Academic literature on the topic 'Blue collar workers'
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Journal articles on the topic "Blue collar workers"
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Sagers, Jill. "Blue Collar Workers, Iowa." Iowa Journal of Cultural Studies 1994, no. 13 (1994): 55–69. http://dx.doi.org/10.17077/2168-569x.1170.
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Pugh, Nancy S. "Educating Blue Collar Workers." AAOHN Journal 40, no. 9 (September 1992): 419–22. http://dx.doi.org/10.1177/216507999204000902.
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The nurse who meets with workers to share practical information about safe work practices, health maintenance, and home safety has the privilege of working to make a difference in their lives. On each return visit to the workplace, the messages can be strengthened and reinforced by using appropriate intervention strategies. The workplace offers a fertile field for effective health education for blue collar workers. Health education can provide useful information and develop within blue collar workers a sense of empowerment that they have the capacity to develop and use improved health behaviors. Education based on workers’ value system, interests, and strengths will be the most likely to influence lifestyle choices.
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Naidu, Navinraj, and Anusuiya Subramaniam. "The sinking ship repair corporation: uncovering the untold tale." Emerald Emerging Markets Case Studies 13, no. 3 (November 10, 2023): 1–26. http://dx.doi.org/10.1108/eemcs-04-2023-0109.
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Learning outcomes At the end of the session, learners are expected to be able to evaluate the detrimental impact of stress on blue-collar workers’ well-being in Attainer Engineering Sdn Bhd; develop effective strategies to improve stressful conditions experienced by blue-collar workers in Attainer Engineering Sdn Bhd; analyse and select appropriate approaches that can help maintain the motivation levels of blue-collar workers in Attainer Engineering Sdn Bhd; analyse the impact of Attainer Engineering Sdn Bhd’s extensive investment in training new blue-collar workers, alongside the subsequent high turnover rate, on the decline in sales and profit; identify the critical changes that the managing director should have implemented to prioritize employee retention among blue-collar workers at Attainer Engineering Sdn Bhd; discuss the strategic implementation of mechanization, specifically in the context of automating repetitive processes, as an innovative solution to address the challenges faced by the ship repair and maintenance service industry heavily reliant on blue-collar workers in emerging markets; cultivate thoughtful debates on ways to keep blue-collar workers in the shipping repair and maintenance industry, as well as active learner participation and group interaction; develop learners’ analytical and critical thinking skills by guiding them through the analysis of a real-world case study in the shipping repair and maintenance industry, concentrating on the difficulties and potential solutions for blue-collar worker retention; and equip learners with practical knowledge and insights on implementing effective human resources strategies for retaining blue-collar workers in the shipping repair and maintenance industry, emphasizing the conversion of theoretical concepts into workable solutions. Case overview/synopsis This teaching case study centres on Attainer Engineering Sdn Bhd, a Malaysian conglomerate that bestows ship repair and maintenance services. Regrettably, the corporation has been subjected to a decrease in profitability and productivity owing to its high turnover rate of blue-collar workers. The ship repair and maintenance service industry is accountable for delivering comprehensive repair and maintenance services to ships, including their engines, hulls, machinery and other related components. The fundamental aim of this case study is to ascertain the rudimentary factors that contribute to this issue and foster effective strategies to enhance the motivation and retention rate of blue-collar workers in the ship repair and maintenance service corporation, using appropriate management theories, models and concepts. The case study brings to light the importance of discovering the most suitable approaches to retain blue-collar workers in the corporation to improve its profitability and productivity in a highly competitive market. This teaching case study will be beneficial for students and practitioners who want to grasp the disputes associated with retaining blue-collar workers in the ship repair and maintenance service industry and learn how to apply management theories, models and concepts to address these disputes effectively. Complexity academic level This case discussion would be highly suitable for undergraduate and postgraduate university students who are pursuing their studies in management or related fields and are eager to delve into the nuances of the ship repair and maintenance service industry. Furthermore, trainers from both private and public agencies who are keen on gaining a deeper understanding of the issues pertaining to retaining blue-collar workers in this particular industry and devising result-oriented strategies to tackle these concerns would also find this case discussion immensely helpful. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human resource management.
