Showing papers on "Workforce published in 1970"

The Benefits of Leader Communication On Part-Time Worker Outcomes: A Comparison Between Part-Time and Full-Time Employees Using Motivating Language

Abstract: This study presents findings on the differential effects that leader communication has on worker performance and job satisfaction for part-time and full-time workers. For both part- and full-time employees, structural equation model results indicate that leader communication, as measured through motivating language (ML) use, has the same significant and positive effect on job satisfaction. However, in the case of performance, leader ML use only has a significant relationship with the output of full-time workers. These results indicate a boundary condition to the effectiveness of leader communication, and suggest practical implications for management interventions with today's workforce. ********** Today's workforce has experienced dramatic changes in composition and structure during the past few decades, including an increased presence of part-time workers. This form of employment can be quite advantageous to business since it offers staffing arrangements that are more cost-effective and adaptable to economic conditions, can enhance morale, and boost retention of high quality employees who prefer nonstandard work hours (Anonymous, 1996). Recent estimates claim that approximately 16 to 18% of the U.S. workforce is now comprised of such employees, a substantial increase from 12.1% in 1957 (Bureau of Labor Statistics, 1998; Stamper & Van Dyne, 2001; Tilly, 1991). Yet despite this growing reliance on part-time employees, both managers and management researchers know very little about the relevant best practices in motivation. As a result, many of the anticipated cost and performance advantages that have been associated with part-time work may be at risk (Rotchford & Roberts, 1982; Stamper & Van Dyne, 2003). We addressed this knowledge gap by investigating the impact of leader communication on two key motivational markers for part-time employees, job satisfaction and performance. In brief, we compared structural equation model (SEM) results for part-time and full-time employees to determine if there were notable differences between the groups. In the case of part-time employees, the results imply that leader communication significantly enhances job satisfaction, but not performance. In contrast, the sample of full-time workers showed significant improvements in both job satisfaction and performance when more positive leader communication practices were observed. These insights and their related implications will be discussed in the following sections: part-time employment trends, leader motivating language-including a model and hypotheses, methods, results, and discussion, which presents recommendations. Part-Time Employment Trends This section gives a short overview of important trends and demographics related to part-time workers including economic factors, definitions, gender, tenure, and status characteristics, variations among subcategories, and motivational research to date. To begin, many economic factors have led to the expansion of part-time employment in the last few decades. Feldman and Doerpinghaus (1992) identified some of these influences as attempts to reduce payroll costs, an economic shift towards 24/7 services, scheduling requirements of labor dependent industries, and just-in-time employment as a response to fluctuating business cycles. Although part-time employees now constitute almost 20 percent of the U.S. work force, they often coexist or are confounded with other groups of nontraditional workers. Thus, some definitions may be helpful to avoid potential confusion. Part-time employees, technically those persons who work less than thirty-five hours per week, are often included in the broader category of contingent work, a classification which the Bureau of Labor Statistics also applies to such workers as the self-employed, contract personnel, on-call hires, leased employees, and temp agency workers (FairJobs.org, n.d. …

Labour Market Adjustment and Women in the Service Industry: A Survey

Abstract: The celebration in 1993 of a century of women's suffrage in New Zealand has brought even more sharply into focus the uneven impact of the Employment Contracts Act on the workforce From the outset, debate about the effects of the Employrnent Contracts Act had focused for some on the likely impacts on women workers This study is located firmly within the tradition of national and international literature front a range of disciplines including economics, industrial relations, sociology:- law and history, which describes a segmented labour market and labour process One aspect of labour segmentation theory is gender segmentation, that is, the location of women and men in the labour market and their comparative situations Much theoretical work and empirical research has been done to describe where women are located in the labour market, why they are located there, and that effects that location has upon them Even within this field of study there is a wide range of subjects for analysis For example, the subjects can range from the gender earning gap (Blau and Kahn, 1992) and occupational structures (Terrell 1992) to the challenge of "flexibility" and the pool of labour women traditionally provide (Walby, 1989) Even the concept of skill itself has bad to be revisited by the gender segmentation theorists (Bervoets and Frielink, 1988) Much of the theoretical framework within which these scholars cited have written, along with numerous others, was codified in the 1970s and 1980s in response to Harry BravetJnan's classic mould-breaking \Vork Labor and Monopol)' Capital published in 1974 Writers such as Phillips and Taylor (1980), Cockbwn (1981, 1983, 1985) and Beechey (1982) remain some of the leading contributors to the discussion and ongoing analysis about women in the vvorkforce As industrial relations regimes and bargaining structures have altered in the 1980s and on into the 1990s, the changes have been observed to impact differently upon different segments of the labour market

