bluuebunny/crossref_metadata_2025 huggingface dataset:
Management Practice and Employee Mental Health: An Occupational Safety Perspective
Authors: Robertson Cathy , Lamm Felicity
Published: April 2018

There has hitherto been little attempt to investigate the links between management malpractice, mental health and occupational health and safety. In this paper the development of criteria for a viable methodology to assess the possibility of the existence of this link, has been developed. A semi-structured questionnaire was devised and used in a pilot study which revealed a connection between poor management techniques and mental ill-health. Some of the selected people who were invited to participate declined for fear of further intimidation. The analysis of the pilot study is discussed and the results indicate that there is a need for further, more detailed research to establish and quantify factors contributing to poor mental health in employees.
Cultivating Culture in Greenfields: The Heinz Wattie's Case
Authors: Hursthouse Paul , Kolb Darl
Published: April 2018

The establishment of new plants in Greenfield sires is a strategic organisational initiative providing the opportunity to develop alternative systems of staff values and beliefs which may be more appropriate for capitalising on external product marker opportunities. This paper explores whether an alternative organisational culture can be established at a Greenfield sire within a New Zealand food processing plant. This case organisation utilised the provisions of the Employment Contracts Act 1991 to establish alternative employment conditions in the Greenfield site to those of its Brownfield sire. A comparative analysis was made utilising quantitative organisational culture data from Human Synergistic's Organisation Culture Inventory. The data reveals the similarities and differences between the Greenfield and Brownfield sires and provides the basis for discussion of whether culture can be managed through the mechanism of a Greenfield site. Critical elements in creating a desired culture are identified.
A Report Card on the New Zealand Labour Market: Improving, Could do Better
Authors: Grimmond David
Published: April 2018

The aim of this paper is to provide an overview of the performance of the New Zealand labour market in recent years. In particular how has the performance during the current economic cycle (defined here as since 1996) compared with that in two earlier cycles (1984 to 1989 and 1989 to 1996)? I adopt a broad definition of labour market performance, one that is consistent with the Department of Labour's overarching objective to have New Zealanders enjoying high quality working lives in thriving and inclusive communities. In taking a wide focus, this paper goes for breadth ahead of depth. I provide observations along a wide range of indicators, but often cannot provide robust explanations for these observations. In these instances the main aim of the paper is to highlight areas where more in-depth research is warranted. From this broad but reasonably shallow analysis one gets a remarkably consistent theme: the performance of the New Zealand labour market has improved markedly during the 1990s but there is still scope for further improvements.
The New "Office Temp": Alternative Models of Contingent Labour
Authors: Alach Petricia , Inkson Kerr
Published: April 2018

Office temps are contingent workers, predominantly female, with secretarial and administrative skills, who hire their services out through an agency to client organizations requiring temporary labour. As organizations face changes in demand and workload, and seek flexible rather than stable structures, 'temping' is increasing in prevalence and importance, and is being used for increasingly skilled and responsible work. Understanding the work orientations and attitudes of temps is of value to employers, agents, and policy makers. Past studies and prevailing discourse on contingent labour suggest a somewhat negative picture of the temp as a member of the secondary labour market, and as a marginalized and insecure victim unable to secure a firm foothold in the economic marketplace. This study suggests a somewhat different picture.
Trends in Houshold Employment Inequality
Authors: Singley Susan , Callister Paul
Published: April 2018

Since at least the mid-1980s there has been a growth both "work-rich" and "work-poor" households across a range of OECD countries, including New Zealand, Australia, and Britain. In this paper, we present initial results from the New Zealand component of an international comparative study on trends in household employment inequality. Using annual household-level HLFS data for 1986 through 2001, we find that household employment inequality increased dramatically during the late 1980s and early 1990s but has since declined to about the 1986 level. The composition of jobless households changed significantly over the period, with joblessness becoming more concentrated among childrearing households. Changes in the employment rates of specific household types were much more important than changes in household structure in shaping the observed trends in household employment inequality. Future research will examine the role of age, education, gender, ethnicity and geographic location in stratifying employment both within and across different household types, and will explore differences between New Zealand and several OECD countries in household employment inequality and associated social and economic policies.
Occupational Trends in New Zealand: 1991-2001
Authors: Boonzaier Ann , Heyes Rob
Published: April 2018

