title: Northeast Asian migration: recent change in New Zealand’s international migration system

authors: Lidgard, Jacqueline

abstract: This thesis examines the development of international migration from countries in Northeast Asia to New Zealand between 1986 and 1996 in the context of the restructuring of global capitalism. A part of the Fourth Labour Government’s economic restructuring programme was a change in New Zealand’s immigration policy. In 1986 New Zealand followed the example of the other three traditional countries of settlement, Canada, the United States and Australia, in trying to use immigration policy to attract skilled and wealthy immigrants to the country. Using world-systems analysis to illustrate the linkage between movements of people and periodic cycles of crisis and development, this thesis sources data from arrivals and departures records; census data from 1991 and 1996; and survey data from interviews. Statistical analysis is confined to the nationals of four Northeast Asian countries: the People’s Republic of China, Hong Kong, Taiwan and Korea. Survey data draws on insights provided by 42 interviews with participants from Hong Kong, Taiwan and Korea. The findings show that a new international migration sub-system had developed in New Zealand by the end of the 1980s aligning the country with Asia and the countries of the Pacific rim more than with its historical sources of migrants in Europe. Population flows from Northeast Asia grew rapidly after the introduction of a points system in 1991. By 1995 a non-traditional source of immigrants, Taiwan, contributed the largest number of new settlers to New Zealand. 

Nationality rather than country of last or next permanent residence was used to define the population flows. The research revealed significant inaccuracies using the latter classification for net migration. The nature of population flows to New Zealand differed between source countries. Labour force participation rates varied with self-employment higher for the Chinese and Korean immigrants than for New Zealand’s population as a whole. Census and survey data confirmed a considerable number of skilled immigrants were under- and unemployed. The analysis emphasised the need for caution when generalising about the impact of net migration gains and their impact on New Zealand’s population structure and labour force. These results suggest New Zealand needs flexible immigration policy more attuned to the needs of citizens who are part of a transnational circulatory migration process. Stronger government commitment to funding is necessary for informed policy development. As 1998 begins Northeast Asian migration to New Zealand is either at the end of a short-lived “age” or at the beginning of a new “era”. Regardless of short-term fluctuations New Zealand's migration system is firmly embedded in cycles of global capitalism.

text: Northeast Asian migration: recent change in New Zealand’s international migration system This thesis examines the development of international migration from countries in Northeast Asia to New Zealand between 1986 and 1996 in the context of the restructuring of global capitalism. A part of the Fourth Labour Government’s economic restructuring programme was a change in New Zealand’s immigration policy. In 1986 New Zealand followed the example of the other three traditional countries of settlement, Canada, the United States and Australia, in trying to use immigration policy to attract skilled and wealthy immigrants to the country. Using world-systems analysis to illustrate the linkage between movements of people and periodic cycles of crisis and development, this thesis sources data from arrivals and departures records; census data from 1991 and 1996; and survey data from interviews. Statistical analysis is confined to the nationals of four Northeast Asian countries: the People’s Republic of China, Hong Kong, Taiwan and Korea. Survey data draws on insights provided by 42 interviews with participants from Hong Kong, Taiwan and Korea. The findings show that a new international migration sub-system had developed in New Zealand by the end of the 1980s aligning the country with Asia and the countries of the Pacific rim more than with its historical sources of migrants in Europe. Population flows from Northeast Asia grew rapidly after the introduction of a points system in 1991. By 1995 a non-traditional source of immigrants, Taiwan, contributed the largest number of new settlers to New Zealand. 

Nationality rather than country of last or next permanent residence was used to define the population flows. The research revealed significant inaccuracies using the latter classification for net migration. The nature of population flows to New Zealand differed between source countries. Labour force participation rates varied with self-employment higher for the Chinese and Korean immigrants than for New Zealand’s population as a whole. Census and survey data confirmed a considerable number of skilled immigrants were under- and unemployed. The analysis emphasised the need for caution when generalising about the impact of net migration gains and their impact on New Zealand’s population structure and labour force. These results suggest New Zealand needs flexible immigration policy more attuned to the needs of citizens who are part of a transnational circulatory migration process. Stronger government commitment to funding is necessary for informed policy development. As 1998 begins Northeast Asian migration to New Zealand is either at the end of a short-lived “age” or at the beginning of a new “era”. Regardless of short-term fluctuations New Zealand's migration system is firmly embedded in cycles of global capitalism.