Barriers to Employment

Abstract: The 'baby boomers' are now approaching their 'third age' with many people able to live fit, active, healthy lives well beyond that experienced by previous generations. The 'third age' supposedly a time to take up new challenges, or explore new directions, has become possible through life span gains resulting from health and technological advances. For many who are approaching or now in their 'third age', however, the opportunity to continue working appears to be a risk. While it is now possible for 'third agers' to be active in the workforce up to and well beyond the previous retirement age, many older workers experience barriers to remaining in or returning to the workforce. This research, based on semi-structured interviews with eleven employers, identifies three main themes that are perceptual, cultural and developmental barriers to 'third age' workforce participation. Each of these themes has developed around the changes that have occurred since many 'third agers' began work. At the same time employers are experiencing skill shortages that are predicted to continue and increase in the future. If employers are to maximise their potential workforce and meet the challenges of the ageing population, diversification of their workforce to include all ages will be necessary.

The economics of oral health and health care

Abstract: This paper describes the principles of economics and their application to oral health and health care. After illustrating the economic determinants of oral health, the demand for oral health care is discussed with particular reference to asymmetric information between patient and provider. The reasons for the market failure in (oral) health care and its implications for efficiency and equity are explained. Moreover, it is described how economic evaluation can be used to maximize oral health gains in scenarios of scarce resources. The behavioural aspects of patients´ demand for and dental professionals´ provision of oral health services are discussed. Finally, methods for an optimized planning of the dental workforce are discussed.

Negotiation and Dictation in Employment Contract Formation in New Zealand

Abstract: Previous research reports had identified and catalogued three separently distinct employer approaches to the development of collective employment contracts under the Employment Contracts Act 1991: dealing directly with the workforce, dealing directly qith employees individually and dealing with employee representatives. This paper shows through further analysis of research data that the first two of these approaches are more properly grouped with the development of individual contracts under a non-negotiation model, in which employers rarely moved significantly from initial contract proposals once presented, and in which the rate of adoption of employee concessions proposed by employers was very high. In contrast is a largely unionised representative collective negotiations model, in which parties exhibited conventional bargaining behaviour, and in which the adoption rate of employer proposed employee concessions was significantly below that of the non-negotiation model. Workforce size and pre-Act union strength are seen to be the primary factors associated with the likelihood of employers being involved in the unionised negotiation model.

Plus Ca Chage...: The Employment Contracts Act and Non-standard Employment in New Zealand, 1991-1995

Abstract: The aim of this paper is to discuss and analyse changes in the incidence and distribution of non-standard employment in New Zealand since the introduction of the Employment Contracts Act in May 1991. Non-standard employment is defined as employment that is not permanent and full-time. The analysis is based upon data from national surveys, one of 2000 workplaces in May 1991 and another of 5,200 workplaces in May 1995. One of the chief policy objectives of the Employment Contracts Act was to enhance labour market flexibility. Non-standard employment is one indicator of labour market flexibility. Accordingly, the degree of change in non-standard employment is one indicator of the Act's success or lack of it in achieving its policy objectives. The results show that the Act has not been associated with a substantial growth in non-standard employment. The 1995 New Zealand labour force looks a lot like the 1991 labour force. The proportion of permanent full-time employees has hardly changed since 1991, and remains at more than two-thirds of the workforce. The two areas of employment to show substantial change were casual employment, which has declined since 1991 and fixed term employment which has increased. The change in casual employment is in the reverse direction from that expected by both critics and supporters of the Act. The data also show, however, that while employers expect permanent full-time employment to remain predominant, they also expect non-standard employment to rise considerably in the next five years.

RESEARCH NOTE: Unions and Union Membership in New Zealand: Annual Review for 1995

Abstract: This note reports our most recent survey of unions and union membership in New Zealand for the year ended 31 December 1995. It builds on our earlier surveys for the 31 December years for 1991-1994. The pattern already firmly established of declining union membership has continued with unions losing a further 13,700 members in the most recent year. This represents a decline of 3.6 percent over the number of union members at 31 December 1994. These losses occur at a time when the workforce (as measured by the Household Labour Force Survey) continues to grow and accordingly union density has fallen more sharply than has union membership itself.

