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There has been a fundamental shift in employment relations in many OECD countries. Institutional employment relations have been reshaped through a decline in collective bargaining and union membership, a rise in employer prerogative favouring individualised and flexible forms of employment relations. We address the dearth of research on individual employers and their associations, their attitudes and behaviours and how these impact on employment relations issues and trends.
The Employment Relations Group (ERG) is a collaborative team of academics from Massey and other New Zealand universities. We are interested in the complex nature and context of employment relations at the workplace, organisation, industry, national and international level; particularly in the role played by employers in employment relations.
Our work includes research in the following areas:
• Collective bargaining
• Employer driven flexibility
• The effects of legislative change
• The nexus of employment relations and occupational health and safety
Contact details +64 (06) 356 9099 ext. 84211
An academic for over a decade my first 3 years at Massey were spent teaching Industrial Relations and Human Resource Management at under-graduate and post-graduate level while completing my Masters in Employment Relations. Upon graduation, with 1st Class Honors, I moved to the School of Aviation where I have taught a large number of papers in the Aviation Management programme including 190116, 190220, 190211 and 190306 as well as a Meteorology paper 190121 in the ATP programme. From 2013 onward my teaching has focused entirely on 190116 and 190220, core elements of the management programme, and 190121.
Also active in academic research I have several international and New Zealand based publications focused on employment relations issues specifically the attitudes of employers to collective bargaining, workplace unionism and institutional issues in the New Zealand employment relations system. At present I am working toward a PhD topic in an employment relations aviation related field.
Employer attitudes and responses to collective bargaining and industrial relations, enterprise unionism, workers unionisation decisions, airline cost minimisation, de-collectivisation and employment relations strategies of low cost airlines.
Resource Development and Management
Field of research codes
Air Transportation and Freight Services (150701):
Atmospheric Sciences (040100):
Business and Management (150300):
Climate Change Processes (040104): Climatology (excl. Climate Change Processes) (040105):
Commerce, Management, Tourism And Services (150000):
Earth Sciences (040000):
Industrial Relations (150306):
Labour Law (180118): Law (180100): Law And Legal Studies (180000):
Organisation and Management Theory (150310): Transportation and Freight Services (150700)
Industrial relations, collective bargaining, employment relations strategies within the airline industry, airline strategy.
The group also includes a number of Massey Postgraduate (Master & PhD) students.
Foster, B., Rasmussen, E., & Coetzee, D. (2014). Employment Relations: Employer attitudes and their ability to facilitate a high skill, high wage economy. In A. Pyman, & A. North (Eds.), 28th AIRAANZ Work Employment and Human Resources. Melbourne, Australia. Retrieved
Coetzee, D., Foster, B., & laird, I. (2013). A 'Good Employer' perceptions and practice in small enterprises. In Blunfeld (Ed.), Labour, Employment and Work in New Zealand (pp. 1-11). Wellington. Retrieved from http://ojs.victoria.ac.nz/LEW/article/view/1987/1809
Rasmussen, E., Foster, B., & Coetzee, D. (2013). Transforming New Zealand employment relations: The role played by employer strategies, behaviours and attitudes. In International Labour and Employment Relations Association 8th Asian regional conference: Work and employment in the Asian Century. Melbourne.
Foster, B., Rasmussen, E. & Coetzee, D. (2012) ’Ideology versus reality: New Zealand employer attitudes to legislative change of employment relations.’ New Zealand Journal of Employment Relations, 37(3): 50-64.
Rasmussen, E., Foster, B., & Murrie, J. (2012). The decline in collectivisim and employer attitudes and behaviours: Facilitating a high-skill, knowledge economy?. In 16th International Labour and Employment Relations Association World Congress (pp. 1-21). Philadelphia United States.
Foster, B., Rasmussen, E. Murrie, J. & Laird, (2011) Supportive legislation, unsupportive employers and collective bargaining in New Zealand. Relations Industrielles 66(2): 192-212.
Rasmussen, E. & Foster, B. (2011). Productivity Implications of Changing Employer Attitudes and Strategies. New Zealand Journal of Employment Relations 36(2): 61-76.
Foster, B., Murrie, J. & Laird, I. (2009) ‘It takes two to tango: evidence of a decline in institutional industrial relations in New Zealand’. Employee Relations 31(5): 503-514.
Foster, B., Laird, I., McAndrews, I and Murrie, I. (2006) Employers attitudes as a factor in union stagnation in New Zealand. Research presentation proceedings of the International Industrial Research Association 14th World Congress 11-14 September 2006 Lima, Peru.
Farr, D, & Foster, B. (2015). Defining a healthy and safe work environment in SEs in New Zealand: A study of the 'good employer'.. In Understanding Small Enterprises (USE) Conference. Groningen The Netherlands. Retrieved from http://www.useconference.com/images/custom/online_proceedings_use_2015_lr_2.pdf
Foster, B., Farr, D., & Laird, I. (2015). The inter-relationship between Employment Relations Practices and Occupational Health and Safety Practices in SMEs: Testing a theoretical perspective.. In Understanding Small Enterprises 'A Healthy Working Life in a Healthy Business (pp. 250-267). Groningen Hanze UAS Netherlands.
HRINZ magazine (2014). The inter-relationship of ER practices and OHS outcomes in SMEs Barry Foster, Ian Laird and Deirdre Farr
Enquiries related to the group can be directed to the group coordinator, Mr. Barry Foster.
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Last updated on Wednesday 03 January 2018