Purpose In the midst of the COVID-19 pandemic, this study aims to explore how working remotely might impact the superior–subordinate relationship. Specifically, this study examines how immediacy explains articulated dissent, considers how an individual’s attitudes toward online communication predicts immediacy and articulated dissent and compares these relationships in England, Australia and the USA. Design/methodology/approach Three nations were examined: Australia, England and the USA (n = 1,776). Surveys included demographic questions and the following measures: organizational dissent scale, perceived immediacy measure, computer-mediated immediate behaviors measure and measure of online communication attitude. Findings The results reveal supervisors’ computer-mediated immediate behaviors and perceived immediacy both positively predict dissent. Some aspects of online communication attitudes positively predict computer-mediated immediate behaviors and perceived immediacy. In addition, attitudes toward online communication positively predict dissent. National culture influences some of these relationships; in each case the effects were substantively larger for the USA when compared to the other nations. Originality/value This study is the first to cross-culturally analyze dissent and immediacy. In addition, this study considers the extent to which the COVID-19 pandemic influences the superior–subordinate relationship.

This study investigated COVID-19 vaccine hesitancy and support for employer vaccine mandates and support for termination for non-vaccinated employees among a national sample in New Zealand. A total of 1852 individuals participated in the study. Results indicated participants who are able to get vaccinated are less likely to support employer mandated vaccinations and the rights of employers to terminate employees who refuse to get vaccinated. However, individuals who self-identify that they can get vaccinated and have higher confidence in the COVID-19 vaccine are more likely to get vaccinated. Age and confidence in the vaccine influence support for mandates, while age and political affiliation influenced support for employer right to terminate a non-vaccinated employee. Understanding support, or lack thereof, for such initiatives is essential as businesses and nations respond to growing COVID concerns.

Background This study applies the Patient Self-Advocacy scale to investigate vaccine hesitancy in New Zealand. Due to New Zealand’s very limited tertiary hospital system and vulnerable populations, the Government’s strategy to address COVID-19 has been to prevent the virus from entering the nation and to eliminate it when it does cross the border. Therefore, there is no opportunity for the nation to generate any acquired immunity through exposure. To transition from closed borders, New Zealand will need to run a highly successful national vaccination programme and this needs to have the ability to drive influential public health messaging to the targeted places within the communities where vaccine hesitancy most exists. Methods This study employed statistical methods. A nationally representative survey of adults in New Zealand (n = 1852) was collected via Qualtrics. Independent samples t-tests, and multiple regression were used to explore the research questions. Results Those who identify as medically able to be vaccinated expressed significantly higher confidence in the COVID-19 vaccine than those who identified as unable to be vaccinated. Patient-self advocacy had a positive effect on vaccine confidence. Individuals who identify as able to be vaccinated have less hesitancy. Demographics had various effects on vaccine hesitancy. Conclusion The research highlights particularly important insights into vaccine hesitancy related to patient self-advocacy behaviours, and various demographic variables such as political affiliation. In addition, the research adds further clarity on how and why New Zealanders have responded to the COVID-vaccine. Finally, the importance of vaccine literacy is discussed.

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The New Zealand Public Health sector has undergone significant political, Legislative and managerial changes since 1986. These changes have had a major impact on the nature of employment relations in the sector. The unified, state sector industrial relations regime has been restructured and replaced a by diverse set of practices. Many of the changes of the last decade have had time to 'mature' and become embedded into the system and it now seems appropriate to start to identify issues that have arisen from the impact of the new regime of employment relations. This paper presents the results of a survey of related public health sector organisations including employers, unions, professional organisations, statutory bodies and funding agencies. Five distinct areas for future employment relations research, with varying Levels of priority, were identified by the respondents including; 1) Workforce development and planning. 2) The nature, scope and negotiation of employment contracts. 3) The problematic of people management of largely 'professional ' group of workers. 4) Relationships with external organisations such as the 'NZQA 'and the 'Health and Disability Commissioner' and the impact on internal employment relations. 5) The effects of uncertainty about current health care delivery structures and possible further politically directed restructuring are having on employment relations.