Nurses make up the largest component of the health workforce. New Zealand currently has around 47 thousand registered and enrolled nurses, of whom, about a quarter originally trained overseas. For the last six consecutive years, new overseas registrations have approximately equalled or exceeded the number of New Zealand trained new registrations, with 19 per cent of all new registrations in 2013 coming from India, China and South East Asia. The average age of nurses in New Zealand is now 48, and attracting and retaining younger nurses (both New Zealand and overseas educated) will be essential if the predicted increase in demand for nurses due to an ageing population coincides with peak retirement of older nurses in approximately fifteen years. Using multiple data sources, this paper summarises these changes and reports the findings related to career plans reported by Asian respondents from a recent New Zealand Nurses Organisation (NZNO) survey (the New 2 NZNO study) that have potentially serious implications for the sustainability of New Zealand’s nursing workforce. Foremost among these is that modelling assumptions currently proposed to ensure an adequate nursing workforce are likely to severely overestimate the effectiveness of relying on internationally trained nurses to fill a predicted skill shortage long term.
{"title":"New Zealand’s Migrant Asian Nurses: Recent Trends, Future Plans","authors":"L. Walker, J. Clendon","doi":"10.26686/LEW.V0I0.2221","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2221","url":null,"abstract":"Nurses make up the largest component of the health workforce. New Zealand currently has around 47 thousand registered and enrolled nurses, of whom, about a quarter originally trained overseas. For the last six consecutive years, new overseas registrations have approximately equalled or exceeded the number of New Zealand trained new registrations, with 19 per cent of all new registrations in 2013 coming from India, China and South East Asia. The average age of nurses in New Zealand is now 48, and attracting and retaining younger nurses (both New Zealand and overseas educated) will be essential if the predicted increase in demand for nurses due to an ageing population coincides with peak retirement of older nurses in approximately fifteen years. Using multiple data sources, this paper summarises these changes and reports the findings related to career plans reported by Asian respondents from a recent New Zealand Nurses Organisation (NZNO) survey (the New 2 NZNO study) that have potentially serious implications for the sustainability of New Zealand’s nursing workforce. Foremost among these is that modelling assumptions currently proposed to ensure an adequate nursing workforce are likely to severely overestimate the effectiveness of relying on internationally trained nurses to fill a predicted skill shortage long term.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123818265","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}
Motherhood is a significant factor in how women participate in paid work. Women are likely to restructure their work arrangements or withdraw from the labour market while caring for dependent children (OECD, 2011). However, women’s participation in the labour force has increased over time, in part due to more mothers remaining in and re-entering the labour market. The purpose of this paper is to look at the demographic and labour force characteristics of women in the prime parenting age group (those aged 25–49 years), in relation to their parent and partner statuses. Data from the Household Labour Force Survey and the Survey of Working Life are used to create a picture of these different groups of women over time, to identify the factors affecting a mother’s ability to participate in the labour market, and to understand how work arrangements and conditions for employed mothers differ from employed non-mothers’.
{"title":"Mothers in the New Zealand workforce","authors":"Sophie Flynn, M. Harris","doi":"10.26686/LEW.V0I0.2216","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2216","url":null,"abstract":"Motherhood is a significant factor in how women participate in paid work. Women are likely to restructure their work arrangements or withdraw from the labour market while caring for dependent children (OECD, 2011). However, women’s participation in the labour force has increased over time, in part due to more mothers remaining in and re-entering the labour market. The purpose of this paper is to look at the demographic and labour force characteristics of women in the prime parenting age group (those aged 25–49 years), in relation to their parent and partner statuses. Data from the Household Labour Force Survey and the Survey of Working Life are used to create a picture of these different groups of women over time, to identify the factors affecting a mother’s ability to participate in the labour market, and to understand how work arrangements and conditions for employed mothers differ from employed non-mothers’.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122983092","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}
During the last 2 decades Australia has very substantially increased its skilled migration intake to off-set the effects of declining fertility and increased longevity. Between 1996 and 2011, permanent arrivals in Australia rose from 85000 to 195000 per year, with 83 per cent of the increase accounted for by migration through the Skill Stream. Furthermore, since the mid-2000s Australian skilled migration policy has shifted from a “supply driven” model that favoured independent General Skilled Migrants, to a “hybrid model” that balances supply driven migration against Employer Sponsored “demand driven” migration. van de Ven and Voitchovsky (2014) report estimates for the period between 2005 and 2009, which indicate that this shift to a hybrid model for selection substantively improved labour market outcomes amongst skilled migrants. Here we explore the channels through which improved labour market outcomes were achieved. Our investigation emphasises the likely importance of English language and experience in delivering improved employment outcomes, aspects that are imperfectly controlled for in our first empirical study.
