New Zealand Journal of Employment Relations 

About: New Zealand Journal of Employment Relations is an academic journal. The journal publishes majorly in the area(s): Industrial relations & Work (electrical). It has an ISSN identifier of 1176-4716. Over the lifetime, 237 publications have been published receiving 1604 citations.

Occupational stress in the Hospitality Industry: an employment relations perspective

Abstract: This article endeavours to draw attention to occupational stress amongst workers in so-called 'low risk industries' - namely the service and hospitality industries - and to explore their perceptions of stress, their attitudes to managing stress and their responses to the recent inclusion of stress in the Health and Safety in Employment Amendment Act, 2002. It is also the intention to broaden the scope of analysis by investigating a range of employment factors - such as heavy workloads, interpersonal relationships and organisational factors - which can contribute to occupational stress amongst workers. Findings from two case studies are reported and they indicate that working in the hospitality industry can be stressful and that many workers are vulnerable in terms of their poor working conditions and low wages. Consistent with other studies, it was also found that there was low trade union presence and a high rate of casualisation and staff turnover. At the same time, there was a lack of overt conflict between management and workers, with an apparent close alignment of goals between the two parties and a style of management that could be described as unitarist.

Working From Home Before, During and After the Covid-19 Pandemic: Implications for Workers and Organisations

Abstract: The Covid-19 pandemic has resulted, to date, in an estimated 29 per cent of the New Zealand (NZ) workforce moving quickly from centralised work locations to full time working from home (WFH). The literature prior to these extraordinary events suggests WFH is beneficial for employee wellbeing and performance, and organisational outcomes, notably productivity, retention, and business continuity in times of disruption. Lack of organisational preparedness, technological limitations, managerial reluctance, and the potential drawbacks of social isolation have meant that the rates of regular, planned WFH as a flexible work option have traditionally been low. This paper summarises the knowledge base of benefits and limitations of WFH prior to COVID-19 and speculates how the experiences of WFH during the pandemic are likely to shape the future of WFH for workers, organisations, and employees.

Bullying in the Health Sector: A Study of Bullying of Nursing Students

Abstract: Workplace bullying is a phenomenon that, although it has existed for decades, has only recently begun to be studied and understood. Although the international literature points towards a strong occurrence of bullying amongst nurses, there is very little New Zealand-based research. This article, therefore, examines the prevalence of bullying of nursing students while on their clinical placement from their tertiary institution and documents the experiences and perceptions of those nursing students who have been bullied. It also gauges the perceptions of students who have never experienced bullying. The results of the study outlined in the article clearly show that bullying is a problem for nursing students and that a high percentage of the bullies were senior nurses. Most disturbing was that most nursing students were aware of the patterns and implications of bullying.

Is There a Link between Workplace Health and Safety and Firm Performance and Productivity

Abstract: Research on the connection between occupational health and safety (OHS) and increasing employee productivity and performance has become topical as a result of increased interest in identifying ways to improve 'performance' in the workplace. Occupational health and safety academics have also recognised the social benefits of introducing improved health and safety standards. However, there is debate as to whether or not introducing improvements can actually increase measurable economic benefits. While most of the research has been located overseas, there is, unfortunately, little empirical New Zealand-based research in this area. Recently efforts have been made by the New Zealand Government and in particular the Department of Labour to remedy this situation and to fund research that examines the possible links between OHS interventions and firm performance and productivity as well as understand why firms implemented OHS practices within the New Zealand context. As part of this research, a comprehensive literature review on the topic was undertaken and it is this review that is the focus of the paper.

Unions and Union Membership in New Zealand: Annual Review for 2004

Abstract: This paper reports the results of Victoria University's Industrial Relations Centre's annual survey of trade union membership in New Zealand for 2004. The survey has been conducted since 1991, when the Employment Contracts Act 1991 (ECA) ended the practice of union registration and the collection of official data. This year we report changes in union membership, composition, and density from December 2003 to December 2004, taking an historical perspective to compare the industrial relations periods framed by the ECA and the Employment Relations Act 2000 (ERA).