New Zealand Working Research Articles

Demystifying Case Management in Aotearoa New Zealand: A Scoping and Mapping Review

Community-based case managers in health have been compared to glue which holds the dynamic needs of clients to a disjointed range of health and social services. However, case manager roles are difficult to understand due to poorly defined roles, confusing terminology, and low visibility in New Zealand. This review aims to map the landscape of case management work to advance workforce planning by clarifying the jobs, roles, and relationships of case managers in Aotearoa New Zealand (NZ). Our scoping and mapping review includes peer-reviewed articles, grey literature sources, and interview data from 15 case managers. Data was charted iteratively until convergent patterns emerged and distinctive roles identified. A rich and diverse body of literature describing and evaluating case management work in NZ (n = 148) is uncovered with at least 38 different job titles recorded. 18 distinctive roles are further analyzed with sufficient data to explore the research question. Social ecology maps highlight diverse interprofessional and intersectoral relationships. Significant innovation and adaptations are evident in this field, particularly in the last five years. Case managers also known as health navigators, play a pivotal but often undervalued role in NZ health care, through their interprofessional and intersectoral relationships. Their work is often unrecognised which impedes workforce development and the promotion of person-centered and integrated health care.

Social Movement Unionism as Union-Civil Alliances: A Democratizing Force? The New Zealand Case

This exploratory study examines union-civil alliances in New Zealand (NZ). It focuses on the involvement of NZ’s peak union body, the Council of Trade Unions, in three civil group coalitions around the Living Wage Campaign, Decent Work Agenda and Environmental Agenda. It assesses how the CTU and its affiliates’ coalition involvement are informed by and seek to progress liberal (representative), participatory and/or more radical democratic principles, and what this means for organizational practice; the relations between the coalition parties; workplaces; and beyond. Through case discussions, the study finds that civil alliances involving the CTU and its affiliates do not reflect a core trait of union activity in NZ. Among the union-civil alliances that do exist, there is a prevailing sense of their utility to progress shared interests alongside, and on the union side, a more instrumental aim to encourage union revival. However, the alliances under examination reflect an engagement with various liberal and participatory democratic arrangements at different organizational levels. More radical democratic tendencies emerge in relation to ad hoc elements of activity and the aspirational goals of such coalitions as opposed to their usual processes and institutional configurations. In essence, what emerges is a labour centre and movement which, on the one hand, is in a survivalist mode primarily concerned with economistic matters, and on the other, in a position of relative political and bargaining weakness, reaching out to other civil groups where it can so as to challenge the neo-liberal hegemony. Based on our findings, we conclude that Laclau and Mouffe’s (2001) view of radical democracy holds promise for subsequent coalitions involving the CTU, particularly in the context of NZ workers’ diverse interests and the plurality of other civil groups and social movements’ interests. This view concerns on-going agency, change, organizing and strategy by coalitions to build inclusive (counter-) hegemony, arguing for a politic from below that challenges existing dominant neo-liberal assumptions in work and other spheres of life.

Attitudes to other ethnicities among New Zealand workers

Purpose– The purpose of this paper is to examine the “other-group orientation” (OGO) of New Zealand (NZ) workers as a way of measuring their attitudes to the growing ethnic diversity in the contemporary workplace.Design/methodology/approach– In all, 500 randomly selected NZ employees were surveyed through computer-assisted telephone interviews. Males, females and ethnic groups were included according to their current proportions in the NZ workforce. Analysis is based on 485 useable cases.Findings– While New Zealanders generally have a high level of OGO, minority ethnic groups and graduates score higher on OGO. Among people under 38 years, males tend to have a higher OGO, while among those over 38, females tend to be higher.Research limitations/implications– The study shows the value of studying the attitudes of workers in relation to diversity and OGO. Workers bring their own orientations into the workplace, affecting the way they relate to their co-workers.Social implications– The pathway to more inclusive workplaces in NZ lies largely in influencing the attitudes and behaviour of NZ Europeans. The study suggests that inclusive educational experiences may be a key part of that process.Originality/value– While the research shows that NZ workers are generally very positive about ethnic diversity, it reveals variations among ethnic and educational groups in terms of their openness to others.

Injury deaths: are we missing a material number of cases?

BackgroundAs in other countries, many of the New Zealand (NZ) national fatal injury indicators are derived from the underlying cause of death (UCoD) as captured in the national Mortality Collection...