Search

Recent university graduates face an ever-changing professional landscape where it can be challenging to find jobs that lead to successful careers. This is particularly the case for emergent professions such as Creative Technologies, given the changing nature of technology and the value as well as the challenges of working across traditional disciplines. This paper presents a research project that seeks to help fresh creative technologists get better work opportunities in a changing landscape. Students, alumni, and industry experts were interviewed to identify current perceptions and practices, opportunities and challenges, and to generate insights that inform the design of future solutions. Three themes were identified from these interviews: unexplored existing opportunities, a demand for employability skills, and the need for better student-industry interactions. The first refers to opportunities that may already be available but lack sufficient recognition or need more visibility. The second points to the need of an ongoing dialogue between academia and industry to identify the changing landscape of skills in demand. The third highlights the need for creative collaborations across sectors and actors to increase the interaction between students and potential employers. The insights from this study inform the aspects that need to be addressed to design solutions that help Creative Technologies graduates start their careers in the right directions. The research raises new questions about why and how universities in the future can engage stakeholders to make the most of existing untapped opportunities and restructure processes to align with changing demands in industry.

Throughout the time of my teaching career, the tide has exposed changes in the nature of music, students and music education. This paper discusses teaching and learning in contemporary music at seven critical stages of 21st century music education: i) diverse types of undergraduate learners; ii) teaching traditional classical repertoire and skills to contemporary music students; iii) transitioning undergraduates through pre-service teaching into the workforce; iv) supervisory pedagogy for creative work higher degree research models; v) upskilling established teachers in musical practice and pedagogy; vi) professional development for adult community musicians; vii) disseminating learning back into music and teacher education. Constant elements in this landscape are musicianship, practice, creativity, employment, aesthetic expression and personal fulfilment. Shifting sands include characteristics of learners, pedagogy, delivery, technology, industry trends, and learning through consecutive career stages. The final scenario addresses challenges for musicians and teachers to maintain their creative practice through self-directed lifelong learning.

Ample evidence indicates that a person's human capital is important for success on the labor market in terms of both wages and employment prospects. However, unlike the efforts to identify the impact of school attainment on labor-market outcomes, the literature on returns to cognitive skills has not yet provided convincing evidence that the estimated returns can be causally interpreted. Using the PIAAC Survey of Adult Skills, this paper explores several approaches that aim to address potential threats to causal identification of returns to skills, in terms of both higher wages and better employment chances. We address measurement error by exploiting the fact that PIAAC measures skills in several domains. Furthermore, we estimate instrumental-variable models that use skill variation stemming from school attainment and parental education to circumvent reverse causation. Results show a strikingly similar pattern across the diverse set of countries in our sample. In fact, the instrumental-variable estimates are consistently larger than those found in standard least-squares estimations. The same is true in two "natural experiments," one of which exploits variation in skills from changes in compulsory-schooling laws across U.S. states. The other one identifies technologically induced variation in broadband Internet availability that gives rise to variation in ICT skills across German municipalities. Together, the results suggest that least-squares estimates may provide a lower bound of the true returns to skills in the labor market.

Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility.Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey.Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees.Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries. [ABSTRACT FROM AUTHOR]

Did significant policy shifts in employment relations in the 1990s lead to equally large changes in the attitudes of New Zealanders towards employment relations? Have policy modifications made since 1999 further shaped public perceptions? This paper explores the role of policy feedback in influencing public opinion towards employers and unions and towards government responsibility for jobs and wages. Using data from New Zealand public opinion surveys, most notably the New Zealand Election Study (1990–2008), the paper finds some evidence that policy feedback has occurred in the employment relations arena, but the impact is not as strong or consistent as we might expect. As such, New Zealanders do not completely endorse the ‘there is no alternative’ arguments of neoliberalism, but they do not have an overwhelming desire to return to Keynesian demand-management employment policies. [ABSTRACT FROM PUBLISHER]

