Thematische Bibliographien / Blue-collar worker

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Auswahl der wissenschaftlichen Literatur zum Thema „Blue-collar worker“

Autor: Grafiati

Veröffentlicht am 29. Juni 2021

Zuletzt aktualisiert am 9. Februar 2022

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Zeitschriftenartikel zum Thema "Blue-collar worker"

Addison, John T., und Pedro Portugal. „Advance Notice and Unemployment: New Evidence from the 1988 Displaced Worker Survey“. ILR Review 45, Nr. 4 (Juli 1992): 645–64. http://dx.doi.org/10.1177/001979399204500402.

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This paper examines how advance notice of layoff affects the incidence and duration of unemployment following displacement. The authors use the Displaced Worker Survey for 1988, which, unlike earlier surveys in the series, contains information on written notice. The results are mixed. Longer written notice may more than double the proportion of white-collar workers who move directly to new employment. But written notice has no such positive effects for blue-collar workers, regardless of its length. Informal (unwritten) notice benefits male workers, either by improving their chances of avoiding unemployment (white-collar men) or by reducing the average spell of unemployment (blue-collar men).

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Yang, Wannian, und Richard A. Cerione. „Endocytosis: Is dynamin a ‘blue collar’ or ‘white collar’ worker?“ Current Biology 9, Nr. 14 (Juli 1999): R511—R514. http://dx.doi.org/10.1016/s0960-9822(99)80323-6.

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Macleod, Jennifer S. „The older blue-collar worker in a white-collar environment“. Employment Relations Today 14, Nr. 3 (September 1987): 233–36. http://dx.doi.org/10.1002/ert.3910140305.

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Osanlou, Orod, und Richard Hull. „The millennial doctor – A blue collar worker?“ Future Hospital Journal 4, Nr. 1 (Februar 2017): 45–48. http://dx.doi.org/10.7861/futurehosp.4-1-45.

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Neinas, Caryl C. „Outplacement Services for the Blue-collar Worker“. Journal of Career Development 14, Nr. 2 (Dezember 1987): 80–89. http://dx.doi.org/10.1177/089484538701400202.

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Neinas, Caryl C. „Outplacement services for the blue-collar worker“. Journal of Career Development 14, Nr. 2 (Dezember 1987): 80–89. http://dx.doi.org/10.1007/bf01354824.

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Naveed, Resham. „Relative Factor Abundance and Relative Factor Price Equality in Punjab“. LAHORE JOURNAL OF ECONOMICS 20, Nr. 1 (01.01.2015): 105–33. http://dx.doi.org/10.35536/lje.2015.v20.i1.a4.

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This study tests the relative factor price equality across districts in Punjab using the methodology developed by Bernard, Redding, and Schott (2009) and data from the Census of Manufacturing Industries for 2000/01 and 2005/06. The results indicate the absence of relative factor price equalization due to the uneven distribution of factors in the province. Nonproduction (white-collar) workers) are relatively scarce in Punjab, which results in a wage premium for this type of labor. The study adjusts for worker quality by using a Mincerian wage equation as worker quality could explain the wage differential between white-collar and blue-collar workers. However, this exercise yields similar results, implying that factors are distributed unevenly across the districts of Punjab even after controlling for worker quality differences.

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Kristinsson, Sigurdur Y., Asa R. Derolf, Paul W. Dickman, Gustaf Edgren und Magnus Bjorkholm. „High Socioeconomic Status (SES) Is Associated with Superior Survival in Patients with Acute Myeloid Leukemia (AML) and Multiple Myeloma (MM). A Population-Based Study.“ Blood 110, Nr. 11 (16.11.2007): 1485. http://dx.doi.org/10.1182/blood.v110.11.1485.1485.