This research provides a useful insight into the occupational evolution of the New Zealand labour market. Our presentation looks at three different areas and the research paper is divided accordingly. The paper begins with an analysis of the conceptual basis of occupational classifications used in New Zealand. This is done because the classification system forms the basis of the quality and amount of occupational employment information that can be used for historical trends. The NZSC099 is a skills-based classification system therefore the paper examines the strengths and limitations of the way that the NZSC099 uses skills information. The paper then follows with an explanation of how the research team constructed a time series of occupational employment using data from the 1991, 1996 and 2001 Census of Population and Dwellings. The paper concludes with some initial results from an analysis of trends in the occupational structure of the New Zealand labour market between 1991 and 2001 using this Census data. This section comprises key explanatory figures and charts of longitudinal trends.
Modern Apprenticeship: What's in a name?
Authors: Murray Nicky
Published: April 2018

This paper discusses the Modern Apprenticeships programme, introduced by the Labour/Alliance government in 2000. This research forms part of a wider PhD project; an examination of industry training in New Zealand. The research is based upon content analysis of official papers and semi-structured interviews with industry training stakeholders in each of four case study industries: electrical; engineering; hairdressing and agriculture. The research is also informed by understandings gained from my masters thesis, A History of Apprenticeship in New Zealand (2001). To set the Modern Apprenticeships policy in context, this paper first sketches the current industry training situation. Second, the economic, social and political background to the policy is examined. Third, the details of Modern Apprenticeship are outlined, and a critique of some of its facets is offered.
Coaching Model of Performance Appraisal: A Local Case Study
Authors: Mayer Lichelle , Hursthouse Paul
Published: April 2018

The performance appraisal process is viewed by many as a key management tool that can enhance the development, communication, and implementation of an organisation's strategy, yet critics still debate the benefits. This paper uses a case study to explore the perceptions of staff of changing from a "Traditional" to a "Developmental" approach of performance appraisal.The case organisation updated their performance appraisal system by utilising technology, refocusing the performance appraisal competency areas and increasing the frequency of the appraisal process. The changes reflect the emerging trends of the performance appraisal process.Exploratory research was undertaken to determine whether these changes were viewed by staff and management as a positive improvement and whether the change supported contemporary performance appraisal initiatives commented upon within the literature.
Huffing and Puffing? New Zealand's Trade Unions Versus the Big Bad World
Authors: Blumenfeld Stephen B , Crawford Aaron , Walsh Pat
Published: April 2018

This study focuses on the impact of international trade on union membership and density in New Zealand's manufacturing sector between 1992 and 1998, the first seven full years of the Employment Contracts Act (ECA). Regression analysis distinguishes effects of import penetration and export intensity growth from shifts in other market and institutional factors known to influence union membership trends in other countries. Findings support the hypothesis that reduced trade barriers and, in particular, increased import penetration into manufacturing markets have had a negative impact on trade union membership numbers in New Zealand since enactment of the ECA in May 1991.
A Solutions to 'Too Few' Working Down on the Farm - The Human Capability in Agriculture and Horticulture Initiative
Authors: Tipples Rupert S
Published: April 2018

This paper des cribes and analyses how a labour and skills shortage in agriculture (used in the generic and inclusive sense) emerged here in New Zealand towards the end of the twentieth century and how it has been responded to by the industry and government. It delineates a collaborative response to a type of problem affecting many sectors of the New Zealand economy at the present time. A serendipitous conjunction of improved industry economics, productive policy provision, and ministerial and industry will facilitated the creation of a new pan primary industry organisation with the somewhat unwieldy title Human Capability in Agriculture and Horticulture. A picture of what happened has been built up using a range of methodologies (historical- both documentary and oral; case studies; participant observation: and action research) to explain what led to its formation and sub sequent progress. Prospects for the future are reviewed with a view to isolating critical features which may be of benefit to other industries experiencing similar labour and skills shortages.
Geographic Concentration of New Zealand Employment
Authors: Mare David C
Published: April 2018

This paper examines the degree of geographic concentration of employment in New Zealand, using summary measures proposed by Ellison and Glaeser (1997) and Maurel and Sedillot ( 1999). We use Statistics New Zealand Business Demography data for the period 1987-2003, and find that concentration has risen during that period. Around half of employment is in industries that display no significant concentration. International comparisons of the degree of concentration are difficult. but it appears that New Zealand's levels are similar to those of the United Kingdom, and lower than those of the US and France. Where concentration does occur, it operates most strongly over distances of less than 50km.
Youth Transition: The Influence of the Local Labour Market on Expectations
Authors: Morrison Philip S , Loeber Elizabeth
Published: April 2018

