New Zealand Journal of Industrial Relations Online


Volume 28 Number 1	February 2003

Surfing the Knowledge Wave: The Impact of Information and Communication Technology (ICT) on 'Decent Work' in New Zealand
Stephen B. Blumenfeld and Glen Thickett
Victoria University of Wellington

This paper examines the impact of information and communication technology (ICT) on what the International Labour Organization (ILO) has described as 'decent work'. Herein we investigate the labour market effects of ICT, noting the increasing numbers of people employed both in the ICT industry and in ICT occupations outside of that sector of the economy, the importance of 'lifelong learning', the presence of a 'digital divide' in New Zealand, and the New Zealand Government's policies pertaining to ICT. We conclude by highlighting both the ever-increasing importance of ICT and a 'knowledge based' economy together with the need for further efforts aimed at enhancing employment opportunities in ICT and overcoming barriers for those disenfranchised from these opportunities.

Have Computers Changed the New Zealand Wage Structure? Evidence from Data on Training
Bridget Daldy and John Gibson
University of Waikato

One of the reasons inequality in earnings may have widened in recent years is due to technological changes, which include the wider use of computers within the workplace. Partly as a result, the current Government is keen on encouraging people to obtain the computer skills required to enable them to be part of the modern economy. A number of international studies have shown that workers who use a computer at work earn more than workers who do not. While large-scale survey data on wages and computer use in New Zealand are unavailable, it is possible to examine the effect on wages of receiving computer-related training. The results from the 1996 Education and Training Survey suggest that there is a significant effect on wages for those workers who received some form of computer training. These effects persist even when controlling for occupation and industry, and they exceed the wage effects of training in other subjects.

The Effect of Changing Perceptions of EEO on the Appointment of Women to Management and Supervisory Positions in a Public Sector Organisation
Ian Brooks*, Graham Fenwick** and Bernard Walker*
*University of Canterbury, **National Institute of Water and Atmospheric Research

Do gender and employment-role influence workers' perceptions of their organisation's EEO policies, and does the organisation's EEO climate influence the employment of women in management roles? This study investigated the views of managers and staff in a medium-sized New Zealand public sector organisation over a five-year period. Surprisingly, male and female employees did not differ significantly in their perceptions of EEO, however employees in higher-level positions were more likely to have positive views of EEO. Despite a significant change in perceptions of support for EEO over the time of the study, there was no accompanying significant change in the proportion of women in management and supervisory positions. The paper suggests a number of explanations for this result.

Employer Strategies and Future Options Towards Enterprise Based Employee Representation in Australia
Paul J.Gollan* and Jonathan Hamberger**
*London School of Economics, **Federal Employment Advocate

It is apparent from existing research in Australia that little is known about enterprise based employee representation (EBER) structures. In addition, little has been documented about the impact of such structures on either the managerial objective of securing consent to organisational change or the employee objective of influencing managerial decisions. This paper will attempt to address these issues by examining EBER structures in Australia.

Australia's traditionally highly regulated industrial relations system, based on compulsory conciliation and arbitration, with pay and conditions determined largely at national, industry or occupational level has done little to foster EBER . However, a reduction in the importance of industry and occupational awards, strong growth in the incidence of enterprise bargaining, and a dramatic decline in union density has prompted a growing interest in EBER.

Both Labour and Coalition governments have introduced legislation to allow for a much greater focus on enterprise-level industrial relations. There has, however, been surprisingly little research on the impact of these changes in non-union workplaces - including their effect on internal communications and consultation structures. It is argued that with around 26 per cent of workers belonging to unions (even less in the private sector), a 'representation gap' has emerged, placing greater focus on the effectiveness of management initiatives in filling the void. In addition, the shift towards greater determination of pay and conditions at the enterprise level has made the need for effective voice mechanisms for employees at that level more important than ever. At the same time, however the capacity of trade unions to provide such mechanisms in most enterprises is probably at its lowest level for over a hundred years.

