bluuebunny/crossref_metadata_2025 huggingface dataset:
Flexibility or Insecurity? Women's Experiences of Fixed-Term Research-Only Positions in the Academy
Authors: Roberts Josie M.
Published: April 2018

An increased use of fixed-term contracts and a separation between teaching and research are symptomatic of shifts in the organisation of academic labour internationally. Debate has surfaced as to whether such changes associated with new managerialism offer opportunities to women or intensify their enduring disadvantage in the academy. Research-only staff present a particularly interesting case: women appear to be relatively successful in achieving research-only positions (including at the highest ranks); however, research-only contracts tend to be fixed-term. This paper considers women's experiences of the temporary nature of research-only contracts at Victoria University of Wellington. It draws on quantitative analysis of human resources data to describe broad gendered patterns of fixed-term academic employment with a particular focus on research-only positions. Material from in-depth semi-structured interviews with female research-only employees is considered to explore the implications that fixed-term contracts have for women's day-to-day working lives, work/life balance and career development.
Pathways to Employment for Young New Zealanders: Effects of Social Capital
Authors: Dupuis Ann , Inkson Kerr , McLaren Eva
Published: April 2018

The Pathways to Sustainable Employment (PASÂ£) research programme is a five-year programme aimed at determining the supply-side and demand-side parameters of employment-seeking and career development of New Zealanders aged 15-34, and developing policy implications. In an initial phase of the project, 866 participants sampled from four geographical areas and representative of different age, gender, and ethnic groups took part in a Computer Aided Telephone Interview (CAT/) concerning their employment experiences to date and their aspirations for the future. This paper reports on the experiences of participants in respect of seeking and finding their current job, their last job, and their first job and the role social networks play in supporting career decision making. The data, which demonstrate the key role that social capital plays in these regards, raises issues about such things as the expertise of network members, their objective understanding of others' capacities and interests, and their knowledge of the labour market. We suggest that the importance of social capital is underestimated and policy makers could do well to take this into account when considering developing strategies for sustainable employment.
Longitudinal Analysis of Labour Force Data
Authors: Moore Terry
Published: April 2018

The Household Labour Force Survey (HLFS) is a quarterly panel survey that is used to provide a snapshot of the New Zealand labour force at a point in time. Although originally intended for cross-sectional purposes, the fact that the occupants of the same households are interviewed for up to eight quarters makes it possible to extract longitudinal information, such as labour force dynamics. This paper will discuss some of the longitudinal uses of the data, and some potential problems and issues. One issue discussed is data cleaning. The HLFS imputes some variables, such as age and sex, when data has not been provided by respondents. However, as the main objective is to produce cross-sectional estimates, there is no attempt to achieve longitudinal consistency, so apparently people may change sex or be rejuvenated. I will discuss some methods for cleaning the data and investigate whether this has any significant effects on longitudinal estimates, such as hazard rates. The results suggest that it is feasible to obtain longitudinal information about transitions in labour force status from the HLFS data, but it is necessary to concatenate panels to obtain reasonable accuracy. Editing seemed to make little difference to the conclusions.
Labour Market Dynamics from the Survey of Family, Income and Employment
Authors: Ramsay Diane
Published: April 2018

With the release of the first year's results from the longitudinal Survey of Family, Income and Employment Dynamics (SOFIE) in June and October 2004,Statistics New Zealand signalled the availability for the first time in New Zealand of dynamic data showing how an individual's circumstances change over time. This paper uses SOFIE information about spells of labour force involvement and participation in education or training to demonstrate the potential of dynamic data, to highlight the critical differences between SOFIE and Household Labour Force Survey data, and to point to the directions for future research as successive waves of SOFIE data are accumulated.
New Zealand's Progress on Work-Life Balance: A Work in Progress
Authors: Nelson Penny , McNaughton Trudie
Published: April 2018

The Government established the Work-Life Balance Project in August 2003 recognising that work life balance has economic and social benefits. Given that some people face significant challenges attaining the appropriate balance for them and their workplaces, the Government sought information from individual and business perspectives on work-life balance in a context of labour and skills shortages, a desire to improve productivity and labour force participation. This paper explores some of the key themes emerging from the consultation process and other research.
Human Resource Managers Views on Implementing Work-Life Balance
Authors: Mohn Lisa
Published: April 2018

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.
Combining Work and Eldercare: A Neglected Work-Life Balance Issue
Authors: Davey Judith , Keeling Sally
Published: April 2018