High levels of unemployment among youth have lead to a heightened focus on the transition from school to post-school activity. Despite a vast literature on youth transition only a few researchers have considered the role of the local labour market. This paper begins by reviewing the relevant education and economics literature. In this New Zealand study we explore the expectations of teenagers near the end of their schooling in two very different locations: Kawerau, a small 'company town’ in the Bay of Plenty experiencing high levels of inactivity, benefit dependency and migration, and Porirua City within Wellington, a high income metropolitan centre, with a robust, diversified local labour market. After controlling for sex, age, ethnicity and academic achievement we compare the expectations which senior secondary school students hold in the two locations in terms of their future education, employment and income. In each case statistically significant differences in student aspirations are identified between the two locations. Contrary to expectations from the education literature on rural youth it is not those students in the small mill town of Kawerau who exhibit the lower expectations - paradoxically their aspirations are noticeably more positive than their metropolitan counterparts. 'Reality checks’ against friends and siblings help detect inflated expectations but do not moderate the different results. The paradox is largely resolved by the economics literature which draws on the theory' of returns to investment in further education to show how local unemployment levels raise the probability youth will choose further schooling over searching for employment. It is this additional schooling which is associated with higher expectations.
Social Capital and the Transition from School to Work
Authors: Plumridge Libby
Published: April 2018

An analysis of the talk of two young men at the end of their year 13 schooling reveals that despite similarities in background, the families and school experiences of each has enabled them to mobilise radically different forms of social capital through social networks. This provides them with radically different resources to envisage and realise their aspirations during the transition from school to work.
Superwomen: The Work Life Imbalance
Authors: Church Sonya
Published: April 2018

Much has been written lately about work life balance. A brief literature review revealed that current work life balance literature focused on the negative effects of imbalance and strategies to overcome it. However, there was a silence in the literature about the impact of imbalance on women's families. Thus, the purpose of this research was to seek the views of three 'high powered' women in paid employment about the effects of their work life imbalance on their families. The research approach was qualitative and three women in long term heterosexual partnerships with children at home and employed as managers in tourism in Rotorua, were interviewed. The data analysis revealed two strong themes: "The negative effects are there but, I am in control and I have great support" and "The lifestyle is worth it." These selected findings are consistent with the literature in that the negative effects are evident in both my findings and in the literature. However, my findings add to the literature because, although the negative effects were identified by the respondents, they do not seem to be a problem. The literature does not acknowledge or discuss this interesting phenomenon. After suggestions for further research, the paper concludes that these women can offer us interesting insights into the work life balance discussion and the milieu within which they make those decisions.
Multiple Job Holding in New Zealand: A Growing Presence in New Zealand's Labour Markets, 20-Year Trends
Authors: Baines James , Newell Jamie
Published: April 2018

This paper provides an analysis of trends in multiple job holding over the 20 year period from 1981 to 2001. The analysis builds on the initial statistical profile of the incidence of multiple job holding in New Zealand, based on the 2001 Census of Population and Dwellings. The longitudinal analysis utilises a new statistical library to obtain data on work over time. The analysis places the growth in multiple job holding and other forms of non-standard work in the context of the nation's labour markets, as they went through the transformations of the mid-1 980s, the recession of the late 1980s, and the subsequent economic recovery during the 1990s. The paper also reports some preliminary analysis of multiple job holding data from the Time Use Survey, which is unique in New Zealand statistics for the fact that it identifies the occupations involved in each of the jobs. This research programme is on going.
Paid Work and Relationships: Maximising the Losses
Authors: McPherson Mervyl
Published: April 2018

The relationship between paid work and personal relationships operates in both directions, and can be both positive and negative. These interactions and outcomes have implications f or society and political economy as well as for individuals and employers. This paper explores the issues through findings from an online survey in New Zealand, together with interviews with New Zealand relationship counsellors, analysis of existing statistics, and a review of previous research internationally. It concludes with recommendations for workplace initiatives to enhance the benefits of personal relationships and minimise the negative impacts.
Tracking the Employment Relations Law Reform Bill
Authors: Bedggood Janet
Published: April 2018

This paper analyses the media coverage of the Employment Relations Law Reform Bill in I he New Zealand Herald and the National Business Review which followed the Bill's passage into law. It considers the media as a 'site of struggle' through their publication of the attempts to influence the Government to change or retain measures, from contending perspectives of both businesses and trade union leaders. Their different views were strongly expressed in the initial reporting in the 'Working to Rules' series in the Business Herald which examined the new provisions for bargaining in the bill. The reports of the submissions to the Select Committee also covered diverse views from the community.The paper assesses the Government response to these viewpoints in terms of the modifications to the original Bill and compares the requirements for bargaining in the new law to those in the Employment Contracts Act 1991 (see Harbridge, 1993) with those in the Employment Relations Act (see Boxall 2001, Wilson 2001).
Re-conceptualising Labour Market Regulationin Australia and New Zealand
Authors: Barry Michael
Published: April 2018