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Fox, Kathy C. "Nurses as Blue Collar Workers." Nursing Management (Springhouse) 17, no. 5 (May 1986): 10. http://dx.doi.org/10.1097/00006247-198605000-00003.
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Harumi, Wise, Nasri Bachtiar, and Neng Kamarni. "Guaranteed Return to Work for White-Collar and Blue-Collar Workers: Impact of Covid-19 in Western and Eastern Indonesia." Jurnal Perencanaan Pembangunan: The Indonesian Journal of Development Planning 6, no. 3 (December 31, 2022): 350–68. http://dx.doi.org/10.36574/jpp.v6i3.367.
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This study investigates the guaranteed recall likelihood of temporarily unemployed white-collar and blue-collar workers in the labour markets affected by Covid-19 in Indonesia’s western and eastern regions. The August 2020 microdata from Sakernas were used using logistic regression analysis. Descriptive analysis shows a balance of male and female workforce composition. However, the unemployment rate affected by Covid-19 is higher in western Indonesia than in eastern Indonesia. In the western part of Indonesia, the temporarily unemployed are more distributed in urban areas, while in the eastern part of Indonesia, they are more dispersed in rural areas. By gender, more men than women are temporarily unemployed due to Covid-19 in western and eastern Indonesia. Regression statistics show that layoffs and temporary layoffs impact white-collar and blue-collar workers differently. It can be seen that white-collar workers in western Indonesia have the highest return-to-work protection factor, while blue-collar workers in eastern Indonesia have the lowest. Urban areas provide blue-collar workers in eastern Indonesia with higher guaranteed chances of returning to work. Male white-collar workers in the Western Indonesia region are the most likely to return to work compared to other categories. The age variable is not significant for white-collar workers but is significant for blue-collar workers. The only significant education variable is the assurance that blue-collar workers in eastern Indonesia will return to work. An additional skill variant in the form of a course will provide a higher assurance of being recalled to work in the eastern region of Indonesia.
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Addison, John T., and Pedro Portugal. "Advance Notice and Unemployment: New Evidence from the 1988 Displaced Worker Survey." ILR Review 45, no. 4 (July 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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Eslami, Ardalan, Najah T. Nassif, and Sara Lal. "Neuropsychological Performance and Cardiac Autonomic Function in Blue- and White-Collar Workers: A Psychometric and Heart Rate Variability Evaluation." International Journal of Environmental Research and Public Health 20, no. 5 (February 27, 2023): 4203. http://dx.doi.org/10.3390/ijerph20054203.
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The 21st century has brought a growing and significant focus on performance and health within the workforce, with the aim of improving the health and performance of the blue- and white-collar workforce. The present research investigated heart rate variability (HRV) and psychological performance between blue and white-collar workers to determine if differences were evident. A total of 101 workers (n = 48 white-collar, n = 53 blue-collar, aged 19–61 years) underwent a three lead electrocardiogram to obtain HRV data during baseline (10 min) and active (working memory and attention) phases. The Cambridge Neuropsychological Test Automated Battery, specifically the spatial working memory, attention switching task, rapid visual processing and the spatial span, were used. Differences in neurocognitive performance measures indicated that white-collar workers were better able to detect sequences and make less errors than blue-collar workers. The heart rate variability differences showed that white-collar workers exhibit lower levels of cardiac vagal control during these neuropsychological tasks. These initial findings provide some novel insights into the relationship between occupation and psychophysiological processes and further highlight the interactions between cardiac autonomic variables and neurocognitive performance in blue and white-collar workers.
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Aro, Seppo, Leena Räsänen, and Risto Telama. "Social Class and Changes in Health-Related Habits in Finland in 1973–1983." Scandinavian Journal of Social Medicine 14, no. 1 (March 1986): 39–47. http://dx.doi.org/10.1177/140349488601400107.