在过去的20年里，澳大利亚大大增加了技术移民的摄入量，以抵消生育率下降和寿命延长的影响。1996年至2011年间，澳大利亚的永久移民人数从每年8.5万人增加到19.5万人，其中83%的增长来自技术移民项目。此外，自2000年代中期以来，澳大利亚技术移民政策已经从支持独立的普通技术移民的“供应驱动”模式转变为平衡供应驱动移民和雇主赞助的“需求驱动”移民的“混合模式”。van de Ven和Voitchovsky(2014)对2005年至2009年期间的估计报告表明，这种向混合选择模型的转变大大改善了技术移民的劳动力市场结果。在这里，我们探讨了改善劳动力市场结果的渠道。我们的调查强调了英语语言和经验在提供更好的就业结果方面的可能重要性，这些方面在我们的第一次实证研究中没有得到完全控制。
{"title":"Drivers of employment outcomes amongst skilled migrants to Australia","authors":"J. Ven, Sarah Voitchovsky","doi":"10.26686/LEW.V0I0.2212","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2212","url":null,"abstract":"During the last 2 decades Australia has very substantially increased its skilled migration intake to off-set the effects of declining fertility and increased longevity. Between 1996 and 2011, permanent arrivals in Australia rose from 85000 to 195000 per year, with 83 per cent of the increase accounted for by migration through the Skill Stream. Furthermore, since the mid-2000s Australian skilled migration policy has shifted from a “supply driven” model that favoured independent General Skilled Migrants, to a “hybrid model” that balances supply driven migration against Employer Sponsored “demand driven” migration. van de Ven and Voitchovsky (2014) report estimates for the period between 2005 and 2009, which indicate that this shift to a hybrid model for selection substantively improved labour market outcomes amongst skilled migrants. Here we explore the channels through which improved labour market outcomes were achieved. Our investigation emphasises the likely importance of English language and experience in delivering improved employment outcomes, aspects that are imperfectly controlled for in our first empirical study.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115128936","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 contextualises contemporary precarity within a mid-range focus on labour market segmentation that takes Marx’s long-range theory of the ‘relative surplus population’ as its point of departure. It also briefly outlines an alternative ‘model of development’ which could address the increasing precarity of a growing proportion of the world’s population. It first sets out a critical analysis of core elements of mainstream accounts of the labour market, which is a point of comparison in the later sections. The paper ends with an exploratory discussion about how neo-Marxist analysis can supplement Keynesianism, and how both need to be re-focused more clearly on the need to design a post-neoliberal model of development.
{"title":"Beyond Mainstream Labour Market Theory And Precarity: Towards An Alternative To The Neoliberal Model Of Development","authors":"David Neilson","doi":"10.26686/LEW.V0I0.2222","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2222","url":null,"abstract":"This paper contextualises contemporary precarity within a mid-range focus on labour market segmentation that takes Marx’s long-range theory of the ‘relative surplus population’ as its point of departure. It also briefly outlines an alternative ‘model of development’ which could address the increasing precarity of a growing proportion of the world’s population. It first sets out a critical analysis of core elements of mainstream accounts of the labour market, which is a point of comparison in the later sections. The paper ends with an exploratory discussion about how neo-Marxist analysis can supplement Keynesianism, and how both need to be re-focused more clearly on the need to design a post-neoliberal model of development.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"105 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131929466","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 period 1991 to 2013 they way in which occupations have been reported and classified in the New Zealand Census of Population and Dwellings has changed. To look at the high level trends, an analysis of the top thirty occupations that have the highest counts in census data in that time period based on the New Zealand Standard Classification of Occupations (NZSCO) has been undertaken. The purpose of this analysis is to have a time-series barometer to see whether respondents change the way in which they respond, and to determine if occupation reporting is reflecting changes in the real world of the New Zealand labour market. A comparison is made using the Australian and New Zealand Standard Classification of Occupations (ANZSCO) to identify if classification changes have an impact. Have some of the old occupations really disappeared or are they being reported differently? Has the way the occupations are classified, and the changes in the classifications caused some interesting trends. What impact has been experienced with the introduction of a trans-Tasman classification? Are there new and emerging occupations in this top group and are there any labour market sectors that are not appropriately represented? The paper discusses the role of an occupational classification in relation to the processing of the responses given to the five yearly population census question on occupation, and questions whether the statistical need for processing survey responses has affected the viability of the classification for labour market analysis.