This paper seeks to broaden traditional assumptions that the study of industrial relations makes about regulation. Industrial relations researchers have been interested in institutional regulation since the Webbs and Commons examined the development of unions, minimum standards and collective bargaining in the United Kingdom and the United States. This tradition provides a narrow conception of institutions as structures rather than processes, norms, rituals or habits. A contemporary manifestation of this narrow conception is the preoccupation of industrial relations researchers with changing institutional structures, such as declining levels of trade union density and the decentralization of bargaining structures. Often overlooked in such analyses are important questions about the functions institutions perform, and how these functions endure in times of institutional change. This paper outlines changes to the Australian and New Zealand systems of industrial relations from the 1990s, and examines how the systems' traditional regulatory functions continue 10 be performed following the introduction of new institutions and bargaining structures.
Marginally Attached to the Labour Force
Authors: Undugampolage Ayesha , D'Souza Kunal
Published: April 2018

Since the beginning of the decade, the numbers of unemployed- who are usually regarded as a reserve labour force - have reached historically low levels, with a strong concomitant demand for labour. This has resulted in an increasing interest in issues pertaining to labour force participation.Using data from Statistics New Zealand's Household Labour Force Survey, this article explores the characteristics of those who are not in the labour force, but still have a marginal attachment to it. In times of low unemployment, this group may serve as an alternative source of potential labour supply, while in the longer run it may be drawn upon to increase the working-age population's participation in the labour force.
Knowledge Cities
Authors: Bevan Stephen
Published: April 2018

“Knowledge Cities” tries to disentangle the myths from the realities of the Knowledge Economy. It argues for a wider definition of the knowledge economy, beyond a simple definition based around ICT and biotechnology and including the creative industries, the public sector and manufacturing. With the right policies in place, there is no reason why the knowledge economy should be characterised by growing inequality.
The 'Gender Education Transition': What it Might Mean for the Labour Market.
Authors: Callister Paul , Newell James
Published: April 2018

While overall tertiary education participation has been rising, some groups are lagging. Men, and particularly Maori and Pacific men, are increasingly underrepresented in many education institutions, especially at higher levels of education. For example, in 1994 in the under 30 age group and when foreign students are excluded there were 13% more women than men enrolled in degree courses. By 2004 this had risen to 36%. For Maori undertaking degrees, the difference had risen from 21% to 79% in 2004, while for Pacific students the figures have gone from 27% to 52%. The cohorts that are part of this tertiary ‘education transition’ are now a key part of the population that are forming couples or deciding to live on their own, establishing their careers and deciding whether to have children. Some of the possible implications of this ‘education transition’ for the labour market are explored.
The Role of Managers in Work-life Balance Implementation
Authors: McPherson Mervyl
Published: April 2018

The paper draws on existing overseas research to present an argument for the importance of the role of individual managers and workplace culture in the successful outcome of work-life balance programmes in workplaces. Using findings from a recent Work-Life Survey of New Zealand employers by the EEO Trust, and other New Zealand based research, it looks at where New Zealand organisations are at I terms of the role of managers implementing work-life balance programmes. Additional information from employees’ perspectives on the role of managers in implementing work-life balance programmes is drawn from a qualitative study of mothers’ experience on combining paid work and parenting catties out by the author for the Families Commission (forthcoming) and other New Zealand research. The paper concludes with suggestions of how New Zealand organisations can improves outcomes from work-life balance initiatives by greater attentions to the role of mangers in the process.
The Longer-Term Employment Outcomes of People Who Move from a Working-Age Benefit to Employment
Authors: Dixon Sylvia , Crichton Sarah
Published: April 2018

This paper reports results from a study that used linked Employer-Employee Data (LEED) to examine the longer-term employment outcomes of people who moved from government income support benefit to employment during 2001/02. The study population was observed for two years before and after the benefit-to-work transition. The study described short-term and longer-term employment retention rates and earnings growth patterns, and compared the outcomes of the benefit-to-work study population with those of non-beneficiaries who began a job in the same year. It investigated some of the factors associated with more or less ‘successful’ outcomes, including personal characteristics, prior employment experiences, the timing and nature of the benefit-to-work transition, and the characteristics of post-transition employers.
Survival Analysis of Transitions from Benefit to Work Using Administrative Data
Authors: Moore Terry
Published: April 2018

