The Department of Labour has 5 major data collections the results of which are available to the public, viz. (1) The Quarterly Employment Survey (Q.E.S.); (2) The Job Vacancy Survey (J.V.S.); (3) Monthly Employment Operations (M.E.O.); (4) Immigration Permit Information (I.P.I.); and (5) Apprenticeship Statistics. The Department also maintains a computerized mailing list, for the use of ·Q .E. S. and J.V.S., the Central Address Register of Business (CARB). This paper does 2 things. First, it sets out details of each of these collections, and of CARB, and secondly it outlines some new developments which the Department has planned for the near future.
{"title":"Labour and Employment Surveys of the Department of Labour","authors":"Graham Rosemary, K. Hastings","doi":"10.26686/LEW.V0I0.876","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.876","url":null,"abstract":"The Department of Labour has 5 major data collections the results of which are available to the public, viz. (1) The Quarterly Employment Survey (Q.E.S.); (2) The Job Vacancy Survey (J.V.S.); (3) Monthly Employment Operations (M.E.O.); (4) Immigration Permit Information (I.P.I.); and (5) Apprenticeship Statistics. The Department also maintains a computerized mailing list, for the use of ·Q .E. S. and J.V.S., the Central Address Register of Business (CARB). This paper does 2 things. First, it sets out details of each of these collections, and of CARB, and secondly it outlines some new developments which the Department has planned for the near future.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"56 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":"123525540","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 stresses the need for community responses to the ethnic unemployment problem in New Zealand. It aims to show the potential for direct employment creation on the basis of a community entrepreneurship model as well as a widened definition of human capital, using case study of the labour market disadvantaged community of Otara, in South Auckland. Projects harnessing cultural and ethnic riches to create Otara as an attractive visitor destination undertaken by Enterprise Otara (EO) are examined. A participatory research methodology, chiefly formative evaluation is used. ·This paper seeks to break down a prevalent view that grassroots responses to unemployment are necessarily small-scale ventures and to get away from the 'small is beautiful' mind-set when Local Employment Initiatives (ILEs) are involved. Additionally, the collaborative role of 'outsiders ' in the 'bottom-up' approach to employment creation is shown to be important in 'getting things moving ' at the community level. Constraints faced by community organisations are highlighted. The importance of ILEs and the partnership concept in the mitigation of high unemployment in disadvantaged communities, is affirmed.
{"title":"From Cultural to Economic Capital: Community Employment Creation in Otara","authors":"A. Bruin","doi":"10.26686/LEW.V0I0.962","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.962","url":null,"abstract":"This paper stresses the need for community responses to the ethnic unemployment problem in New Zealand. It aims to show the potential for direct employment creation on the basis of a community entrepreneurship model as well as a widened definition of human capital, using case study of the labour market disadvantaged community of Otara, in South Auckland. Projects harnessing cultural and ethnic riches to create Otara as an attractive visitor destination undertaken by Enterprise Otara (EO) are examined. A participatory research methodology, chiefly formative evaluation is used. ·This paper seeks to break down a prevalent view that grassroots responses to unemployment are necessarily small-scale ventures and to get away from the 'small is beautiful' mind-set when Local Employment Initiatives (ILEs) are involved. Additionally, the collaborative role of 'outsiders ' in the 'bottom-up' approach to employment creation is shown to be important in 'getting things moving ' at the community level. Constraints faced by community organisations are highlighted. The importance of ILEs and the partnership concept in the mitigation of high unemployment in disadvantaged communities, is affirmed.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"44 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":"121602140","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}
As a response to comments by numerous authors about lack of attention given to small and medium-sized enterprises (SMEs) in human resource management (HRM) literature, this paper examines complementarities between recruitment and selection practices in SMEs and the work-related learning of newcomers. Data were collected through interviews with mainly owners/managers of 60 firms employing up to 50 staff. Analysis of the interviews suggests that the recruitment and selection practices used by some owners/managers had unintended positive effects on newcomers’ learning. Trusted current employees were encouraged to recruit new staff from their networks of family and friends. Sponsors often took the initiative in supporting newcomers on their pathways of work-related learning. Also, some owners/managers used selection methods; that involved candidates demonstrating their skills on-the-job, through work samples or work trials. These selection methods yield, as a by-product, information about candidates’ learning needs. Such information assists workplace models who guide learning of select tasks appropriate to the learner's level of development. The paper concludes that researchers should pay less attention to traditional HRM functions and start to focus on complementarities that might exist among HRM practices. Such a focus may be more consistent with the ways owners/managers view managing human resources.