{"title":"Where Have They Gone? Changes In Occupations Using 1991-2013 New Zealand Census Data","authors":"Andrew Hancock","doi":"10.26686/LEW.V0I0.2217","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2217","url":null,"abstract":"Over the period 1991 to 2013 they way in which occupations have been reported and classified in the New Zealand Census of Population and Dwellings has changed. To look at the high level trends, an analysis of the top thirty occupations that have the highest counts in census data in that time period based on the New Zealand Standard Classification of Occupations (NZSCO) has been undertaken. The purpose of this analysis is to have a time-series barometer to see whether respondents change the way in which they respond, and to determine if occupation reporting is reflecting changes in the real world of the New Zealand labour market. A comparison is made using the Australian and New Zealand Standard Classification of Occupations (ANZSCO) to identify if classification changes have an impact. Have some of the old occupations really disappeared or are they being reported differently? Has the way the occupations are classified, and the changes in the classifications caused some interesting trends. What impact has been experienced with the introduction of a trans-Tasman classification? Are there new and emerging occupations in this top group and are there any labour market sectors that are not appropriately represented? The paper discusses the role of an occupational classification in relation to the processing of the responses given to the five yearly population census question on occupation, and questions whether the statistical need for processing survey responses has affected the viability of the classification for labour market analysis.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"55 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123242583","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 will review recent developments in the New Zealand labour market and trace the passage of these indicators through the global financial crisis to the outlook for the coming 3 years. The paper is based on the Ministry’s Quarterly Labour Market report and Short-term Employment Forecasts. The paper describes a strong labour market. Indicators of labour demand growth have moderated from the elevated levels recorded earlier in 2014, but remain solid. Construction is a significant source of employment demand across the entire country, and not just Canterbury. Migration-led population growth and near-record labour force participation rates are expanding labour supply. Women in general are showing increased involvement in the labour market: the female labour force participation rate returned to its record high of 63.7 per cent (equal to that recorded in March 2014), and the female employment rate (59.7 per cent) is at its highest rate since December 2008. Single mothers in particular have seen a sharp increase in their employment rate, which has reached its highest level since the series began in 1986. High participation is likely slowing the fall in the unemployment rate, which nevertheless hit its lowest level since March 2009. Wage growth remains subdued over the September quarter, but this comes against the backdrop of low inflation.