What factors affect the probability that a person makes a transition from benefit to employment? What is the effect of those factors? Given information such as age, sex, most recent occupation and industry, can we estimate the probability of such a transition? We applied the proportional hazard’s model to Linked Employer-Employee Data (LEED) to answer those questions. The anonymous longitudinal administrative data is from Inland Revenue and is based on monthly returns. Our principal finding was that, of the limited variables available, age and sex have the most significant impact, and that the difference between sexes is greatest in under-35-year-olds. We also found differences by industry and occupation, as well as some regional differences and time effects.
Minimum Wage Workers in New Zealand: Who are they?
Authors: Timmins Jason
Published: April 2018

The New Zealand minimum wage rate has recently experienced a sustained period of growth that looks set to continue under the current Labour-led government. Since 2002 the adult minimum wage rate has increased by 28% from $8 and hour to the current rate of $10.25. This rise in the minimum wage has outstripped average wages, which increased by 15% over the same period. This paper uses the New Zealand Household Labour Force Survey and its Income Supplement to identify minimum wage workers and describe their demographic and job characteristics. In particular, the paper examines changes in the characteristics of minimum wage workers between 2002 and 2005. Minimum wage workers, over this period, are relatively young (over a half are aged 16-25 years), predominantly female, working part-time and are likely to be employed in a Services and Sales related occupation and in the Retail and Hospitality industries. Between 2002 and 2005 there was a three-fold increase in the share of wage and salary workers identified as minimum wage workers. Minimum wage workers in 2005 were slightly older and more likely to be female, compared with 2002. In particular, the share of married females among minimum wage workers doubled and there was an increase in the share of minimum wage workers in the Health and Community Services industry sector.
Women, Skills and Global Mobility: A Study of Changing Patterns of Gendered Skilled Migration into New Zealand
Authors: Badkar Juthika , Callister Paul , Krishnan Vasantha
Published: April 2018

According to the 2003 ILO report, female migrants constitute nearly 51 percent of all migrants in developed countries and about 46 percent of all migrants in developing countries. The global presence of women in migration is also reflected in the increase of women using what have been male dominated migration streams (UN World Survey 2004). Skilled migration flows in New Zealand is important to the Department of Labour’s goal of building New Zealand’s workforce and attracting (and retaining) top talent in New Zealand to contribute to New Zealand’s economic transformation. This paper looks at trends in the proportion of female and make principal applicants who have migrated to New Zealand through the General Skills and Skilled Migrant Category from 1997/98 to 2005/06. It also examines changes in source countries of these female migrants and examines gender differences in outcomes for skilled migrants. From 1997 /98 to 2001/02 the number of female and male migrants entering New Zealand through the skilled categories increased exponentially. Although the proportion of female to male migrants for the skilled categories is low (1:2) throughout the 1997/98 to 2005/06 period, the number of women to men from certain source countries (for example, China, Philippines and Japan) increased or remained high during this period. Results from the Department of Labour’s Settlement Experiences Feedback Survey (survey sent to Skilled/Business stream migrants) shows that while the majority of both female and male principal applicants were employed (94%) there are substantial differences in occupation, industry and incomes between female and male skilled migrants. This paper shows that there is huge diversity of flows by gender and nationality. However, the data show that overall women are critical players in the migrations process and are a significant component of skilled migrants in New Zealand. Gender differences need to be considered when developing policies or programmes to attract skilled migrants as well as with their successful settlement.
Forecasting in the Labour Market
Authors: SriRamaratnam Ram , Zhang Kevin , Whiteford Andrew
Published: April 2018

An assessment of future labour market outcomes is of considerable interest to policy makers and for those making operational decisions with respect to training. These could take the form of forecasts of employment by occupations and skill levels or needs at the national, sectoral or regional level. Often forecasts are make of the demand for labour, both additional and replacement demand, the latter often surpassing the former due to the present demographic composition of the labour force. In order to assess likely future shortages (or surplus) of labour, knowledge of the current supply (not always known with certainty as in the case of seasonal labour) and an understanding of future supply is required, all of which pose considerable challenges. In this paper, an overview of the forecasting needs of the Department of Labour, approaches and methodology likely to be applicable and the required level of accuracy and relevance of forecasts are discussed in relation to national, sectoral, regional and seasonal labour market outcomes. Some preliminary and provisional results are presented as an illustration of likely outcomes. In summary, the total employment level is expected to show and annual average growth of 1.8% from 2005 to 2010, following a higher annual average growth of 2.8% from 2001 to 2005. However, for the Primary and Manufacturing Sectors, the employment is likely to transform to a positive growth at an average rate of 1.0% and 0.3% respectively from 2005 to 2010 after having experienced a decline from 2001 to 2005. However, for the Private and Public sectors services, employment is expected o increase at an average rate of 1.7% and 2.8% respectively from 2005 to 2010 following a higher growth rate of 3.3% and 4.8% respectively from 2001 to 2005. The consequences of a number of variations in GDP growth and employment ratios by industry are explored in terms of occupational forecasts.
Meeting Tomorrow's Skill Needs through Pre-Employment Teaching Programmes for New Zealand Schools
Authors: Williams Mark J. , Williams Alan
Published: April 2018

