own methodological approach. The discussion of the 'knowledge society’ debate and the 'third way' political context draws on policy analyses undertaken by Law and Piercy. The body of the paper is based on a survey by Law of union members engaged in a hpws in a large NZ daily factory. That research involved focus groups and a postal survey. Qualitative (write-in) responses were further analysed using a dynamic coding system developed by Law. The findings are consistent with the (US) work of Black and Lynch. With some qualifications, the introduction of hpws has enhanced worker participation. Active union involvement was a positive factor. For a proportion of union members, the introduction of hpws has had positive off-site effects.
Information Technology Porfessionals: A Skills Shortage Assessment
Authors: Cropp Stephanie
Published: April 2018

The Job Vacancy Monitoring Programme conducts in depth investigations into the supply/demand balance in the labour market for a number of skilled occupations. The Information Technology (IT) professional occupation is assessed every six months. This paper presents the findings from the December 2003 investigation into skills shortages of IT professionals. It provides an assessment of trends in demand for and supply of IT professionals and, an overview of employer's recruitment experience as measured by the Department of Labour's Survey of Employers who have Recently Advertised.
Changes in Working Hours for Couples, 1986 to 2001
Authors: Callister Paul
Published: April 2018

In New Zealand, the weekly hours worked by individuals have generally not been considered in the context of hours of work of other adults who may live in the same household. Using census data between 1986 and 200 I, this study focuses on total hours of work for couples. The research shows that, for individual workers, while average hours of work have not changed much there has been growth in both short and long weekly hours of paid work. The increase in working hours shows up more strongly in couple data than in individual data. This reflects both an added worker effect and changes in hours worked by individuals living in couples. The data also show that individuals and couples who work the longest hours also tend to have the highest incomes. Finally, international comparative data indicates that New Zealand stands out in terms of the proportion of individuals and couples working long hours.
Pay Equity and Equal Employment Opportunity: Policy, Rhetoric and Reality in the 2004 New Zealand Labour Market
Authors: Hyman Prue
Published: April 2018

Pay equity (here interpreted as equal pay for work of equal value) has long been official Labour Party policy, although never properly implemented. The recent Taskforce on Pay and Employment Equity in the Public Service, Public Education and Public Health proposes advances in those sectors. At the same time, Part Two of the Employment Relations Law Reform Bill a First Reading Stage would have repealed the only possible, if disputed, legislative underpinning for equal pay for work of equal value in the public and private sectors. After submissions and lobbying, the government sensibly agreed to the Select Committee recommendation to withdraw this from the Bill. The HRC report "Framework for the Future: Equal Employment Opportunities in New Zealand" finds little progress in the employment position of people with disabilities, while the status of Pacific people in the New Zealand labour force is even worse than that of Maori- nor has gender equality yet been achieved. It argues that a lack of equal opportunity creates social tension while New Zealand is being held hack economically through talent being under-utilised. This paper will discuss these reports and developments, government policy and the realities in these areas in 2004 New Zealand.
Employers, Unions and Workplace Partnership in New Zealand
Authors: McAndrew Ian
Published: April 2018

In 2005 the Partnership Resource Centre of the Department of Labour commissioned a comprehensive review or ‘stock take’ of union-management workplace partnership practices and behaviors in New Zealand. The Study found that the penetration of partnership practices has been sporadic and/or experimental, set in an environment that is oftentimes abrasive to the concept. Nonetheless, in many workplaces where collective bargaining has existed for a significant period, both unions and management are adopting some key features of a partnership approach. The study concluded that prospects for further penetration of partnerships behaviors in unionized firms are positive as the attitudes of may officials on both sides are relatively open to the approach and to the practices it encompasses. This paper offers empirical insights into the attitudes ad behaviours of New Zealand employers and union officials in single-employer collective bargaining relationships regarding collective bargaining, other consultative measures, as well as collaborative versus competitive approaches to their relationships with one another.
New Technology and the Quality of Working Life in New Zealand
Authors: Hector Chris
Published: April 2018