Background: Lone parents and their children experience higher than average levels of adverse health and social outcomes, much of which are explained by high rates of poverty. Many high income countries have attempted to address high poverty rates by introducing employment requirements for lone parents in receipt of welfare benefits. However, there is evidence that employment may not reduce poverty or improve the health of lone parents and their children.Methods: We conducted a systematic review of qualitative studies reporting lone parents' accounts of participation in welfare to work (WtW), to identify explanations and possible mechanisms for the impacts of WtW on health and wellbeing. Twenty one bibliographic databases were searched. Two reviewers independently screened references and assessed study quality. Studies from any high income country that met the criteria of focussing on lone parents, mandatory WtW interventions, and health or wellbeing were included. Thematic synthesis was used to investigate analytic themes between studies.Results: Screening of the 4703 identified papers and quality assessment resulted in the inclusion of 16 qualitative studies of WtW in five high income countries, USA, Canada, UK, Australia, and New Zealand, covering a variety of welfare regimes. Our synthesis found that WtW requirements often conflicted with child care responsibilities. Available employment was often poorly paid and precarious. Adverse health impacts, such as increased stress, fatigue, and depression were commonly reported, though employment and appropriate training was linked to increased self-worth for some. WtW appeared to influence health through the pathways of conflict and control, analytical themes which emerged during synthesis. WtW reduced control over the nature of employment and care of children. Access to social support allowed some lone parents to manage the conflict associated with employment, and to increase control over their circumstances, with potentially beneficial health impacts.Conclusion: WtW can result in increased conflict and reduced control, which may lead to negative impacts on mental health. Availability of social support may mediate the negative health impacts of WtW. [ABSTRACT FROM AUTHOR]

The heralding of improved economic indicators has generated worldwide interest in New Zealand's economic experiment despite the growing concern about the social repercussions of such rapid economic liberalisation. This paper argues that the compliance of New Zealanders to this economic experiment was achieved through the simultaneous development of a discourse of economic liberalism and a discourse of "the management of quality" and the subsequent cooption of the latter by the former. As an experiment for potential global emulation, this paper cautions those who pin their hopes for social justice on a common commitment to increasing productivity in the context of neo-conservative economic policy preferences. [ABSTRACT FROM AUTHOR]

Despite employment being consistently identified as a key factor in successful refugee resettlement, people from refugee backgrounds in Aotearoa New Zealand are overrepresented in unemployment statistics. Of those who do gain employment, few secure work that is adequately remunerated and commensurate with the person's skills and qualifications. This paper explores whether the two recent government-driven initiatives, the welfare reforms and the New Zealand Refugee Resettlement Strategy, provide an opportunity to address these issues. Based on previous research, the authors identify the main employment barriers facing people from refugee backgrounds. They argue that while the welfare reforms and the Refugee Resettlement Strategy are underpinned by a desire to see more people in employment, for real change to occur, an integrated holistic approach is needed. This approach needs to include additional resourcing for government-funded specialist one-on-one employment programmes that are available in all regions where refugees are resettled. These programmes combined with access to fully funded English language tuition and work experience and internship opportunities would help reduce the barriers people from refugee backgrounds face when seeking employment. [ABSTRACT FROM AUTHOR]

This paper provides evidence that highly skilled migrants continue to remain connected with and deeply committed to their home country. These connections challenge the notion of knowledge and skills loss from high-skilled migration. Highly skilled migrants are also involved in remittance giving, which, although of the noneconomic type, offers new possibilities for building wealth. These are the so-called 'knowledge transfers' which consist of the flows of knowledge, skills and ideas to the home country. This paper analyses these knowledge transfers through the highly skilled Filipino migrants in New Zealand and Australia. [ABSTRACT FROM AUTHOR]

Concentrating on New Zealand's welfare-to-work policy, this paper draws on interview data to explore the impact of `outsourcing' on tutors who work with young, unemployed people. Contracting independent organizations to provide services, or outsourcing, as it is euphemistically known, has become standard practice in business and is assuming a central role in social policy in many Western nations. It is argued that outsourcing is used to control the practices of those who work with unemployed people in New Zealand. The data show that outsourcing achieves this control by creating uncertainty over the tutors' own employment situation. In this respect, out-sourcing helps create a regulatory framework in which the tutors seek to secure their own employment by improving their tutees' employability. [ABSTRACT FROM AUTHOR]

INTRODUCTION: Gout remains a health equity issue; Māori and Pacific peoples are disproportionately afflicted, with increased burden and loss of quality of life, yet are less likely to receive appropriate management, which mainly occurs in primary care. AIM: This study aims to understand the perspectives of the mainly Māori and Pacific clinicians and staff at an urban marae practice about barriers and challenges to delivering effective care to a Māori and Pacific community with high burden of gout. METHODS: Semi-structured interviews were conducted with 10 staff members delivering health care to a mostly Indigenous community. Interviews sought to ascertain staff views of enablers and barriers to optimal gout management and analyse them thematically. RESULTS: Three themes were identified: community disadvantage; demands unique to Indigenous providers; and challenges and opportunities for optimising gout management. High prevalence and heavy impact of gout on wellbeing in the community was intertwined with socioeconomic disadvantage, precariousness of employment and entrenched inaccurate (yet pliable) patient views on gout, to the detriment of focused, effective care. Structural and funding demands on providers inhibited staff focus on the clear community need. Providers saw the culturally safe and competent approach necessary for improvement as requiring community empowerment with appropriate clinical tools and adequate resourcing. DISCUSSION: Despite provider intent to deliver culturally appropriate and safe care and equitable health outcomes for patients suffering from gout, general practice initiatives without aligned resourcing or incentives are inhibited when inequity is pervasive. Simply asking Māori providers to do more for the same amount of resource may not be effective. [ABSTRACT FROM AUTHOR]

