This paper provides a broad overview of some of the demographic features of the work force in the context of the population as a whole. In this respect it differs from other papers in that it provides a background picture against which topics discussed elsewhere can be measured. The purpose is to provide context for discussion and a background to contextualise labour market research. The three key themes of sex, migration and change to identify the connection between the population and the policy drivers that impinge on the labour market.
{"title":"Sex, Migration And Aging: Demographic Overview Of A Dynamic Labour Market","authors":"R. Didham","doi":"10.26686/LEW.V0I0.2205","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2205","url":null,"abstract":"This paper provides a broad overview of some of the demographic features of the work force in the context of the population as a whole. In this respect it differs from other papers in that it provides a background picture against which topics discussed elsewhere can be measured. The purpose is to provide context for discussion and a background to contextualise labour market research. The three key themes of sex, migration and change to identify the connection between the population and the policy drivers that impinge on the labour market.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"1 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":"128981203","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}
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.
{"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}
Many occupations and industries have traditionally remained the preserve of either men or women. In recent years, a range of campaigns and policies have focussed on equity for women and equality of opportunity for both men and women in the work force. This paper looks at some of the background, ongoing discrimination and the forces acting for and against gender balance which has brought about some re-gendering of occupations.
{"title":"Re-Gendering Of The Workforce: Women And Men In “Non-Traditional” Occupations And Industries","authors":"R. Didham","doi":"10.26686/LEW.V0I0.2204","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2204","url":null,"abstract":"Many occupations and industries have traditionally remained the preserve of either men or women. In recent years, a range of campaigns and policies have focussed on equity for women and equality of opportunity for both men and women in the work force. This paper looks at some of the background, ongoing discrimination and the forces acting for and against gender balance which has brought about some re-gendering of occupations.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"43 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":"130371141","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 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).
{"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}
This paper is limited to presenting an initial look at the New Zealand Linked Census. The intention here is limited to describing the NZ Linked Census, providing an example of how this new dataset can be used in the wider context of labour market themes, and promoting the dataset as a powerful tool for new and ground breaking longitudinal research.
{"title":"Occupational Transitions: A Cohort Analysis Of Transitions Between Occupation Classes 1981 To 2006","authors":"R. Didham, Kirsten Nissen","doi":"10.26686/LEW.V0I0.2201","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2201","url":null,"abstract":"This paper is limited to presenting an initial look at the New Zealand Linked Census. The intention here is limited to describing the NZ Linked Census, providing an example of how this new dataset can be used in the wider context of labour market themes, and promoting the dataset as a powerful tool for new and ground breaking longitudinal research.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"81 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123970900","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}
Health and safety is an important issue for New Zealand workers. It is accepted that some types of work have more inherent health and safety risks than others; however it is important that employees experiences of different types of health and safety issues, as well as their perceptions of how well their employers manage risks, are looked at in greater depth. The Survey of Working Life (2012) asked employed people how often, in the previous 12 months, they had experienced: · physical problems or pain because of work · stress from being at work, or the work itself stressful · tiredness from work that affected life outside of work · discrimination, harassment or bullying at work. This paper aims to look what role – if any - age, sex, industry, occupation, and employment relationship played in the results. Using the same breakdowns, employee’s perceptions of health and safety risk management, and whether they felt they had reasonable opportunities to contribute to improving health and safety in their workplace will also be explored in further detail.
{"title":"Safe at work? Employee experiences of workplace health and safety","authors":"Carrie Lynch","doi":"10.26686/LEW.V0I0.2199","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.2199","url":null,"abstract":"Health and safety is an important issue for New Zealand workers. It is accepted that some types of work have more inherent health and safety risks than others; however it is important that employees experiences of different types of health and safety issues, as well as their perceptions of how well their employers manage risks, are looked at in greater depth. The Survey of Working Life (2012) asked employed people how often, in the previous 12 months, they had experienced: · physical problems or pain because of work · stress from being at work, or the work itself stressful · tiredness from work that affected life outside of work · discrimination, harassment or bullying at work. This paper aims to look what role – if any - age, sex, industry, occupation, and employment relationship played in the results. Using the same breakdowns, employee’s perceptions of health and safety risk management, and whether they felt they had reasonable opportunities to contribute to improving health and safety in their workplace will also be explored in further detail.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-01-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132406634","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 study examines the impact of wage subsidies on assisted jobseekers and on the firms that employ them, using propensity matching methods. Overall we find that starting a subsidised job leads to significant employment and earning benefits for assisted jobseekers over several years. Subsidised workers are disproportionately hired into expanding firms, though we cannot determine whether the expansion would have occurred in the absence of the subsidy.
{"title":"The Impact of Wage Subsidies on Jobseekers' Outcomes and Firm Employment","authors":"S. Crichton, David C. Maré","doi":"10.2139/SSRN.2271458","DOIUrl":"https://doi.org/10.2139/SSRN.2271458","url":null,"abstract":"The study examines the impact of wage subsidies on assisted jobseekers and on the firms that employ them, using propensity matching methods. Overall we find that starting a subsidised job leads to significant employment and earning benefits for assisted jobseekers over several years. Subsidised workers are disproportionately hired into expanding firms, though we cannot determine whether the expansion would have occurred in the absence of the subsidy.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2013-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122767800","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 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.
{"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}
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.
{"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}
Christophe Martin, Melchior Pelleterat de Borde, F. Guarnieri, F. Lamm
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.
{"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}
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