In Australia and New Zealand there is an emerging focus on the problems of violence and harassment for the large, feminised workforces of care and support workers in homecare settings. However, much of this research does not consider the power dynamics of workplaces and socio-political influences that impact how workers are supported when facing WPV. This is of particular concern in relation to the growing proportion of Pacific workers in Australia and New Zealand, many of whom have temporary migrant status. Using a narrative review method, we find that extant research largely fails to address the experiences of Pacific homecare workers, and that this, and the lack of attention to Pacific workers in practice, is informed by racist norms and attitudes based on historic and current labour market and migration policies. Drawing on socio-ecological models of workplace violence (WPV), we propose a research and policy analytical framework of WPV that centres Pacific voices and culture to better mitigate and prevent Pacific homecare workers’ experiences of WPV.
{"title":"Reframing approaches to workplace violence towards Pacific homecare workers in New Zealand and Australia","authors":"Maulupeivao Betty Ofe-Grant, Katherine Ravenswood, Fiona Macdonald","doi":"10.1177/00221856241270989","DOIUrl":"https://doi.org/10.1177/00221856241270989","url":null,"abstract":"In Australia and New Zealand there is an emerging focus on the problems of violence and harassment for the large, feminised workforces of care and support workers in homecare settings. However, much of this research does not consider the power dynamics of workplaces and socio-political influences that impact how workers are supported when facing WPV. This is of particular concern in relation to the growing proportion of Pacific workers in Australia and New Zealand, many of whom have temporary migrant status. Using a narrative review method, we find that extant research largely fails to address the experiences of Pacific homecare workers, and that this, and the lack of attention to Pacific workers in practice, is informed by racist norms and attitudes based on historic and current labour market and migration policies. Drawing on socio-ecological models of workplace violence (WPV), we propose a research and policy analytical framework of WPV that centres Pacific voices and culture to better mitigate and prevent Pacific homecare workers’ experiences of WPV.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"25 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142188480","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-08-07DOI: 10.1177/00221856241267831
C. Eva, D. Foley, K. Bodle, B. Hunter, J. Harris, N. Nichols
Indigenous employment is a critical policy area in Australia, with businesses adopting targeted workplace and recruitment practices to increase their levels of Indigenous employment. However, non-Indigenous-owned Australian businesses are still struggling to meet their Indigenous employment targets, and the national gap between Indigenous and non-Indigenous employment rates remains wide. Despite the increased popularity of Indigenous-specific workplace and recruitment policies, there is a lack of research that aims to determine their associations with Indigenous employment. This paper addresses this gap by surveying 680 non-Indigenous-owned Australian businesses, detailing the uptake of various Indigenous-focused workplace and recruitment practices and their associations with Indigenous employment. The study finds that there is limited uptake of policies and practices such as Reconciliation Action Plans, cultural competency training, and Indigenous employment strategies, and some scepticism from respondents about their efficacy. OLS and negative binomial estimations could not demonstrate consistent associations between the implementation of these policies and Indigenous employment. However, the paper finds a significant association between the presence of Indigenous people in management positions within non-Indigenous-owned businesses and higher rates of Indigenous employment. This finding is consistent with previous research, which suggests that Indigenous-led approaches lead to improved Indigenous employment outcomes.
