Browsing by Author "Parker J"
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- ItemAn Employee’s Living Wage and Their Quality of Work Life: How Important Are Household Size and Household Income?(Hapres Co Ltd, 2019-07-01) Carr SC; Haar J; Hodgetts D; Arrowsmith J; Parker J; Young-Hauser A; Alefaio-Tuglia S; Jones HLiving Wage (LW) campaigns normally assume a prototype household configuration in setting their LW rate, comprised of number of dependent householders and the number of incomes. This information is used to calculate the hourly pay rate required to sustain their quality of life and work life. Real households are nonetheless diverse in terms of number of householders and incomes, rendering the living wage conceptually more of a continuous variable than a single constant, across a wage spectrum. We explored this spectrum and its links to job attitudes with a nationally representative sample of N = 1011 low-waged New Zealanders. We measured each participant’s: hourly pay rate, number of household dependents and total household income, alongside individual job attitudes indicative of quality of work life (job satisfaction, work engagement, career satisfaction, meaningful empowerment, affective commitment, organizational citizenship behaviours and work-life balance). As a set, job attitudes consistently pivoted upwards into positive values approximating the campaign LW rate in New Zealand, regardless of either number of household dependents or household income (net of personal wage). However household income net of personal wage (unlike number of household dependents) buffered the gradient of the pivot upwards. The gradient was steeper (more clearly transformational and binary) among lowest-waged workers, in single-income households. To the extent that job attitudes as a set are already widely linked to individual and unit-level productivity, paying at or above the living wage threshold may bring productivity gains and thereby contribute toward decent work and economic development combined.
- ItemDeliberating Upon the Living Wage to Alleviate In-Work Poverty: A Rhetorical Inquiry Into Key Stakeholder Accounts(Frontiers Media S.A, 2022-06) Hodgetts DJ; Young-Hauser AM; Arrowsmith J; Parker J; Carr SC; Haar J; Alefaio SMost developed nations have a statutory minimum wage set at levels insufficient to alleviate poverty. Increased calls for a living wage have generated considerable public controversy. This article draws on 25 interviews and four focus groups with employers, low-pay industry representatives, representatives of chambers of commerce, pay consultants, and unions. The core focus is on how participants use prominent narrative tropes for the living wage and against the living wage to argue their respective perspectives. We also document how both affirmative and negative tropes are often combined by participants to craft their own rhetorical positions on the issue.
- ItemHow Decent Wages Transform Qualities of Living – By Affording Escape from Working Poverty Traps(Hapres Co Ltd, 2021-03-31) Carr S; Young-Hauser A; Hodgetts D; Schmidt W; Moran L; Haar J; Parker J; Arrowsmith J; Jones H; Alefaio-Tugia SResearch in this journal has suggested that job satisfaction and other job attitudes in New Zealand undergo a quantitative shift upwards once wages cross a pivotal wage range. However, the focus did not extend to actual changes in qualities of living beyond work. A fresh analysis of additional qualitative responses to the question, “How well does your wage work for you?”, from the same survey of N = 1011 low-income workers across New Zealand, content-analysed diverse qualities of living along a wage spectrum from Minimum to Living Wage, crossed with household income net of own pay (using median wage as a splitting factor). Converging with the quantitative research reported earlier, there was a reliable pivot range upwards in qualities of living as wages first rose from Minimum Wage, to become transformational after crossing the Living Wage value. This transformational effect of a Living Wage was most clearly pivotal when there was no buffer from any other incomes in the same household. A further, more idiographic analysis of case “outliers” from the wage-wellbeing curve (lower wage-higher satisfaction, plus higher wage-lower satisfaction) revealed additional contextual factors that moderated and mediated qualities of living. Examples included acute sense of a workplace injustice and reduced mental wellbeing. Such factors further inform the ILO’s and UN’s 2016–30 Decent Work Agenda, which includes justice and wellbeing at work.
- ItemPandemic or Not, Worker Subjective Wellbeing Pivots About the Living Wage Point: A Replication, Extension, and Policy Challenge in Aotearoa New Zealand(Frontiers Media S.A, 2022-07) Carr SC; Haar J; Hodgetts D; Jones H; Arrowsmith J; Parker J; Young-Hauser A; Alefaio-Tugia SRecent pre-pandemic research suggests that living wages can be pivotal for enhancing employee attitudes and subjective wellbeing. This article explores whether or not the present COVID-19 pandemic is impacting pivotal links between living wages and employee attitudes and subjective wellbeing, with replication indicating robustness. Twin cohorts each of 1,000 low-waged workers across New Zealand (NZ), one pre- (2018), and one present-pandemic (2020) were sample surveyed on hourly wage, job attitudes, and subjective wellbeing as linked to changes in the world of work associated with the pandemic (e.g., job security, stress, anxiety, depression, and holistic wellbeing). Using locally estimated scatter-point smoothing, job attitudes and subjective wellbeing scores tended to pivot upward at the living wage level in NZ. These findings replicate earlier findings and extend these into considering subjective wellbeing in the context of a crisis for employee livelihoods and lives more generally. Convergence across multiple measures, constructs, and contexts, suggests the positive impacts of living wages are durable. We draw inspiration from systems dynamics to argue that the present government policy of raising legal minimum wages (as NZ has done) may not protect subjective wellbeing until wages cross the living wage Rubicon. Future research should address this challenge.