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The aim of this project was to study social class differences with respect to various health-related habits and especially to note the changes in these habits after a 10-year follow-up period. From this study conclusions can be drawn as to whether health education efforts and increased interest in personal health has been more widely adopted by the more educated groups than the less educated groups, whose morbidity and mortality rates are higher. The sample consisted of 902 white-collar and blue-collar workers. Smoking was found to be more common among blue-collar workers in both years. Smoking rates had declined in all groups except female blue-collar workers. Occasions of drinking were more frequent among white-collar than blue-collar workers. However, heavier forms of drinking were more common in male blue-collar than white-collar groups, while the opposite was true among women. Dietary habits in white-collar groups were closer to the “official” recommendations than in the respective blue-collar groups in both years. White-collar men were physically more active at the time of the first investigation, and even more so ten years later. Among women, social class differences were in the same direction, but less marked. In conclusion, in the early 1970s the health-related habits examined were, in most instances, less favourable among blue-collar than white-collar workers. No consistent pattern of change in these habits was observed in the 10-year follow-up. At the end of the follow-up, many of the “inequalities” still persisted.
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Chengcai, Feng, Sergey Ryazantsev, and Evgeniya Moiseeva. "Chinese Mobile Youth’s Intentions to Stay in the City." DEMIS. Demographic Research 1, no. 4 (November 19, 2021): 96–114. http://dx.doi.org/10.19181/demis.2021.1.4.8.
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In the new era, the motivation of young migrant white-collar and blue-collar workers to stay in cities is different. Through in-depth interviews, we found out that economic factors have different attraction mechanisms for migrant youth to stay in Shanghai. Income level is the most direct factor for migrant youth’ decision-making, but white-collar workers still pay more attention to the prospects of urban development. Social integration has different effects on the retention mentality of migrant youth as well. High-quality urban integration promotes the willingness of white-collar workers to stay in the city, and the weak sense of urban belonging of blue-collar workers does not hinder their urban retention decision-making. Living conditions have different push and pull effects on migrant youth staying in cities. White collar workers have better living conditions and can purchase real estate, so as to complete the process of citizenization*. Blue collar workers cannot buy real estate and have poor living conditions, so it is easy to push them out of the city. Policy factors also have different bonding effects on migrant youth’s residence. The policy has bonded high-quality white-collar workers and promoted their strong willingness to stay. However, it has squeezed blue collar workers to a certain extent, but it has no obvious effect on their decision-making and willingness to stay. Migrant young white-collar workers comprehensively measure various factors to determine whether to stay, while migrant young blue-collar workers mainly decide whether to stay based on income level. The decision-making and willingness of the new generation of migrant youth to stay in cities have tended to be reasonable. Based on this, this paper puts forward the idea of ‘tripartite promotion’ to promote the rational flow of youth.
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Kristinsson, Sigurdur Y., Asa R. Derolf, Paul W. Dickman, Gustaf Edgren, and 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, no. 11 (November 16, 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.
Dissertations / Theses on the topic "Blue collar workers"
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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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Lee, Ching-man Dorothy, and 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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Hardman, Lisa, and 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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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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Hannan-Jones, Mary T. "Validation of a food behavior questionnaire for male blue collar workers." Thesis, Queensland University of Technology, 1994.
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During nutrition intervention programs, some form of dietary assessment is usually necessary. This dietary assessment can be for: initial screening; development of appropriate programs and activities; or, evaluation. Established methods of dietary assessment are not always practical, nor cost effective in such interventions, therefore an abbreviated dietary assessment tool is needed. The Queensland Nutrition Project developed such a tool for male Blue Collar Workers, the Food Behaviour Questionnaire, consisting of 27 food behaviour related questions. This tool has been validated in a sample of 23 men, through full dietary assessment obtained via food frequency questionnaires and 24 hour dietary recalls. Those questions which correlated poorly with the full dietary assessment were deleted from the tool. In all, 13 questions was all that was required to distinguish between high and low dietary intakes of particular nutrients. Three questions when combined had correlations with refined sugar between 0.617 and 0.730 (p<0.005); four questions when combined had correlations with dietary fibre as percentage of energy of 0.45 (p<0.05); five questions when combined had a correlation with total fat of 0.499 (p<0.05); and, 4 questions when combined had a correlation with saturated fat of between 0.451 and 0.589 (p<0.05). A significant correlation could not be found for food behaviour questions with respect to dietary sodium. Correlations for fat as a function of energy could not be found.