Discussions about "work-life balance" and "family-friendly workplaces" mainly focus on working parents with young children. Employees who care for and support older relatives receive much less attention. But this issue will grow in importance as the population ages and labour shortages encourage middle-aged people to be fully involved in the workforce. As life expectancy increases many working people have parents in their eighties and nineties, often in need of care and support. How do they balance work and eldercare? A research project on working carers involved the employees of Wellington and Christchurch City Councils and found that about one in ten had eldercare responsibilities. Questionnaires and focus groups provided information on the type and extent of eldercare and how it is managed alongside work commitments. Such responsibilities can add to workers· stress and have an impact on productivity. Suggestions for employers arose from the study, including the need to develop policies on eldercare responsibilities among their staff as an emerging priority.
Practical Phenomenology and the OSH Inspector
Authors: Lloyd MIke
Published: April 2018

This paper stems from the chance acquisition of data on Occupational Safety and Health work: a National Radio Spectrum documentary where a presenter 'spent the day· with an OSH inspector. This collection of talk about what the OSH inspector's work involves has been transcribed and is analysed here through the concept of 'practical phenomenology· (Atkinson 1995). That is, we see an expert concerned, as a matter of everyday work, with the nature of what he sees about him and how this might be described. What is identifiable as a hazard or risk in the workplace, and how can that be described to a range of other people, including bosses and workers in the workplace, professionals in other institutions, and of course the 'overhearing' radio audience? Hence, the practical adequacy of the OSH inspector’s work turns on the use of everyday resources, fundamentally the use of language. But it is not language in itself that is key, rather, we must attend to what people do with language- how the OSH inspector's descriptions, pleas, warnings, and so on, are responded to by those he talks with. This is an important part of the practical accomplishment of OSH’s work in trying to improve health and safety in the workplace.
Market Research Absorbing Risk: Contrasting Training Policies With Workers' Experience
Authors: Campbell Jacqui
Published: April 2018

This qualitative enquiry explores the health and safety issues of door-to-door survey workers in New Zealand. Data is drawn from two national organisations fictitiously named OpinionQuest and MarketMatrix. The paper contrasts the formal safety policies and the training given with the workers' actual experience. What do they recognise as risk and how do they deal with it? The research reveals that while many risks are recognised and avoided, the workers absorb others, accepting them as an integral part of their working lives. Organisational training prepares workers for the obvious risks, such as dogs and verbal abuse. It does not address less common events such as physical assault, unwelcome overt sexual overtures - or the road washing away. Recommendations emerging from the research relate to revised training and policies such as the provision of cell phones; systems for tracking the whereabouts of employees working in the field; and adequate coverage, in training, of the full range of risks they may encounter. Survey workers are pivotal to the success of Market Research organisations. Without their risk absorption, the entire process would cease to function.
Unions and Union Membership in New Zealand: Annual Review for 2004
Authors: Blackwood Leda , Feinberg-Danieli Goldie , Lafferty George
Published: April 2018

This paper reports the results of Victoria University's Industrial Relations Centre's annual survey of trade union membership in New Zealand for 2004. The survey has been conducted since 1991, when the Employment Contracts Act 1991 (ECA) ended the practice of union registration and the collection of official data. This year we report changes in union membership, composition, and density from December 2003 to December 2004, taking an historical perspective to compare the industrial relations periods framed by the ECA and the Employment Relations Act 2000 (ERA).
Why are Casual Enployment and Casualisation Less Significant in New Zealand than in Australia?
Authors: Campbell Iain , Brosnan Peter
Published: April 2018

New Zealand and Australia seem to share a common experience of casual work. In both countries a category of 'casual' has long been permitted under labour regulation, and in both countries this has led in practice to both 'irregular ' and 'regular' casuals. At least up until the recent period, labour regulation in both countries sought to limit casual employment in similar ways through quantitative restrictions and through prescription of a 'casual loading ' on the hourly rate of pay. Yet, in spite of these strong parallels, casual employment is less significant in New Zealand as a proportion of the total workforce and it has failed to show the same pace of growth as in Australia. This paper asks why there should be this difference. It sketches out an answer that focuses on employer calculations and choices (within the framework of labour regulation, including custom and practice). We suggest that the relative advantages of casual employment to employers are narrower and less imposing in New Zealand. This is partly because of compression at the bottom, as a result of the fact that all employees can claim access to basic rights and benefits under a statutory 'minimum code’. But also crucial is compression from the top. Permanent workers in New Zealand have fewer benefits than permanent workers in Australia, but their situation was markedly worsened as a result of the radical program of labour market deregulation in the 1990s. As a result of this narrowing of the shortfall in rights and benefits, employers have less incentive to replace permanent workers with casual workers.
Age Trends in the New Zealand and Australian Trades Workforce 1991 to 2001
Authors: Haig Robert
Published: April 2018