As an employee, a sports doctor has obligations to their employer, but also professional and widely accepted obligations of a doctor to the patient (in this case the individual team member). The conflict is evident when sports doctors are asked by an athlete to keep personal health information confidential from the coach and team management, and yet both doctor and athlete have employment contracts specifying that such information shall be shared. Recent research in New Zealand shows that despite the presence of an employment contract, there appears to be a wide range of behaviours among sports doctors when an athlete requests that information about them be kept from team management. Many seem willing to honour requests to keep health information about the athlete confidential, thereby being in breach of the employment contract, while others insist on informing team management against the wishes of the athlete. There are a number of potential solutions to this dilemma from forcing doctors to meet their contractual obligations, to limiting the expectations of the employment contract. This paper suggests that at times it may be appropriate to do both, making the position of the doctor clearer and supporting the ability of this group to resist pressure by coaches and management through having a robust code of ethics.

A recent innovation in employee motivation systems is the introduction of 'gamification', which refers to the use of game design mechanics and principles to influence behaviour to enhance staff motivation and engagement. Enterprise gamification systems aggravate the differences in information availability between employers and employees, and employees who may be forced to adopt such systems may be placed under stress, worsening employment relationships in the workplace. Therefore, this research examines the potential legal implications of gamified employee motivation systems. This study undertook a systematic review of enterprise gamification and then used thematic analysis coupled with a review of legislation to examine whether gamification in workplaces meets the legal obligations of employers under their 'duty of good faith' in the New Zealand context. We find that carefully designed enterprise gamification systems should provide sufficient information and clarity for employees and support positive employment relationships. Deployments of enterprise gamification systems should be carefully planned with employee consultation and feedback supporting the introduction of an enterprise gamification system. Future research should look beyond the 'good faith' obligation and examine the relationship between gamification systems and the law on personal grievances. [ABSTRACT FROM AUTHOR]

Caring for people with dementia remains gendered with women still expected to undertake much of the paid and unpaid caring work in the community. This study draws on survey and interview data collected from 48 women community workers in Alzheimers Societies throughout New Zealand. Through the lens of the women community workers the gendered expectations about paid and unpaid work are revealed. The paper argues that cultural ideas about gender differences in caring abilities have implications for women and men as the population ages and the dementia 'epidemic' impacts in New Zealand. [ABSTRACT FROM AUTHOR]

INTRODUCTION: Recognition of the need to reduce harm and optimise patient outcomes from the use of medicines is contributing to an evolution of pharmacy practice in primary health care internationally. This evolution is changing community pharmacy and leading to new models of care that enable pharmacist contribution beyond traditional realms. There is little information about the extent of these changes in New Zealand. AIM: The aim of this study was to investigate emerging roles of pharmacists in primary health care. METHODS: A 10-question electronic survey was used to collect quantitative data about location, employment and roles of pharmacists practising in primary health care. RESULTS: There were 467 survey responses. Although most pharmacists are employed by (78%, n = 357/458) and located in (84%, n = 393/467) community pharmacies, small numbers are dispersed widely across the primary health care sector. Of the 7% (n = 31/467) working in general practices, most are employed by Primary Health Organisations or District Health Boards. Limited cognitive pharmacy service provision is evident in the sector overall, but is much greater for pharmacists spending time located within general practices. DISCUSSION: The large proportion of pharmacists practising in community pharmacies emphasises the importance of the Community Pharmacy Services Agreement in facilitating increased cognitive pharmacy service provision to optimise patient outcomes. The small numbers of pharmacists located elsewhere in the primary health care sector suggest there is scope to improve collaboration and integration in these areas. Flexible funding models that promote innovation and support sustainable practice change are key. [ABSTRACT FROM AUTHOR]

This article presents information on the publication of the Buff Paper, a government proposals for the public sector in New Zealand, on October 1, 1986. At the core of the Buff Paper were proposals that were intended to reshape public sector employment, for the staff of the new corporations were to be subject not to remuneration packages based on occupational designations, but to individually designed contractual arrangements that reflected in terms and conditions, supply and demand conditions operating in specific markets for skills. Thus, the employment conditions of the most senior officers of the new corporations would be set with full cognizance of existing terms and conditions in the private sector. The effect was to move the principle of recruitment and retention forward into the prime position as future personnel policy; for senior managers as employers were now to have regard for shaping influences on their roles defined as market signals .The final proposal was in a sense a compromise, based on the division of the state sector into dual organizational structures. At the enterprise level, and based on each enterprise unit's ability to operate as an independent cost center, occupational classes would disappear, and supply and demand would dictate remuneration. For those state departments not organizationally amenable to corporatization by virtue of the functions they performed, the occupational class structure would remain in place.