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Abstract Introduction The association between SES and survival in MM and AML has not been studied in detail and the limited results are inconclusive. In the present study the impact of SES on survival was analyzed in a large population-based cohort of MM and AML patients. Patients and Methods From the Swedish Cancer Register we identified all individuals diagnosed with MM and AML between 1973 and 2003. We used type of occupation, combined into seven groups (blue-collar worker, farmer, lower white-collar worker, higher white-collar worker, self-employed, retired, and unknown), from the Swedish National Census Databases as a proxy for SES. The relative risk of death (any cause) in relation to type of occupation and calendar period was estimated using Cox’s proportional hazards regression adjusted for age, sex, calendar period and area of residence. We also conducted analyses stratified by calendar period (1973–1979, 1980–1989, 1990–1999, and 2000–2003). Results A total of 14,200 and 8,831 patients were diagnosed with MM and AML, respectively. The median age at diagnosis was 71.8 years in patients with MM and 69.1 years in AML. The SES distribution was similar between the two diseases. The majority of patients were blue-collar (38.0; 39.5%) and white-collar workers (36.4; 37%), with lower white-collar workers dominating the latter group. Women had a significantly lower mortality than men both among MM (p<0.001) and AML (p<0.05) patients. The mortality among patients diagnosed in more recent calendar periods was lower than among patients diagnosed earlier (p<0.001) Overall, higher white-collar workers had a significantly lower mortality compared to blue-collar workers for both MM (p<0.001) and AML (p<0.001). No significant differences were found between the other SES groups. In MM, analyses stratified by calendar period revealed that the mortality did not differ between the SES groups in the first two calendar periods, but in the third calendar period, 1990–1999, both higher and lower white-collar workers had a significantly lower mortality compared to blue collar workers, hazard ratios (HR) 0.85 (95% CI, 0.75–0.96) and 0.91 (95% CI 0.85–0.98), respectively. In the fourth period the mortality followed the same pattern as in the third period with lower mortality among both higher [HR 0.66 (95% CI, 0.50–0.88)] and lower [HR 0.82 (95% CI, 0.69–0.96)] white-collar workers. In AML patients no difference in mortality in relation to SES was found during the first calendar period. During the last three periods, however, a lower mortality was observed in higher white-collar workers compared to blue-collar workers, HR: 0.79 (0.66–0.95), 0.79 (0.67–0.93) and 0.74 (0.57–0.96) in the periods 1980–1989, 1990–1999 and 2000–2003, respectively. Conclusion SES, here defined as occupational profession, was significantly associated with prognosis in both MM and AML. Most conspicuously, a lower mortality was recorded in white-collar workers during more recent calendar periods. Differences in time to diagnosis (lead-time bias) and treatment strategies may be important factors contributing to this finding. Future studies may identify the relative impact of these and potentially other factors.

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Alexy, Betty. „Workplace Health Promotion and the Blue Collar Worker“. AAOHN Journal 38, Nr. 1 (Januar 1990): 12–16. http://dx.doi.org/10.1177/216507999003800103.

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Soares, Joaquim J. F., Eija Viitasara und Gloria Macassa. „Quality of Life Among Lifetime Victimized Men“. Violence and Victims 22, Nr. 2 (April 2007): 189–204. http://dx.doi.org/10.1891/088667007780477366.

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Quality of life was compared for lifetime victimized (n = 353) and nonvictimized men (n = 167) for demographic and quality of life variables by a cross-sectional design. The univariate analyses showed that victims compared to nonvictims had a lower quality of life, were younger, more often had upper secondary school education, and were more often blue-collar/low white-collar workers, on student allowances, on unemployment, financially strained, and smokers. The regressions revealed that unemployment, financial strain, smoking, depression, and home/public abuse were associated with reduced quality of life among victimized men. Being a blue-collar/low/intermediate white-collar worker and social support were related to increased quality of life. This study may have provided new insights into the experiences of quality of life of victimized men.

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Dissertationen zum Thema "Blue-collar worker"

Griffin, Mark Eldridge. „A Case Study of Blue-Collar Worker Retirement Investment Decisions“. ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/319.

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The finances of blue-collar workers were the most acutely impacted as these workers lost their jobs during the Great Recession of 2007 through 2009. The literature revealed a minimal understanding of how blue-collar workers allocated funds for their retirement, and what their investments might be when they invested. To address this problem, the current qualitative study addressed (a) how blue-collar workers chose to invest or not invest for retirement and (b) how blue-collar workers diversified their portfolio if they chose to invest. Theoretical foundations of the study were based on regret theory and prospect theory. A nonrandom purposeful sample of 10 blue-collar worker participants answered 19 open-ended questions. Data from these questions were analyzed inductively. Findings revealed that, as participants reached the age of 30, they started to consider investing for their retirement. Participants under the age of 30 were not as likely to invest. Only one person over the age of 30 did not invest for retirement. The factors that contributed to these blue-collar workers' investment decisions for retirement were based on an employer-provided retirement accounts, the fear of running out of money later in life during retirement, and the addition of new family members. One of the most popular retirement investment products for the participant group, which included mechanics, laborers, and material movers, was the U.S. Treasury Bonds. Other popular investments were mutual funds, 401(k)s, and IRAs. These findings may inform researchers who are conducting a study on the investment decisions of blue-collar workers. The findings can also be beneficial for other blue-collar workers by showing them that other blue-collar workers do invest, and by revealing their rationales in doing so.