The Structure of Bargaining under the Employment Contracts Act

Abstract: Under the Employment Contracts Act 1991, the stucture of contracting is left for negotiation beteeen the parties, rhetorically so that the parties can fashion mutually satisfactory arrangements attuned to their particular ne,eds and circumstances. This paper presents survey data that dernonstrates thatJ while the extent of employee concessions differs benveen individual and collective contracts patterns of contract structures are developing by workforce size and pre-Act union strength and show no relationship to the market circunzstances or cost pr,essures under "which firms operate. "Decisions on bargaining structure are at the hean of the management of industrial relations" (Kinnie, 1987:463). The purpose of this paper is to report, through the presentation of research data, on the structure of bargaining, and associated contract structures, emerging under New Zealand's Employment Contracts Act of 1991.

The Multicultural Workforce: The Role of Employers as Gatekeepers

Abstract: Most firms in Auckland are characterised by a structure which has broad, largely Polynesian base with a smaller totally white executive peak. Employers, as the principal gatekeepers controlling access to the resource of employment, have contributed to this imbalance by limiting the job opportunities available to the Pacific Islander. In relation to th1s, management needs to reassess its attitudes and practices, and the new Human Rights Commission Act may be a suitable incentive.

The New Zealand Workforce: 1950-2000

Abstract: In this paper, the author presents an historical perspective on the New Zealand labour market, placing the present employment crisis into its post-war perspective. The structural recession which commenced in the mid-1980s has placed huge stresses on the working age population. Just as the 1930s depression had a long-term impact on female workforce participation, the present crisis can be expected to permanently modify labour supply trends. The analysis focuses on income effects, with particular reference to responses to expectations of and changes in household incomes.

The Origin, Family Structure and Labour Supply of Overseas Born Nurses

Abstract: Although a third of nurses in New Zealand are born overseas, little is known about their composition. Among OECD countries, the reliance on overseas trained health professionals is currently strong and growing. Globally, as the population ages, and fertility rates decline, the demand for health professionals, particularly doctors and nurses is projected to increase over the next 20 years. It is estimated that in the OECD countries, 11 percent of employed nurses and 18 per cent of employed doctors were foreign born, however there are significant differences between the foreign-born and foreign-trained health professionals (OECD 2007). The purpose of this paper is to gain an understanding of the origin of overseas-born nurses, their labour market outcomes and their family structures. In the OECD countries, the main countries of origin of foreign-born doctors and nurses are India and 1he Philippines respectively. In New Zealand nurses from Great Britain form the largest supply of migrant nurses followed by the Philippines. Overall, nurses were more likely to migrate as part of a family unit compared to other occupational groups like doctors, however differences were observed by nationality. The proportion of international nursing students has also grown, from 1 percent (of total enrolments) in 1995 to 7 percent in 2006. The proportion of registered nurses who were born in New Zealand has also changed and decreased from 82 percent in 1991 to 72 percent in 2006. These differences are more evident when examined by age groups. Our study illustrates that severe staff and skill shortage within the health systems of developed countries such as New Zealand has led to the rise in migration of nurses, leading to significant changes in the proportion of nurses who were horn in New Zealand and overseas. The shift from a primarily New Zealand born to an increasingly diverse nursing workforce raises some challenges and opportunities when delivering services to a diverse range of clients.

Working Across the Ditch: New Zealand in Australia

Abstract: This paper investigates the skills and employment profile of prime aged New Zealand born people (aged 25­54) working in Australia, using information sourced from both the New Zealand and Australian Population Censuses conducted in 2006 This information contributes to an understanding of the labour market impact of the mix and movement of skills between New Zealand and Australia The results show that New Zealand born people working in Australia on average held a similar level of education to those in New Zealand However, they were less well qualified on average than the Australian workforce New Zealanders working in Australia also tended to be under­represented in higher skilled work A relatively high proportion worked at the lower end of the skill spectrum, in jobs such as machinery operators and drivers They were under­represented in professional occupations as well as fast growing service related occupations in sales and retailing The paper shows that one of the contributing factors to this is the greater income gap between New Zealand and Australia in some lower skilled jobs, such as machinery and plant operators These findings partly counter the anecdotal suggestions of a ‘brain drain’ to Australia There is also evidence that the number of New Zealanders who return home after a spell in Australia is perhaps greater than sometimes assumed New Zealand and Australian Census results show that between 2001 and 2006 more than four workers returned to New Zealand for every 10 going to Australia

Employer-Funded Education and Training - Who Receives it?