{"title":"The State of the New Zealand Labour Market","authors":"David L. Paterson","doi":"10.26686/LEW.V0I0.2209","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2209","url":null,"abstract":"This paper will review recent developments in the New Zealand labour market and trace the passage of these indicators through the global financial crisis to the outlook for the coming 3 years. The paper is based on the Ministry’s Quarterly Labour Market report and Short-term Employment Forecasts. The paper describes a strong labour market. Indicators of labour demand growth have moderated from the elevated levels recorded earlier in 2014, but remain solid. Construction is a significant source of employment demand across the entire country, and not just Canterbury. Migration-led population growth and near-record labour force participation rates are expanding labour supply. Women in general are showing increased involvement in the labour market: the female labour force participation rate returned to its record high of 63.7 per cent (equal to that recorded in March 2014), and the female employment rate (59.7 per cent) is at its highest rate since December 2008. Single mothers in particular have seen a sharp increase in their employment rate, which has reached its highest level since the series began in 1986. High participation is likely slowing the fall in the unemployment rate, which nevertheless hit its lowest level since March 2009. Wage growth remains subdued over the September quarter, but this comes against the backdrop of low inflation.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115802205","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 policies of many developed countries now aim to encourage older people to remain longer in the paid workforce. What are the pros and cons of this position? Longer lives and better health in later life provide opportunities for prolonging workforce participation. There is considerable evidence that having meaningful and appropriate work is beneficial to the physical, psychological and financial wellbeing of older people. Demographic trends suggest that labour and skills shortages will become more pressing in the future as younger people entering the workforce do not balance the numbers retiring. Firms which understand the implications of ageing will be better placed to address its challenges. Older workers represent a valuable and often untapped source of increased productivity. But how can we ensure that their working conditions are appropriate rather than precarious? There are social and economic benefits from having an economically active older population. It will contribute to economic growth and the maintenance of living standards and also, through taxation, help to meet the costs of an ageing population. But what about the impact on the employment prospects of young workers and on voluntary work?
{"title":"Should Paid Workforce Participation By Older People Be Encouraged? Evaluating The Pros And Cons","authors":"J. Davey","doi":"10.26686/LEW.V0I0.2215","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2215","url":null,"abstract":"The policies of many developed countries now aim to encourage older people to remain longer in the paid workforce. What are the pros and cons of this position? Longer lives and better health in later life provide opportunities for prolonging workforce participation. There is considerable evidence that having meaningful and appropriate work is beneficial to the physical, psychological and financial wellbeing of older people. Demographic trends suggest that labour and skills shortages will become more pressing in the future as younger people entering the workforce do not balance the numbers retiring. Firms which understand the implications of ageing will be better placed to address its challenges. Older workers represent a valuable and often untapped source of increased productivity. But how can we ensure that their working conditions are appropriate rather than precarious? There are social and economic benefits from having an economically active older population. It will contribute to economic growth and the maintenance of living standards and also, through taxation, help to meet the costs of an ageing population. But what about the impact on the employment prospects of young workers and on voluntary work?","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"62 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124658943","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}
Arguments for encouraging prolonged participation in the paid workforce by older people, based on individual, social, economic and business benefits, are set out in the literature and reflected in public policy. Individual decisions about participation are influenced by external factors and personal attributes. The ability to realise aspirations and preferences in the labour market depends on the social, economic and policy context and on employers’ actions and attitudes. Drawing on local and international literature as well as interviews with employers and representatives of public and private sector organisations, this paper examines policy responses to workforce ageing; both current and potential initiatives. Many of these relate to fiscal concerns and focus on retirement income policy; others aim to influence the behaviour of employers or to assist older workers. This leads to comment on and an evaluation of the New Zealand policy context with respect to workforce ageing.
{"title":"Policy Responses To Workforce Ageing – Existing, Potential And A Report Card For New Zealand","authors":"J. Davey","doi":"10.26686/LEW.V0I0.2214","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2214","url":null,"abstract":"Arguments for encouraging prolonged participation in the paid workforce by older people, based on individual, social, economic and business benefits, are set out in the literature and reflected in public policy. Individual decisions about participation are influenced by external factors and personal attributes. The ability to realise aspirations and preferences in the labour market depends on the social, economic and policy context and on employers’ actions and attitudes. Drawing on local and international literature as well as interviews with employers and representatives of public and private sector organisations, this paper examines policy responses to workforce ageing; both current and potential initiatives. Many of these relate to fiscal concerns and focus on retirement income policy; others aim to influence the behaviour of employers or to assist older workers. This leads to comment on and an evaluation of the New Zealand policy context with respect to workforce ageing.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130673233","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 growing literature suggests that noncognitive abilities are important determinants of earnings. But empirical research on nonwage labor market outcomes is still limited due to data availability. In this paper, we collect employer-employee linked data from six former socialist countries and estimate three noncognitive abilities: adherence to work ethic, the preference for challenge versus affiliation, and locus of control, and their relationship with workers’ supervisory status and promotions. We find that these noncognitive abilities are strong predictors of the likelihood of being a supervisor and being promoted as well as the number of supervisees and promotions. We also study the role of noncognitive abilities in the gender gap in these labor market outcomes. Based on a Blinder-Oaxaca decomposition, gender differences in these noncognitive abilities can explain a modest proportion of the gender gap in supervisory status and promotions.