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Haxhiu, Agonis, und Max Glasberg. „Belöningssystem för arbetare : En fallstudie på ett industriföretag“. Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105424.

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Bakgrund och problem: Ett välkänt ekonomiskt styrmedel som används av företagsledare för att motivera anställda till att utföra prestationer som ligger i linje med företagets mål är belöningssystem. Belöningssystem fungerar olika i olika branscher och måste anpassas efter typ av verksamhet och anställda. Ett relativt outforskat område är industribranschen, här utförs ofta kärnprocessen av arbetarna på golvet vilket gör det intressant att se hur ett industriföretag jobbar med belöningssystem mot dessa typer av anställda och identifiera kritiska områden för belöningssystemets funktion mot arbetare då detta är ett ostuderat område. Syfte: Syftet med denna studie är att bidra med ökad förståelse om hur industriföretag jobbar med belöningssystem gentemot arbetare och vad dessa arbetare har för erfarenheter av detta system. Metod: En kvalitativ fallstudie är utförd på företaget Atlas Copco Power Technique Nordic som är verksamma inom industribranschen. Åtta respondenter har intervjuats genom semi-strukturerade intervjuer. Studien har anammat en abduktiv forskningsansats Slutsats: Atlas Copco Power Technique Nordic använder sig av många olika belöningar i olika former för att motivera sina anställda, en kombination av icke-monetära belöningar är den främsta nyckeln för att skapa motivation hos anställda. Det framkommer att de monetära belöningarna exklusive lön inte har betydande påverkan på arbetarnas motivation och vilja att prestera. Det visar sig även att mål och rättvisa har en betydande roll vad gäller arbetarnas positiva inställning till belöningssystemet.
Background and problem: A well-known financial instrument used by business leaders to motivate employees to perform in line with the company's goal is the reward system. Reward systems work differently in different industries and must therefore be adapted to the type of business and type of employees in an organization. A relatively unexplored area is the industrial industry. Here the core processes are often performed by the blue-collar workers which makes it interesting to see how an industrial company works with reward systems towards these types of workers and identify critical areas for the reward system's function towards blue-collar workers as this is an unstudied area. Purpose: The purpose of this study is to contribute to an increased understanding of how industrial companies work with reward systems towards blue-collar workers and what experience these workers have of this system. Method: A qualitative case study has been carried out at the company Atlas Copco Power Technique Nordic, which is active in the industrial industry. Eight respondents were interviewed through semi-structured interviews. The study has adopted an abductive research approach Conclusion: Atlas Copco Power Technique Nordic uses many different rewards in different ways to motivate its employees, and the combination of non-monetary rewards is the main key to creating motivation in employees. It appears that the monetary rewards excluding wages have no meaningful effect on blue collar worker’s motivation and desire to perform. It also appears that goalsetting and justice play a significant role in terms of blue collar worker’s positive attitudes towards the reward system.

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Parker, Rhiannon Jennifer. „A field investigation into the impact of task demands on worker responses in the South African forestry silviculture sector“. Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1015645.

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Background: In South Africa, limited research has focused on the task demands and workers responses associated with forestry silviculture work, particularly pitting and planting. The methods currently in use are manual, but despite our lack of understanding of the existing demands, advances in forestry engineering have resulted in an introduction of semi-mechanised versions of these tasks. This project aimed to compare the task demands of silviculture tasks using the current manual techniques and the more modern, semi-mechanised techniques. Methods: A holistic investigation focused on the worker characteristics of a sample of black male pitters and black female planters from the Kwa-Zulu Natal forestry industry, as well as biomechanical (spinal kinematics and L5/S1 forces), physiological (heart rate, oxygen consumption and energy expenditure) and psychophysical (ratings of perceived exertion and body discomfort) responses associated with manual and semi-mechanised pitting and planting. Results: The pitting task saw significant improvements in the spinal kinematic measures as a result of the increased mechanisation, with eight of the 16 recorded variables decreasing to a lower level of risk classification. Physiologically, the manual task was associated with a mean heart rate of 157 bt.min⁻¹ and absolute energy expenditure of 11.27 kcal.min⁻¹, which were not found to be significantly different to the values of 143 bt.min⁻¹ and 9.8 kcal.min⁻¹ recorded during the semi-mechanised technique. Psychophysical responses indicated that the workers perceived manual pitting to be more physically demanding than the semi-mechanised method. The manual and semi-mechanised planting tasks were, in general, found to be acceptable from a spinal kinematics perspective, with the majority of variables classified as low risk. However, the maximum sagittal angle was reduced by more than 20 degrees as a result of the new equipment. The physiological and psychophysical demands associated with manual planting were found to be within acceptable limits. Conclusion: In terms of pitting, it can tentatively be concluded that the semi-mechanised technique is better than the manual one, based on the biomechanical and psychophysical findings, however physiological demands require further investigation. When considering the planting techniques, the semi-mechanised method showed a slight improvement from the biomechanical perspective, but further physiological and psychophysical investigations are needed.