The Waikato Management School has a FoRST contract to investigate a wide range of social and economic effects of new technology. In order to assess the impact o f new technology on the quality of working life a postal questionnaire was distributed to 1800 adults selected at random across the whole of New Zealand. The present findings are preliminary, as only 274 usable responses have been received by Conference time, and they are continuing to arrive. The overwhelming majority of respondents (some 83%) say they are generally satisfied with their paid jobs, despite more than 70% reporting that pressure has increased. Those workers who have been affected by technological change are substantially more likely to say that their work is now more interesting, in addition to being more often among the better paid.
Variation in Multiple Job Holding Rates Among Women with Young Children as an Indicator of Worklife Balance
Authors: Newell James , Baines James
Published: April 2018

This paper presents 1981 to 2001 census statistics on multiple job handling rates of women living in households with children under two by women’s age and occupation as an indicator of work life balance issues. Trends in multiple job holding rates by women living in households with children under two are compared with multiple job holding rates for women in other types of households. Multiple job holding by women living in households with children under two peaked in 1996. Multiple job handling rates by women aged 20 to 29 years living in households with children under two are almost identical to those for all working women aged 20 to 29 years but tend to be much lower for women of other age groups. The margin between multiple job holding rates of women living in households with children under two and others tends to be higher for high socio-economic status than low socio-economic status occupations. This suggests that economic and career pressures on work life balance are highest in young adulthood when women are juggling entry into the work force, family formation and the costs of setting up their own households. Financial pressures to remain in the work force with young children impose stranger work life balance pressure on families on low incomes rather than those of higher income professionals.
What Constitutes Career Success? Implications for Employers and Policy Makers
Authors: Gardiner Brent
Published: April 2018

Individuals’ subjective view of career success varies considerably and will not always align with the goals of employers or policy makers. This paper presents the initial findings of research designed to investigate the subjective perceptions of career success among a sample of younger New Zealanders who were interviewed as part of the Pathways to Sustainable Employment Project in the Labour Market Dynamics Research Programme funded by the Foundations for Research Science and Technology. Implications for public policy and career development strategies within employing organizations are highlighted.
The Effect of Settlement Type on the Labour Force Participation of New Zealand Women
Authors: Souness Colleen , Morrison Philip S.
Published: April 2018

A key priority of the present government is to improve women’s participation in the workforce, That education, age and reproduction decisions all play an important role in female labour force participation is well documented, what is less well understood is the role played by the geographic context in which these decisions are made – the relationship between participation and place. The aim of this paper is to explore the way in which different types of settlement are associated with different levels of female participation in the labour force. Our findings reveal that place of residence does affect the propensity of women to engage in wage labour – over and above the standard human capital and demographic determinants. The findings are based on analyses of the 1996 census data of over one million New Zealand women of working age. We use the Statistics New Zealand reclassification of urban and rural locations to define settlement types. A unique feature of this study is the explicit consideration of the relationship between partnership, participation and place. We find that not only does the presence of a (male) partner have a strong and statistically significant influence on female participation by that its effect is also very sensitive in settlement type. Particularly interesting is the different effect partners have on female participation in small versus large urban settings.
Transition From Work to Retirement: Evidence from LEED
Authors: Dixon Sylvia
Published: April 2018

Survey evidence suggests that the majority of New Zealanders would prefer to make a gradual transition from work to retirement, rather than move abruptly from full-time work to non-employment. This study describes the employment patterns and transitions of people who were aged in their 60s and moved from wage or salary employment to inactivity during the 1999-2005 period, using longitudinal data from the Linked Employer-Employee Dataset. Four different types o f transition to retirement were defined and the relative frequency o f each explored. We find that phased transitions, involving either part-time work or a number of transitions in and out of employment before the final exit, were far more common than discrete transitions from full-time work to non-employment. Men were more likely than women to take a traditional path from work to retirement. There were some significant variations in the frequency of different work-to-retirement paths across major industries, but phased transitions were more prevalent than traditional in all major industries.
Does Labour Market Achievement Matter for the Wellbeing of Australian Immigrants? Culture and Gender Differences
Authors: Kostenko Weiping
Published: April 2018