{"title":"Complement Arities Between Recruitment and Selection Practices and Employee Learning in New Zealand Small and Medium-Sized Enterprises","authors":"Alan Coetzer, J. Campbell","doi":"10.26686/LEW.V0I0.1577","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1577","url":null,"abstract":"As a response to comments by numerous authors about lack of attention given to small and medium-sized enterprises (SMEs) in human resource management (HRM) literature, this paper examines complementarities between recruitment and selection practices in SMEs and the work-related learning of newcomers. Data were collected through interviews with mainly owners/managers of 60 firms employing up to 50 staff. Analysis of the interviews suggests that the recruitment and selection practices used by some owners/managers had unintended positive effects on newcomers’ learning. Trusted current employees were encouraged to recruit new staff from their networks of family and friends. Sponsors often took the initiative in supporting newcomers on their pathways of work-related learning. Also, some owners/managers used selection methods; that involved candidates demonstrating their skills on-the-job, through work samples or work trials. These selection methods yield, as a by-product, information about candidates’ learning needs. Such information assists workplace models who guide learning of select tasks appropriate to the learner's level of development. The paper concludes that researchers should pay less attention to traditional HRM functions and start to focus on complementarities that might exist among HRM practices. Such a focus may be more consistent with the ways owners/managers view managing human resources.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"15 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":"124352056","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 New Zealand primary sector not only has one of the highest rates of job-related injuries and illness, but also the Accident Compensation Corporation has paid one o f the highest rate claims of more than NZ$22 million in 2004 and 2005 (ACC, 2006). There are a high number of cases among farmers and farm employees who are involved in fatalities, injuries and ill health where stress and fatigue are the major contributors. Stress-related illnesses, in particular attempted and successful suicides are now some of the major concerns and have attracted increased interest from academics abroad. The aim of the research is to examine the extent of occupational stress in farming. The survey was piloted and through extensive interviews and farm visits. The pilot study is part of a larger questionnaire survey of self-reported 1041 participants. The Edinburgh Farming Stress Inventory (Deary, Willock, & McGregor, 1997) and the General Health Questionnaire (GHQ-12) are utilized in the questionnaire survey. The preliminary analysis discloses the insignificant in the level of strain with non-farming population. Further, the demographic variables such as number of herds, marital status, age group, occupational status and size of the farm are found to he insignificant factors for contributing towards stressors-strains. However, there is significant score differences in the perceived stressors between men and women. The individual characteristic has shown to have greater importance in determining the psychiatric disturbance associated with stress. The contribution of this research is increased understanding of the causes and consequences of occupational stress in New Zealand farming industry. Further, the outcome will inform practices to identify areas where the industries can make improvements, be used in recruiting and selection programs and assist individuals in career planning
{"title":"Perceptions of Farm Stressors Among New Zealand Farm Managers","authors":"Ang Bin","doi":"10.26686/LEW.V0I0.1637","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1637","url":null,"abstract":"The New Zealand primary sector not only has one of the highest rates of job-related injuries and illness, but also the Accident Compensation Corporation has paid one o f the highest rate claims of more than NZ$22 million in 2004 and 2005 (ACC, 2006). There are a high number of cases among farmers and farm employees who are involved in fatalities, injuries and ill health where stress and fatigue are the major contributors. Stress-related illnesses, in particular attempted and successful suicides are now some of the major concerns and have attracted increased interest from academics abroad. The aim of the research is to examine the extent of occupational stress in farming. The survey was piloted and through extensive interviews and farm visits. The pilot study is part of a larger questionnaire survey of self-reported 1041 participants. The Edinburgh Farming Stress Inventory (Deary, Willock, & McGregor, 1997) and the General Health Questionnaire (GHQ-12) are utilized in the questionnaire survey. The preliminary analysis discloses the insignificant in the level of strain with non-farming population. Further, the demographic variables such as number of herds, marital status, age group, occupational status and size of the farm are found to he insignificant factors for contributing towards stressors-strains. However, there is significant score differences in the perceived stressors between men and women. The individual characteristic has shown to have greater importance in determining the psychiatric disturbance associated with stress. The contribution of this research is increased understanding of the causes and consequences of occupational stress in New Zealand farming industry. Further, the outcome will inform practices to identify areas where the industries can make improvements, be used in recruiting and selection programs and assist individuals in career planning","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":"127776027","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}
