Labour, Employment and Work in New Zealand最新文献_第3页

Sex, Migration And Aging: Demographic Overview Of A Dynamic Labour Market 性别、移民和老龄化:动态劳动力市场的人口统计概述

Labour, Employment and Work in New Zealand Pub Date : 2015-02-13 DOI: 10.26686/LEW.V0I0.2205

R. Didham

引用次数: 0

Finnish Developmental Work Research (Dwr) – A Powerful Research Paradigm With Policy Possibilities? 芬兰发展工作研究(Dwr) -具有政策可能性的强大研究范式?

Labour, Employment and Work in New Zealand Pub Date : 2015-02-13 DOI: 10.26686/LEW.V0I0.2202

Rupert S. Tipples, Roberta Hill, Ken Wilson

{"title":"Finnish Developmental Work Research (Dwr) – A Powerful Research Paradigm With Policy Possibilities?","authors":"Rupert S. Tipples, Roberta Hill, Ken Wilson","doi":"10.26686/LEW.V0I0.2202","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2202","url":null,"abstract":"Finnish Developmental Work Research (DWR) has been used in New Zealand by WEB Research, who have been world leading exponents of the approach. Over a twenty year period they used the approach in such varied research locales as the public sector (IRD, Immigration, NZQA), public/private organizations (Dutch Rail; the New Zealand Pip Fruit and Dairy Industries), and the private sector (a furniture manufacturer, two meat companies; and in the Wool and Meat Industries). However, the requirements of the approach, and of Cultural Historical Activity Theory (CHAT) on which it is based, often did not sit comfortably with the New Zealand research environment at the end of the twentieth century. Consequently, sometimes research was foreclosed early before full results were apparent. This presentation will review the original DWR research approach and WEB’s use of it. It will then contrast two recent New Zealand primary industry applications in the Pip Fruit and Dairy Industries. The former led to spectacular policy success with the development and adoption of the Recognised Seasonal Employer scheme. The latter’s research component has been terminated. Application of the research results now rests with DairyNZ, the sponsors of the project, who have taken the extension of the research into their own hands. Conclusions are drawn on the key components of a successful application of the approach.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122735713","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Issues For Women’s Leadership Pathways In Large Organisations 大型组织中女性领导路径的问题

Labour, Employment and Work in New Zealand Pub Date : 2015-02-13 DOI: 10.26686/LEW.V0I0.2203

Marianne Williamson, R. Wilkie

{"title":"Issues For Women’s Leadership Pathways In Large Organisations","authors":"Marianne Williamson, R. Wilkie","doi":"10.26686/LEW.V0I0.2203","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2203","url":null,"abstract":"This paper proposes that work cultural changes are needed to increase opportunities for women to achieve at the highest level, and stop them from dropping out of the ‘leadership pipeline’. The research identifies three barriers to women continuing to advance their careers at the same rate as men. These barriers have been identified as: unconscious bias against women taking up leadership roles – this can affect recruitment, assessment and development practices (both formal and informal) at every level within an organisation, and can make it more difficult for women to progress into senior leadership roles. employer attitudes to breaks in employment (for example, for child-rearing), or a non-traditional career path (for example, community leadership or executive roles), can make it difficult for women to re-enter the mainstream workforce and to maintain an upward career trajectory. lack of options for flexible work, or workplace culture which applies informal or formal penalties for using flexible work options, mean that women can stop progressing in their career, or leave the workforce altogether. The evidence behind this analysis, and the solutions available including actions that have the most impact, are set out in two reports published by the Ministry of Women’s Affairs: Realising the opportunity: addressing New Zealand’s leadership pipeline by attracting and retaining talented women (2013); and Inspiring Action: action plans and research to help you attract and retain talented women (2014).","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121095070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Re-Gendering Of The Workforce: Women And Men In “Non-Traditional” Occupations And Industries 劳动力的再性别化:“非传统”职业和行业中的女性和男性

Labour, Employment and Work in New Zealand Pub Date : 2015-02-13 DOI: 10.26686/LEW.V0I0.2204

R. Didham

引用次数: 2

Occupational Transitions: A Cohort Analysis Of Transitions Between Occupation Classes 1981 To 2006 职业变迁:1981 ~ 2006年职业阶层变迁的世代分析

Labour, Employment and Work in New Zealand Pub Date : 2015-02-10 DOI: 10.26686/LEW.V0I0.2201

R. Didham, Kirsten Nissen

引用次数: 0

Safe at work? Employee experiences of workplace health and safety 工作安全吗?员工对工作场所健康和安全的经验

Labour, Employment and Work in New Zealand Pub Date : 2015-01-28 DOI: 10.26686/LEW.V0I0.2199

Carrie Lynch

引用次数: 0

The Impact of Wage Subsidies on Jobseekers' Outcomes and Firm Employment 工资补贴对求职者结果和企业就业的影响

Labour, Employment and Work in New Zealand Pub Date : 2013-05-29 DOI: 10.2139/SSRN.2271458

S. Crichton, David C. Maré

引用次数: 22

A 'GOOD EMPLOYER' PERCEPTIONS AND PRACTICE IN SMALL ENTERPRISES. 小型企业对“好雇主”的认知和做法。

Labour, Employment and Work in New Zealand Pub Date : 2012-11-20 DOI: 10.26686/LEW.V0I0.1987