{"title":"Non-Cognitive Abilities And Labor Market Outcomes: The Role Of Work Ethic And Personality Traits On Supervisory Status And Promotion","authors":"Y. Chu, Susan J. Linz","doi":"10.26686/LEW.V0I0.2213","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2213","url":null,"abstract":"A growing literature suggests that noncognitive abilities are important determinants of earnings. But empirical research on nonwage labor market outcomes is still limited due to data availability. In this paper, we collect employer-employee linked data from six former socialist countries and estimate three noncognitive abilities: adherence to work ethic, the preference for challenge versus affiliation, and locus of control, and their relationship with workers’ supervisory status and promotions. We find that these noncognitive abilities are strong predictors of the likelihood of being a supervisor and being promoted as well as the number of supervisees and promotions. We also study the role of noncognitive abilities in the gender gap in these labor market outcomes. Based on a Blinder-Oaxaca decomposition, gender differences in these noncognitive abilities can explain a modest proportion of the gender gap in supervisory status and promotions.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122877434","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}
Trade unions and trade unionism are under serious threat in most industrialised countries, in what has been referred to as the ‘crisis in trade unionism’. The crisis is common to trade unions across the globe, consisting of a decline in membership and density, coupled with a loss of political influence and social standing. The crisis has been caused by changes in the political economies of the industrially developed nations. Social Movement Unionism (SMU) is one of the strategies to combat this crisis which has been embraced by unions and union movements in many of the Liberal Market Economies (LME). In the context of New Zealand, Jane Parker has looked at the possibility of SMU at a union movement level. However, at a single union level, the Service and Food Workers’ Union (SFWU) has engaged with this vision of renewal through participation in the Living Wage Movement Aotearoa New Zealand (LWANZ). This paper will seek to place the SFWU’s engagement with this campaign within a theoretical framework of union renewal; that is, a re-imagining of trade union relationships in order to (re-)gain power along various dimensions. We will further consider the SMU literature and will draw on three concepts identified by Ross in her analysis of social unionism: the ethos, or “collective action frame”; the strategies or “repertoire”; and, the “internal organisational practices”, and how these interlink with the literature on union renewal. Of particular note will be the response of both the union and non-union participants in the LWANZ to the development of their relationships, and whether and how this is contributing to the successes of LWANZ and of union renewal.
{"title":"Renewing New Zealand Unions: The Service And Food Workers’ Union & Living Wage Aotearoa","authors":"A. Newman, C. Jess","doi":"10.26686/LEW.V0I0.2223","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2223","url":null,"abstract":"Trade unions and trade unionism are under serious threat in most industrialised countries, in what has been referred to as the ‘crisis in trade unionism’. The crisis is common to trade unions across the globe, consisting of a decline in membership and density, coupled with a loss of political influence and social standing. The crisis has been caused by changes in the political economies of the industrially developed nations. Social Movement Unionism (SMU) is one of the strategies to combat this crisis which has been embraced by unions and union movements in many of the Liberal Market Economies (LME). In the context of New Zealand, Jane Parker has looked at the possibility of SMU at a union movement level. However, at a single union level, the Service and Food Workers’ Union (SFWU) has engaged with this vision of renewal through participation in the Living Wage Movement Aotearoa New Zealand (LWANZ). This paper will seek to place the SFWU’s engagement with this campaign within a theoretical framework of union renewal; that is, a re-imagining of trade union relationships in order to (re-)gain power along various dimensions. We will further consider the SMU literature and will draw on three concepts identified by Ross in her analysis of social unionism: the ethos, or “collective action frame”; the strategies or “repertoire”; and, the “internal organisational practices”, and how these interlink with the literature on union renewal. Of particular note will be the response of both the union and non-union participants in the LWANZ to the development of their relationships, and whether and how this is contributing to the successes of LWANZ and of union renewal.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121975219","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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