Abstract: This paper explores variations in the receipt of employer­funded education and training across the workforce, identifying which individuals and groups are most likely (or least likely) to receive further education or training with their employer’s financial support It analyses new data that were collected in Statistics New Zealand’s Survey of Working Life (SoWL) 2008 Average training rates and training days are described for different groups of employees Regression models are then used to estimate the likelihood of receiving training for people with different personal, job and employer characteristics Thirty­one percent of employees were identified in the SoWL as having received some employer­funded education or training in the previous 12 months Consistent with the evidence from the international literature, we find employer­funded education and training to be unequally distributed across the workforce

Effects of Multiple Job Holding on the Work-Life Balance

Abstract: Multiple job holding is a significant feature of the contemporary New Zealand labour market, with at least one in ten people actively involved in the workforce holding more than one job at a time. Research into the effects of multiple job holding on the lives of workers in three sectors shows there can be considerable impact on their work-life balance. The researchers conducted in-depth interviews with male and female health professional, farmers, and cafe or restaurant workers. The research shows that multiple job holding is comparatively well established in the agriculture and health sectors, with multiple job holders expecting to remain as such for the longer term. While multiple job holding may be equally established in the cafe and restaurant sector, the multiple jobs holders do not generally expect to remain so for long so the multiple job holding appears more transitional. Multiple job holders, who typically work long hours, are motivated by a range of factors, with economic reasons dominating. However, personal factors and pulling together a portfolio of work are also important. Overall, workers interviewed in the three sectors tend to hold their jobs because they want to rather than because they have to. Nevertheless, multiple job holding affects lives outside work, particularly family activities, participation in leisure and exercise, and community involvement. These effects on work-life balance vary by sector.

Small Retailer Employment of Older Workers: An Assessment

Abstract: This paper focuses on a study which examined the employment of older workers by small retailers in the United States. It considers the literature on the future role of senior employees in the economy, the merits of hiring these individuals, their needs, and steps which can be undertaken to improve their motivation and make them more productive. Further, it sets forth the results of an empirical investigation into the senior citizen employment practices of small retailers, advantages and disadvantages of employing seniors, and expected future employment trends. The manuscript concludes with a discussion of the implications of these patterns for small retailers. Introduction The past several decades have witnessed an aging of the United States population, as those in the baby boom generation and their progeny move on into maturity. This trend continues, as the median age of the country advances rapidly and steadily with the passage of time (Moyers & Dale, 2004). Improvements in nutritional practices, exercise patterns, and medical care have resulted in larger numbers of individuals who reach age 65 and beyond. In turn, many of these experience mental and physical health status that is superior to that of previous generations. Further, large numbers of seniors evidence a preference for expanding their working years beyond age sixty-five, either on a full-time or a part-time basis (Dychtwald, Erickson, & Morison, 2004). Some small retailers are confronted with difficulty in recruiting, hiring and retaining capable employees and have vacant positions in both the skilled and unskilled ranks (Kraut, 2005). This pattern is perhaps most evident in regions of the country experiencing substantial economic growth, such as portions of the Southwest and Southeast. Various means of acquiring additional sought employees are available, but one that appears to possess considerable potential is to hire and retain older workers. For some small retailers, this may be the superior alternative (Peterson & Spiker, 2005). Objectives of the Study The study which this manuscript addresses focused on several objectives: 1. To provide insights on the degree to which small retailers in the United States employ older workers. 2. To uncover advantages of employing older workers, in the opinion of small retailers. 3. To uncover problems associated with employing older workers, in the opinion of small retailers. 4. To assess expected future hiring and retention intentions for older workers among small retailers. Review of the Literature The literature contains various articles which consider recruiting, hiring, and retaining seniors for positions in business and not-for profit organizations (Sullivan & Duplaga, 1997). However, a substantial proportion of the studies cited in the articles have been generic and have not focused on small business in general or small retailing in particular (Greller & Stroh, 2004). Further, some of the literature contains narratives reflecting the authors' opinions and case studies of individual firms, rather than statistical analysis which considers multiple companies (Bell, 2001). While valuable, these inquiries do not provide comprehensive coverage of the status of small retail business employment patterns. Studies indicate that the workforce in the United States is aging rapidly and will continue to do so well into the twenty-first century ( Purcell, 2005; Fusaro, 2001). Current labor shortages were caused by unusually low birth rates among Baby Boomers and recent (sometimes early) retirements by these individuals. In turn, the shortages are particularly acute in various skill-demanding occupations, and in some parts of the country. Given the relatively small magnitude of new entrants into the labor force and the potentially large number of Boomer retirements on the horizon, labor shortages are likely to become significant during upcoming decades. …