This paper will review work in progress on a teaching programme for students whose formal education tends to terminate at the secondary school level. The perception of need is based initially on the structural shifts taking place in industrial demographics that postulate a decline in the new entrant replacement rate in western style development economies, and a rising dependence on indigenous labour supply. These trends suggest it is time to reconsider the case of New Zealand, using Torsten Husen’s seminal concept of the reserve of talent. It proposes a triadic model as a possible strategic tool, in which a given school and its local community, together with a designated employing firm in a specific category of skilled work, collaborate in a combination of teaching-learning and practical exercises. The intention is to raise the level of information available to job seekers, employing firms and the socio-economic perception of employment opportunities, within the community. While the course intended to have a general application across industries it will utilize as an example, a working model of the civil engineering industry, which has been the focus of some preliminary testing.
Skill Shortages in the Trades: A Report Card
Authors: Whiteford Andrew
Published: April 2018

Shortages in the trades are acute and widespread. In 2005 the Department of Labour published an overview of skill shortages in the trade occupations and identified the major reasons for those shortages. This paper revisits some of the historical causes of shortages in the trades. While the legacy of these factors is still being felt in today's labour market, there have been significant improvements in most areas. Qualification achievements and enrolments have been lifted significantly; migration is making a net positive contribution to supply, and wages have risen sharply. These developments are contributing to growth in supply of tradespersons, which coupled with the expected slowing of growth in demand, means the outlook for shortages is much improved.
Te Ara Maori - Maori Pathways to Recruitment, Training, Retention and Business Growth: An Analysis of Maori Employers
Authors: Fitzgerald Eljon , McLauren Eva
Published: April 2018

Māori participation as employers in the national economy has grown rapidly over the past decade, contributing significantly to the Māori economy. For both the Māori economy and the wider New Zealand economy to continue to enjoy positive growth rates, on-going improvement in Māori human capital, (i.e. the up-skilling of the Māori labour force), and the enhanced development of a Māori employer base is necessary. This paper draws on the experiences of 30 Māori employers involved in a variety of industries across New Zealand conducted under the auspices of the FRST- funded Labour Market Dynamics Research Programme. The analysis focuses on employment-related issues that might affect the advancement of a growing Māori economy. This is all the more relevant in light of the finding that the Māori employers interviewed for this project demonstrated greater business confidence about the future of their organisations than non-Māori employers surveyed in the same study. Approaches to employment, staff training and retention, recruitment practices, desired employee characteristics and experiences as employers who are playing a much greater role in the economic arena, in part because of the Treaty of Waitangi settlements, are examined.
We Are Independent: The Role of Employers in the Formation of New Unions Under the Employment Relations Act 2000
Authors: Murrie Alexander John , Foster Barry , Jeffrey Glyn
Published: April 2018

This paper reports on the, formation of new, predominantly workplace based unions or New Unions under the Employment Relations Act 2000 (ERA). Specifically it questions whether employers actively support and facilitate the formation of New Unions and whether they represent an independent form of employee representation. To date scholars have argued that employers play a significant, if not dominant role in New Union formation that limits their ability to act independently. Some have questioned their status as genuine unions, and implied that many represent a form of de-collectivist strategy that deliberately seeks to undermine more genuine union organisations, through the formation of tame or company unions. This paper argues that New Union formation is an employee driven phenomenon, and that little evidence of employers deliberately precipitating, or dominating, the formation process can be found. New Unions operate independently of employers whose involvement is more likely to reflect an acceptance of workers' legal right to organise collectively, established by the ERA, not a deliberate attempt to undermine existing unions.
Recognition and Rewards: Research and Results of a System in a New Zealand Organisation
Authors: Harvey Jessica , Field Robbie
Published: April 2018