Background: A high proportion of unwanted or unplanned pregnancies may be alcohol-exposed due to contraception failure or non-use. Nevertheless, data on contraception and alcohol use in the context of the risk of alcohol-exposed pregnancies are sparse. Objectives: To describe contraception use and alcohol consumption in sexually active non-pregnant women and investigate the factors associated with less effective contraception methods. Study Design: A cross-sectional national survey of women aged 18–35 years. Methods: Data from non-pregnant women who were sexually active (n = 517) were analysed. Descriptive statistics were used to report demographics, consumption, and contraception measures. Logistic regression was used to investigate the factors associated with less effective contraception among drinkers. Results: The majority of participants were younger (46%), of NZ European ethnicity (78%), not in a permanent relationship (54%), with some or completed tertiary education (79%), employed (81%) and not users of the community services card (82%). Twenty-five percent of women were smokers, 94% consumed alcohol, and 72% binged at least 'monthly or less'. Most women used the pill (56%), and 20% of drinking women were using a contraception method with a 10% or more annual failure rate after 1 year of use. Women who binged 'weekly or more often' had similar odds of using less effective contraception as women who 'never' binged (p > 0.05). Younger Māori or Pacific women (odds ratio = 5.99; 95% confidence interval of odds 1.15 – 31.2; p = 0.033) and women who had no tertiary education (odds ratio = 1.75; 95% confidence interval of odds 0.00 – 3.06; p = 0.052) had higher odds of using less effective contraception. Conclusion: With 20% of women at risk of an alcohol-exposed pregnancy, public health measures to address alcohol consumption and the effective use of contraception are critical to reducing the risk for alcohol-exposed pregnancies in NZ. [ABSTRACT FROM AUTHOR]

INTRODUCTION: Previous surveys have revealed a New Zealand rural medical generalist workforce that is mainly male, older and dependent on international medical graduates (IMGs). AIMS: To provide a snapshot of the New Zealand rural medical generalist workforce in 2014 and to make comparisons with the urban medical generalist workforce. To assess future workforce losses and find ways to address them. METHODS: In March/April 2014, a survey of members of The Royal New Zealand College of General Practitioners used the SurveyMonkey tool. A comparative analysis was undertaken of self-identified rural and urban respondents. RESULTS: The response rate was 55.9% (2525/4514). Of the 2203 working respondents, 17.1% self-identified as rural, working in rural general practice or rural hospital medicine. Compared with urban respondents, more rural generalists were male (57.5% rural vs 45.5% urban; P < 0.01), aged ⩾ 55 years (38.2% rural vs 32.6% urban; P = 0.04) and involved in teaching (53.0% rural vs 30.0% urban; P < 0.01). IMGs were an integral part of the rural generalist workforce (52.8% rural vs 38.7% urban; P < 0.01). More rural generalists worked ⩾ 36 h per week (66.8% rural vs 50.4% urban; P < 0.01) and they were more likely to retire within the next 10 years (40.4% rural vs 34.7% urban; P = 0.0417). DISCUSSION: The rural medical generalist workforce continues to be mainly male, older and consist of a high proportion of IMGs. Findings confirm the fragility of this workforce and highlight the need for renewed efforts to improve recruitment and retention. [ABSTRACT FROM AUTHOR]

Purpose: This study analyses the different factors contributing to the retention and turnover of local- and overseas-born workers in the elderly care sector as an integral part of ensuring a stable workforce and quality care for the growing elderly population. Design/methodology/approach: Using a respondent-driven sampling method, a sample of individuals who worked or are working in residential aged care facilities in Dunedin, New Zealand were surveyed. Findings: The factors associated with intention to stay or leave are not necessarily the same factors influencing workers to leave. Practical implications: Policies need to consider how to make workers want to stay and address the issues that make workers leave the aged care sector. Social implications: Results of this study can be used to develop more relevant labour and migration policies that reflect a more grounded insight into the experiences of those who are directly and personally affected by these policies. Originality/value: There are limited international or national empirical studies on the economics of care worker migration and the labour market. This study can provide practical policy advice to help improve recruitment and retention strategies for care workers in countries dependent on global labour markets for health workers. In New Zealand, changes in policies concerning remuneration and immigration highlight the importance of ensuring that care worker needs are met both financially and in terms of institutional support. [ABSTRACT FROM AUTHOR]