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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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Kroon, Kim. "An investigation of absenteeism amongst blue-collar workers: a mixed methods approach." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/d1021248.
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Absenteeism affects organisations in many different ways, therefore it is essential to investigate absenteeism with the aim of minimising absence levels. The focus of the research was to investigate absenteeism amongst blue-collar workers at a Global Logistics Supplier. The objectives of this research were to identify the main types of absenteeism, to compare the views of blue-collar workers and management on the causes attributed to absenteeism, to describe how absenteeism has been measured and managed, and to make recommendations to the company on ways to minimize absenteeism based on the findings. Quantitative data in the form of monthly absenteeism statistics relating to each leave type, was examined for trends relating to absenteeism levels amongst blue-collar workers at the company. Semi-structured interviews were then carried out with management and blue-collar workers to examine the causes of absenteeism and its management. The results showed that there was a discrepancy between the views of management and blue-collar workers at the company on the perceived causes of absenteeism. On the other hand, both management and the blue-collar workers identified Monday and Friday as the most prevalent days on which employees are absent from the workplace. This finding suggests that more research should be conducted on this trend in blue-collar workers. In exploring how absenteeism is dealt with, management within the company stated that discipline was the most effective way of keeping absenteeism levels low amongst employees. The limitations and delimitations of the research were recognised and further research ideas were given. It was also recommended that managers and supervisors address the workplace issues and identify when a worker’s performance and interpersonal relationships are strained in order to effectively minimise absenteeism. It is also recommended they implement a wellness programme.
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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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Kapcala, Jason D. "Lodi a novel /." Morgantown, W. Va. : [West Virginia University Libraries], 2010. http://hdl.handle.net/10450/10898.
Full textBooks on the topic "Blue collar workers"
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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. Hoboken, NJ: Wiley, 2004.
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Lubrano, Alfred. Limbo: Blue-collar roots, white-collar dreams. New York: Wiley, 2003.
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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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Schenk, R. Bubba. Notes from a cave: Blue collar poetry. Point Richmond, CA: Dreamsmith Ink, 2000.
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Karahan, Zeynep. Bahar bizden yana: Bir işçinin yaşamı. Kadıköy, İstanbul: Ceylan, 2000.
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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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Parker, Yana. Blue collar & beyond: Resumes for skilled trades & services. Berkeley, Calif: Ten Speed Press, 1995.
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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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Forrest, David. The structure of wages among manual workers in Guadalajara, Mexico. Salford: University of Salford Department of Economics, 1988.
Find full textBook chapters on the topic "Blue collar workers"
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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, and 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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Lasek-Markey, Marta. "Blue-Collar Posted Workers in the Vicious Cycle of Precarity." In Law, Precarious Labour and Posted Workers, 87–115. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003350507-5.
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Bertolotti, Giorgio, Elisabetta Angelino, Ornella Bettinardi, Anna Maria Zotti, Ezio Sanavio, Giulio Vidotto, and 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, and 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, and 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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Ahmed Thanveer, T., Surendar Varadharajan, and P. A. Arun. "Comparative Study of Ergonomic Assessment Tools on the Blue Collar Workers in a University." In Advances in Behavioral Based Safety, 231–40. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-8270-4_17.
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Moreira-Silva, Isabel, Joana Azevedo, Sandra Rodrigues, Adérito Seixas, and 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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Guillén-Royo, Mònica, Amsale K. Temesgen, and Bjørn Vidar Vangelsten. "Towards Sustainable Transport Practices in a Coastal Community in Norway: Insights from Human Needs and Social Practice Approaches." In Consumption, Sustainability and Everyday Life, 255–89. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-11069-6_10.