The challenge for employers is to identify and implement recognition and rewards programmes that are not complex, yet effective, and which support a working environment that improves motivation and staff morale, whilst at the same time impacting positively on organisational performance. Research into recognition and rewards programmes would indicate that there are a number of options available and that successful programmes and current approaches need to include certain fundamental requirements. This paper investigates and provides the results of feedback from staff surveyed in relation to an existing recognition and rewards programme at a large food-manufacturing organisation in New Zealand with a view towards improving the current system. Based on the research undertaken changes were made to the existing programme and a revised recognition and rewards system was implemented. Employees were again surveyed within a year o f the revised system being introduced in order to assess the effectiveness o f the changed programme. The authors purport that initial results of the survey would indicate that most recognition related variables have improved with the changed programme and that the revised system can be regarded as successful.
Organisational Environments and Young Workers' Orientation to Learn
Authors: Mason Robyn
Published: April 2018

Rapid advances in information technology, changing workplace structures and labour shortages have increased the need for employees to be multi-skilled, adaptable and self-directed learners. However, with an international agenda f or lifelong learning and capability development there are concerns about persistent social and labour market inequities, and low levels of education and literacy of some workers. Moreover, little is known about young people's beliefs and attitudes towards learning during their early years in the labour market. Accordingly researchers have called for the need to develop the capabilities of lower-skilled employees and young workers from lower socio-economic backgrounds - employees who are at risk of being overlooked in a knowledge-driven economy. This paper examines relevant international and New Zealand research and indicates an agenda f or research. In particular, it illustrates the need to stimulate the learning orientations of less-qualified younger workers. A model for exploring the relationship between organisational environments and young workers’ learning-related beliefs and attitudes is presented.
Research into Labour, Employment and Work in New Zealand: Overview of the Thirteenth Conference
Authors: Morrison Philip S
Published: April 2018

The thirteenth LEW conference was nm in conjunction with the Australian Labour Market Research Workshop (ALMRW). In addition to hosting guests from the Australian academy, government and private research sectors we also drew an impressive number of papers from New Zealand. It was gratifying to see so many from the government sector, in particular the Department of Labour and Statistics New Zealand, and to be able to host a special session on social mobility offered by the Treasury Academics and private researchers from throughout the country continued their strong support of the conference.
Migration and Development: A Framework to Identify the Links, Policies and Institutions that Matter
Authors: Luthria Manjula
Published: April 2018

It is estimated that the gains to global welfare from a modest increase in migration greatly outweigh the gains to we(fare from any further trade liberalization. Yet, migration remains an ill-understood and under-researched instrument of development. In fact, only recently has the liberalization of labour markets been discussed in the same policy-oriented way as the liberalization of goods or capital markets. This address will present an analytical framework for thinking about economic migration and explore the channels through which development outcomes eventuate. It will distinguish between permanent and tempora1y migration flows and outline the policy challenges faced in both forms of movements. Both sending and receiving countries have a role to play in ensuring that migration policies are development friendly while remaining market-driven. In particular, it will highlight the market failures that plague the temporary movement of people and keep such movements at sub-optima/levels worldwide. These market failures are particularly onerous for the small fragile states of the Pacific that seek to improve the economic outcomes of their citizens through regional integration but are faced with the challenges of geography and size. Given the importance of promoting more pro-poor migration globally and in the Pacific, this keynote will outline the policy and institutional underpinnings that are needed to facilitate tempor01y programs for the poor.
Why are there so many Short Jobs in LEED?
Authors: Timmins Jason
Published: April 2018

The main objective of this paper is to investigate the use of earnings spells in LEED as a measure of job tenure. The paper explores the extent to which employment relationships in LEED contain multiple job (earnings) spells and the impact on the tenure distribution if individual job spells, between an employer and employee, are joined together. The study found that one in five jobs (21.1 percent) in LEED, as at March 2006, were repeat spells with the same employer and nearly half (~-1.4 per cent) of repeat - job spells started following a single month of non-employment and only 16.2 percent o f repeat spells occurred after a non-employment period o f over 12 months. Imputing all non- employment periods as employment had a measurable, but not a particularly dramatic effect on the job tenure distribution. For example, the share of job spells with elapsed tenure of 12 months or less falls by only 10 percentage points from -18.1 percent to 38.0 percent. a decline o f around 20 percent. A distinctive pattern among repeat-job spells was for an earnings spell to end in December and for a new spell to begin in February. Around a quarter o fall repeat spells, separated by a single month, start in February, in particular, 63.1 percent of job spells in the education industry fall into this category.
Labour Market Adjustment in the Construction Industry 2001-2006
Authors: Saravanaperumal Menaka
Published: April 2018