This paper reports on an investigation into the age profile of New Zealand trade workers. The research was undertaken after trades employers identified that ageing trends alongside skill shortages were a significant issue for their business future. The paper compares the age profile of NZ trades workers with the age profile of both the general NZ working population and that of Australian trades workers, drawing on occupational employment data from New Zealand and Australian censuses. It also looks at migration patterns among trade workers in New Zealand. The paper notes that New Zealand has been less effective than Australia in attraction, training or retaining young people in trades and this is a prime reason the New Zealand trade workforce was ageing faster than the Australian trade workforce in the '90s. The findings suggest that, as New Zealand already faces skills shortages in some trades, there is a risk that age-related attrition will add to this in the coming years.
Precarious Employment in the New Zealand Call Centre Industry
Authors: Hannif Zeenobiyah Naadiyah , Lamm Felicity
Published: April 2018

Precarious employment is an increasingly prevalent phenomenon in contemporary labour markets. Research on the call centre industry has not only identified a growing use of non-standard employment arrangements, but also evidence to indicate that precariousness may be a feature of employment in this industry. Despite this evidence, however. There is still little known about the extent to which precarious employment is an integral part of the NZ call centre context. In addition, there has been scant research on the individual experiences of non-standard workers employed in the call centre industry. This paper aims to address the gaps in the literature by essentially 'marrying' these three broad areas of research. A framework for measuring precariousness is introduced and examined in relation to two case study call centres, selected to facilitate a comparative approach. Based on in-depth interviews with case study participants and key stakeholders, this paper examines the applicability of this framework to the NZ call centre context. Key findings from the study indicate that precarious employment is indeed a phenomenon that affects non-standard workers in the NZ call centre industry. A number of policy concerns are raised through the data, particularly where the incidence of precarious employment is associated with the lack of organisational compliance with employment legislation.
Precarious Work, Citizenship and the Law: Challenges and Opportunities
Authors: Reilly Amanda
Published: April 2018

Work, even precarious work, is often assumed to be the path to social inclusion f or citizens. Hence, over recent years, Western Democracies have through law changes allowed, and sometimes encouraged, precarious work to increase. However, it is suggested that in a democracy, rather than solely concerning itself with the inclusion of citizens in the workforce, the state ought to facilitate political participation and equality between citizens. Precarious work, as currently organised, is examined and found antithetical to these goals.The paper draws on European and feminist labour law theory to envision a future where precarious work is liberating and conducive to citizens' full participation and inclusion in all aspects of life. Some areas f or possible legal reforms that could help the realisation of this vision in New Zealand are outlined.
Who Are the Most Unemployed People in New Zealand and What Can We Do About it?
Authors: Guerin Pauline B , Ho Elsie , Bedford Richard
Published: April 2018

This paper presents an analysis of data for the top ten most unemployed groups by ethnicity and birthplace who were living in New Zealand at the 2001 Census. These groups are either from refugee backgrounds, are highly visible groups, or come from strong extended family networks. These data are supplemented with information from the New Zealand Immigration Service's Longitudinal Immigration Pilot Survey and Refugee Voices Project as well as qualitative data from other research in New Zealand. Overall, the findings from this assessment of the census and survey data have significant implications for the development and provision of employment intervention programmes in New Zealand.
Exploring Occupational Mobility
Authors: Spier Philip
Published: April 2018

This paper describes the results from an exploratory study examining whether Household Labour Force Survey panel data could be used to provide some insights into the level of occupational mobility in New Zealand. Identifying the extent to which people are leaving the occupation for which they have trained can improve our understanding of the contribution of occupational mobility to skill shortages. Overall, it was found that 7% of individuals in the sample appeared to change occupation over the course of a one year period. The groups that were found to be most likely to change occupations were young people and unskilled workers.
Earnings Heterogeneity and Job Matching - Evidence from Linked Employer-Employee Data
Authors: Mare David C. , Hyslop Dean R.
Published: April 2018