This study explores the Australian immigrants' job-life relationship by simultaneously estimating a bivariate ordered probit random effects panel model. We found that discrepancies between career goals and employment reality play a central role. The study also explores the characteristics o f immigrants who are likely to have stronger job concerns. Non-western male immigrants are among them. They are more disadvantaged in the labour market and have lower life satisfaction compared to their Western counterparts, while this situation improves with duration in Australia. Also, immigration age is found to be crucial for this adjustment process. For female immigrants, the results suggest that the well-educated female migrants' subjective wellbeing is impeded by struggling over work-family balance.
Competent, Connected and Confident: Female Career Success in Call Centres?
Authors: Hunt Vivienne , Rasmussen Erling
Published: April 2018

This paper reports on the employment experience of women in New Zealand call centres. It seeks to determine whether women can develop satisfactory career progress and links the findings to the employment relations context in New Zealand. The study, initiated in 2003, reports on six case studies. Contra1y to the prevailing negative portrayal of call centre employment and career paths, our findings demonstrate women are achieving career success in call centres. Management practices can accommodate the different labour market needs of women, and many respondents reported feeling passionate about their jobs. Those working at entry level said they enjoyed meeting people and being part of a workplace, which enhanced their career prospects. Most respondents mentioned the development of skills and confidence, rather than deskilling, call centre processes have enabled many respondents to become competent, connected and confident.
Australia and New Zealand Labour Markets: Some Similarities and Differences
Authors: Newell James , Callister Paul
Published: April 2018

There is much media attention given to New Zealand workers migrating to Australia. Less attention has been given to directly comparing the two labour markets. We use Australian and New Zealand census and labour force survey data to build a 2006/2008 centred comparison of labour market attributes and recent trends in both countries. Key areas considered include: how did the restructuring of the New Zealand economy in the 1980s/early 1990s affect the relative rates of prime-aged male employment in New Zealand as compared to Australia; has there been the same growth in employment of women on both sides of the Tasman: how does the liming of retirement by Australians compare with that of New Zealand residents; how similar are our overall occupational patterns; are young New Zealand born tradespeople proportionately more concentrated in the Australian workforce than in New Zealand; is the occupational structure of Auslralia resident Maori similar to that of other Australian resident; and how does the balance of extended metropolitan and other labour market catchment types compare? A 2006 Australasian comparative labour market geography developed using the Coombes algorithm as implemented by Newel/ and Papps 2001 is introduced as a common framework for the comparative study of Australia and New Zealand subnational labour markets.
Measuring the New Zealand Knowledge Economy
Authors: Rutherford Dean
Published: April 2018

This paper provides estimates of the "knowledge economy" for New Zealand using the Population Census. Although the meaning of knowledge economy may differ slightly depending on the context, it is reasonable to say that it refers to the influence of differently skilled individuals on performance of an area, be it social, economic or developmental. Two overseas methodologies were reviewed and applied to the New Zealand context. This paper presents initial findings at a regional and sub-regional level and goes on to consider areas of future development.
Heterogenous Older Workers: Older Women "Opting Out" in New Directions
Authors: Myers Barbara
Published: April 2018

Studies on older workers suggest that organisations expect to employ older workers in increasing numbers. To date, research focuses on strategy and policy thus contributing to the perception of the older worker as collectively an "issue.” Recent research confirms the persistence of some negative stereotyping of the older worker and suggests that increased employment levels for older workers may reflect employer expediency rather than a change in employer attitude. Anecdotal observations suggest that many older workers faced with expectations to continue paid work into their sixties and seventies, are seeking alternative life paths outside the labour market. Fragmentary commentary suggests that some older women are choosing to undertake an OE or ‘self-initiated foreign experience' (SFE), a period of autonomous travel and work in another country. While there is a nascent career literature on these foreign experiences that suggests that career development is a substantial outcome arising from what appears to be a serendipitous, youthful and carefree endeavour, there has been limited research on the careers of individual older women workers undertaking a SFE. By reviewing the extant literature on older workers and careers, this paper develops a conceptual framework to better understand the motivations, experiences and outcomes for these older women who exit the labour market and undertake a ‘foreign experience’ as a catalyst for renewal in life and career development.
Can Women's Structures Help New Zealand and United Kingdom Union Revival?
Authors: Parket Jane
Published: April 2018