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Lee, Ching-man Dorothy. „China blue collar workers : work stress, coping and mental health /“. View the Table of Contents & Abstract, 2003. http://sunzi.lib.hku.hk/hkuto/record/B36783213.

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Hardman, Lisa, und mikewood@deakin edu au. „Attitudes and perceptions of workers to sexual harassment“. Deakin University. School of Psychology, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20051202.090143.

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This thesis highlights the importance of workers perceptions of and attitudes to sexual harassment. Past researchers have found that a variety of individual factors (age, gender, gender role, and past experiences of sexual harassment), and organisational factors (gender ratio, sexual harassment policies and the role of employers), correlate with the incidence of sexually harassing behaviours. Two studies presented in this thesis extend this research and were designed to investigate how these factors relate to workers attitudes towards and perceptions of sexual harassment. Study one investigated 176 workers from a large, white-collar organisation. Study two sampled 75 workers from a smaller, blue-collar organisation. By comparing two different workplaces the effect of the organisational climate was investigated. Individuals from Study two experienced more sexual harassment, were more tolerant of sexual harassment and perceived less behaviour as sexual harassment compared with individuals from Study one. The organisational context was found to affect the way in which organisational and individual factors related to workers' attitudes to and their experiences of sexual harassment. However, the factors that influenced workers perceptions of sexual harassment were stable across both studies. Although workers attitudes to and their perceptions of sexual harassment were significantly correlated, they were influenced by different factors. Overall, workers perceptions of sexual harassment were influenced by their attitudes, the behavioural context, and the gender of the victim and perpetrator. In contrast, attitudes to sexual harassment appeared to be more strongly influenced by individual factors, such as age, gender, gender role, past experiences of sexual harassment, and perceptions of managements tolerance of sexual harassment. The broader implications of these findings are discussed and recommendations for future research are suggested.

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Lee, Ching-man Dorothy, und 李靜敏. „China blue collar workers: work stress, coping and mental health“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B43895281.

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Mahoney, Thomas Gregory. „Workers' compensation claimant fraud investigations : deterring light blue-collar crime“. Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/workers-compensation-claimant-fraud-investigations-deterring-light-bluecollar-crime(19c674ec-0405-4631-9e3e-88de8afce7d6).html.

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Programme evaluation research examined the criminological and socio-legal issues of a Claimant Fraud Investigation Program (CFIP) operating inside the workers' compensation system. Qualitative and quantitative methods were used to evaluate the programmes' choice of deterrence as an instrumental mechanism for achieving compliance. Key aspects of the programme were analysed from both criminological and socio-legal standpoints. Justice and liberty tensions were examined in reference to the programmes' deterrence mechanisms and the perceptions of fourteen participants' were thematically analysed. The study develops an analytically useful concept of light blue-collar crime that could be applied to other organisations and scenarios. The study concluded the programme is not effective and has more of a symbolic than instrumental value. It conducts itself ethically, however, there are problems with its' choice of deterrence and the study indicates there is a low probability for a deterrent effect. Recommendations are made for other actors and institutions to play non-deterrence based roles intended to achieve compliance.

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Feesey, Terrence James. „An investigation of variables influencing the experience of unemployment for blue collar and white collar workers“. Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26811.