This paper uses data from Statistics New Zealand’s linked Employer-Employee Database (LEED) over the six-year period April 1999 – March 2005 to derive and analyse estimates of two-way worker and from fixed efforts components of job earnings rates. The fixed effects estimates reflect the portable earnings premium that each worker receives in whichever firm they work for, and the time-invariant premium that each firm pays to all the workers in employs. We focus on three issues. First, how much of the variation in job earnings rates is attributable to observable worker demographic factors (age and gender), unobserved worker effects and unobserved firm effects? Second, how much compositional change occurred during this period of substantial employment growth? Third, what is the aggregate pattern of sorting of workers and firms across jobs?
An Exploratory Analysis of Aggregates and Individual Wage Earnings in the Linked Employer-Employee Data (LEED)
Authors: Guzman-Posadas Eleanor
Published: April 2018

Longitudinal analyses with continuous repeated outcomes provide fuller insight into population and individual behaviour over time. Insights into processes of social change can thus e greatly enhanced through a more extensive use of longitudinal data. Using the Linked Employer-Employee Data (LEED), factors associated with wage earning were explored. Random effects models were investigated to identify fixed population effects as well as to help understand stochastic processes attributed to individual employee variations. It was found that wages vary significantly across region of residence, industry, age groups and gender. Random intercept adjustments provide an effective alternative for exploring earning variability over time.
From Work to Residence: An Evaluation of Work Policies that Provide a Pathway to Permanent Residence in New Zealand
Authors: Merwood Paul
Published: April 2018

In 2002, the Department of Labour introduced three ’work to residence’ policies, which were designed to help New Zealand employers recruit and retain highly skilled and talented migrants. These policies included the Talent Visa (Accredited Employers), Talent Visa (Arts, Culture and Sports), and the Long Term Skill Shortage List Occupation work permit. This paper describes the characteristics of migrants approved through the work to residence policies, the characteristics of accredited employers and the migrants they employ, and the transition patterns from temporary to permanent residence. The research involved a quantitative analysis of administrative data, an online survey of accredited employers, and qualitative interviews with policy stakeholders. The research showed that over 4,000 migrants had been granted a work permit through these policies, and almost one third had made the transition to permanent residence. Migrants brought to New Zealand a diverse range of skills, and of those migrants approved for permanent residence, most did so through a skilled residence category. It was found that the Talent Visa (Accredited Employers) policy enabled employers to expedite the recruitment of overseas workers, and the work to residence aspect was an attractive incentive for potential migrants.
Quality-Adjusted Labour Productivity Measures: An Application to New Zealand
Authors: McNaughton Thomas
Published: April 2018

In March 2006, Statistics New Zealand released its first productivity series. As part of the ongoing enhancements to the series, the potential for quality-adjusting the Labour Input Index has been examined. A quality-adjusted series is generally considered to provide the most representative measure of productivity. Put simply, the process acknowledges that workers are not homogenous, and as such, have difference skill levels. Not only does this provide a more accurate measure of labour input, but it can also provide insight into the effects that changes in labour composition have on productivity. In practice, this process is undertaken by cross-classifying labour according to groups being reflected through a wage-based weighting process. The paper evaluated the various theories behind quality-adjustment, the success of its international applications, and the potential for an internationally comparable adjustment to be introduced into the current productivity series.
Professional Socialisation into Physiotherapy: The Workplace Realities
Authors: Roe-Shaw Maggie
Published: April 2018

This paper illuminates the professional socialization process in a variety of physiotherapy workplaces through engagement with a range of facilities and participants (including new graduates, physiotherapy managers and experienced physiotherapists). It explores being and becoming a physiotherapist, and gives recognition to the importance of the workplace in the professional socialization process. It reports positive workplace experiences for recent graduates, and identifies links between these experiences, professional career structures, and the attrition rate from the profession. Just how well prepared are physiotherapists for the realities of the workplace? While this paper includes a theoretical model of professional socialization, the focus is on the narrative model, which is the lived experience of physiotherapists in the context of practice in the constantly changing healthcare workplace through globalisation and economic rationalization.
Use of Temporary Nurse Mechanisms by New Zealand's District Health Board
Authors: North Nicola , Hughes Frances , Rasmussen Erling , Finlayson Mary , Ashton Toni , Campbell Taima , Tomkins Sharon
Published: April 2018