D. Coetzee, B. Foster, I. Laird

{"title":"A 'GOOD EMPLOYER' PERCEPTIONS AND PRACTICE IN SMALL ENTERPRISES.","authors":"D. Coetzee, B. Foster, I. Laird","doi":"10.26686/LEW.V0I0.1987","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1987","url":null,"abstract":"The research explored the concept of a ‘good employer’ pertaining to employment relations and occupational health and safety (OHS) in small enterprises (SE’s). How perceptions, attitudes and beliefs of a ‘good employer’ were implemented in practice, were surveyed in a sample of SE’s using a framework developed from the International Labour Organisation (ILO) socially Decent Work Index (DWI). The study retained the DWI’s key dimensions: employment security, voice security, income security, skill reproduction security, and work security. However, measures of the key dimensions were broadened to capture the predominantly individualistic nature of employment relations in SE’s. The employers’ perceptions generally corresponded with the two dimensions of the ‘good employer’ prioritized by the ILO: employee voice and income security. In practice, there were instances of employees having input beyond operational matters. Nevertheless employers unilaterally determined pay and other terms and conditions of work. As for work security, the level of formal and informal policies and practices varied but employers who operated in higher OHS risk trade industries generally implemented comprehensive formal OHS management systems. It is argued that all it takes to be a ‘good employer’ is compliance with statutory employment minima. The employers in this study generally fulfilled this basic standard with some employers demonstrating higher levels of the characteristics that fitted with the dimensions associated with some large enterprises and the concept of a ‘good employer’ developed in the public sector. To accommodate space limitations, only brief summaries of the employer’ perceptions, attitudes and beliefs of a ‘good employer’ and Work Security are provided. This paper focuses on the results concerning voice and income security.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128389701","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Intergenerational Economic Mobility in New Zealand 新西兰的代际经济流动性

Labour, Employment and Work in New Zealand Pub Date : 2011-05-01 DOI: 10.26686/LEW.V0I0.1661

M. Gibbons

{"title":"Intergenerational Economic Mobility in New Zealand","authors":"M. Gibbons","doi":"10.26686/LEW.V0I0.1661","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1661","url":null,"abstract":"This paper, which briefly summarises recent research by Treasury, tentatively quantifies intergenerational economic mobility in New Zealand using income data from a cohort study of people born in Dunedin in 1972-1973, and occupation data from the 1996 Election Study's post-election survey. The intergenerational income elasticity point estimate for all Dunedin Study participants was .26 when using fathers' incomes to explain children's incomes, with the 95% confidence interval stretching from .14 to .39. Even with controls for the gender of participants and their father's age, the proportion of variance explained was only 13%. For the nation-wide Election Study the point estimate for the effect of father's socio-economic status (SES) on the SES of respondents was .20 for respondents aged 25 years and older, with a 95% confidence interval of .16 to .24. However, father's SES and the age and gender of respondents explained only 5% of the variance in respondents’ SES. We have to be cautious when interpreting our results because both datasets contain proportionately fewer Maori and Pacific peoples than the New Zealand population, the Election Study data is now almost 13 years old, and the Dunedin Study participants have not reached their peak earning years. Our intergenerational income mobility estimate for New Zealand has wide confidence intervals, while confidence intervals for estimates of intergenerational occupational mobility are not available for most countries. As a result, we reached few firm conclusions about New Zealand's relative position compared to other countries.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"62 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121522777","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 4

OH&S Small and Medium-Size Enterprises and the Issue of Cultural Diversity: Ongoing Research in the Construction Industry 中小企业职业健康安全与文化多样性问题:建筑行业的持续研究

Labour, Employment and Work in New Zealand Pub Date : 2010-11-30 DOI: 10.26686/LEW.V0I0.1701

Christophe Martin, Melchior Pelleterat de Borde, F. Guarnieri, F. Lamm

{"title":"OH&S Small and Medium-Size Enterprises and the Issue of Cultural Diversity: Ongoing Research in the Construction Industry","authors":"Christophe Martin, Melchior Pelleterat de Borde, F. Guarnieri, F. Lamm","doi":"10.26686/LEW.V0I0.1701","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1701","url":null,"abstract":"This paper reports on the findings from stage one of a collaborative New Zealand and French research project on the construction industry and in particular the link between occupational health and safety (OHS), subcontracting and cultural diversity. The construction sector in France, New Zealand and elsewhere has not only one of the highest injury, illness and fatality rates but the sector also has a prevalence of small subcontracting firms and a substantial migrant labour force (CNAM, 2008; Department of Labour, 2009). The practice of outsourcing in this industry has created a complex web of subcontracting with an international dimension and resultant confusion over regulatory responsibilities for the health and safety of workers. Thus, those in the industry are grappling with challenges of managing a culturally diverse workforce within a hazardous working environment. Hiring poorly paid migrant labours in the construction industry, however, is not a recent phenomenon in either France or New Zealand. This in turn has created a melting pot where diversity can be both an advantage and a weaknesses in terms of safety. One the on hand the enormous variability of demographic and social status (Jounin, 2009) and cultures (a term which here encompass personal, collective and professional elements) can lead to dissonance on construction site and yet on the other hand diversity can stimulate innovative ways of implementing safety measures more effectively (Mearns and Yule, 2009). Given that the international subcontracting process and migrant labour are central to the construction industry, the aim of this qualitative research is to identify and explain the sources of OHS failure and suggest adjustments that need to be made.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"37 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2010-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114153671","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0