Union decline in the UK and NZ is a familiar story. Drawing on NZ research and an advanced UK project involving two national surveys, interviews and documentary evidence, this paper examines the relationship between union women's structures and union revival efforts. It emerges that, mediated by context; women's structures contribute to revival strategies, not just in terms of quantitative and external outcomes, but in the qualitative processes of engaging members. Findings inform a discussion of future directions for revival strategies and gauges of union vitality.
Self-Determination Theory and Inter-Role Performance: The Moderating Effects of Perceived Autonomous Support
Authors: Roche Maree , Harr Jarrod
Published: April 2018

The present study tests the theoretical influence of factors from self determination theory (SDT) including the three facilitators (global aspirations, global motivation and mindfulness), the three needs satisfaction (autonomy, competence and relatedness), and perceived autonomous support (PAS) towards organizational citizenship behaviours (OCB) of 386 New Zealand managers. The theory suggests that individuals with higher SDT dimensions will achieve greater wellbeing, and we extend this towards interÂ­role performance. Data was collected at two times, separating predictors (time 1) and outcomes (time 2). Towards OCB Individuals, significant direct effects were found from global motivations; need autonomy satisfaction and need relatedness satisfaction, and PAS. Towards OCB Organization, significant direct effects were found from global motivations, and all three need satisfaction dimensions (autonomy, competence and relatedness), and PAS. In addition to direct effects, we tested PAS as a moderator of the three facilitators and three needs satisfaction and two significant interactions were found towards both OCB Individuals and OCB Organization. The interactions towards OCB Individual showed that high PAS was most beneficial when global aspirations were low, with little difference at higher levels of global aspirations. Towards OCB Organization, high PAS was most beneficial, with consistent levels of OCB Organization at all levels of global motivations. The other interactions towards OCB Individuals and Organization were similar, with high PAS and high needs relatedness satisfaction accounting for the highest levels of OCB. Overall, there is strong and consistent support for SDT dimensions influencing the interÂ­role performance of New Zealand managers.
Working Across the Ditch: New Zealand in Australia
Authors: Haig Robert
Published: April 2018

This paper investigates the skills and employment profile of prime aged New Zealand born people (aged 25Â­54) working in Australia, using information sourced from both the New Zealand and Australian Population Censuses conducted in 2006. This information contributes to an understanding of the labour market impact of the mix and movement of skills between New Zealand and Australia. The results show that New Zealand born people working in Australia on average held a similar level of education to those in New Zealand. However, they were less well qualified on average than the Australian workforce. New Zealanders working in Australia also tended to be underÂ­represented in higher skilled work. A relatively high proportion worked at the lower end of the skill spectrum, in jobs such as machinery operators and drivers. They were underÂ­represented in professional occupations as well as fast growing service related occupations in sales and retailing. The paper shows that one of the contributing factors to this is the greater income gap between New Zealand and Australia in some lower skilled jobs, such as machinery and plant operators. These findings partly counter the anecdotal suggestions of a ‘brain drain’ to Australia. There is also evidence that the number of New Zealanders who return home after a spell in Australia is perhaps greater than sometimes assumed. New Zealand and Australian Census results show that between 2001 and 2006 more than four workers returned to New Zealand for every 10 going to Australia.
Occupational Stress Among the New Zealand Farmers - A Review
Authors: Ang Huat Bin (Andy)
Published: April 2018

A review of the literature notes that farmers are experiencing high level of stress due to the impact of various uncontrollable factors in the work environment. Occupational stress pertinent to the New Zealand agriculture sector includes: (i) economic factors, (ii) adjusting to government regulations, (iii) labour shortage, (iv) effect of trade globalisation, (v) climatic conditions, and (vi) size of the farm. The empirical data from the existing published journal are compared with results from the current study.This study contributes to the literature by examining the extent of occupational stress in the New Zealand primary sector compare with their European counterpart.
Mothers in the New Zealand workforce
Authors: Flynn Sophie , Harris Magdalen
Published: April 2018