Nursing shortages is a concern globally, and in this context has emerged a research focus on reasons and costs of turnover and retention. A national study on the costs of nursing turnover in New Zealand public hospitals was conducted between 2005-2006, with 12 month’s data collected per randomly selected unit. Annual turnover rates were found to be high at average 39.16%, with a range between 13.83% and 73.17%. Budgeted nurse staffing per unit in is expected to be sufficient to deliver nursing work for the patient population (occupancy, acuity and complexity) and provide for leave (annual, sick, study, family, bereavement etc). In the context of study it was assumed that temporary cover mechanisms were mainly to cover vacancies and occasional unplanned contingencies such as influenza affecting staff, and higher than normal demands for nursing work. The cost of temporary cover would therefore be a cost of turnover. An unexpected finding of the study was that temporary cover mechanisms were widely used, including when actual staff numbers were equal to or exceeded budget, and no consistent relationship within vacancies was evident. It was concluded that management of nursing resource was driven by cost, no strategic, considerations. Published research on use of temporary cover and the effect of such practices on turnover of nurses provided a perspective to critique the funding.
Decisions About Caring and Working: A Qualitative Study
Authors: Allen Kim
Published: April 2018

The Department o f Labour and the National Advisory Council on the Employment o f Women (NACEW) commissioned research to identify the factors that influence people 's decisions surrounding paid work, and to provide a better picture of the decision making process. Fifty qualitative interviews were undertaken with people with primary caring responsibilities for children and/or adults, or in a few cases, shared caring responsibility with their partner. This study found that multiple factors influence people's choices about paid work, and that different approaches suit different people in different situations. Participants made decisions that, as far as possible, balanced their beliefs about caring with their commitment to work and their need for intellectual satisfaction, social contact and money. Their decisions were based on their personal preferences, rather than on information about financial benefits or services that might support them in their role. The research also highlighted the importance of providing an environment that supports people's choices to be involved in employment, and to care for their loved ones. The study has identified a number of areas for further work.
A Framework for Sub-Optimal Employment
Authors: Dupuis Ann , Taylor Nick
Published: April 2018

Demographic projections for New Zealand indicate there will be major labour shortages in the future which will not be met through either natural increase in population or immigration. It is therefore necessary that for New Zealand to retain and or improve its current economic position, the labour force we di have is employed in ways that optimize outcomes for individuals, families/whanau and communities on the one hand, and businesses, enterprises and institutions on the other. At present, there is inadequate information about the labour market and employment due, in part, to the way many employment-related measures are defined. Additionally the importance given to two specific measures – official unemployment and labour force participation – as indicators of a buoyant labour market, provide an incomplete picture of the complex and increasingly diverse patterns of employment in New Zealand. While most measures used in New Zealand mirror those used internationally and thus allow for large-scale international comparisons, much more could be done to understand shortfalls in employment. This paper provide a preliminary conceptualization of sub-optimal employment, which emphasis the complexity of the issue under examination by suggesting the extent to which some of employment statuses could be considered sub-optimal.
The Leadership Role of Industry Training Organisations: From Policy to Practice
Authors: Murray Nicky , Wenmakers Lucie , Fraser Toni
Published: April 2018

Industry training is designed and driven by industry, and concentrates on workplace learning that raises skills and boosts competitive advantage for busness.1 The 41 Industry Training Organisations (ITOs) are charged with setting skill standards for their industries, and with developing and making arrangements for the delivery of training, and its monitoring and assessing, in order that trainees attain the required skill standards. The increasing maturity and success of the industry training system is reflected in a recent addition to the Industry Training Act, This requires Industry Training Organisations to provide ‘leadership within the industry on matters relating to skill and training needs by: identifying current and future skill needs; developing strategic training plans to assist the industry to meet those needs; and promoting training that will meet those needs to employers and employees’. In order to assist ITOs to develop the capability to meet these requirements, funding was made available from the Tertiary Education Commission’s Innovations and Development Fund for participations ITO’s to develop an Industry Skills Strategy. This paper presents the approaches that two ITOs have taken in fulfilling their future skill needs strategic planning.
Beyond Unemployment: Measuring Regional Labour Market Performance
Authors: Rutherford Dean , Twaddle Shaun , Davies Dafydd
Published: April 2018

High performing regional labour markets support the shift towards greater value and improved rewards for businesses, workers and communities. This occurs through gains in productivity achieved through sectoral economies of scale and more efficient regional environments, which provide the climate for global skills and talent. As such they are an important contributor creating: competitive sectors and regions, thriving communities and make significant contributions to national economic output. In the long-term, economic growth, increases in living standards and economic wellbeing depend on sustained growth in productivity and the significant contributions that sectors and regions make. This paper presets an initial investigation into measuring the performance of New Zealand regional labour markets. New Zealand contains many local and regional labour markets which operate at a variety of geographic levels. The paper discusses the concept of ‘high performing’ labour markets and investigates and considers a general framework which can, in principle, be applied to consider the performance of the labour market at any geographic level. The framework identifies the key characteristics of high performing regional labour markets and suggests how these can be measured in terms of supply, demand and functionality characteristics.
Homeownership and the New Zealand Labour Market
Authors: Cochrane William , Poot Jacques
Published: April 2018

