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.
{"title":"Market Research Absorbing Risk: Contrasting Training Policies With Workers' Experience","authors":"J. Campbell","doi":"10.26686/LEW.V0I0.1288","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1288","url":null,"abstract":"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.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126394860","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}
In western developed economies, it is service work that is increasing most swiftly; thus as westerners, we are now more likely to experience this sector as either workers or clients (McDowell, 2009). This paper explores the working experiences of three young female waitresses in order to better understand the nature of the service sector in contemporary Aotearoa New Zealand society. This exploration incorporates a literature review covering the nature of interactive service sector work, as well as findings from in-depth interviews. The interviews focussed on the management-worker-customer triadic relationship that characterises interactive service work. The interviews were also used to explore how exploitation and alienation can be experienced in service sector workplaces. Each of the three women described times when they felt the power of others (employer, co-workers and/or customers) imposed upon them through poor management practices, workplace bullying and conflicts, and negative customer interactions. The findings demonstrate that their relationships with co-workers and managers were far more important than those with various customers, with the former being reported as the source of higher levels of workplace strain and distress. This challenges the literature’s emphasis on both the customer and the employer negatively affecting workers when they are engaged in emotional labour. The interviews also indicated some support for Bolton and Boyd’s critique of Hochschild’s arguments on emotional labour, in relation to the young women’s expression of agency. This is because the women expressed that there were times during their work in which they were able to make decisions independently. This is demonstrated by the moments of autonomy the women indicated they experienced when they were at work, as well as their descriptions of how they were able to exercise agency in relation to the flexible nature of their jobs. Most significantly, however, it was the young women’s description of how they managed their emotional labour by holding their service sector identity as a temporary part of their life that indicated their internal agency and ability to resist the more negative aspects of their jobs. The women also indicated that the‘enjoyable aspects of work’, including the benefits of gaining industry based skills and qualifications, and finding personal enjoyment in positive interactions with customers, also helped mitigate the more negative aspects of their work life.
{"title":"The Workplace Experiences of Waitresses: Exploring the Nature of Emotional Labour","authors":"Hannah Burton, G. Piercy","doi":"10.26686/LEW.V0I0.1978","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1978","url":null,"abstract":"In western developed economies, it is service work that is increasing most swiftly; thus as westerners, we are now more likely to experience this sector as either workers or clients (McDowell, 2009). This paper explores the working experiences of three young female waitresses in order to better understand the nature of the service sector in contemporary Aotearoa New Zealand society. This exploration incorporates a literature review covering the nature of interactive service sector work, as well as findings from in-depth interviews. The interviews focussed on the management-worker-customer triadic relationship that characterises interactive service work. The interviews were also used to explore how exploitation and alienation can be experienced in service sector workplaces. Each of the three women described times when they felt the power of others (employer, co-workers and/or customers) imposed upon them through poor management practices, workplace bullying and conflicts, and negative customer interactions. The findings demonstrate that their relationships with co-workers and managers were far more important than those with various customers, with the former being reported as the source of higher levels of workplace strain and distress. This challenges the literature’s emphasis on both the customer and the employer negatively affecting workers when they are engaged in emotional labour. The interviews also indicated some support for Bolton and Boyd’s critique of Hochschild’s arguments on emotional labour, in relation to the young women’s expression of agency. This is because the women expressed that there were times during their work in which they were able to make decisions independently. This is demonstrated by the moments of autonomy the women indicated they experienced when they were at work, as well as their descriptions of how they were able to exercise agency in relation to the flexible nature of their jobs. Most significantly, however, it was the young women’s description of how they managed their emotional labour by holding their service sector identity as a temporary part of their life that indicated their internal agency and ability to resist the more negative aspects of their jobs. The women also indicated that the‘enjoyable aspects of work’, including the benefits of gaining industry based skills and qualifications, and finding personal enjoyment in positive interactions with customers, also helped mitigate the more negative aspects of their work life.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"80 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123136626","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}
Over the last two decades New Zealand has undergone fundamental economic restructuring, and phases of slow and rapid growth, which have resulted in some dramatic changes in the regional economies. This paper focuses on changes in regional employment outcomes in terms of the impact of national trends on regions, sectoral composition within regions, structural change and local conditions. These changes are quantified by means of classic shift-share analysis. Regions are clustered based on the direction and relative importance of national and region-specific effects. The clustering highlights the chasm that has developed in New Zealand between metropolitan and other services-oriented regions vis-a-vis rural and peripheral regions.