Net replacement demand is defined as the number of job openings that arise from individuals leaving an occupation, net of jobs taken by individuals re-entering an occupation. This gives us a measure of the demand for labour required to replace the current workforce and may be used for resource allocation planning/or education and training. This may also be used as an additional diagnostic measure for occupations experiencing recruitment and retention difficulties. The average net replacement rate estimated across all occupations in New Zealand was in the order of 1. 4% for 3-digit and 1.7% for 5-digit occupations during 2001-06. The 5-digit rates varied considerably between 0.1 (e.g. microbiologists) and 10 (e.g. checkout operators). Average net replacement demand rates for occupations in New Zealand when compared with those derived in the US (2.4%), Australia (2.0%) and the Netherlands (3.8%) suggest somewhat lower domestic rates. Variations in estimates between countries could be explained by differences in the level of occupational mobility as well as the age and gender structure of the workforce. Social and economic policies and differences in each country's retirement schemes and social assistance policies also give rise to differing net replacement demand rates.
{"title":"Occupational Net Replacement Demand in New Zealand from 1991 to 2006","authors":"M. Guerra, Ram SriRamaratnam","doi":"10.26686/LEW.V0I0.1655","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1655","url":null,"abstract":"Net replacement demand is defined as the number of job openings that arise from individuals leaving an occupation, net of jobs taken by individuals re-entering an occupation. This gives us a measure of the demand for labour required to replace the current workforce and may be used for resource allocation planning/or education and training. This may also be used as an additional diagnostic measure for occupations experiencing recruitment and retention difficulties. The average net replacement rate estimated across all occupations in New Zealand was in the order of 1. 4% for 3-digit and 1.7% for 5-digit occupations during 2001-06. The 5-digit rates varied considerably between 0.1 (e.g. microbiologists) and 10 (e.g. checkout operators). Average net replacement demand rates for occupations in New Zealand when compared with those derived in the US (2.4%), Australia (2.0%) and the Netherlands (3.8%) suggest somewhat lower domestic rates. Variations in estimates between countries could be explained by differences in the level of occupational mobility as well as the age and gender structure of the workforce. Social and economic policies and differences in each country's retirement schemes and social assistance policies also give rise to differing net replacement demand rates.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"67 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":"131986540","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 demographic diversity of local and global work forces and markers is increasing within what is still generally a context of tight labour market conditions, especially or skilled labour. This paper reviews a wide range of literature on the impact of workforce diversity on business oil/comes and how that diversity can he best managed for business success. The review considers various types of diversity, different methodological approaches from quasi-experimental to case studies, and a range of positive business outcomes including improved staff recruitment and retention; improved creativity, innovation and problem solving, improved marketing strategies and outcomes, productivity and net financial returns. Although there are some specific studies or instances that appear to prove the exception to the rule, the consensus from the body of evidence existing to date is that diverse workforces are the reality of the future and that, in general, they have the potential to result in positive/enhanced business outcomes. The exceptions are generally explained away as being due to lack of best practice implementation of diversity and equality policies, and management of diverse teams and workforces. This paper, therefore, also investigates the key workplace, management and implementation factors associated with positive versus negative outcomes. We found lack of research into the links between diversity, workplace practices and business outcomes in the New Zealand context with its large number of small businesses, a unique range of ethnic groups and its own cultural norms, signaling the potential for further research.