Since the early 1990s, the proportion of the New Zealand households living in owner-occupied dwellings has declined markedly from 73.8 per cent in 1991 to 66.9 per cent in 2006. Over the same period there has been a decline in the unemployment rate from 10.5 per cent to 3.5 per cent. Several demand, supply and institutional factors are responsible for the downward trend in unemployment, but this paper investigates a possible connection with homeownership that has hitherto not been investigated in New Zealand. Andrew Oswald argued in a series of unpublished papers in the 1990s that home ownership is detrimental to labour market flexibility because of transaction costs that homeowners must incur when a job change necessitates a change of residence. An extensive theoretical and empirical literature on this hypothesis has emerged internationally. The present paper reviews earlier findings and then rests the hypothesis with 1986, 1991, 1996 and 2001 census data for 58 labour market areas, using econometric models for panel data. We take account of the erogeneity of homeownership. The New Zealand models do provide evidence that supports the Oswald hypothesis.
Work Patterns After Paid Parental Leave
Authors: Crichton Sarah
Published: April 2018

This paper uses longitudinal data from the Linked Employer-Employee Dataset to describe the employment and earnings patterns of people who first received paid parental leave between 1 July 2002 and 30 June 2005. Recipients were observed for at least 36 months before starting leave and at least 18 months afterwards. We focused on whether and when recipients returned to work, whether recipients returned to the same employer or not, and changes in earnings before and after taking leave. We also explored associations between prior earnings, the likelihood of returning to work, experiencing a change in earing’s and starting a new employment relationship. We found that -10 percent of recipients were working six months after starting parental leave, and nearly 70 percent were working 13- 18 months later. Qverall three-quarters of recipients returned to work within 12 months of starting parental leave, and two-thirds of those returned to work after taking six months leave or less. Many people reduced their earnings after returning to work, with around one-third earning considerably less than before. Most people who returned to worked within 12 months of starting leave returned to the same employer, while one-fifth started a new employment relationship. Those who did not return to the same employer, but started a new job, were much more likely to have reduced their earnings. Until the majority of recipients who returned to work changed their working arrangements, most commonly by reducing their earnings, or in some cases starting a new job, around one-fifth were working for the same employer and had similar earnings 12-18 months after starting parental leave.
Reasons for Migrating and Settlement Outcomes: Evidence from the Longitudinal Immigration Survey New Zealand
Authors: Bryant John , Merwood Paul
Published: April 2018

People migrate internationally for many different reasons: some want a better lifestyle, for instance, while some want better employment opportunities. The Longitudinal Immigration Survey: New Zealand (LisNZ) presents a rare opportunity to study the relationship between reasons for migrating, background characteristics, and settlement outcomes. We use correlations between responses to group reasons into five main categories. We examine how migrants' social and demographic profiles differ according to their reasons for migrating. We then examine whether migrants with different reasons for migrating experience different settlement outcomes at six months after residence approval. Among other things, we find that lifestyle migrants are particularly likely to be satisfied with life in New Zealand.
Preliminary Leading Indicators if Employment in New Zealand: Recent Results
Authors: Van Seventer Dirk
Published: April 2018

The Department o f Labour is currently testing a number of Leading Indicator of Employment (LIoE) series. These indicators are aggregations of different series into a single composite index. The LloE series are designed to give advance warning of turning points in employment. The series have been shown to lead cyclical employment consistently over a long period. Results for recent periods are discussed in more detail as they show deviations from the close historic relationship. This may indicate fundamental shifts in the New Zealand labour market.
The Daily Commute: An Analysis of the Geography of the Labour Market using 2006 Census Data
Authors: Ralphs Martin , Goodyear Rosemary
Published: April 2018