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This study was designed to probe the experience of white collar unemployment. Some research results suggest that white collar people have an easier time with unemployment than do blue collar people while other findings suggest the contrary. A questionnaire format instrument was designed to record self-reported changes of an affective and behavioural nature in a sample of 66 white collar and 24 blue collar unemployed adults. It was hypothesized that on the whole, the blue collar sample would report a more difficult response to unemployment than the white collar sample. It was further hypothesized that after an unspecified period of time the unemployed white collar sample would become passive and depressed. Twelve variables focusing on learned helplessness, self-esteem, depression, locus of control, social interaction, time structure, personal meaning and perceived measures of health and finances were recorded and intercorrelated in this relationship study. Correlation matrices were constructed for the general sample, the white collar and the blue collar sub-samples. Reliability and validity coefficients of the instrument were calculated on each variable and were found to be acceptable for the purpose of this study. The relationships among the variables supported the notion that generally, the people in the blue collar unemployed sample experienced more difficulty with unemployment than did those people in the white collar sample. The white collar sample subjects did not, however, show a significant disposition toward passivity and depression as a function of time. Instead, the data suggested the presence of a second white collar subgroup who appeared to be experiencing great personal difficulties regardless of the duration of their unemployment. It was suggested that the appearance of a bi-modal white collar sample was the result of the sampling technique, and further that these results may reflect the state of the real world. This position is offered as a possible justification for the contradictory white collar unemployment findings in the past.
Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate

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Tolley, Rebecca. „Disco, Tattoos and Tutus: Blue Collar Performances on Wheels“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/5739.

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Lepine, Irène. „Shortages of skilled blue collar workers in the machining trades in Montreal“. Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=75702.

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The objective of this thesis is to examine the evidence of and responses to shortages of skilled blue collar workers in the machining trades--tool and die makers and machinists--in the Montreal metropolitan region. The period studied is 1974 to 1981 and the study focuses on employer behaviour.
It was found that data available from government sources documenting the supply and demand for thee occupations are generally inadequate. The research underlines that one of the fundamental difficulties in compiling net supply and demand figures for these occupations is the pinning down of skill levels involved. Employers' definitions of skill are therefore analyzed.
This research indicates that organizational factors appear to influence the recruitment process as well as the choice of adjustment measures. It was found that employers dispose of and use many measures to respond to shortages. Specifically it was found that the adjustment process does not take place only through changes in wage rates. Rather employers will tend to favour adjustment measures that maintain existing arrangements within firms and preserve management discretion.

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Bücher zum Thema "Blue-collar worker"

The mind at work: Valuing the intelligence of the American worker. New York: Penguin Books, 2005.

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Blue collar blues. New York: Warner Books, 1998.

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Provenzano, Steven. Blue collar resumes. Franklin Lakes, NJ: Career Press, 1999.

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Lubrano, Alfred. Limbo: Blue-collar roots, white-collar dreams. New York: Wiley, 2003.

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Lubrano, Alfred. Limbo: Blue-collar roots, white-collar dreams. Hoboken, NJ: Wiley, 2004.

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Samarasinghe, Gameela. A psychological study of blue collar female workers. Colombo: Women's Education & Research Centre, 2000.

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Blue collar, white collar, no collar: Stories of work. New York: Harper Perennial, 2011.

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Good people. New York: Dramatists Play Service, 2012.

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Hendels, Yehoshuʻa. Meʼafyene ʻovde tsaṿaron kaḥol ba-ʻanafim nivḥarim. [Tel Aviv]: ha-Histadrut ha-kelalit shel ha-ʻovdim be-E.Y., ha-Ṿaʻad ha-poʻel, ha-Makhon le-meḥḳar kalkali ṿe-ḥevrati, 1988.

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Forrest, David. The structure of wages among manual workers in Guadalajara, Mexico. Salford: University of Salford, Department of Economics, 1988.

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Buchteile zum Thema "Blue-collar worker"

Furnham, Adrian. „Motivating blue-collar workers“. In The People Business, 116–18. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230510098_41.

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Norheim, Kristoffer Larsen, Jakob Hjort Bønløkke, Øyvind Omland, Afshin Samani und Pascal Madeleine. „Force Variability and Musculoskeletal Pain in Blue-Collar Workers“. In Advances in Intelligent Systems and Computing, 59–67. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96065-4_9.

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Bertolotti, Giorgio, Elisabetta Angelino, Ornella Bettinardi, Anna Maria Zotti, Ezio Sanavio, Giulio Vidotto und Giorgio Mazzuero. „Type A and Cardiovascular Responsiveness in Italian Blue Collar Workers“. In Clinical Applied Psychophysiology, 55–70. Boston, MA: Springer US, 1994. http://dx.doi.org/10.1007/978-1-4757-9703-9_5.

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Yu, Na, Chang Zhang, Liming Shen und Siegfried Lewark. „Exploring Potential of Blue-collar Workers in the Information Manufacturing System“. In Advances in Human Factors, Business Management, Training and Education, 447–53. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42070-7_40.