Motherhood is a significant factor in how women participate in paid work. Women are likely to restructure their work arrangements or withdraw from the labour market while caring for dependent children (OECD, 2011). However, women’s participation in the labour force has increased over time, in part due to more mothers remaining in and re-entering the labour market. The purpose of this paper is to look at the demographic and labour force characteristics of women in the prime parenting age group (those aged 25–49 years), in relation to their parent and partner statuses. Data from the Household Labour Force Survey and the Survey of Working Life are used to create a picture of these different groups of women over time, to identify the factors affecting a mother’s ability to participate in the labour market, and to understand how work arrangements and conditions for employed mothers differ from employed non-mothers’.
Recent Labour Market Reforms: A Comparison of the 'Kiwi' and 'Polder' Models
Authors: Gorter Cees , Poot Jacques
Published: April 2018

Unemployment remains a major economic and social problem in many developed economies. This paper is concerned with the impact of labour market reform as a means of combatting unemployment and of enhancing competitive wage determination. The paper focuses specifically on The Netherlands and New Zealand, two small open economies in which unemployment rates reduced to close to half of their respective post-1980 peaks, following reforms. The labour market policies that contributed to these outcomes are referred to as the 'Polder' model and the 'Kiwi' model respectively. Despite some similarities, there are significant differences between these models. These are highlighted in the paper. It is argued that the effects of deregulation are hard to separate out from other influences on the labour market. The success of the deregulation policies is easily overstated by a selective use of labour market indicators, or by making trough to peak comparisons along the business cycle.
Self-Employment in New Zealand
Authors: Bururu Richard
Published: April 2018

This paper provides a preliminary analysis of self-employment in New Zealand. Using census data from Supennap3 and HLFS data, we find that self-employment is growing with an increased proportion of the labour force being self-employed now than in 1986. This growth is however quite modest. Pull factors attracting people to self-employment appear to be stronger than push factors whereby people enter self-employment because of lack of alternative opportunities. However, results are not definitive. A possible causal relationship between self-employment and unemployment is explored using a time-series regression model. Results suggest a negative and significant relationship between self-employment and lagged unemployment rate. We also observe a weak but positive influence of the ECA, tax and intellectual property rights reforms on self-employment. There are regional differences in regard to factors that could be influencing individuals' decisions to enter into self-employment. While pull factors may explain entry into self-employment for Tasman, Marlborough, Southland and West Coast regions, unemployment appears to be a strong factor for Northland, Taranaki, Waikato, and the Bay of Plenty. The analysis also looks at self-employment by occupation, qualifications, income, industry, age, gender and ethnicity. The paper concludes by mentioning policy implications and suggesting future research.
The Effectiveness of Using Role-Play to Improve Students’ Speaking Skill at the Tenth Grade Students of State Senior High School1 Pejagoan, Kebumen 2015/2016 Academic Year
Authors: Andika Alek
Published: April 2018

The research was pointed to progress the students’ speaking abilities of the tenth of  SMA Negeri 1 Pejagoan by actualizing the role-play technique. It was carried out based on the strategy that had been arranged some time recently. The observation was action research. It was conducted in three cycles with one assembly in the to begin with cycle and 2 gatherings in the moment and third cycle. The subjects of this inquire about were 32 students of lesson tenth grade at SMA Negeri 1 Pejagoan. The subjective information were collected by watching the educating and learning handle, and meeting the students, the instructor and the collaborators. The information were in the shape of field notes, meet transcripts, and photos. In the interim, the quantitative information were collected through evaluating the students’ speaking execution by comparing the implies of the pretest and post test. The information were the students’ speaking ability. The strategy of the inquire about comprised of surveillance, arranging, acting, and reflecting. The comes about of this inquire about appeared that the utilize of Part Playing procedure was effective to move forward the students’ talking capacity. Based on the subjective information, the utilize of classroom English made a difference the understudies to be more recognizable with English. The lexicon and elocution hones and part play exhibitions too made a difference them to improve their lexicon information and construct their exactness.