year: 1998

title: Work-Family Conflict and Facilitation among Employees in Hong Kong

authors: Wong, Chi Kin

subjects: Work-Family Balance

abstract: Work-family imbalance can induce negative consequences, such as poor physical and psychological well-being for individuals.  Hong Kong employees commonly agree that work-family balance is important for them, but it is difficult to balance work and family lives (Mahtani, 2006).  Very few studies have comprehensively explored how to eliminate the conflict, and to enhance the integration between work and family domains.  This may hinder researchers and practitioners from exploring effective strategies for promoting work-family balance.  The present study explored work-family conflict and enrichment among Hong Kong employees.  
    This study examined the relationships between demands and resources in work and family lives, work-family conflict and enrichment, personal and work outcomes, and optimism and Confucian work values as moderator variables.  The longitudinal mediating effects of work-family conflict and enrichment were examined, and potential cross-sectional and longitudinal moderating effects on the relationships between predictor variables and work-family conflict and enrichment were also explored.  
    A two-wave panel design was adopted with data collection separated by a ten-month interval.  Questionnaires were designed for the participants and their supervisors.  509 participants at Time 1 and 208 participants at Time 2 from three universities in Hong Kong completed self-report questionnaires, and 208 supervisors of the participants completed another questionnaire at Time 2.   
    Predictor variables at work were significantly associated with work-family conflict and enrichment perceived in the work domain, and predictor variables in the family domain were significantly related to work-family conflict and enrichment perceived in the family domain.  Work-family conflict and enrichment were significantly associated with personal and work outcomes.
    Mediation analyses showed that there were very few longitudinal mediating effects of work-family conflict and enrichment between predictor and criterion variables.  These findings suggest that work-family conflict and enrichment might not consistently contribute mediating effects in the relationships between these predictor and criterion variables over time. 
    Potential effects of optimism and Confucian work values have been rarely explored in previous Chinese work-family studies, and therefore this study examined the moderating effects of these two variables in relation to work-family conflict and enrichment.  However, moderating analyses indicated that there were very few cross-sectional and longitudinal moderating effects of optimism and Confucian work values confirmed in this study.  
    Overall, the findings of this research illustrate that work-family conflict and enrichment could be separately affected by demands and resources in work and family lives.  Work-family conflict and enrichment could also contribute significant effects on individuals’ well-being and work productivity.  The results also imply that the significance of mediation and moderation effects for work-family conflict and enrichment might be determined by personal factors (e.g. coping strategies of individuals) or organisational factors (e.g. organisational culture).  
    The present study separately examined two directions of work-family conflict and enrichment, which extends the understanding of these topics in the Chinese context.  The findings support related Western literature that perceived work-family conflict and enrichment in one domain were determined by the source in the same domain, and each direction of conflict or enrichment was associated with outcomes in the domain receiving the conflict or enrichment.  These findings may extend the discussion of the relationships between potential factors and consequences of work-family conflict and enrichment for Hong Kong employees.  The present study also provided additional information to understand the relationships between cultural values and work-family conflict and enrichment. The results may aid practitioners to formulate appropriate interventions, such as family-friendly employment policies and practices in enhancing work-family balance in Hong Kong.