Understanding employability for Māori, the Indigenous peoples of Aotearoa New Zealand (NZ), is an under researched area. The dominant Western culture, structures and practices in university and industries within NZ have obscured Māori presence and limited Māori student's expression of their own cultural identity. The current employment environment in NZ is starting to appreciate and recognize the contribution of Māori values and principles in the workplace. The demand for Maori employees competent in tikanga (Māori protocols) and Te Reo (Māori language, one of three official languages of NZ) is on the rise. We highlight the need to explore ways to change Higher Education and work-integrated learning (WIL) to better enable and encourage students to explore their cultural identity and add value into the workplace by bringing their 'whole selves' and their 'superpower'. This study adopted a case study methodology to examine employability from a Māori perspective. [ABSTRACT FROM AUTHOR]

This paper estimates the economic cost of lost production in New Zealand due to the abuse of alcohol. Four categories of lost production are examined including excess unemployment amongst abusers, decreased efficiency of abusers in the workforce, temporary withdrawal from the work force due to alcohol induced illness or accident, and permanent withdrawal from the work force due to the premature death of abusers. Assuming full employment, a 4.3% prevalence rate of alcohol abuse, and a 3 : 1 ratio of male to female abusers, the study presents estimates of costs for a range of possible abuser employment levels. The findings indicate that the cost of lost production due to alcohol abuse was between $582 million and $770 million for the 1981/82 financial year. This was equivalent to between 2% and 2.3% of GNP for that year.

Workforce ageing is likely to lead to labour and skills shortages. Many governments are seeking to increase workforce participation by older workers and to discourage early retirement. Thus factors that influence retirement decisions are important in both personal and policy terms. Information on a range of factors, including health and financial circumstances, is reviewed in this paper, with particular reference to New Zealand sources, especially the Health, Work and Retirement Study. The findings of the qualitative interviews that were part of this study illustrate how the influences interact, and highlight the importance of life-course factors, both personal and contextual, which underlie decisions about workforce participation in mid- and later life. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to provide a descriptive profile of the personal characteristics and socio-economic circumstances of a cohort of young parents (N = 155) who had full-time care of at least one dependent child at 25 years of age. In addition, we investigated the extent to which these families were faced with material hardship and adverse living conditions, and examined the life-course pathways and concurrent risk factors that place young families at elevated risk of material hardship. Employing longitudinal data from the Christchurch Health and Development Study, the results showed that around one in five of these young families were experiencing moderate to severe material hardship. Higher levels of material hardship were predicted by a range of antecedent and concurrent life-course experiences, including family socio-economic status in childhood, mental health problems in adolescence, family structure, and employment- and income-related factors in young adulthood. These findings are discussed in light of current social and economic policy for income maintenance, employment facilitation and welfare reduction. [ABSTRACT FROM AUTHOR]

To understand young people's expectations of, and experience with sexual healthcare in New Zealand. Online survey of 15–24 year olds in a region with high socioeconomic deprivation, with selected outcomes compared for Māori and Europeans. Of 500 respondents, 60% had received sexual healthcare (74.3% in general practice) and 81% were happy with care received. Fewer Māori and people not in education, employment, or training reported positive experiences of sexual healthcare on arrival and in the consultation. Findings highlight the need for equitable delivery of youth-friendly, culturally safe, sexual and reproductive healthcare in general practice settings. [ABSTRACT FROM AUTHOR]

This article reports the findings of a qualitative study of first instance New Zealand employment tribunal decisions concerned with employee dismissal for social media misconduct. There are two main findings. The first relates to the legal approach to employee dismissal for social media misconduct developing in New Zealand. The decisions show New Zealand decision-makers are following the approach in other jurisdictions of treating social media misconduct dismissals as involving a balance between public and private considerations of employment conduct and calculating harm in the employment relationship. However, the decisions do not only track the emerging legal approach to social media misconduct in employment. The decisions are also a record of how social media is affecting employment relations within New Zealand. They are not only legal but also social records. The second finding relates to what the decisions reveal about employment and social media in New Zealand. The sample showed something different from other similar studies. In New Zealand, there was a large cluster of decisions where social media facilitated gender-based harassment. This finding resonates with wider research into New Zealand workplaces that suggests an enduring toxic culture where gender-based harassment is normalized. [ABSTRACT FROM AUTHOR]

Recent changes in New Zealand law decreased the cost of dismissing employees within their first 3 months with an employer, with the aim of encouraging firms to increase hiring by reducing the associated risk. We use monthly linked employer–employee data and exploit the staggered introduction of the policy to estimate its effect on hiring. We find that the policy had little effect on the number of hires, the hiring of jobseekers of unknown quality, or the stability of employment. Our results suggest that policies that temporarily lower dismissal costs do not necessarily increase firm hiring. [ABSTRACT FROM AUTHOR]

