title: Building capacity for sustainable Iwi development

authors: Bishop, Russell

subjects: Māori community development

abstract: Since 1998, four iwi groups have participated in a Māori Sustainable Development project with researchers from the University of Waikato. This project has sought to develop a better understanding of iwi aspirations for economic, social and cultural development. Based on this research, the project seeks to identify, in conjunction with iwi, capacity building models and options in order to provide sustainable economic, social and cultural development. One finding of the research, based on the responses from iwi who have participated in this project, identifies iwi values and identity as the basis for a capacity building model for Māori sustainable development. It is this that is the focus of this paper.

text: Building capacity for sustainable Iwi development Since 1998, four iwi groups have participated in a Māori Sustainable Development project with researchers from the University of Waikato. This project has sought to develop a better understanding of iwi aspirations for economic, social and cultural development. Based on this research, the project seeks to identify, in conjunction with iwi, capacity building models and options in order to provide sustainable economic, social and cultural development. One finding of the research, based on the responses from iwi who have participated in this project, identifies iwi values and identity as the basis for a capacity building model for Māori sustainable development. It is this that is the focus of this paper.

year: 2002-09

title: Empirical analysis of Pacific, Māori and ethnic pay gaps in New Zealand

authors: Cochrane, William

abstract: A descriptive profile of the four ethnic groups, by gender, is provided to illustrate the heterogeneities across populations in terms of a number of variables grouped into the following categories: individual characteristics, educational attainment, region, household and job-related characteristics. The main empirical analysis involves estimation of the statistical contribution of observed factors (within each of the aforementioned categories) towards explaining the ethnic pay gaps. As this research is primarily aimed as an input towards the Pacific Pay Gap Inquiry being conducted by the Human Rights Commission, we focus our summary of the key findings on the Pacific – European pay gap.
This includes variables on permanent contract status, an indicator if in part-time work, occupation, and industry. These results are therefore likely an indication of the strong role of occupational segregation in the labour market. An additional factor that had a relatively strong contribution to the pay gap, particularly for the Pacific – European female gap, was educational attainment. Overall, even after accounting for differences in job-related characteristics and educational attainment, amongst a number of other observed factors, it was still found that only 27 percent of the pay gap for Pacific males (relative to Europeans) could be explained; and the corresponding proportion for females was 39 percent. The remaining portion of the Pacific Pay Gap is likely to reflect a range of causes that cannot be quantified or disentangled in this analysis – such as not including other factors of importance as they weren’t observed in the data (for example, literacy proficiency or field of study for qualification attained); ethnic differences in preferences for non-wage components of the job; unconscious bias; and discrimination.

text: Empirical analysis of Pacific, Māori and ethnic pay gaps in New Zealand A descriptive profile of the four ethnic groups, by gender, is provided to illustrate the heterogeneities across populations in terms of a number of variables grouped into the following categories: individual characteristics, educational attainment, region, household and job-related characteristics. The main empirical analysis involves estimation of the statistical contribution of observed factors (within each of the aforementioned categories) towards explaining the ethnic pay gaps. As this research is primarily aimed as an input towards the Pacific Pay Gap Inquiry being conducted by the Human Rights Commission, we focus our summary of the key findings on the Pacific – European pay gap.
This includes variables on permanent contract status, an indicator if in part-time work, occupation, and industry. These results are therefore likely an indication of the strong role of occupational segregation in the labour market. An additional factor that had a relatively strong contribution to the pay gap, particularly for the Pacific – European female gap, was educational attainment. Overall, even after accounting for differences in job-related characteristics and educational attainment, amongst a number of other observed factors, it was still found that only 27 percent of the pay gap for Pacific males (relative to Europeans) could be explained; and the corresponding proportion for females was 39 percent. The remaining portion of the Pacific Pay Gap is likely to reflect a range of causes that cannot be quantified or disentangled in this analysis – such as not including other factors of importance as they weren’t observed in the data (for example, literacy proficiency or field of study for qualification attained); ethnic differences in preferences for non-wage components of the job; unconscious bias; and discrimination.

year: 2022-07

title: Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction

authors: Haar, Jarrod M.

subjects: family supportive organization perceptions

abstract: Social exchange theory was used to understand employee perceptions of organizational support for work-family issues in this study of 373 employees from 40 New Zealand firms. These perceptions of family support were found to positively influence job and life satisfaction, and negatively influence turnover intentions and job burnout. Consequently, there is strong support for firms supporting work-family issues leading employees to reciprocate with superior outcomes. In addition, the mediating effects of life satisfaction were explored, as there have been calls to test the effects of existing relationships outside the workplace. While life satisfaction was not found to fully mediate any attitude, it did partially mediate all outcomes. Similarly, life satisfaction was also a significant predictor of all outcomes. This indicates that the role of firms in providing a supportive work-family climate is important and can consistently contribute to employee outcomes. Furthermore, the role of non-work attitudes is also important to acknowledge, and highlights the need to explore non-work aspects as potential mediators of work outcomes in social exchange relationships.

text: Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction Social exchange theory was used to understand employee perceptions of organizational support for work-family issues in this study of 373 employees from 40 New Zealand firms. These perceptions of family support were found to positively influence job and life satisfaction, and negatively influence turnover intentions and job burnout. Consequently, there is strong support for firms supporting work-family issues leading employees to reciprocate with superior outcomes. In addition, the mediating effects of life satisfaction were explored, as there have been calls to test the effects of existing relationships outside the workplace. While life satisfaction was not found to fully mediate any attitude, it did partially mediate all outcomes. Similarly, life satisfaction was also a significant predictor of all outcomes. This indicates that the role of firms in providing a supportive work-family climate is important and can consistently contribute to employee outcomes. Furthermore, the role of non-work attitudes is also important to acknowledge, and highlights the need to explore non-work aspects as potential mediators of work outcomes in social exchange relationships.

year: 2010