This paper explores the major commuting areas within New Zealand and how commuting patterns have evolved between 1996 and 2006. It focuses primarily on the new insights that mapping and visualisation methods can bring to the analysis and understanding of complex flow data. In particular, we discuss some approaches to delineating labour market areas based on commuter inflow statistics and demonstrate the advantages that spider flow maps bring to the visualisation and understanding of commuting flows between areas. Spider flow maps are based on origin-destination information from the 2006 Census, but the paper also includes an historical perspective, examining changes in, the number and proportion of people commuting between areas and using different modes of transport used for commuting. Although our focus is on the advantages that these new methods can bring to the analysis of commuting data, some interesting findings arise. Both the number of commutes and the distance travelled by commuters has increased markedly since 1996, particularly around the largest cities of the Auckland. Wellington and Christchurch. Labour markets centered on these cities go well beyond territorial authority boundaries and. particularly in the Auckland case, are becoming increasingly polycentric. Data visucalisation makes the exploration of these patterns much more accessible.
Regional Labour Market Adjustment and Social Security Benefit Uptake
Authors: Cochrane William , Poot Jacques
Published: April 2018

In many countries there is significant hidden unemployment among low-skilled older workers receiving long-term social security benefits. International research has shown that there is an important regional dimension to this phenomenon. Particularly in peripheral regions, the types of jobs that are being created may not offer opportunities for older, less skilled, and less mobile workers. In this paper we analyze the determinants of regional variation in social security benefit uptake in New Zealand by category (viz. unemployment, sickness, invalids and domestic purposes) during the period 1996-2006 using a panel of data drawn from the five-yearly Census o f Population and Dwellings aggregated to functionally-defined local labour market areas (LMAsJ. We find that across LMAs there is geographical clustering in benefit uptake. Ignoring this spatial correlation may lead to erroneous conclusions regarding the role of local conditions in explaining the regional variation in benefit uptake. We also account for spatial and temporal correlations in uptake across different types of benefits. However, there is little evidence of spatial heterogeneity. Hence national regression coefficients are informative for all LMAs. Benefit uptake generally increases with rising unemployment, but the post-2000 economic boom did not offset the secular trend of increasing numbers of invalids and sickness beneficiaries. The uptake of sickness and invalids benefits is greater, but quantitatively similar, in LMAs where the labour force is relatively older. Several other features of LMAs affect benefit uptake also, but their impact varies across benefit types.
The Origin, Family Structure and Labour Supply of Overseas Born Nurses
Authors: Badkar Juthika , Callister Paul , Didham Robert
Published: April 2018

Although a third of nurses in New Zealand are born overseas, little is known about their composition. Among OECD countries, the reliance on overseas trained health professionals is currently strong and growing. Globally, as the population ages, and fertility rates decline, the demand for health professionals, particularly doctors and nurses is projected to increase over the next 20 years. It is estimated that in the OECD countries, 11 percent of employed nurses and 18 per cent of employed doctors were foreign born, however there are significant differences between the foreign-born and foreign-trained health professionals (OECD 2007). The purpose of this paper is to gain an understanding of the origin of overseas-born nurses, their labour market outcomes and their family structures. In the OECD countries, the main countries of origin of foreign-born doctors and nurses are India and 1he Philippines respectively. In New Zealand nurses from Great Britain form the largest supply of migrant nurses followed by the Philippines. Overall, nurses were more likely to migrate as part of a family unit compared to other occupational groups like doctors, however differences were observed by nationality. The proportion of international nursing students has also grown, from 1 percent (of total enrolments) in 1995 to 7 percent in 2006. The proportion of registered nurses who were born in New Zealand has also changed and decreased from 82 percent in 1991 to 72 percent in 2006. These differences are more evident when examined by age groups. Our study illustrates that severe staff and skill shortage within the health systems of developed countries such as New Zealand has led to the rise in migration of nurses, leading to significant changes in the proportion of nurses who were horn in New Zealand and overseas. The shift from a primarily New Zealand born to an increasingly diverse nursing workforce raises some challenges and opportunities when delivering services to a diverse range of clients.
Employer-Funded Education and Training - Who Receives it?
Authors: Barnes Michelle , Dixon Sylvia
Published: April 2018

This paper explores variations in the receipt of employerÂ­funded education and training across the workforce, identifying which individuals and groups are most likely (or least likely) to receive further education or training with their employer’s financial support. It analyses new data that were collected in Statistics New Zealand’s Survey of Working Life (SoWL) 2008. Average training rates and training days are described for different groups of employees. Regression models are then used to estimate the likelihood of receiving training for people with different personal, job and employer characteristics. ThirtyÂ­one percent of employees were identified in the SoWL as having received some employerÂ­funded education or training in the previous 12 months. Consistent with the evidence from the international literature, we find employerÂ­funded education and training to be unequally distributed across the workforce.
School Children in Employment: Issues and Considerations
Authors: O'Neill Damian
Published: April 2018