Recent changes in New Zealand law decreased the cost of dismissing employees within their first 3 months with an employer, with the aim of encouraging firms to increase hiring by reducing the associated risk. We use monthly linked employer–employee data and exploit the staggered introduction of the policy to estimate its effect on hiring. We find that the policy had little effect on the number of hires, the hiring of jobseekers of unknown quality, or the stability of employment. Our results suggest that policies that temporarily lower dismissal costs do not necessarily increase firm hiring. [ABSTRACT FROM AUTHOR]

INTRODUCTION: Intentional self-poisoning or self-harm through poisoning, is a common cause of presentations to emergency departments (EDs). National datasets do not allow identification of the substances most commonly used in hospital-treated intentional self-poisoning in New Zealand, nor do they capture sources of these substances. AIM: To investigate the specific substances used in intentional self-poisoning and the sources from which they are obtained. METHODS: In this cross-sectional study, information about the demographics and presentation particulars of intentional self-poisoning patients aged ≥16 years, presenting to three public EDs, as well as the substances they used in the self-poisoning event and the sources of these agents, were collected prospectively. RESULTS: A total of 102 patients were recruited from the potentially eligible 1137 intentional self-poisoning patients presenting to the three EDs during the study period. Seventy per cent used their own prescription medications and 24% used medicines they purchased themselves. Paracetamol and ethanol were most commonly encountered substances. Patients presented a median of 1.9 h after exposure (interquartile range 1.0–3.3 h), 62% self-referred, 60% presented to the ED in the evening or at night and 66% were triaged into Australasian Triage Scale 3 (to be seen within 30 min). Two-thirds were referred to emergency psychiatric services. DISCUSSION: Collecting specific substance information, such as from this study, can assist in planning specific activities to prevent intentional self-poisoning. As most people used their prescribed medicines, the findings can inform and assist doctors in their prescribing practices when they manage patients at risk of self-poisoning. [ABSTRACT FROM AUTHOR]

We analyse trends in average wage growth in New Zealand from 1997 to 2015, focusing on the contributions of within‐group wage growth and employment compositional changes, and whether there have been secular or cyclical changes in these contributions. Real wage growth was mildly pro‐cyclical over the period, and has been weaker during the recovery from the global financial crisis. We estimate that within‐group wage growth dominated aggregate wage growth, and compositional changes provided only trivial contributions. Furthermore, within‐group wage growth is primarily from constant composition wage growth, contributing on average 0.9 per cent to annual wage growth, while improvements in observable human capital characteristics of workers contributed 0.4 per cent on average. [ABSTRACT FROM AUTHOR]

The article examines statistics on strikes in New Zealand during the 1950s and 1960s, and the relevance of the statistics to labor law and legislation. The article describes the history of government policy on industrial relations and conflict management in New Zealand. Characteristics of labor conflicts between 1952 and 1970 are detailed. Working conditions and wages are named as issues that lead to labor conflicts and strikes. The authors address the ability of law and legislation to resolve labor conflicts and prevent strikes.

Combining motherhood and paid work presents a significant challenge for many women. We asked 2388 working New Zealand mothers of infants about their biggest highlight and challenge since the birth of their child. Thematic analysis revealed the top three reported highlights were Enjoyment of the Child (40%), Child Development (29%) and Attributes of the Child (16%). The top three challenges included Time Management (24%), difficulties with maternal role and responsibilities (21%) and work-related challenges (18%). Using logistic regression, working was more likely to be reported as a challenge by mothers who worked longer hours, returned to work when their infants were younger, had greater household incomes, or expressed concern about negative career consequences if they stayed on leave. Working was less likely to be reported as a challenge for mothers whose infants had health or developmental problems and who ‘wanted to get out of the house’. Practical implications are explored. [ABSTRACT FROM AUTHOR]

Objectives: To assess whether contemporary solvent exposures in the vehicle collision repair industry are associated with objectively measured neuropsychological performance in collision repair workers. Methods: The RBANS battery and additional tests were administered to 47 vehicle collision repair and 51 comparison workers randomly selected from a previous questionnaire study. Results: Collision repair workers performed lower on tests of attention (digit span backwards: -1.5, 95% CI -2.4, -0.5; digit span total: -1.7, CI -3.3, -0.0; coding: -6.1, CI -9.9, -2.8; total attention scale: -9.3, CI -15.9, -2.8) and the RBANS total scale (-5.1, CI -9.1, -1.2). Additional tests also showed deficits in visual attention and reaction time (Trails B: -11.5, CI -22.4, -0.5) and motor speed/dexterity (coin rotation dominant hand & non-dominant: -2.9, CI -5.3, -0.4 and -3.1, CI -5.6, -0.7 respectively). The strongest associations were observed in panel beaters. Applying dichotomised RBANS outcomes based on the lowest percentile scores of a normative comparison group showed strongly increased risks for attention (5th percentile: OR 20.1, 95% CI 1.5, 263.3; 10th percentile: 8.8, CI 1.7, 46.2; and 20th percentile: 5.1, CI 1.5, 17.6, respectively). Those employed in the industry for ≤ 17 years (the median work duration) generally had lower scores in the attention domain scale and RBANS total scale compared to those employed >17 years suggesting a healthy worker survivor bias, but trends were inconsistent for other domains. Conclusions: This study has found significant deficits in cognitive performance in collision repair workers despite low current airborne exposures in New Zealand. [ABSTRACT FROM AUTHOR]