text: Work-Family Conflict and Facilitation among Employees in Hong Kong Work-family imbalance can induce negative consequences, such as poor physical and psychological well-being for individuals.  Hong Kong employees commonly agree that work-family balance is important for them, but it is difficult to balance work and family lives (Mahtani, 2006).  Very few studies have comprehensively explored how to eliminate the conflict, and to enhance the integration between work and family domains.  This may hinder researchers and practitioners from exploring effective strategies for promoting work-family balance.  The present study explored work-family conflict and enrichment among Hong Kong employees.  
    This study examined the relationships between demands and resources in work and family lives, work-family conflict and enrichment, personal and work outcomes, and optimism and Confucian work values as moderator variables.  The longitudinal mediating effects of work-family conflict and enrichment were examined, and potential cross-sectional and longitudinal moderating effects on the relationships between predictor variables and work-family conflict and enrichment were also explored.  
    A two-wave panel design was adopted with data collection separated by a ten-month interval.  Questionnaires were designed for the participants and their supervisors.  509 participants at Time 1 and 208 participants at Time 2 from three universities in Hong Kong completed self-report questionnaires, and 208 supervisors of the participants completed another questionnaire at Time 2.   
    Predictor variables at work were significantly associated with work-family conflict and enrichment perceived in the work domain, and predictor variables in the family domain were significantly related to work-family conflict and enrichment perceived in the family domain.  Work-family conflict and enrichment were significantly associated with personal and work outcomes.
    Mediation analyses showed that there were very few longitudinal mediating effects of work-family conflict and enrichment between predictor and criterion variables.  These findings suggest that work-family conflict and enrichment might not consistently contribute mediating effects in the relationships between these predictor and criterion variables over time. 
    Potential effects of optimism and Confucian work values have been rarely explored in previous Chinese work-family studies, and therefore this study examined the moderating effects of these two variables in relation to work-family conflict and enrichment.  However, moderating analyses indicated that there were very few cross-sectional and longitudinal moderating effects of optimism and Confucian work values confirmed in this study.  
    Overall, the findings of this research illustrate that work-family conflict and enrichment could be separately affected by demands and resources in work and family lives.  Work-family conflict and enrichment could also contribute significant effects on individuals’ well-being and work productivity.  The results also imply that the significance of mediation and moderation effects for work-family conflict and enrichment might be determined by personal factors (e.g. coping strategies of individuals) or organisational factors (e.g. organisational culture).  
    The present study separately examined two directions of work-family conflict and enrichment, which extends the understanding of these topics in the Chinese context.  The findings support related Western literature that perceived work-family conflict and enrichment in one domain were determined by the source in the same domain, and each direction of conflict or enrichment was associated with outcomes in the domain receiving the conflict or enrichment.  These findings may extend the discussion of the relationships between potential factors and consequences of work-family conflict and enrichment for Hong Kong employees.  The present study also provided additional information to understand the relationships between cultural values and work-family conflict and enrichment. The results may aid practitioners to formulate appropriate interventions, such as family-friendly employment policies and practices in enhancing work-family balance in Hong Kong.

year: 2014

title: Māori academic success: Why the deficit perspectives?

authors: Aporosa, S. 'Apo'

subjects: Māori

abstract: Academics have long discussed the power of communication to both motivate and discourage. Concerning education, Paulo Freire (1997) had explained the dialogical learning process and the empowerment that comes from the inclusion of student knowledge. Alternatively, Carlson & Dimitriadis (2003) describe disempowerment and underachievement among Afro-American students resulting from societal expectations that they will fail. In a recent education environment scan focused on the Waikato-Tainui rohe, 28 kaupapa Māori education providers were identified as sites of high educational success, with one described as “outshining private schools and bucking national trends” (Carson, 2013). This aside, perceptions of generalized educational failure among Māori are commonplace in Aotearoa New Zealand. These impressions are fed by the media, the Ministry of Education (MOE) and in some cases, academic publications. This paper discusses the power of deficit models and counter-narratives to academic underachievement. This will be juxtaposed with commentary on why some students and their education providers within the Waikato-Tainui rohe appear to be unaffected by these counter- narratives and deficit theorizing.

text: Māori academic success: Why the deficit perspectives? Academics have long discussed the power of communication to both motivate and discourage. Concerning education, Paulo Freire (1997) had explained the dialogical learning process and the empowerment that comes from the inclusion of student knowledge. Alternatively, Carlson & Dimitriadis (2003) describe disempowerment and underachievement among Afro-American students resulting from societal expectations that they will fail. In a recent education environment scan focused on the Waikato-Tainui rohe, 28 kaupapa Māori education providers were identified as sites of high educational success, with one described as “outshining private schools and bucking national trends” (Carson, 2013). This aside, perceptions of generalized educational failure among Māori are commonplace in Aotearoa New Zealand. These impressions are fed by the media, the Ministry of Education (MOE) and in some cases, academic publications. This paper discusses the power of deficit models and counter-narratives to academic underachievement. This will be juxtaposed with commentary on why some students and their education providers within the Waikato-Tainui rohe appear to be unaffected by these counter- narratives and deficit theorizing.

year: 2016