The growth and gender composition of new zealand's information work force

Abstract: This paper documents the continuing growth and gender composition of New Zealand's information work force, at the aggregate level as well as by major occupation groups, over the period 1976-96. Information occupations have been selected from five-yearly Census occupation data at the four-digit level. After lagging behind the US in the past, the relative size of New Zealand's information work force now seems similar to that of the US. By / 996, about 55 percent of the female workforce was employed in information occupations, compared to 40 precent of the male workforce. There seems to have been relatively faster up skilling of the female information work force. The paper also briefly comments on related, but much narrower, 'knowledge worker' concepts, i.e. R&D personnel and the workers of the 'digital' economy, and 011 some of the problems encountered if one wants to relate the work force measures to endogenous growth theory. Finally, a long wish list of further research is provided.

Women at Work: Issues for the 1990s: Introduction to the Collection

Abstract: The celebration of one hundred years of women's suffrage in New Zealand in 1993 has provided a welcome opportunity to undertake something of a "stock-take" of many aspects of women's participation in the social and economic life of New Zealand. Participation in the paid workforce is one of the most important of these, given the centrality of employment and work to social identity and economic well-being. The current re-assessment has, however, raised more questions than it has answered, given the rapidly changing social and economic environment in which women work. This includes the restructuring of the economy, the growth of the service sector, social policy changes in health and education, and the greater emphasis on market regulation of many areas previously subject to legislative regulation.

Work Trends in New Zealand

Abstract: This paper presents some of the main findings from the Department of Statistics forthcoming publication New Zealand Social Trends - Work. This is the third report in the Social Trends series, the previous publications having focussed on Education and Income. The report identifies and describes major trends in work and the workforce in New Zealand during the post-war period. It is principally concerned with trends in aspects of the supply of labour

Australia and New Zealand Labour Markets: Some Similarities and Differences

Abstract: There is much media attention given to New Zealand workers migrating to Australia. Less attention has been given to directly comparing the two labour markets. We use Australian and New Zealand census and labour force survey data to build a 2006/2008 centred comparison of labour market attributes and recent trends in both countries. Key areas considered include: how did the restructuring of the New Zealand economy in the 1980s/early 1990s affect the relative rates of prime-aged male employment in New Zealand as compared to Australia; has there been the same growth in employment of women on both sides of the Tasman: how does the liming of retirement by Australians compare with that of New Zealand residents; how similar are our overall occupational patterns; are young New Zealand born tradespeople proportionately more concentrated in the Australian workforce than in New Zealand; is the occupational structure of Auslralia resident Maori similar to that of other Australian resident; and how does the balance of extended metropolitan and other labour market catchment types compare? A 2006 Australasian comparative labour market geography developed using the Coombes algorithm as implemented by Newel/ and Papps 2001 is introduced as a common framework for the comparative study of Australia and New Zealand subnational labour markets.

Industry training organisations in changing times: New research possibilities

Abstract: The tertiary education reforms have placed considerable pressure on Industry Training Organisations (ITOs), which are now required to assume "new roles as strategic leaders in skills and training needs for the industries under their coverage” (Statement of Tertiary Education Priorities (STEP) 2003-04. p. 21). This paper argues that the STEP requirement can lead 10 productive relationships between ITOs and established research organisations. It considers the new context within which ITOs now operate and offers an illustrative case study of the sort of research that can result from collaborative relationships. Specifically if reports on research commissioned by the New Zealand Industry Training Organisation (NZ/TO), which covers dairy manufacturing, meat processing, and leather processing, as part of its strategic planning. The research reported includes: an analysis of the industries covered by the NZ/TO and their economic significance: the impact of an ageing workforce and other demographic on the labour market and ifs implications for NZ/TO industries: the impact of technological change on the labour market: and some of the consequences of the continuing integration of the global economy.

