A hard tweak : TeachNZ criteria and the Smith proposal : a thesis in partial fulfilment of the requirements for the degree of Master of Philosophy in Social Policy at Massey University

The Hon. Dr Nick Smith suggested in 1999 and 2003 that 'men' be recruited as primary school teachers through the TeachNZ scheme. This thesis analyses the attendant policy making processes, and the influence of ideology. Six interviews were conducted and are considered against political events over the years 2003-2004. The work of Kingdon (2003) and Matland (1995) proved valuable to the analysis as they provide complementary models for discussion of data

Psychometric analysis of the UK Health and Safety Executive's Management Standards work-related stress Indicator Tool

In the UK the Health & Safety Executive (HSE) Management Standards (MS) work-related stress Indicator Tool is the standard measure that organizations use to assess workplace stress. However, no in-depth analysis has been performed to test the psychometric properties of this scale. The current study is the first to examine the factor structure of the HSE MS Indicator Tool using organizational-level data. Data collected from 39 organizations (N = 26,382) was used to perform a first-order Confirmatory Factor Analysis (CFA) on the original 35-item seven-factor measurement scale. The results showed an acceptable fit to the data for the instrument. A second-order CFA was also performed to test if the Indicator Tool contains a higher order uni-dimensional measure of work-related stress. These findings also revealed an acceptable fit to the data, suggesting that it may be possible to derive a single measure of work-related stress

Blockchain-hosted data access agreements for remote condition monitoring in rail

Advances in sensor technologies, remote authentication, and high bandwidth data networks mean that Remote Condition Monitoring (RCM) systems are now an essential 'Internet of Things' (IoT) resource for the efficient operation of railway infrastructure. However, the full potential of the big data generated by these systems has yet to be realized. RCM data within the industry is typically collected and used in silos, with limited possibility of exploitation across system boundaries. In 2013, the Rail Safety and Standards Board (RSSB), on behalf of the GB Rail industry, established a cross-industry research program, T1010, which aimed to build stronger cooperation between stakeholders and enable sharing of RCM data. Building on the outputs of T1010, this work explores the use of blockchains and smart contracts in the automation, in an auditable and tamper-proof way, of commercial agreements for RCM data transfers in rail. By removing the limitations of paper-based agreements, we aim to enable innovation in shared business processes and stimulate the market for RCM data in rail. Leveraging existing smart contract-based schemes for trading and sharing IoT data over blockchain networks, we identify suitable methods for the enforcement of agreements, and ensure fair cost attribution between stakeholders, without a Trusted Third Party. The outline of a blockchain-based RCM data audit framework is presented, appropriate data access agreements and accounting models are specified in detail, and three permissioned blockchain platforms (Hyperledger Fabric, Sawtooth, and Iroha) have been analysed for their suitability for implementation. Finally, the paper outlines planned future work around validation of the tools based on two industrial use cases: monitoring systems for unattended overhead line equipment and axle bearings

Quality of working life of academics and researchers in the UK: the roles of contract type, tenure and university ranking

Quality of Working Life has been defined as the part of overall quality of life that is influenced by work. We developed a mediation model where home-work interface, job and career satisfaction, control at work, and working conditions are considered to be positively related to employee commitment and to the absence of stress at work. These two variables were ultimately related to general well-being. We considered possible differences between workers with different contract types (permanent vs. temporary), as well as the roles of tenure and average position of the University in the UK rankings. Quantitative survey data from 510 academics and researchers working in 8 British Universities were analysed via a multi-group analysis with structural equation modelling (SEM). Our model presented a good fit, and a bootstrapping analysis confirmed the significance of indirect effects. Significant differences were found between permanent and temporary workers and striking results were found regarding tenure

Overtime and quality of working life in academics and non-academics: the role of perceived work-life balance

While academic jobs generally provide a good degree of flexibility, academics also tend to work extra hours which can then lead to a poorer work-life balance. In this study, we compare academic vs. non-academic staff and anticipate that academics will generally report a poorer Quality of Working Life, a broad conceptualization of the overall work experience of employees. Secondly, we investigate whether the negative relationships between being an academic and Quality of Working Life variables are made worse by working extra hours, and moderated by the perception of having a balanced work-life interface. Our sample consisted of 1474 academic and 1953 non-academic staff working for nine Higher Education Institutions (HEIs) in the United Kingdom (UK). Data were analyzed via structural equation modelling. Results showed that academics tend to report a poorer Quality of Working Life than non-academics within HEIs, and this is exacerbated by their higher reported number of extra hours worked per week. The work-life balance of employees was found to moderate the negative relationships between academics (vs. non-academics) in variables such as perceived working conditions and employee commitment. We additionally found curvilinear relationships where employees who worked up to 10 extra hours were more satisfied with their job and career and had more control at work than those who either did not work extra hours or worked for a higher number of extra hours. These results extend previous research and provide new insights on work-life balance among academics and non-academics, which in turn may be relevant for the wellbeing practices of HEIs and wider HE policy making