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AbstractThis chapter presents the results of needs-based workshops carried out in Vågan municipality in the Lofoten Islands in Northern Norway in 2018. Drawing on Max-Neef’s Human Scale Development participatory methodology, 14 representatives of the local society, including students, blue- and white-collar workers and pensioners, participated in a one-day workshop discussing satisfiers (values, social practices, institutions, personal and collective actions and attributes, environments, etc.) that either hampered or contributed to need fulfilment in the municipality. Participants also identified the interventions, at the personal, community and governance levels, that would improve need fulfilment and environmental sustainability. Analysis of workshop data revealed that sustainable transport practices, including ride- and car-sharing using collective transport and cycling, were considered synergetic as they helped fulfil several human needs whilst hampering none. Further, the study highlighted the interdependence of satisfiers associated with sustainable transport and other need-promoting satisfiers. For example, encouraging ride-sharing appeared both linked to the development of a dedicated mobile phone application and to the creation of non-commercial meeting places. The chapter concludes by reflecting on the implications of a human need perspective for the transition towards sustainable consumption practices.
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Ahmad, Rizwan. "Challenges of Communication and Identity in the Gulf: Insights from Qatar and the UAE." In Gulf Studies, 287–304. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-7796-1_17.
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AbstractIn this chapter, I present the case studies of the State of Qatar and the UAE, two countries in the Arabian Gulf where although Arabic is the de jure official language, many foreign languages are widely used for communication because of a large non-Arab, non-national population. In addition to English, which is used as a lingua franca among the educated people, a host of Asian languages are used by blue-collar workers from South and Southeast Asia. While the presence of foreign languages does facilitate communication, it has also heightened a fear of loss of Arabic and Arab identity among the local populations leading to a series of measures by the governments strengthening the position of Arabic officially. I show how the two governments struggle to balance the needs of communication and identity. I argue that since the Gulf Cooperation Council (GCC) countries are no longer monolingual, there is a need for the development of a language policy that balances the needs of communication and identity not only in Qatar and the UAE but also in Oman, Kuwait, Bahrain, and KSA with less, but still significant non-national population.
Conference papers on the topic "Blue collar workers"
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Bikse, Iveta, and Uldis Pāvuls. "Supervisor and Co-Worker Feedback Environment and Blue-Collar Employee Engagement." In 80th International Scientific Conference of the University of Latvia. University of Latvia Press, 2022. http://dx.doi.org/10.22364/htqe.2022.05.
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The aim of the research is to study the relationships between feedback and employee engagement among manufacturing workers. There has been little research on the topic involving low-skilled or blue-collared employees. The aim of the study is to identify what are relationships between the feedback provided by one’s supervisor and their co-workers and the employee engagement in manufacturing companies. Three hypotheses were tested. First, there is positive correlation between high scores of supervisor feedback environment and co-worker feedback environment and employee engagement. Second – there is negative relationship between the age of workers and their engagement; the third hypothesis – there is positive relationship between the blue-collar employees’ tenure and their work engagement. The study involved 495 respondents, blue-collar workers in manufacturing companies. The average age of the respondents was 42 years (range 18 to 75 years), and their work experience ranges from 0 to 10+ years. Questionnaire in Latvian and Russian were prepared for the study. Instruments used– Feedback Environment Scale (Steelman & Levy, 2004) was adapted and Utrecht Work Engagement Scale (UWES-9, Schaufeli & Bakker, 2003). The results confirm findings of previous studies – high indicators in feedback environment predict high level of employee engagement. Supervisor feedback has higher level of influence than the one provided by co-workers. The most important factors of feedback provided by one’s supervisor that affect the engagement are Feedback quality and Favorable feedback. The important factors of co-worker feedback are the Feedback delivery and Favorable feedback. The effect of age and tenure on engagement was not confirmed.
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Luo, Juan, Zhichao Xu, Xianglin Gao, and Fengyuan Mai. "Application of artificial intelligence in new blue-collar workers recruitment software in manufacturing industry." In Third International Conference on Computer Vision and Data Mining (ICCVDM 2022), edited by Tao Zhang and Ting Yang. SPIE, 2023. http://dx.doi.org/10.1117/12.2660275.
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Porta, Micaela, Bruno Leban, and Massimiliano Pau. "Simultaneous assessment of upper limb usage and sedentary behavior time among white- and blue-collar workers using wrist-worn accelerometers." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001479.