- ItemRedesigning the Management Capabilities Development Index(The Massey People, Organisation, Work and Employment Research (MPOWER) Group, 2018-03-15) Junaid F; Parker J; Taskin N
- ItemThe International Work Addiction Scale (IWAS): A screening tool for clinical and organizational applications validated in 85 cultures from six continents(Akadémiai Kiadó, 2025-02-25) Charzyńska E; Buźniak A; Czerwiński SK; Woropay-Hordziejewicz N; Schneider Z; Aavik T; Adamowic M; Adams BG; Al-Mahjoob SM; Almoshawah SAS; Arrowsmith J; Asatsa S; Austin S; Aziz S; Bakker AB; Balducci C; Barros E; Bălțătescu S; Bdier D; Bhatia N; Bilic S; Boer D; Caspi A; Chaleeraktrakoon T; Chan CIM; Chien C-J; Choi H-S; Choubisa R; Clark M; Čekrlija Đ; Demetrovics Z; Dervishi E; de Zoysa P; Domínguez Espinosa ADC; Dragova-Koleva S; Efstathiou V; Fernandez ME; Fernet C; Gadelrab HF; Gamsakhurdia V; Garðarsdóttir RB; Garrido LE; Gillet N; Gonçalves SP; Griffiths MD; Hakobyan NR; Halim FW; Hansenne M; Hasan BB; Herttalampi M; Hlatywayo CK; Hromatko I; Igou ER; Iliško D; Isayeva U; Ismail HN; Jensen DH; Kakupa P; Kamble S; Kerriche A; Kubicek B; Kugbey N; Kun B; Lee JH; Lisá E; Lisun Y; Lupano Perugini ML; Marcatto F; Maslovarić B; Massoudi K; McFarlane TA; Mgaiwa SJ; Moosavi Jahanabad ST; Moreta-Herrera R; Nguyen HTM; Ohtsubo Y; Özsoy T; Øvergård KI; Pallesen S; Parker J; Plohl N; Pontes HM; Potter R; Roe A; Samekin A; Schulmeyer MK; Seisembekov TZ; Serrano-Fernández MJ; Shahrour G; Sladojević Matić J; Sobhie R; Spagnoli P; Story J; Sullman MJM; Sultanova L; Sun R; Suryani AO; Sussman S; Teng-Calleja M; Torales J; Vera Cruz G; Wu AMS; Yang X; Zabrodska K; Ziedelis A; Atroszko PABACKGROUND AND AIMS: Despite the last decade's significant development in the scientific study of work addiction/workaholism, this area of research is still facing a fundamental challenge, namely the need for a valid and reliable measurement tool that shows cross-cultural invariance and, as such, allows for worldwide studies on this phenomenon. METHODS: An initial 16-item questionnaire, developed within an addiction framework, was administered alongside job stress, job satisfaction, and self-esteem measures in a total sample of 31,352 employees from six continents and 85 cultures (63.5% females, mean age of 39.24 years). RESULTS: Based on theoretical premises and psychometric testing, the International Work Addiction Scale (IWAS) was developed as a short measure representing essential features of work addiction. The seven-item version (IWAS-7), covering all seven components of work addiction, showed partial scalar invariance across 81 cultures, while the five-item version (IWAS-5) showed it across all 85 cultures. Higher levels of work addiction on both versions were associated with higher job stress, lower job satisfaction, and lower self-esteem across cultures. The optimal cut-offs for the IWAS-7 (24 points) and IWAS-5 (18 points) were established with an overall accuracy of 96% for both versions. DISCUSSION AND CONCLUSIONS: The IWAS is a valid, reliable, and short screening scale that can be used in different cultures and languages, providing comparative and generalizable results. The scale can be used globally in clinical and organizational settings, with the IWAS-5 being recommended for most practical and clinical situations. This is the first study to provide data supporting the hypothesis that work addiction is a universal phenomenon worldwide.
- ItemThe potential of gender (and intersectional) equality indices: the case of Aotearoa New Zealand’s public service(Edward Elgar Publishing Limited in association with the International Labour Office, 2024-06-07) Parker J; Donnelly N; Sayers J; Loga P; Paea S; Rönnmar M; Hayter SThe COVID-19 pandemic has impacted in a multi-faceted and gendered manner on the labour market in most countries. In Aotearoa New Zealand, high-level gender indices (GIs) have broadly captured this impact, helping to inform sectoral policy reform. However, these indices seldom capture more qualitative, nuanced and connected aspects of (in)equity despite increasing labour market and workplace diversification, and more scholarly attention on how these inequities are created, perpetuated or nuanced. The need for finer-grain analysis of women’s diversity encouraged a transdisciplinary study of working women in several public service agencies in New Zealand. Experts, employees and managers in the sector participated in in-depth interviews to help generate institution-specific gender indices which can be used alongside ‘conventional’ quantitative measures to closely assess workplace (in)equities. This study thus extends the conceptual parameters of GIs applied at national levels; provides a framework of equity considerations and (emergent) indicators for inclusion in organizational-level equity policy development; and briefly assesses meso-level equity indices with respect to the gender-responsive/accommodating/transformative or ‘gender-inclusive’ framework used throughout this volume.