The paper draws upon current evidence and presents an argument that there is a need for employers to acknowledge and recognise the opportunities presented by the introduction of EBER. It does by addressing five research questions: Are EBER arrangements needed in Australia? What is the current state of play regarding EBER? Can EBER arrangements be accommodated under the current legislative framework? What is their likelihood for success? What are the opportunities and the threats for employers in introducing EBER in Australia?

Where is the Justice? Examining Work-Family Backlash in New Zealand: The Potential for Employee Resentment
Jarrod Haar* and Chester S. Spell**
*University of Waikato, **Washington State University

This study examines the phenomenon of work-family backlash. Building on a study by Rothausen, Gonzalez, Clarke & O'Dell, (1998), the authors examined the relationship between employee non-utilization of work-family practices and attitudes towards satisfaction, turnover, commitment, and support. This study considered not just a singular work-family practice, but also a range of work-family practices. Findings suggested mixed evidence of a work-family backlash. Attitudes targeting purported benefits of work-family programmes, satisfaction with organizational work-family aspects and benefits were all negatively correlated with non-use, indicating a strong backlash against work-family specific attitudes. However, there was no relationship between non-use of work-family practices and job satisfaction, organizational commitment or turnover intention. The growth in work-family practices has been significant, but it has been suggested that these practices have both beneficial and detrimental effects on different employees (Rothausen, Gonzalez, Clarke, & O'Dell, 1998). "Dissenting views questioning the value of family-friendly policies and benefits have emerged in the business presses" (Rothausen et al., 1998: 686). These detrimental effects and dissenting views have been termed a "family-friendly backlash" (Jenner, 1994; Harris, 1997; Rothausen et al., 1998), where childless workers and older employees become resentful about family related benefits. Kirkpatrick (1997) suggests as companies set up flexible schedules, childcare or paid parental leave, childless workers are increasingly asking what is available to them. One example of this work-family backlash is the Childfree Network, which offers support and education for childless adult employees, and has enjoyed membership growth (Jenner, 1994; Harris, 1997). Additionally, the Internet has a growing number of web sites focusing upon childless employee parents, which discuss among other themes taxation disadvantages.

Gender and Enterprise Bargaining in New Zealand: Revisiting the Equity Issue
Raymond Harbridge* and Glen Thickett**
*La Trobe University, **Victoria University of Wellington

Pay equity is again being reviewed by the New Zealand Government. While women make up 47 percent of the workforce, they earn on average, 84 percent of the average hourly earnings of men. One policy option for exercising pay equity is through collective bargaining. The policy question addressed in this paper is: "Can collective bargaining be one of the tools used to implement gender equity in pay and conditions?" The paper reviews collective bargaining outcomes current as at June 2002. The data are assembled by weighting each collective settlement by the percentage of women covered. This has enabled the settlements to be sorted into those that are "mainly female", "mainly male" and "mixed". A review of the data show that the gender pay gap resulting thorough collective bargaining is smaller than that occurs across the whole economy. The data show the comparative success that female dominated settlements have had in achieving better leave conditions than male dominated settlements. The authors argue that focusing on the gender gap alone may lead to an incomplete overview of relative employment conditions, and that it is important to review the complete package of employment terms in reviewing equity issues.

Confidential Employment References: Access Denied?
Paul Roth
University of Otago

This article discusses the protection of the confidentiality of employment references under the Privacy Act 1993 and examines both the extent to which such references are currently protected and the desirability of such protection. It begins with a discussion of the applicable law, and then canvasses the various loopholes that may be available in this area. Finally, it raises the issue whether or not there might usefully be some reform of the law to re-adjust the balance of the respective rights of the various interested parties, and looks at some overseas instances where this has been done.

CHRONICLE:

October 2002 - January 2003
Erling Rasmussen and Ian McIntosh

A round-up of recent New Zealand industrial relations events.