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The use of wrist-worn accelerometers to perform assessment of physical activity features and posture recognition, has significantly increased in the last decades, but remains limited in ergonomic contexts. In particular, to our knowledge, no studies employed them to investigate symmetry of use of upper limb (UL) during actual work shifts, even though such information would be useful to identify potentially unbalanced use of dominant and non-dominant limb. In the present study we aimed to estimate intensity and symmetry of use of UL while, at the same time, analyzing the amount of time spent in sedentary behavior in workers engaged in physically demanding and sedentary tasks.2.MethodsTwenty-two full-time workers employed in a metalworking company were recruited for the study and divided into two groups (n=11 each) according to the task they usually performed as follows:1)Machine tools operators, who are required to perform several kinds of machining processes such as cutting, turning, milling, etc.2)Administrative staff, who spend most of their shift time on a desk, in a sitting position using a PC, mouse and keyboard. Upper limb activity was measured for 4 consecutive hours of a regular working shift using two wrist-worn tri-axial accelerometers (Actigraph GT3X-BT, Acticorp Co., USA). The raw accelerations were processed to calculate the following parameters:a) vector magnitude (VM) counts, a composite measure of the accelerometric counts on the three planes of motion;b) Bilateral Magnitude (BLM), which is the sum of the VM values of dominant and non-dominant limb;c) Use Ratio (UR): is the ratio between the minutes of use calculated for the non-dominant and the dominant limb respectively. UR = 1 indicates an equal use of dominant and non-dominant limb, while UR < 1 (>1) indicates longer periods of use for the dominant (non-dominant) limb;d) Magnitude Ratio (MR) is the natural logarithm of the ratio between the VM counts calculated for the non-dominant and the dominant limbs respectively. A value of MR = 0 indicates perfect symmetric use of both limbs in terms of movement intensity. MR < 0 (> 0) denotes higher intensity activity of the dominant (non-dominant) limb;e) Time spent in sedentary (sitting) behaviour calculated according to the procedure proposed by Straczkiewicz et al. (2020)We performed one-way MANCOVA and ANCOVA using the number of steps as covariate because the arm swing associated with walking represents a source of accelerometric counts. The independent variable was the group (i.e. machine tools operator or administrative staff), while the dependent variables were: 1.The three UL activity parameters (i.e., BLM, MR and UR); 2.The time spend in sedentary (sitting) behavior.The level of significance was set at p = 0.05 and the effect of size was assessed using the eta-squared coefficient. Univariate ANOVAs were carried out as a post-hoc test on the adjusted group means.3.ResultsAfter controlling for number of steps, MANCOVA detected a significant main effect of group on UL activity and symmetry parameters [F(3,17) = 5.512; p = 0.008 Wilks’ λ = 0.507; η2 = 0.493]. In particular, the follow-up analysis revealed that machine tool operators performed a more asymmetrical activity in favor of their dominant limb with respect to those engaged in office tasks both in terms of intensity (MR = -0.18 vs. -0.02, p=0.004) and minutes of use (UR = 0.89 vs. 0.99, p=0.001). As regards the sedentary behavior, the ANCOVA revealed that the administrative staff spent significantly longer time in sitting position with respect to machine tools workers (158 minutes vs. 70, p=0.021). This value represents approximately 66% of the monitoring period.4.Discussion and conclusionThe results obtained from the experimental analysis identified the existence of significant asymmetry in the machine tools workers in terms of both duration of UL use and activity intensity. In particular, their markedly higher intensity of use of dominant limb is probably due to the fact that during activities such as cutting, turning, milling, etc. the dominant arm tends to perform dynamic tasks, while the non-dominant is devoted more to stabilizing position by contrasting the forces imposed by the dominant limb. Also, as expected, they spend little time in sitting position (30% of the monitoring period) compared with administrative staff, which perform a typical sedentary work. The findings of the present study, although carried out on a restricted sample in terms of working activities and number of subjects tested, suggest that accelerometer-based data allow discriminating among important features of different job occupations, at the same time highlighting potentially harmful conditions associated with the asymmetrical use of the dominant and non-dominant limbs. This can be extremely important in properly planning suitable ergonomic interventions.