This is an empirical study of the origin, demographics and fate of two cohorts of high-growth firms in New Zealand. Customised data on high-growth firms, covering 1125 and 1067 firms in the 2005 and 2008 cohorts, respectively, came from government sources. High-growth firms are smaller, more likely to emerge in service industries and grow through the creation of multiple separate establishments. The ability to sustain high-growth is independent of pre-growth age and employment size. High-growth firms have death rates up to four times greater than other contemporary firms, but the survivors do retain their employment size, continuing to contribute disproportionately to employment for some years beyond their initial high-growth phase. The demonstrated inability of high-growth firms to sustain high growth suggests a rethink on how ‘high growth’ is defined, with future research focusing on sustained growth firms. [ABSTRACT FROM AUTHOR]

Background: To more accurately quantify the potential impact of the neighbourhood environment on adults' physical activity (PA), it is important to compare environment-PA associations between periods of the day or week when adults are more versus less likely to be in their neighbourhood and utilise its PA resources. We examined whether, among adults from 10 countries, associations between objectively-assessed neighbourhood environment attributes and moderate-to-vigorous physical activity (MVPA) varied by time of the day and day of the week. The secondary aim was to examine whether such associations varied by employment status, gender and city. Methods: This cross-sectional study included 6,712 adults from 14 cities across 10 countries with ≥1 day of valid accelerometer-assessed MVPA and complete information on socio-demographic and objectively-assessed environmental characteristics within 0.5 and 1 km street-network buffers around the home. Accelerometer measures (MVPA min/h) were created for six time periods from early morning until late evening/night, for weekdays and weekend days separately. Associations were estimated using generalized additive mixed models. Results: Time of the day, day of week, gender and employment status were significant moderators of environment-MVPA associations. Land use mix was positively associated with MVPA in women who were employed and in men irrespective of their employment status. The positive associations between MVPA and net residential density, intersection density and land use mix were stronger in the mornings of weekdays and the afternoon/evening periods of both weekdays and weekend days. Associations between number of parks and MVPA were stronger in the mornings and afternoon/evenings irrespective of day of the week. Public transport density showed consistent positive associations with MVPA during weekends, while stronger effects on weekdays were observed in the morning and early evenings. Conclusions: This study suggests that space and time constraints in adults' daily activities are important factors that determine the impact of neighbourhood attributes on PA. Consideration of time-specific associations is important to better characterise the magnitude of the effects of the neighbourhood environment on PA. Future research will need to examine the contribution of built environment characteristics of areas surrounding other types of daily life centres (e.g., workplaces) to explaining adults' PA at specific times of the day. [ABSTRACT FROM AUTHOR]

The article presents an analysis of the educational profile of the New Zealand state sector and the preparation of universities for graduates to work in the wider state sector and the importance of active involvement of the government in shaping graduate profiles.

INTRODUCTION: Almost a decade on from the New Zealand Primary Health Care Strategy and amidst concerns about funding of health promotion, we undertook a nationwide survey of health promotion providers. AIM: To identify trends in recruitment and turnover in New Zealand's health promotion workforce. METHODS: Surveys were sent to 160 organisations identified as having a health focus and employing one or more health promoter. Respondents, primarily health promotion managers, were asked to report budget, retention and hiring data for 1 July 2009 through 1 July 2010. RESULTS: Responses were received from 53% of organisations. Among respondents, government funding for health promotion declined by 6.3% in the year ended July 2010 and health promoter positions decreased by 7.5% (equalling 36.6 full-time equivalent positions). Among staff who left their roles, 79% also left the field of health promotion. Forty-two organisations (52%) reported employing health promoters on time-limited contracts of three years or less; this employment arrangement was particularly common in public health units (80%) and primary health organisations (57%). Among new hires, 46% (n=55) were identified as Maori. DISCUSSION: Low retention of health promoters may reflect the common use of limited-term employment contracts, which allow employers to alter staffing levels as funding changes. More than half the surveyed primary health organisations reported using fixed-term employment contracts. This may compromise health promotion understanding, culture and institutional memory in these organisations. New Zealand's commitment to addressing ethnic inequalities in health outcomes was evident in the high proportion of Maori who made up new hires. [ABSTRACT FROM AUTHOR]

The article looks at the developments in modern central banking in terms of price and fiscal stability. Central banks in developed nations like New Zealand, Australia and Sweden imposed financial policies focusing on particular values or range for inflation rates, where the approach has boosted financial activity and employment. The Central Bank of Chile complied to the U.S. interest rate cycle to maintain fiscal stability despite the global effects of the Great Recession.

