Relevant bibliographies by topics / White collar workers

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Academic literature on the topic 'White collar workers'

Author: Grafiati

Published: 4 June 2021

Last updated: 29 July 2024

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Journal articles on the topic "White collar workers"

Neinhaus, Ursula. "WOMEN WHITE-COLLAR WORKERS." History Workshop Journal 19, no. 1 (1985): 192a—192. http://dx.doi.org/10.1093/hwj/19.1.192a.

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MARCHAK, PATRICIA. "Women Workers and White-Collar Unions*." Canadian Review of Sociology/Revue canadienne de sociologie 10, no. 2 (July 14, 2008): 134–47. http://dx.doi.org/10.1111/j.1755-618x.1973.tb00520.x.

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Kanjanapan, Wilawan. "White-Collar Foreign Workers in Taiwan." Asian and Pacific Migration Journal 1, no. 3-4 (September 1992): 569–83. http://dx.doi.org/10.1177/011719689200100308.

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This paper discusses capital-assisted and non-capital-assisted migration to Taiwan. Despite a yearly average of US$915 million in direct foreign investment (DFI) in Taiwan in the 1980s, the number of professional transient migrants in Taiwan is not large, totaling only 960 persons in 1988. As sources of both DFI and capital-assisted migration, Japan ranked highest, followed by the United States and Europe. Foreign professionals sent by transnational corporations are likely to be found in capital and technology intensive industries, as well as trade and the services. Among non-capital-assisted migrants, American English teachers are highlighted with results of a case study on their characteristics, work experience and adjustment.

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Bilgel, Nazan, Serpil Aytac, and Nuran Bayram. "Bullying in Turkish white-collar workers." Occupational Medicine 56, no. 4 (February 28, 2006): 226–31. http://dx.doi.org/10.1093/occmed/kqj041.

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Delaney, Walter. "Is the White-Collar Worker the Forgotten Man ?" Relations industrielles 9, no. 4 (February 21, 2014): 325–32. http://dx.doi.org/10.7202/1022810ar.

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The "White-Collar" class composed mostly of office workers although not too much known or spoken of constitutes an interesting group in our society, but unfortunately, has not kept pace with the cost of living or wages of plant workers. From this situation serious problems arise which can be studied by the employers themselves; they can be solved if the principles applied to the ordinary worker are also applied, with some little differences, to the clerical worker himself. This is what the author wants to explain briefly in giving some suggestions.

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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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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.

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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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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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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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Dissertations / Theses on the topic "White collar workers"

Ryan, Frank S. M. (Frank Michael)Massachusetts Institute of Technology. "Reskilling white-collar workers : what's in it for firms?" Thesis, Massachusetts Institute of Technology, 2020. https://hdl.handle.net/1721.1/130208.

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Thesis: S.M. in Technology and Policy, Massachusetts Institute of Technology, School of Engineering, Institute for Data, Systems, and Society, September, 2020
Cataloged from student-submitted PDF of thesis.
Includes bibliographical references (pages 52-53).
Increasing rates of skill obsolescence amongst white-collar workers resulting from rapid technological and organizational shifts within firms, coupled with an insufficient supply of workers proficient in technical areas such as software engineering and data science, has meant that firms are beginning to look to reskilling their incumbent workers as a means of filling skill gaps. This aim of this study was to examine the process and outcomes of efforts made by a US-based diversified global insurance company between 2016 and 2018 to reskill and reassign approximately 300 employees in the face of changing technological and market demands. More specifically, this involved running an immersive coding program for employees with little or no prior coding experience, with the ultimate aim of finding them new job roles in technical areas such as software engineering and data science. Quantitative analysis of longitudinal employee data, combined with qualitative interviews with program participants and administrators of the program, was used to assess the wide-ranging impacts that program had both on the firm and its workforce. Results suggest that the firm benefitted immensely from the retention of business-related knowledge and a low turnover rate of program graduates compared to externally hired software engineers. The majority of program participants also benefited from receiving free technical skills training, resulting in improved career prospects, however inefficiencies in the onboarding process for placing code school graduates on to new technical teams meant that some unfortunate participants were unfairly disadvantaged. Overall, this study provides encouraging evidence for the potential for white-collar reskilling programs to bring about positive outcomes for both firms and their workers, with several lessons learned for future implementations of similar programs.
by Frank Ryan.
S.M. in Technology and Policy
S.M.inTechnologyandPolicy Massachusetts Institute of Technology, School of Engineering, Institute for Data, Systems, and Society

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Chung, Wai-hong. "The white-blouse worker and industrial order : a study of female clerical workforce in Hong Kong /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20716850.