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Gerlach, Stefan, and Nika Perevalova. "Agile Organization of Shift Work without Shift Models." In AHFE 2023 Hawaii Edition. AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1004315.
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Whereas agility of white-collar work is a common and successful concept, blue-collar work is in many cases still organized in shifts following long-term plans. Shift models are very uncomfortable to humans in two ways: first, working hours are spread over the whole day, in many cases over the whole week as “24/7 operations”, and second, the start and end times of the shifts are fixed. The concept of flextime is very uncommon on the shop floor, unimaginable to white collars. Therefore, blue collars ask more and more for flexible labour hours also to achieve a better work-life balance.An approach to a more agile organization of shift work is to substitute the shift model by self-assignment of shifts through the workers. Instead of working along fixed plans, employees may self-assign to different working hours and shifts from day to day, according to their individual preferences and availability. Smart devices seem to be an enabler for the agile organization of shift work. Several commercial apps with self-services for the planning of shifts and working hours are still offered, which may be appropriate for this reason.Agile shift work without predefined shift models may increase the flexibility of the company as well as the work-life balance of the workers. The concept promises to be useful. In practice, a lot of questions arise: What if different workers apply for the same shift? Who gets the shift, first come, first serve? Are there rules to calculate priorities? Is the team responsible to solve the situation or the supervisor? What if no one takes over a shift? Obviously, agile organization of shift work needs a thoroughly defined organization, and obviously too, the workers themselves must be involved in the process of defining this organization, to gain acceptance by them.Developing an organizational framework for agile shift work without shift models is one of the main topics of the German research project “agileASSEMBLY”, which comprises twelve industrial and scientific partners. The framework consists of a target image about the expected achievements, a process blueprint that guides the employees step by step in balancing and synchronizing their individual working applications, and a concise set of rules to solve conflicts in the self-assignment of working hours. The approach of the project is to involve employees in the development of the new framework for the agile organization of assembly processes by means of a role play. Within this paper, the framework for the self-assignment of working hours will be presented. It displays the first step and result of “agileASSEMBLY”. Subsequently, a pilot implementation, operation, and evaluation of the achievements and human factors in a team with round about 45 employees are planned to prove the success expectations of the concept.
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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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Hauer, K., and 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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Hoy, Chanbormey, Varene Huy, Techchung Khou, Sokanha Mao, and Pichmoninea Sophea. "The Impact of COVID-19 on the Garment Sector in Cambodia." In International Research Symposium on How did a Health Crisis Translate to an Economic Crisis? The Impact of the COVID-19 Pandemic. ALLIED PUBLISHERS PVT. LTD., 2021. http://dx.doi.org/10.62458/camed/oar/symposium/2021/67-76.
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INTRODUCTION As of 2020, business plans, studying, traveling, working-life have been completely ruined by an infectious disease called “COVID-19” which took their first spotlight in Wuhan, China. Since it is a disease that could heavily infect the lungs, it can spread more easily and much worse and faster than expected. Consequently, many schools, restaurants, movie theaters, and other public places have been closed. With fear and concern, people have to practice social distancing, washing their hands, wearing masks, and avoiding the crowds. In the worst-case scenario, some cities were in lockdown due to immoderate cases going up. In terms of the marketplace, when everything is closed, the demands for maty products and services including clothing started to shrink significantly in the first few months. Therefore, companies, corporations, and local businesses whether they were medium or large, it somehow affected them in various ways. Some enterprises had a hard time making meet ends struggling to survive and some are encountering bankruptcy. Ever since COVID-19 existed, not only has it affected people’s lives, it also affects the nation as a whole. It is quite worrisome that most of the fundamental sectors in Cambodia such as the garment, tourism, agriculture, and transport have now run into numerous difficulties. Regarding transportation, neither imports nor exports are being traded, some countries even closed their borders for their safety. Not to mention tourism where some airlines have declared bankruptcy because tourists are nowhere to be found. The garment [actories in Cambodia and across Southeast Asia were also severely alfected by the pandemic. ‘I’he majority of the population in impoverished countries are mostly blue-collar workers because they have limited access to education, which is the reason why Europe or any other parts of the world like having their products being made here with low wages provided and they can make more profits. However, with the demands from Europe and other parts of the world diminished, these workers are facing massive layoffs and the unemployment rate, especially in developing countries such as Cambodia increased dramatically.