{"title":"Indigenous workplace policies: the crucial role of Indigenous management","authors":"C. Eva, D. Foley, K. Bodle, B. Hunter, J. Harris, N. Nichols","doi":"10.1177/00221856241267831","DOIUrl":"https://doi.org/10.1177/00221856241267831","url":null,"abstract":"Indigenous employment is a critical policy area in Australia, with businesses adopting targeted workplace and recruitment practices to increase their levels of Indigenous employment. However, non-Indigenous-owned Australian businesses are still struggling to meet their Indigenous employment targets, and the national gap between Indigenous and non-Indigenous employment rates remains wide. Despite the increased popularity of Indigenous-specific workplace and recruitment policies, there is a lack of research that aims to determine their associations with Indigenous employment. This paper addresses this gap by surveying 680 non-Indigenous-owned Australian businesses, detailing the uptake of various Indigenous-focused workplace and recruitment practices and their associations with Indigenous employment. The study finds that there is limited uptake of policies and practices such as Reconciliation Action Plans, cultural competency training, and Indigenous employment strategies, and some scepticism from respondents about their efficacy. OLS and negative binomial estimations could not demonstrate consistent associations between the implementation of these policies and Indigenous employment. However, the paper finds a significant association between the presence of Indigenous people in management positions within non-Indigenous-owned businesses and higher rates of Indigenous employment. This finding is consistent with previous research, which suggests that Indigenous-led approaches lead to improved Indigenous employment outcomes.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"7 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141938959","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-08-06DOI: 10.1177/00221856241269660
Pablo Pérez-Ahumada, Charo Astorga-Pinto
Empirical studies have shown that union members are more likely to participate in collective actions than nonunion members. However, we still know little about the mechanisms that explain why this occurs. In this article, we aim to fill this gap in the literature. Using data from the World Values Survey for Argentina and Chile (2006–2018), we employed the Karlson–Holm–Breen mediation analysis to analyze the degree to which the relationship between union membership and participation in demonstrations and strikes is explained by union members’ higher levels of politicization and stronger left-wing orientation, as hypothesized in previous studies. We found that in the two countries these two mediators explain more than 30% of the relationship between union membership and participation in demonstrations. We also found that these two mediators explain around 20% of the relationship between union membership and strike participation in Argentina, and nearly 40% of such relationship in Chile. At the end of the article, we offer some explanations for these findings and show how they contribute to the literature on trade unions, class politics, and industrial relations.
{"title":"Why are union members more willing to strike and protest than nonunion members? Evidence from Argentina and Chile","authors":"Pablo Pérez-Ahumada, Charo Astorga-Pinto","doi":"10.1177/00221856241269660","DOIUrl":"https://doi.org/10.1177/00221856241269660","url":null,"abstract":"Empirical studies have shown that union members are more likely to participate in collective actions than nonunion members. However, we still know little about the mechanisms that explain why this occurs. In this article, we aim to fill this gap in the literature. Using data from the World Values Survey for Argentina and Chile (2006–2018), we employed the Karlson–Holm–Breen mediation analysis to analyze the degree to which the relationship between union membership and participation in demonstrations and strikes is explained by union members’ higher levels of politicization and stronger left-wing orientation, as hypothesized in previous studies. We found that in the two countries these two mediators explain more than 30% of the relationship between union membership and participation in demonstrations. We also found that these two mediators explain around 20% of the relationship between union membership and strike participation in Argentina, and nearly 40% of such relationship in Chile. At the end of the article, we offer some explanations for these findings and show how they contribute to the literature on trade unions, class politics, and industrial relations.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"51 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141938960","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-26DOI: 10.1177/00221856241265273
Mélanie Lefrançois, Mélanie Trottier
The role of labour union staffers-as-workers, crucial to the functioning of a union, involves a growing number of increasingly complex demands and requirements. A Quebec union concerned about the health of its members, union counsellors employed by another union, commissioned a study of a prominent psychosocial risk factor: work overload. A case study based on a mixed exploratory participatory design (qual→QUAN; 25 semi-structured interviews, 82 questionnaires) identified individual, interpersonal and organisational determinants, consequences, strategies and possible solutions for the prevention of work overload. The study specifies the workload associated with certain tasks, which are perceived as being more demanding both quantitatively and emotionally. High emotional exhaustion and poor work-life balance underline the urgency of preventing overload. The results point to solutions that mitigate collateral impacts and adopt approaches differentiated by sex/gender, career stage and work-life situation. These reflections on the prevention of a type of psychosocial hazard in trade union action emphasise the importance of understanding the components of workload, and may apply to other professional jobs involving care functions and the management of complex cases.
