Browsing by Author "Arrowsmith J"

Now showing 1 - 7 of 7
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    An 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 H
    Living 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.
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    Deliberating 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 S
    Most 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.
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    Exploring motivations in Chinese corporate expatriation through the lens of Confucianism
    (1/07/2016) Yao C; Arrowsmith J; Thorn K
    There is increasing interest in the human resource management strategies and practices of Chinese multinationals, including the important area of overseas assignments. This article focuses on the neglected area of employee perspectives, in particular workers’ motivations for accepting an international assignment (IA). It is based on qualitative interviews with 31 individuals recruited through a snowball technique. In contrast to the established (western) literature which understands IA motives from an individual rational-instrumental perspective, this study stresses the importance of Confucian values on motivations and in particular how these relate to perceived collective obligations to the family, the organisation and society. It is argued that the results add a different perspective for the academic study of IAs and have implications for the successful management of IAs more generally.
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    How 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 S
    Research 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.
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    Multimodal Deep Learning for Android Malware Classification
    (MDPI (Basel, Switzerland), 2025-02-28) Arrowsmith J; Susnjak T; Jang-Jaccard J; Buccafurri F
    This study investigates the integration of diverse data modalities within deep learning ensembles for Android malware classification. Android applications can be represented as binary images and function call graphs, each offering complementary perspectives on the executable. We synthesise these modalities by combining predictions from convolutional and graph neural networks with a multilayer perceptron. Empirical results demonstrate that multimodal models outperform their unimodal counterparts while remaining highly efficient. For instance, integrating a plain CNN with 83.1% accuracy and a GCN with 80.6% accuracy boosts overall accuracy to 88.3%. DenseNet-GIN achieves 90.6% accuracy, with no further improvement obtained by expanding this ensemble to four models. Based on our findings, we advocate for the flexible development of modalities to capture distinct aspects of applications and for the design of algorithms that effectively integrate this information.
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    Pandemic 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 S
    Recent 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.
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    The 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 PA
    BACKGROUND 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.