This article constructs seven leading indexes of New Zealand employment and assesses their relative usefulness in terms of forecasting quarterly employment growth. Leading indexes have been widely used since their introduction in the late 1930s. One construction method dominated until academic research interest into alternative techniques re-appeared in the late 1980s. What has been missing so far in the literature is a thorough comparison of old and new techniques in terms of forecasting performance. This article is a step in that direction. The methods covered here reflect varying degrees of technical sophistication, ranging from simple scoring of changes to relying on frequency domain methods to extract dynamic latent factors from a large dataset. The results show that no single index dominates in terms of forecasting employment growth one to four quarters ahead. This suggests that relying on a suite of models may be the optimal forecasting strategy. [ABSTRACT FROM AUTHOR]

This article analyses changes in the distributions of working-age individuals' earnings and total income in New Zealand over the period 1998–2004. We find that there have been broad gains in income across the distribution, suggesting the spoils of growth have been shared widely. Mean and median earnings increased 15 and 23 per cent respectively, while mean and median income increased 12–13 per cent. Inequality, as measured by the Gini coefficient, was more stable: earnings inequality fell 4 per cent, while income inequality was unchanged. The main drivers of the changes were employment and real wage growth. We estimate that roughly one-half of the growth in average incomes was due to employment growth, and one-quarter each to demographic changes and wage growth. The relative employment and wage contributions varied across the income distribution: employment growth dominated gains at the lower end of the distribution, while wage gains dominated changes at the higher end. [ABSTRACT FROM AUTHOR]

A comparison of developments in part-time work in New Zealand, the Netherlands and Denmark shows three very different trends. The Dutch are moving towards a‘part-time economy’, the decline in Danish part-time employment confounds the common expectation of rising atypical employment, while the New Zealand case illustrates some of the negative employment outcomes often associated with part-time employment and provides a contrast to the negotiated, tripartite solutions found in the Netherlands and Denmark. Overall, the diversity in part-time work patterns raises important theoretical and public policy questions, such as the interaction between institutional and preference changes, gender patterns and union strategies. [ABSTRACT FROM AUTHOR]

In May 1991, a new labor statute, the Employment Contracts Act, was implemented in New Zealand. By creating a regime based on freedom of association, the Act transforms the basis for bargaining and is likely to lead to greatly increased flexibility and heterogeneity in employment contracts. However, the Act falls short of establishing a framework for free contracting in the labor market, instead mandating a range of minimum standards for employment contracts. This reflects a primary concern on the part of legislators with freeing up bargaining processes, rather than reviewing the overall case for prescriptive regulation of employment contracts. [ABSTRACT FROM AUTHOR]

Background: Construction workers are at elevated risk of suicide. MATES in Construction (MATES) is one of the few suicide prevention programs that explicitly address this problem. The MATES program includes an integrated system of services that supports prevention, early intervention and recovery (i.e., primary, secondary and tertiary prevention) for mental health problems among construction workers. In this protocol, we describe a proposed evaluation of MATESmobile, an electronic platform which will be accessed by workers who have undergone MATES training. Methods/design: In this protocol, we describe a Randomised Controlled Trial (RCT) which seeks to assess whether MATESmobile results in improved literacy regarding suicide prevention, and improved help-seeking and help-offering attitudes among those who have attended MATES training. Secondary outcomes include changes in suicide ideation, suicide attempt and psychological distress. Workers will be recruited prior to MATES face-to-face training. In total, 295 workers will be randomly assigned to the intervention condition (MATESmobile + face-to-face training) and 295 will be randomly allocated to the control (face-to-face training). The intervention will run for 8 weeks. Assessments will be run immediately post intervention, and at 3, 6, and 12 months Discussion: MATESmobile offers the potential to reinforce and enhance the effects of face-to-face training, resulting in greater skills and knowledge in suicide prevention, as well as a reduction in suicidality and distress. Trial registration: This trial is registered with the Australian New Zealand Clinical Trials Registry (ACTRN12619000625178; 26 April 2019). [ABSTRACT FROM AUTHOR]