{"title":"Ironclad work overload: prevention of psychosocial hazards among union counsellors in Quebec","authors":"Mélanie Lefrançois, Mélanie Trottier","doi":"10.1177/00221856241265273","DOIUrl":"https://doi.org/10.1177/00221856241265273","url":null,"abstract":"The role of labour union staffers-as-workers, crucial to the functioning of a union, involves a growing number of increasingly complex demands and requirements. A Quebec union concerned about the health of its members, union counsellors employed by another union, commissioned a study of a prominent psychosocial risk factor: work overload. A case study based on a mixed exploratory participatory design (qual→QUAN; 25 semi-structured interviews, 82 questionnaires) identified individual, interpersonal and organisational determinants, consequences, strategies and possible solutions for the prevention of work overload. The study specifies the workload associated with certain tasks, which are perceived as being more demanding both quantitatively and emotionally. High emotional exhaustion and poor work-life balance underline the urgency of preventing overload. The results point to solutions that mitigate collateral impacts and adopt approaches differentiated by sex/gender, career stage and work-life situation. These reflections on the prevention of a type of psychosocial hazard in trade union action emphasise the importance of understanding the components of workload, and may apply to other professional jobs involving care functions and the management of complex cases.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"61 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141769681","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-23DOI: 10.1177/00221856241254141
Yves Hallee, Annick Parent-Lamarche, Miguel Delattre
Using data from research on the undervaluing of predominantly female occupations, we found that the usual procedures for setting wages, notably job evaluation methods, may undervalue care work, which is predominantly done by women. Such work is difficult to analyze and evaluate because the current labor market is described by a static language of specialization and skills, whereas care workers should be judged more by their experience, which varies with the context and the situation. It is also difficult to appreciate and evaluate the true value of their work, which is sometimes invisible and often unquantifiable. According to Dejours and Gernet, care work relies on less noticeable abilities. A care worker must be able to anticipate another person's needs—an ability too often noticed only when absent—and be able to foresee, interpret, and understand the person's circumstances. The usual job evaluation methods seem confined to more objective and rational criteria.
{"title":"Is job evaluation compatible with care work?","authors":"Yves Hallee, Annick Parent-Lamarche, Miguel Delattre","doi":"10.1177/00221856241254141","DOIUrl":"https://doi.org/10.1177/00221856241254141","url":null,"abstract":"Using data from research on the undervaluing of predominantly female occupations, we found that the usual procedures for setting wages, notably job evaluation methods, may undervalue care work, which is predominantly done by women. Such work is difficult to analyze and evaluate because the current labor market is described by a static language of specialization and skills, whereas care workers should be judged more by their experience, which varies with the context and the situation. It is also difficult to appreciate and evaluate the true value of their work, which is sometimes invisible and often unquantifiable. According to Dejours and Gernet, care work relies on less noticeable abilities. A care worker must be able to anticipate another person's needs—an ability too often noticed only when absent—and be able to foresee, interpret, and understand the person's circumstances. The usual job evaluation methods seem confined to more objective and rational criteria.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"301 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141769682","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-23DOI: 10.1177/00221856241260770
Chris Rhomberg
I apply Curato and Fossati's (2020) concept of “authoritarian innovation” to analyze historic changes in labor governance in the United States that have undermined democratic participation in the workplace and in the polity. Drawing from comparative political economy and welfare state theories, I argue that since the 1930s the U.S. has had not one unified, national labor regime but two competing, subnational regimes: the New Deal and its legacy in the industrialized North and West Coast, and a counter-regime based initially in the former Confederate Southern states. The more anti-union, anti-welfare, and anti-democratic Southern regime survived the Civil Rights era of the 1960s and 1970s, gained ascendance nationally with the rise of neoliberalism in the 1980s and 1990s, and expanded its boundaries in the 2010s into the deindustrialized Midwest. The “dual regime” analysis highlights critical transitions and divergent paths in the reshaping of American democracy.
