scholarly journals Regression Results of the Union Impact on Pay  Levels in New Zealand Public Service

2021 ◽  
Author(s):  
◽  
Goldie Feinberg-Danieli

<p>International studies almost uniformly conclude that union members receive higher wages than their non-union counterparts. This study investigates differences between collective and individual salaries using the New Zealand State Services Commission's Human Resources Capability Survey 2005. It explores the impact of collective bargaining on pay by controlling for a large number of employee and employer characteristics. As very little research has been carried out on the subject in New Zealand, I focused on the international literature in order to identify the major factors that explain the magnitude of union/non-union wage differential. Major industrial changes, which have shaped the NZ public service bargaining structure and its outcomes are identified. A range of statistical tests are used to examine the pay differences between collective and individual agreements in New Zealand public service. I, first, carry out basic comparisons of the average collective and individual wages across gender, employment type, occupations, ethnicity, age, employer size and tenure, followed by numerous multivariate regressions to work out the true contributing factors to the union/non-union wage differential. Finally, I analyze the results in the unique NZ context to allow new ideas and theory to emerge and compare it to international trends. Looking at the basic comparisons, I found that, in the New Zealand public service, employees on individual agreements earn significantly higher wages then those who are covered by collective agreements. However, multivariate analyses have revealed a different picture. The study found that occupational composition is the largest contributor to the variability in collective/individual pay in NZPS. With the exception of the senior, high skilled and specialised employees, no pay differential was found between collective or individual agreements in the New Zealand public service.</p>

2021 ◽  
Author(s):  
◽  
Goldie Feinberg-Danieli

<p>International studies almost uniformly conclude that union members receive higher wages than their non-union counterparts. This study investigates differences between collective and individual salaries using the New Zealand State Services Commission's Human Resources Capability Survey 2005. It explores the impact of collective bargaining on pay by controlling for a large number of employee and employer characteristics. As very little research has been carried out on the subject in New Zealand, I focused on the international literature in order to identify the major factors that explain the magnitude of union/non-union wage differential. Major industrial changes, which have shaped the NZ public service bargaining structure and its outcomes are identified. A range of statistical tests are used to examine the pay differences between collective and individual agreements in New Zealand public service. I, first, carry out basic comparisons of the average collective and individual wages across gender, employment type, occupations, ethnicity, age, employer size and tenure, followed by numerous multivariate regressions to work out the true contributing factors to the union/non-union wage differential. Finally, I analyze the results in the unique NZ context to allow new ideas and theory to emerge and compare it to international trends. Looking at the basic comparisons, I found that, in the New Zealand public service, employees on individual agreements earn significantly higher wages then those who are covered by collective agreements. However, multivariate analyses have revealed a different picture. The study found that occupational composition is the largest contributor to the variability in collective/individual pay in NZPS. With the exception of the senior, high skilled and specialised employees, no pay differential was found between collective or individual agreements in the New Zealand public service.</p>


2006 ◽  
Vol 2 (2) ◽  
Author(s):  
Goldie Feinberg-Danieli ◽  
Zsuzsanna Lonti

What do unions do? The major objective of unions is to improve the terms of conditions of employment for their members. At the same time, unions have a considerable impact on the employment conditions of not only their own members but non-unionised workers as well. One of the most important employment terms unions negotiate is wages. As a result, wage bargaining has been identified as a primary function of unions, and differences in wages between union and non-union members are considered an important measure of union power. In most countries this differential is called the ‘union/non-union’ wage differential. In New Zealand, however, there are employees who are union members but are not covered by collective agreements, contrary to the more common occurrence in other countries (e.g. the United States and Canada), where non-union members are often covered by collective agreements. Therefore, in New Zealand the differential should be more precisely called the ‘collective versus individual’ wage differential. In this article we focus on the raw ‘collective’ wage differential, but due to convention we still call it the ‘union’ wage differential.


1991 ◽  
Vol 33 (2) ◽  
pp. 220-233 ◽  
Author(s):  
Paul Miller ◽  
Charles Mulvey

The suggestion has been made by Mulvey (1986) that trade unions may be able to influence the allocation of work paid at premium rates in favour of their members and that this may partially explain the existence of a union/non-union differential in average hourly earnings in Australia. This paper investigates both the general proposition and its particular application to the union/non-union wage differential. with respect to the distribution of paid overtime. Analysis of the Australian Longi tudinal Survey reveals that, while unions do appear to influence the distribution of overtime in favour of their members, the effect is small and would account for only about one percentage point of the union/non-union wage differential.


1970 ◽  
Vol 12 (2) ◽  
Author(s):  
Sylvia Dixon

This paper cosiders the impact of the New Zealand Nurses Association and the Public Service Association upon the development of part-tinze employment patterns in public hospital-based registered nursing. It argues that an understanding of the policies and negotiating strategies of unions and professional associations is required for a full explanation of part-time employment's uneren industrial and occupational distribution.