Education and Training in the Labour Force

Abstract: In their 1997 green paper on tertiary education the Ministry of Education said, "to ensure our prosperity New Zealand needs to be a 'learning society' recognising the importance for all of our people to continue to develop new skills and knowledge throughout a person’s lifetime." Given the importance of an educated and adaptable workforce, there is surprisingly little information available on education and training undertaken in New Zealand. While some information is collected on those enrolled in study towards formal education qualifications, there is little available information on human capital development beyond this. One of the few sources of information is the Education and Training Survey (ETS), conducted in September 1996. This paper uses information collected in the ETS to look at the characteristics of those participating in education and training as well as the barriers to and reasons for participation in education and training. lt then goes on to compare the labour market outcomes of those people who participated in education and training with those who did not.

Occupational Health and Safety in the New Zealand Fishing Industry: Preliminary Finding of the Key Issues

Abstract: In 2008 there were approximately 3,500 registered commercial fishing vessels in New Zealand and 2,500 full­time employees working in the industry, a fraction of New Zealand’s two million plus labour force. However, in the Maritime New Zealand’s Annual Report 2000­2001 it was reported that New Zealand’s commercial fishing sector represented a disproportionately high number of maritime fatalities. With the exception of the 2007 fatality figures, the rate of Maritime New Zealand reported fatalities and accidents within the commercial fishing sector have remained fairly static. As a result, there have been a variety of initiatives implemented in this hazardous industry, for example, FishSAFE, and a number of reviews undertaken. However, unlike other sectors, implementing OHS interventions in the fishing industry has to account for a number of unique features such as the employment strata, geographical isolation of job, precariousness of employment, increasingly a diverse workforce and social issues such as substance abuse, and. This paper reports on preliminary findings based on interview data of employers and employees in the New Zealand fishing industry. In particular, it exposes a number of barriers to implementing and maintaining OHS measures, for example, increasingly tight profit margins, time pressures, and confusion around regulatory requirements. The initial findings also indicate that the command and control structure of managing staff in the fishing industry can influence individual and group perception and acceptance of risk. Finally, the paper highlights areas requiring further investigation.

Combining Work and Eldercare: A Neglected Work-Life Balance Issue

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

Schooling and Women’s Employability in the Arab Region

Abstract: The school-to-work transition is a process that young people typically go through as they complete their education and join the workforce to secure a full-time stable job that satisfies their aspirations (ILO, 2006). The ideal transition to decent work, however, was far from being the norm prior to the 2008 global economic crisis, even in developed countries, particularly for disadvantaged youth (Ryan, 2001). The transition can be long, as young people remain unemployed or employed in temporary or unsatisfactory jobs. They may not start the transition because they are still in school, or remain outside the labor force for other reasons (ILO, 2006).

Age Trends in the New Zealand and Australian Trades Workforce 1991 to 2001

Abstract: This paper reports on an investigation into the age profile of New Zealand trade workers The research was undertaken after trades employers identified that ageing trends alongside skill shortages were a significant issue for their business future The paper compares the age profile of NZ trades workers with the age profile of both the general NZ working population and that of Australian trades workers, drawing on occupational employment data from New Zealand and Australian censuses It also looks at migration patterns among trade workers in New Zealand The paper notes that New Zealand has been less effective than Australia in attraction, training or retaining young people in trades and this is a prime reason the New Zealand trade workforce was ageing faster than the Australian trade workforce in the '90s The findings suggest that, as New Zealand already faces skills shortages in some trades, there is a risk that age-related attrition will add to this in the coming years

Stuck for Choice? The Work Life Experiences of Mature-Aged Workers in a New Zealand Call Centre

Abstract: Although there has been a great deal written globally about the ageing population, and the potential socio-economic implications of aged workers on developed economies, only recently has attention been paid to how aged workers experience work in the new economy. Increasingly, there is evidence to suggest mature-aged workers experience considerable difficulties in finding work, with age discrimination becoming increasingly prevalent. This paper examines the work life experiences of 10 mature-aged workers in a New Zealand call center: Tadco where 31 per cent of the workforce comprises those in the 50 years plus age groups. Reporting on the individual accounts of aged workers in Tadco, this paper raises some contentious issues relation to the employment of aged workers, including whether mature-aged workers are filtered into precarious working conditions because of the lack of opportunities elsewhere, whether there is a deliberated strategy to hire mature-aged workers into low quality jobs, and what the motivations are behind this.