{"title":"Authoritarian innovation in the United States: the role of dual subnational systems of labor governance","authors":"Chris Rhomberg","doi":"10.1177/00221856241260770","DOIUrl":"https://doi.org/10.1177/00221856241260770","url":null,"abstract":"I apply Curato and Fossati's (2020) concept of “authoritarian innovation” to analyze historic changes in labor governance in the United States that have undermined democratic participation in the workplace and in the polity. Drawing from comparative political economy and welfare state theories, I argue that since the 1930s the U.S. has had not one unified, national labor regime but two competing, subnational regimes: the New Deal and its legacy in the industrialized North and West Coast, and a counter-regime based initially in the former Confederate Southern states. The more anti-union, anti-welfare, and anti-democratic Southern regime survived the Civil Rights era of the 1960s and 1970s, gained ascendance nationally with the rise of neoliberalism in the 1980s and 1990s, and expanded its boundaries in the 2010s into the deindustrialized Midwest. The “dual regime” analysis highlights critical transitions and divergent paths in the reshaping of American democracy.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"21 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141769683","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-02DOI: 10.1177/00221856241247577
R. Potter, A. Afsharian, S. Richter, D. Neser, A. Zadow, M. F. Dollard, K. Lushington
Australian universities have undergone considerable restructuring within the last few decades such as downsizing, unit amalgamations and adopting new digital work practices. This article draws together industrial relations and organisational psychology literature, exploring restructuring and effects within universities. It presents national data on university restructuring, levels of organisational psychosocial safety climate (PSC), and burnout from 2020 to 2022, from the workers’ perspective. Survey responses were collected across 39 Australian universities at 3 time points: 2020 (n = 2191), 2021 (n = 1731) and 2022 (n = 1373). A large proportion reported ‘high’ levels of restructuring at each data collection phase (2020 = 41%, 2021 = 56% and 2022 = 49%). A multi-level model showed that PSC is an organisational climate predictor of restructuring, and in turn, worker burnout. Hierarchical linear modelling of the longitudinal data revealed significant pathways and a good model fit. Findings suggest that organisations with poor climates for psychological health (i.e. low PSC) are more likely to restructure, which is then associated with higher levels of burnout. Primary-level PSC-focused interventions are needed to prioritise the psychological health of the workforce over persistent productivity concerns, which is the conventional driver of restructuring.
{"title":"Longitudinal investigation of restructuring, psychosocial safety climate and burnout in Australian universities during COVID-19 2020–2022","authors":"R. Potter, A. Afsharian, S. Richter, D. Neser, A. Zadow, M. F. Dollard, K. Lushington","doi":"10.1177/00221856241247577","DOIUrl":"https://doi.org/10.1177/00221856241247577","url":null,"abstract":"Australian universities have undergone considerable restructuring within the last few decades such as downsizing, unit amalgamations and adopting new digital work practices. This article draws together industrial relations and organisational psychology literature, exploring restructuring and effects within universities. It presents national data on university restructuring, levels of organisational psychosocial safety climate (PSC), and burnout from 2020 to 2022, from the workers’ perspective. Survey responses were collected across 39 Australian universities at 3 time points: 2020 (n = 2191), 2021 (n = 1731) and 2022 (n = 1373). A large proportion reported ‘high’ levels of restructuring at each data collection phase (2020 = 41%, 2021 = 56% and 2022 = 49%). A multi-level model showed that PSC is an organisational climate predictor of restructuring, and in turn, worker burnout. Hierarchical linear modelling of the longitudinal data revealed significant pathways and a good model fit. Findings suggest that organisations with poor climates for psychological health (i.e. low PSC) are more likely to restructure, which is then associated with higher levels of burnout. Primary-level PSC-focused interventions are needed to prioritise the psychological health of the workforce over persistent productivity concerns, which is the conventional driver of restructuring.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"29 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140833689","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-01DOI: 10.1177/00221856241248939
{"title":"In Memorium: Commemorating an industrial relation revolutionary. Frances Hayes 8 November 1953–11 December 2023","authors":"","doi":"10.1177/00221856241248939","DOIUrl":"https://doi.org/10.1177/00221856241248939","url":null,"abstract":"","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"27 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140833685","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-27DOI: 10.1177/00221856241248353
Angela Knox, Philip Bohle
This article focuses on a significant psychosocial hazard – sexual harassment. It advances the existing body of theory on the antecedents of sexual harassment by drawing on the pressure, disorganisation and regulatory failure (PDR) framework. In doing so, it develops hypotheses about how the PDR variables contribute to sexual harassment and proposes a research agenda to empirically test them. An improved understanding of the influence of PDR on sexual harassment will also enable an examination of the effectiveness of recent regulatory changes designed to address this destructive and costly problem in Australia, and highlight areas requiring additional intervention.