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Alkhereibi, Aya, Ali AbuZaid, and Tadesse Wakjira. "Blue-collared Workers’ Travel Behavior Modeling using “exPlainable” Machine Learning Model: The Case of Qatar." In Qatar University Annual Research Forum & Exhibition. Qatar University Press, 2021. http://dx.doi.org/10.29117/quarfe.2021.0198.
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This paper presents a novel study on the examination of explainable machine learning (ML) technique to predict the mode choice for communities with a majority of blue-collared workers. A total of 4875 trip records for 1050 blue-collared workers have been used to predict their travel mode choices based on 11 trips and socio-economic attributes. The data used in this paper are obtained from the Ministry of Transportation and Communication (MoTC), which targeted blue-collared workers as they represent 89% of the total population in the State of Qatar. A total of four ML models are evaluated to propose the best predictive model. The four models were examined using different performance metrics. The models’ prediction results showed that the random forest (RF) model had the highest accuracy with a predictive accuracy of 0.97. Moreover, SHapley Additive exPlanation (SHAP) approach is used to investigate the significance of the input features and explain the output of the RF model. The results of SHAP analysis revealed that occupation level is the most significant feature that influences the mode choice followed by occupation section, arrival time, and arrival municipality.
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Asarasri, S., Y. Suprabha, C. Bstieler, and K. Ounjai. "THE EFFECT OF VARIOUS LED LIGHT HUES AND COLOR SATURATION ON STRESS MITIGATION FOR OFFICE WORKERS: AN EXPERIMENTAL STUDY." In CIE 2023 Conference. International Commission on Illumination, CIE, 2023. http://dx.doi.org/10.25039/x50.2023.po002.
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Currently, office workers encounter various stress issues, especially in the workplace. Thus, more design research for stress relief is crucial. Previous research proposed that the colour light can influence human emotion, especially blue and green light, which showed the effect of stress mitigation. Therefore, this study examines how characteristics of coloured lighting design in the resting area of modern workplaces affect stress reduction for office workers. In this within-subjects experiment, fifty volunteers in the early career age range were asked to wear GSR sensors on their index and middle fingers to measure skin conductance during the experiment. Participants performed n-back tasks to induce stress; subsequently, rest under one of the five pre-set ambient lighting scenes. The results indicated that both hues and saturation of colour lighting impacted stress recovery differently. A low-saturated blue light appeared to reduce stress better than other lighting scenes. Interestingly, the skin conductance results also aligned with self-assessed stress levels. Also, the questionnaire about the most and least relaxing lighting scenes showed the influence of individual preferences or familiarities, contrasting with the self-assessed stress levels. This research shows the potential of colour lighting applications to optimize the benefit of relaxing areas in modern workplaces and enhance office workers' quality of life.
Reports on the topic "Blue collar workers"
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Lazonick, William, Philip Moss, and Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, May 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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Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.
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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.
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Poloboc, Alina. Josh Tampico. Intellectual Archive, November 2023. http://dx.doi.org/10.32370/iaj.2988.
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Josh Tampico is a painting from the Fancy Collection 2022, portraying a charismatic and creatively charged character with a keen sense of music. This vibrant portrayal depicts the brilliant music composer from Madrid, known for his distinctive blue hair. Having collaborated with numerous internationally renowned singers, Josh Tampico is a noteworthy figure in the music industry. The creation of this artwork is the result of a collaborative artistic project. The strategic use of the color blue by the painter Alina Poloboc in this piece symbolizes strength, trust, and creativity. Notably, the painting of Josh Tampico currently serves as both the logo and the official cover of one of his music albums. This particular painting stands out as one of the artist`s most successful works, of which she takes great pride.