The construction industry experienced heightened activity from 2001 to 2006 concurrent with low interest rates, high population growth, strong wage and job growth, and property investments from overseas. Following this heightened demand, there was a 41.4 percent increase in employment in the construction industry over the six-year period. This compared with a 15.5 percent increase across all other industries excluding construction. This study, uses the Linked Employer-Employee Data (LEED) to investigate how the market adjusted to the higher level of employment. Across the construction industry from 2001 to 2006, relative average wage growth was subdued. However, a change in the composition o f labour hired was evident. The majority of inflows into the construction industry came from alternative industries, with every six in ten workers previously engaged in an alternative industry in the past year. The construction industry continued to source its workers from the same industries. However, the composition o f workers flowing from these industries into construction shifted towards younger and hence less experienced workers. This shift suggests that there were concessions on quality in adjusting to the higher level of employment. The increased inflow of younger and less experienced individuals, together with the relatively higher inflow of self- employed individuals into the construction industry, explains the comparatively subdued growth in average wages across the construction industry at a time of strong employment growth.
Placing Migrants in Employment: Recruitment Consultants' Experiences
Authors: Campbell Jacqui , Li Mingsheng
Published: April 2018

The purpose of this paper is to discuss the issues that recruitment consultants face when trying to place non-native English speaking professional migrants in employment in New Zealand. Five recruitment consultants participated in two focus groups as part o f a wider study conducted in 2007. The consultants in this study worked in the permanent and temporary markets covering a range of professions. Theirs is a highly competitive market, aiming to match candidates with employers to the satisfaction of both. Essentially, the role is a sales one, volume driven and time pressured. Consultants follow the same standard process for all applicants: assessing skills, including communication skills, and preparing three candidates to present to the employer for interview. The perceived differences between migrants and local candidates include difficulties in oral communication; limited knowledge of New Zealand culture, and lack of experience with behavioural interviews. Consultants adopted an educative role towards some highly prejudiced employers. Employers with previous positive experiences with migrants tended to be more receptive. Consultants considered that migrants needed to be more realistic in their job expectations; be prepared to accept contract positions and accept lower level roles initially. They should familiarise themselves with the New Zealand culture, humour and workplace expectations. Current labour market shortages place migrants in a very; good position for accessing employment.
Employment Rates of Young Maori Women
Authors: Warburton Dale
Published: April 2018

While the employment rate of women has risen steadily in New Zealand over the last two decades, employment is still highly variable by ethnicity and age. One o f the groups least engaged in paid employment are young Maori women (15- 2-1 years). Their employment rates are much lower than their Pakeha counterparts (42% and 64% respectively) and this is not offset by their greater involvement in education, in fact, at 33% Maori actually have much lower education participation rates than Pakeha (46%). On the other hand, young Maori women are much more likely to be in one of the unpaid work categories identified by Statistics New Zealand is it this greater incidence of unpaid work by Maori explain their lower participation in employment and education? Although there is a general awareness of these differences, there has been no systematic enquiry into the possible reasons for the relatively low engagement of young Maori women in the formal economy. Using a full set of 178,776 unit records pertaining to all young Maori and Pakeha women from the 2001 Census of Population and Dwellings. I develop a number of novel measures of household composition as indicators of domestic responsibilities. These become arguments in a multivariate statistical model in which young women are modeled as choosing to work in the formal paid and/or participate in education. The results show that young Maori women's choice of paid work is no more sensitive to her domestic responsibilities than those of young Pakeha women, but they do encounter these responsibilities far more often.
Labour Cost in Family Day Care in Australia
Authors: Tannous Kathy
Published: April 2018

n Australia, there are currently around 10,500 workers providing formal funded child care in either their homes or the homes of the children. They provide care for approximately 95,000 children countrywide and span across the many geographical regions o f the country. They provide care in both standard and non-standard hours. The purpose of this study is to determine the economic, social and institutional factors that determine the costs of providing family day care services (FDC) across geographical areas in Australia. The study was based on three sets of data: a web-based financial survey designed to elicit basic financial and activity data for the agencies. The survey was sent in mid 2008 to all national providers obtaining useable response rate of45%. The second data set was qualitative data obtained from in-depth interviews with 10% o f all FDC agencies. The last data source was administrative data from the Australia's Department of Employment, Education and Workplace Relations. Econometric analysis of expenditure by FDC agencies identified that expenses is largely determined by the number of full time equivalent places with organisational structure explaining 84% of the variation. Staff costs inclusive of on-cost account for just over 70 per cent o fall costs. Qualitative data identified recruitment of new careers, quality assurance and accreditation, training and supporting careers, with high needs children as the main cost drivers. The paper concludes by providing evidence of the important role that this sector plays in Australian childcare industry and examples o f innovative steps being undertaken by providers to ensure continued financial viability.