{"title":"Redressing sexual harassment at work: Using pressure, disorganisation and regulatory failure to advance theoretical understanding","authors":"Angela Knox, Philip Bohle","doi":"10.1177/00221856241248353","DOIUrl":"https://doi.org/10.1177/00221856241248353","url":null,"abstract":"This article focuses on a significant psychosocial hazard – sexual harassment. It advances the existing body of theory on the antecedents of sexual harassment by drawing on the pressure, disorganisation and regulatory failure (PDR) framework. In doing so, it develops hypotheses about how the PDR variables contribute to sexual harassment and proposes a research agenda to empirically test them. An improved understanding of the influence of PDR on sexual harassment will also enable an examination of the effectiveness of recent regulatory changes designed to address this destructive and costly problem in Australia, and highlight areas requiring additional intervention.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"129 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-04-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140811674","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-17DOI: 10.1177/00221856241246880
Julie I Cunningham
There is much still to be learned regarding the outcomes of transnational parenting for young people in labour-sending countries. In particular, a significant knowledge gap exists regarding young people's perspectives on transnational parenting at the time of the parent's absence outside of Central America or Asia. Thus, the purpose of this study is to increase understanding of young people's experience in the under-researched Pacific Islands region by examining: How does a parent's international labour migration impact young people left-behind in Tonga's work, leisure, education and aspirations? A theoretical framework utilising social remittances theory was adopted. Utilising a quick, ethnographic approach, 179 secondary school students participated. This 2017 study included interviews, time diaries, short surveys, focus groups and fieldwork observations to facilitate participant-led accounts of young people's experience of transnational parenting in Tonga. This study provides an important empirical contribution regarding young people in Tonga's experience of transnational parenting. These findings demonstrate that, as a consequence of labour migration schemes that disregard family accompaniment, young people in Tonga are paying a high price, a triple loss, as their right to family is diminished, they are unable to prioritise their education, and migration goals are elevated, all of which inhibit their potential.
{"title":"The triple loss: Young people in Tonga's experience of altered work, education and aspirations in the transnational parenting period","authors":"Julie I Cunningham","doi":"10.1177/00221856241246880","DOIUrl":"https://doi.org/10.1177/00221856241246880","url":null,"abstract":"There is much still to be learned regarding the outcomes of transnational parenting for young people in labour-sending countries. In particular, a significant knowledge gap exists regarding young people's perspectives on transnational parenting at the time of the parent's absence outside of Central America or Asia. Thus, the purpose of this study is to increase understanding of young people's experience in the under-researched Pacific Islands region by examining: How does a parent's international labour migration impact young people left-behind in Tonga's work, leisure, education and aspirations? A theoretical framework utilising social remittances theory was adopted. Utilising a quick, ethnographic approach, 179 secondary school students participated. This 2017 study included interviews, time diaries, short surveys, focus groups and fieldwork observations to facilitate participant-led accounts of young people's experience of transnational parenting in Tonga. This study provides an important empirical contribution regarding young people in Tonga's experience of transnational parenting. These findings demonstrate that, as a consequence of labour migration schemes that disregard family accompaniment, young people in Tonga are paying a high price, a triple loss, as their right to family is diminished, they are unable to prioritise their education, and migration goals are elevated, all of which inhibit their potential.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"48 1","pages":""},"PeriodicalIF":2.3,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140617631","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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