This paper provides a brief overview of some of the main findings from a research review summarising the state of knowledge surrounding New Zealand school children (aged 17 years and under) in paid employment to early 2010. Well over a hundred thousand New Zealand school children participate in paid employment during the school term, making a substantial contribution to the NZ economy. The review brings together formative publications since 2000 and summary findings from analyses undertaken by the Department of Labour over 2009/2010. Key findings on (i) Employment participation, including participation rates, types of work and hours of work;(ii) Employment conditions, including health and safety experiences and prevalence of employment agreements and (iii) Impacts on Education and Employment Outcomes for New Zealand school children are presented and discussed. Gaps in data availability are also identified. A copy of the full Department of Labour report is available at: http://www.dol.govt.nz/publications/research/schoolchildrenÂ­inÂ­paidÂ­ employment/youthreport_01.asp.
Effective Marginal Tax Rates for Working for Families Recipients
Authors: Spier Phillip
Published: April 2018

This paper examines how the Working for Families (WFF) package changed work incentives for WFF recipient families. While not being able to examine work incentives directly, we were able to measure changes in effective marginal tax rates (EMTRs) for WFF recipients. The lower the EMTR a person faces, the more financially profitable it is for them to increase their hours of work or earnings. Conversely, a high EMTR over a range of earnings can be a disincentive for a person to work more. Beneficiary families and the vast majority of low income nonÂ­beneficiary families in receipt of WFF had lower EMTRs as a result of the policy changes. The April 2006 changes to the WFF package decreased EMTRs for middleÂ­toÂ­high income families already in receipt of WFF Tax Credits, but increased EMTRs for families who became newly eligible for this component as a direct result of the changes.
Family-Centred Unemployment in Four Disadvantaged Areas in Australia
Authors: Tannous Kathy , Caddy Ian , Mortimer Dennis
Published: April 2018

Australia’s unemployment rate is one of the lowest of any OECD country. However, for families with children, partnered and lone parents, the rate of unemployment and most importantly joblessness is one of the highest at 14.7% and 46% respectively in 2009. This research project aims to better understand problems and issues that face families in which there is at least one family member who is longÂ­term unemployed. The study focuses on the experiences on jobless families in four disadvantaged areas in Australia, with three surveyed at the beginning of the global financial crisis (GFC) and one area to be studied post the GFC. This paper will present methodologies of quantitative survey of long term jobless coupled with qualitative data obtained from the conduct of focus groups and interviews; and findings of the major contributors of the jobless families’ current circumstances including lack of basic skills and qualifications, low levels of formal education and deep lack of confidence and motivation..
The Asian Workforce in New Zealand's Economy
Authors: Badkar Juthika , Tuya Carmel
Published: April 2018

Significant changes in the composition of New Zealand’s population over the last two decades have resulted in greater ethnic diversity in New Zealand, especially in our workforce. These changes have several labour market implications such as changing attitudes, values and approach to work. The 2006 Census showed that Asians comprised the fourth largest major group of ethnicities in New Zealand, comprising 9.2 percent of our population. This proportion is expected to increase to approximately 15 percent by 2026 – which will almost equal the Maori workforce. As it is important to understand and improve the performance of New Zealand’s labour market, the Department of Labour has recently released a report, The Asian Workforce: a critical part of New Zealand’s current and future labour market, which examines the characteristics of the Asian workforce in New Zealand.2 This looks at their qualifications and skills; and the distinct areas of the labour market they occupy. This report also makes an attempt to disaggregate the collective term ‘Asian' into four subÂ­groups: North Asian, Southeast Asian, South Asian and Other Asian in order to provide a better understanding of each of these diverse subgroups. Asians are a growing part of the New Zealand population. Understanding their contribution to the future workforce and the skills they will bring will help support the government’s economic growth agenda, by ensuring New Zealand has the skills it needs.
Self-Employment and Labour Market Transitions in New Zealand
Authors: Shao Jinyi , Kelkar Mallika
Published: April 2018

Self-employment in New Zealand has been trending up in the past two years, following subdued growth between 2000 and 2010. Self-employed people made up 11.3% of total employed in the year to March 2012 (251,800 workers), compared with 10.1% in the year to March 2010. Self-employment is defined in this paper as those people operating their own business without employees. The paper explores time series trends in self-employment, in particular across three post-recession periods. Characteristics of self-employed workers are also identified. This paper also investigates movements in and out of self-employment in order to understand the recent growth in this type of employment. The analysis uses longitudinal Household Labour Force Survey (HLFS) data. The HLFS provides official measures of a range of labour market indicators, including the number of people employed, unemployed and not in the labour force.