{"title":"Workforce Diversity: Evidence of Positive Business Outcomes and How to Achieve them. A Review of the Literature.","authors":"M. Mcpherson","doi":"10.26686/LEW.V0I0.1651","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1651","url":null,"abstract":"The demographic diversity of local and global work forces and markers is increasing within what is still generally a context of tight labour market conditions, especially or skilled labour. This paper reviews a wide range of literature on the impact of workforce diversity on business oil/comes and how that diversity can he best managed for business success. The review considers various types of diversity, different methodological approaches from quasi-experimental to case studies, and a range of positive business outcomes including improved staff recruitment and retention; improved creativity, innovation and problem solving, improved marketing strategies and outcomes, productivity and net financial returns. Although there are some specific studies or instances that appear to prove the exception to the rule, the consensus from the body of evidence existing to date is that diverse workforces are the reality of the future and that, in general, they have the potential to result in positive/enhanced business outcomes. The exceptions are generally explained away as being due to lack of best practice implementation of diversity and equality policies, and management of diverse teams and workforces. This paper, therefore, also investigates the key workplace, management and implementation factors associated with positive versus negative outcomes. We found lack of research into the links between diversity, workplace practices and business outcomes in the New Zealand context with its large number of small businesses, a unique range of ethnic groups and its own cultural norms, signaling the potential for further research.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"6 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":"132354604","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 purpose of this paper is to introduce a preliminary measure of labour underutilisation in New Zealand using data from the Household Labour Force Survey (HLFS). Underutilisation measures add value to the suite of labour market indicators already available from the HLFS. In particular, the underutilisation rate complements the unemployment rate by providing a broader picture of unmet demand for paid employment in New Zealand. The concept of underutilisation and the necessity to measure underutilisation is based on recommendations of an International Labour Organization (ILO) Working Group on Underutilisation made in 2008. The Working Group recommended that ‘... the statistical community should devote serious efforts to introduce, at a par with unemployment, a supplementary concept which measures the employment problem as experienced by individual workers.’ The development of underutilisation measures is also important to mirror changes in increasingly transitional labour markets and to enable analysis and evaluation of these changes.
{"title":"Labour Underutilisation in New Zealand","authors":"Sophie Flynn, Andrea Fromm","doi":"10.26686/LEW.V0I0.1970","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1970","url":null,"abstract":"The purpose of this paper is to introduce a preliminary measure of labour underutilisation in New Zealand using data from the Household Labour Force Survey (HLFS). Underutilisation measures add value to the suite of labour market indicators already available from the HLFS. In particular, the underutilisation rate complements the unemployment rate by providing a broader picture of unmet demand for paid employment in New Zealand. The concept of underutilisation and the necessity to measure underutilisation is based on recommendations of an International Labour Organization (ILO) Working Group on Underutilisation made in 2008. The Working Group recommended that ‘... the statistical community should devote serious efforts to introduce, at a par with unemployment, a supplementary concept which measures the employment problem as experienced by individual workers.’ The development of underutilisation measures is also important to mirror changes in increasingly transitional labour markets and to enable analysis and evaluation of these changes.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"55 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":"130213974","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 discusses some of the insights that can be gained from the Survey of Working Life (2008) on the main features of temporary employment, the reasons that are given for working in a temporary job, and the pay and conditions of temporary employees. In the March 2008 quarter 9.4 percent of employees were working in temporary jobs. Most of the older adults and more than half of the young adults who were employed on a temporary basis indicated that they preferred temporary work, while primeaged adults were roughly equally divided between preferring temporary work and wanting a permanent job. There were substantial differences between temporary and permanent employees in the job quality indicators considered, but also substantial differences among the four main types of temporary worker (casual, fixedterm, temporary employment agency and seasonal).