{"title":"An Interpretation of New Zealand's Regional Employment Change by Means of Classic Shift-Share Analysis 1986-2001","authors":"Sandra L Baxendine, B. Cochrane, I. Pool, J. Poot","doi":"10.26686/LEW.V0I0.1263","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1263","url":null,"abstract":"Over the last two decades New Zealand has undergone fundamental economic restructuring, and phases of slow and rapid growth, which have resulted in some dramatic changes in the regional economies. This paper focuses on changes in regional employment outcomes in terms of the impact of national trends on regions, sectoral composition within regions, structural change and local conditions. These changes are quantified by means of classic shift-share analysis. Regions are clustered based on the direction and relative importance of national and region-specific effects. The clustering highlights the chasm that has developed in New Zealand between metropolitan and other services-oriented regions vis-a-vis rural and peripheral regions.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125707483","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}
Ten years have now passed since New Zealand began the liberalisation and restructuring of its economy. Basically we have gone from a country where a young person could leave school at fifteen and get a low-skilled job in the freezing works of the electrical assembly industry, to one where few such jobs now exist and there is nearly 10% unemployment. It is now clear that the manufacturing sector has been responsible for about 75% of the net job loss. This paper takes an overview of the research and data now available to document the specifics of the change in manufacturing employment ,focusing on the causes, policies, and the results of the changes, and describes the character of the 'lean, mean' sector which has emerged after the ten years of change.
{"title":"Ten Years of Change in New Zealand Manufacturing Employment","authors":"R. Willis","doi":"10.26686/LEW.V0I0.944","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.944","url":null,"abstract":"Ten years have now passed since New Zealand began the liberalisation and restructuring of its economy. Basically we have gone from a country where a young person could leave school at fifteen and get a low-skilled job in the freezing works of the electrical assembly industry, to one where few such jobs now exist and there is nearly 10% unemployment. It is now clear that the manufacturing sector has been responsible for about 75% of the net job loss. This paper takes an overview of the research and data now available to document the specifics of the change in manufacturing employment ,focusing on the causes, policies, and the results of the changes, and describes the character of the 'lean, mean' sector which has emerged after the ten years of change.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"247 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121066606","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}
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.
{"title":"Skill Shortages in the Trades: A Report Card","authors":"A. Whiteford","doi":"10.26686/LEW.V0I0.1575","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1575","url":null,"abstract":"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.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"130 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116056666","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}
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.
{"title":"Cultivating Culture in Greenfields: The Heinz Wattie's Case","authors":"Paul Hursthouse, Darl Kolb","doi":"10.26686/LEW.V0I0.1178","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1178","url":null,"abstract":"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.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"51 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115957781","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}
The dairy industry is currently experiencing a staff shortage, as are many other industries. It has experienced rapid expansion, and the situation is made worse by the poor image of the industry. This expansion has often occurred in areas with little prior dairying. The Amuri region, North Canterbury, is one such area. The conversion of farms to dairying began in I983, following the commissioning of the 17000-hectare Waiau Plains Irrigation Scheme in 1980. There are now 49 herds in the area. Some of the initial dairy farming experiences were very bad, giving all dairying in the region a poor reputation. The Amuri region is 'geographically isolated basin', and situated approximately 90 minutes from Christchurch, with limited social opportunities for the farm staff This resulted in extreme difficulties attracting and retaining good staff in the area. In response to this situation, the dairy farmers in the area formed the Amuri Dairy Employers Group, in March 2000. This group established a constitution including: Mandatory member employer training; Agreeing to an independent annual audit of member employment practices; and Agreeing to a Code of Practice for employment standards. I have undertaken a two-year investigation of the effects of the Amuri Dairy Employers Group, on dairy farming employment and the wider social effects in the Amuri area. A case-study approach has been used to gather the information. This research was conducted as part of a Masters of Commerce (Agriculture).