2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Yeni Sri Lestari

This article analyzes the history and role of the Ombudsman in improving the quality of public service delivery by government officials of a country. The establishment of the Ombudsman is an important step that is done to balance the performance of the apparatus of government in providing public services and justice to the people. This study is important as a reference many countries are working to improve the quality of public services personnel administration. Therefore, the discussion in this article is what is meant by the Ombudsman? How Ombudsman formed? The second is how the performance of the Ombudsman? And how is the impact of the Ombudsman? This study found that the background of the establishment of Ombudsman first appeared in Sweden is based on the Swedish government's efforts to create a balance of public services by government officials and the general public to the demands of globalization and democracy today. At the end of the study it was found that by taking a study on the Ombudsman parliamentary in New Zealand and the United Kingdom found that the practice of the concept of Ombudsman institutions have a positive impact to the management of the public service, it then becomes the impetus for other countries to participate in establishing the Ombudsman.Keywords: Ombudsman, New Zealand, United Kingdom


2021 ◽  
Author(s):  
◽  
Robyn Lisa Langlands

<p>Theoretical, empirical, and experiential attempts at disentangling the functions of Non-Suicidal Self-Injury (NSSI) have been driven by the desire to answer the complex question: Why do people engage in self-injurious behaviours? A recently developed behavioural model of NSSI—the Experiential Avoidance Model (EAM; Chapman, Gratz, & Brown, 2006)—proposes that self-injury functions primarily as a form of negatively reinforced, experiential avoidance and places particular emphasis on emotional avoidance. Experiential avoidance is conceptualised as a behavioural process whereby people are unwilling to tolerate distressing emotions, thoughts, memories, or physical sensations and engage in behaviours to change, avoid, or escape from these aversive, intrapersonal experiences (Hayes, Wilson, Gifford, Follette, & Strosahl, 1996). Although the results of international studies support the key assumptions of this model to varying degrees (Klonsky, 2007; Klonsky & Glenn, 2008; Nock & Prinstein, 2004), the EAM has never been empirically evaluated within Aotearoa New Zealand. To determine whether experiential avoidance is the primary function of NSSI for people living within Aotearoa New Zealand, I designed and conducted three studies. For my first study, I interviewed 24 people who had engaged in nonsuicidal self-injurious behaviours in the previous 12 months about the antecedents and consequences of their most recent episode of self-injury. The interviews were analysed using a framework based on behavioural principles, which I developed for the purpose of this research. This method of analysis, which I called Interpretative Functional Analysis, allowed me to identify, and then compare, the functions served by discrete self-injurious episodes. Results supported the EAM (Chapman et al., 2006) in that self-injury episodes functioned predominantly as attempts to avoid or escape from intense, negative emotional experiences. Cognitive avoidance, however, also played a significant role in the self-injury trajectory, which highlighted the importance of investigating unwanted thoughts in subsequent studies. The second study involved surveying 198 people across Aotearoa New Zealand who had self-injured in the previous 12 months to further test whether the key assumptions of the EAM (Chapman et al., 2006) apply to a New Zealand-based population. Quantitative findings supported the model and were consistent with extant international studies in that experientially avoidant, intrapersonal functions (i.e., affect regulation and self-punishment) were identified as primary to the reinforcement and maintenance of NSSI. Intrapersonal functions, in general, were more highly endorsed than interpersonal functions. Finally, both negative affect and cognitions decreased following episodes of self-injury, while joviality increased. The increase in positive emotions undermines the EAM's (Chapman et al., 2006) exclusive focus on negative reinforcement, suggesting that positive reinforcement also has an important role to play in the continued use of NSSI. Analyses of the open-ended, survey responses highlighted the impact of particular contextual factors (such as interpersonal conflict and community norms) on the incidence and maintenance of NSSI. Conducting a thematic analysis of the consequences of people's most recent episode of NSSI allowed me to identify two distinct themes within this data corpus. Specifically, through self-injury participants assumed two paradoxical roles, that of transgressor and helper. For my final study, I surveyed university students across two time-points (Time 1 N = 408, Time 2 N = 224) about their general intrapersonal experiences (i.e., emotions and thoughts) and dispositional coping styles (e.g., global experiential avoidance, thought suppression). Negative intrapersonal experiences and avoidant coping styles were found to vary as a function of NSSI history and recency. Negative automatic thoughts and guilt at Time 1 also predicted new episodes of self-injury at Time 2. Additionally, thought suppression, not global experiential avoidance, was identified as a partial mediator of Time 1 relationships between negative intrapersonal experiences and NSSI. To conclude, the findings from this thesis are situated within a global context, and implications for clinical practice and future research studies are discussed.</p>


1999 ◽  
Vol 92 (1) ◽  
pp. 117-129 ◽  
Author(s):  
Susan Fountaine

In the light of funding cuts for New Zealand and Australian public service broadcasters, this article examines the impact of Radio New Zealand's restructuring on one key audience group: farmers. The results of a mail survey of the agricultural community indicate that the recent changes have had a negative effect on the specialist rural programs. Supporting the notion that the specialist news media are an important component in the information-sharing process, agricultural publications were judged the most important source of news overall, and Radio New Zealand's rural programming the most important broadcast source.


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