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Ji, Yu, und Hong Liu. „Thermal Comfort Differences with Air Movement Between Students and Outdoor Blue-Collar Workers“. In Advances in Intelligent Systems and Computing, 453–58. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96068-5_51.

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Zapatka, Kasey, John Mollenkopf und Steven Romalewski. „Reordering Occupation, Race, and Place in Metropolitan New York“. In The Urban Book Series, 407–29. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-64569-4_21.

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AbstractThe New York metropolitan area is one of the oldest, largest, and perhaps most complex urban region in the United States (U.S.). Its 23.7 million residents live across four states, produce a GDP of more than $1.7 trillion, are governed by a fragmented political system, and experience persistently high degrees of geographic and racial/ethnic inequality and segregation. This chapter investigates the evolving spatial organization of occupation and race across the metropolitan area. While white professionals have traditionally lived in an outer ring of suburbs and blue-collar immigrant and minority groups have lived closer to the city center, our research shows that the forces of gentrification and minority and immigrant suburbanization have been turning the metropolitan area inside out. Specifically, young, usually white, professionals are increasingly located in and around the central city whereas many working-class minorities have shifted away from it. At the heart of this spatial reordering lie the diminishing plurality of native-born whites within the region and the increasing share of immigrant minority groups, especially for foreign-born Hispanics and Asians. This trend has lessened the share of white males in better occupations even as the region’s occupational structure slowly but inexorably tilts toward managerial and professional occupations. Technology is transforming white-collar work as blue-collar work continues to disappear. Dramatic shifts are thus afoot, yet inequality and segregation remain high. We argue that these changes in the spatial organization of the metropolitan area challenge us to see these inequalities from a new vantage point. As elites are now more likely to live among less advantaged groups, this may provide the social basis for new thinking.

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Moreira-Silva, Isabel, Joana Azevedo, Sandra Rodrigues, Adérito Seixas und Jorge Mota. „Prevalence of Musculoskeletal Symptoms in Blue-Collar Workers: Association with Gender and Physical Activity Level“. In Studies in Systems, Decision and Control, 467–75. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-14730-3_50.

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„5. Technology, Machines, and Worker Behavior“. In Blue-Collar Stratification: Autoworkers in Four Countries, 94–112. Princeton: Princeton University Press, 2015. http://dx.doi.org/10.1515/9781400868452-008.

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„The Rise and Fall of the Blue-Collar Worker“. In Managing for the Future, 121–25. Routledge, 2013. http://dx.doi.org/10.4324/9780080938059-25.

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Prause, Christian R., Marc Jentsch und Markus Eisenhauer. „MICA“. In Mobile and Handheld Computing Solutions for Organizations and End-Users, 149–73. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2785-7.ch009.

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Thousands of small and medium-sized companies world-wide have non-automated warehouses. Picking orders are manually processed by blue-collar workers; however, this process is highly error-prone. There are various kinds of picking errors that can occur, which cause immense costs and aggravate customers. Even experienced workers are not immune to this problem. In turn, this puts a high pressure on the warehouse personnel. In this paper, the authors present a mobile assistance system for warehouse workers that realize the new Interaction-by-Doing principle. MICA unobtrusively navigates the worker through the warehouse and effectively prevents picking errors using RFID. In a pilot project at a medium-sized enterprise the authors evaluate the usability, efficiency, and sales potential of MICA. Findings show that MICA effectively reduces picking times and error rates. Consequentially, job training periods are shortened, while at the same time pressure put on the individual worker is reduced. This leads to lower costs for warehouse operators and an increased customer satisfaction.

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Konferenzberichte zum Thema "Blue-collar worker"

Hauer, K., und F. Schnabel. „Der „Blue-Collar Worker“-Effekt in der Betrieblichen Gesundheitsförderung“. In 23. wissenschaftliche Tagung der Österreichischen Gesellschaft für Public Health (ÖGPH). © Georg Thieme Verlag KG, 2020. http://dx.doi.org/10.1055/s-0040-1709012.

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Ji., Bu-Tian. „Abstract 3437: Cancer and all-cause mortality among white and blue collar workers in middle-aged and elderly chinese women in a prospective cohort study“. In Proceedings: AACR 107th Annual Meeting 2016; April 16-20, 2016; New Orleans, LA. American Association for Cancer Research, 2016. http://dx.doi.org/10.1158/1538-7445.am2016-3437.

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Berichte der Organisationen zum Thema "Blue-collar worker"

Lazonick, William, Philip Moss und Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, Mai 2021. http://dx.doi.org/10.36687/inetwp159.

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In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.

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