{"title":"Dairying and Employment in the Amuri: 1983 to 2002","authors":"Reuben Edkins, Rupert S. Tipples","doi":"10.26686/LEW.V0I0.1235","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1235","url":null,"abstract":"The dairy industry is currently experiencing a staff shortage, as are many other industries. It has experienced rapid expansion, and the situation is made worse by the poor image of the industry. This expansion has often occurred in areas with little prior dairying. The Amuri region, North Canterbury, is one such area. The conversion of farms to dairying began in I983, following the commissioning of the 17000-hectare Waiau Plains Irrigation Scheme in 1980. There are now 49 herds in the area. Some of the initial dairy farming experiences were very bad, giving all dairying in the region a poor reputation. The Amuri region is 'geographically isolated basin', and situated approximately 90 minutes from Christchurch, with limited social opportunities for the farm staff This resulted in extreme difficulties attracting and retaining good staff in the area. In response to this situation, the dairy farmers in the area formed the Amuri Dairy Employers Group, in March 2000. This group established a constitution including: Mandatory member employer training; Agreeing to an independent annual audit of member employment practices; and Agreeing to a Code of Practice for employment standards. I have undertaken a two-year investigation of the effects of the Amuri Dairy Employers Group, on dairy farming employment and the wider social effects in the Amuri area. A case-study approach has been used to gather the information. This research was conducted as part of a Masters of Commerce (Agriculture).","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121806611","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}
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.
{"title":"Work Patterns After Paid Parental Leave","authors":"S. Crichton","doi":"10.26686/LEW.V0I0.1620","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1620","url":null,"abstract":"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.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"43 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122652550","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}
A key priority of the present government is to improve women’s participation in the workforce, That education, age and reproduction decisions all play an important role in female labour force participation is well documented, what is less well understood is the role played by the geographic context in which these decisions are made – the relationship between participation and place. The aim of this paper is to explore the way in which different types of settlement are associated with different levels of female participation in the labour force. Our findings reveal that place of residence does affect the propensity of women to engage in wage labour – over and above the standard human capital and demographic determinants. The findings are based on analyses of the 1996 census data of over one million New Zealand women of working age. We use the Statistics New Zealand reclassification of urban and rural locations to define settlement types. A unique feature of this study is the explicit consideration of the relationship between partnership, participation and place. We find that not only does the presence of a (male) partner have a strong and statistically significant influence on female participation by that its effect is also very sensitive in settlement type. Particularly interesting is the different effect partners have on female participation in small versus large urban settings.
{"title":"The Effect of Settlement Type on the Labour Force Participation of New Zealand Women","authors":"Colleen Souness, P. Morrison","doi":"10.26686/LEW.V0I0.1605","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1605","url":null,"abstract":"A key priority of the present government is to improve women’s participation in the workforce, That education, age and reproduction decisions all play an important role in female labour force participation is well documented, what is less well understood is the role played by the geographic context in which these decisions are made – the relationship between participation and place. The aim of this paper is to explore the way in which different types of settlement are associated with different levels of female participation in the labour force. Our findings reveal that place of residence does affect the propensity of women to engage in wage labour – over and above the standard human capital and demographic determinants. The findings are based on analyses of the 1996 census data of over one million New Zealand women of working age. We use the Statistics New Zealand reclassification of urban and rural locations to define settlement types. A unique feature of this study is the explicit consideration of the relationship between partnership, participation and place. We find that not only does the presence of a (male) partner have a strong and statistically significant influence on female participation by that its effect is also very sensitive in settlement type. Particularly interesting is the different effect partners have on female participation in small versus large urban settings.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122717747","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}
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.
{"title":"Exploring Occupational Mobility","authors":"Philip Spier","doi":"10.26686/LEW.V0I0.1309","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1309","url":null,"abstract":"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.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122865376","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}
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