{"title":"The Quality of Temporary Jobs: Insights from the Survey of Working Life","authors":"S. Dixon","doi":"10.26686/LEW.V0I0.1723","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1723","url":null,"abstract":"This paper discusses some of the insights that can be gained from the Survey of Working Life (2008) on the main features of temporary employment, the reasons that are given for working in a temporary job, and the pay and conditions of temporary employees. In the March 2008 quarter 9.4 percent of employees were working in temporary jobs. Most of the older adults and more than half of the young adults who were employed on a temporary basis indicated that they preferred temporary work, while primeaged adults were roughly equally divided between preferring temporary work and wanting a permanent job. There were substantial differences between temporary and permanent employees in the job quality indicators considered, but also substantial differences among the four main types of temporary worker (casual, fixedterm, temporary employment agency and seasonal).","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"11 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":"134052443","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 reports on a study commissioned by Te Puni Kokiri, based on a larger data base mainly from the 1991 Population Census. As well as demonstrating and extending the standard conclusion that Maori are in markedly inferior positions in the labour force compared to the non-Maori, the paper reports an econometric study which suggests that this is primarily due to some 'Maoriness' factor. An example would be that since social networks are the main means by which people obtain jobs, the individual Maori is disadvantaged by her or his network being more jobless. The study goes on to develop the relevance of dual labour market theory to an understanding of Maori labour force performance, and proposes a more elaborate model of the labour market than that which is usually used. The main findings are reported below, and suggested future research directions complete the paper.
{"title":"The Maori in the Work Force","authors":"B. Easton","doi":"10.26686/LEW.V0I0.929","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.929","url":null,"abstract":"This paper reports on a study commissioned by Te Puni Kokiri, based on a larger data base mainly from the 1991 Population Census. As well as demonstrating and extending the standard conclusion that Maori are in markedly inferior positions in the labour force compared to the non-Maori, the paper reports an econometric study which suggests that this is primarily due to some 'Maoriness' factor. An example would be that since social networks are the main means by which people obtain jobs, the individual Maori is disadvantaged by her or his network being more jobless. The study goes on to develop the relevance of dual labour market theory to an understanding of Maori labour force performance, and proposes a more elaborate model of the labour market than that which is usually used. The main findings are reported below, and suggested future research directions complete the paper.","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":"131826173","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}
Discussions about "work-life balance" and "family-friendly workplaces" mainly focus on working parents with young children. Employees who care for and support older relatives receive much less attention. But this issue will grow in importance as the population ages and labour shortages encourage middle-aged people to be fully involved in the workforce. As life expectancy increases many working people have parents in their eighties and nineties, often in need of care and support. How do they balance work and eldercare? A research project on working carers involved the employees of Wellington and Christchurch City Councils and found that about one in ten had eldercare responsibilities. Questionnaires and focus groups provided information on the type and extent of eldercare and how it is managed alongside work commitments. Such responsibilities can add to workers· stress and have an impact on productivity. Suggestions for employers arose from the study, including the need to develop policies on eldercare responsibilities among their staff as an emerging priority.
{"title":"Combining Work and Eldercare: A Neglected Work-Life Balance Issue","authors":"J. Davey, S. Keeling","doi":"10.26686/LEW.V0I0.1279","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1279","url":null,"abstract":"Discussions about \"work-life balance\" and \"family-friendly workplaces\" mainly focus on working parents with young children. Employees who care for and support older relatives receive much less attention. But this issue will grow in importance as the population ages and labour shortages encourage middle-aged people to be fully involved in the workforce. As life expectancy increases many working people have parents in their eighties and nineties, often in need of care and support. How do they balance work and eldercare? A research project on working carers involved the employees of Wellington and Christchurch City Councils and found that about one in ten had eldercare responsibilities. Questionnaires and focus groups provided information on the type and extent of eldercare and how it is managed alongside work commitments. Such responsibilities can add to workers· stress and have an impact on productivity. Suggestions for employers arose from the study, including the need to develop policies on eldercare responsibilities among their staff as an emerging priority.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"1684 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":"129375153","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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