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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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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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Ferrie, Jane Elizabeth. "Change in employment status and health in white collar workers." Thesis, University College London (University of London), 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322313.

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Restructuring and widespread workplace closures have exposed white-collar workers to unprecedented levels of job insecurity and unemployment. This thesis describes two studies which examined effects on health of job insecurity and job loss in a longitudinal study of 10,308 white-collar British civil servants. Study 1 examined the consequences of short and long-term job insecurity generated by the transfer of work to agencies which were periodically under threat of privatisation. Relative to unaffected controls, self-reported morbidity increased significantly among respondents expecting transfer to an agency. Physiological measurements, such as blood pressure and body mass index, deteriorated significantly among respondents working in an agency. Increases in morbidity were greater in men than women. Study 2 examined the effects of job insecurity and job loss for respondents in one complete Civil Service department sold to the private sector. Data from three time points were analysed: 2 years pre-privatisation (anticipation phase); 3 months pre-privatisation (pretermination phase); and Ilh years post-privatisation. During the anticipation phase, compared with controls, respondents from the department undergoing privatisation experienced an overall increase in self-reported morbidity. By the pre-termination phase adverse changes were also seen in physiological measures. Postprivatisation, respondents were stratified by employment status. Overall, respondents in secure employment enjoyed better self-reported health than those in any other group. Unemployed men and insecurely employed women had the poorest self-reported health. Psychological disorder was significantly associated with insecure employment in both sexes and unemployment in men. Some evidence of health selection out of the workforce was found, but adjustment for preexisting morbidity demonstrated adverse effects on health in excess of those attributable to selection. Changes in work characteristics and health-related behaviours explained little of the effect of employment status on health. Further research on the employment statushealth relationship is required.

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Wu, Dadong Flora. "Health risk behaviours and perceived health among Shenzhen white collar workers." View the Table of Contents & Abstract, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38479138.

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Wu, Dadong Flora, and 吳大東. "Health risk behaviours and perceived health among Shenzhen white collar workers." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B39724682.

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Muras, Andrew David. "Development of a quantitative performance measurement prototype system for a white collar organization." Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/44127.

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The project involved the development and evaluation of a prototype individual performance measurement system. The system was designed to be used on research personnel in a technical consulting firm. Before the system was developed, literature in the field of performance appraisal and the company corporate mission was reviewed. The prototype instrument was then developed based on Behavioral Observation Scales and the Critical Incident Technique. The data necessary to form the prototype was gathered through the use of Nominal Group Technique sessions. The prototype was then evaluated by research personnel in a two month trial appraisal period. Results of this experiment showed that portions of the project were useful to be implemented in the company's current performance appraisal system A description of the prototype system research, development and evaluation is included.
Master of Science

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Lang, Lang. "Approaching homeownership : the housing decisions of young white-collar workers in reform-era Beijing." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/2793.

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Since housing choice and strategy are the result of both an individual’s financial capability in a particular life stage, as well as overall political-economic circumstances, the study of housing behavior has been used to emphasize processes of urban development and social change. However, housing behavior in the Chinese context has not attracted much research attention. Although many studies have been done on various topics surrounding China’s housing reform, only several quantitative studies have touched upon the topic of individual housing behavior. All of the existing literature is based on statistics before 1998 when work-unit housing distribution was officially repealed. This thesis offers an update of qualitative information on how young white-collar workers approach homeownership after 1998. Ten young homeowners from Beijing, together with some practitioners in the housing market and two governmental officials were interviewed. Based on the information offered by the interviewees, this thesis examines how state policies, market situations, family structure, and special characteristics of Beijing as a capital city impact the housing choices and strategies of young homeowners.

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Al-Shammari, Susan. "How Do Mid-Level Leaders Communicate with White Collar Workers in a Multi-National Setting?" Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10827780.

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Managing employees from different cultural and national backgrounds within international business organizations is one of the greatest challenges that mid-level leaders face in the new millennium because of the broad range of communication difficulties that can arise (Cox, 1991; Cupach & Imahori, 1993; Fitzsimmons, 2013; Ietto-Gillies, 2005; Lisak & Erez, 2015; Oliveira, 2013). The purpose of this quantitative study was to examine and evaluate the effectiveness of the communication strategies and tactics of mid-level leaders in one major multinational company with a sizable multinational workforce, Saudi Aramco. The theoretical framework for this study was Communication Accommodation Theory (e.g., Giles, 2014; Giles, Coupland, & Coupland, 1991, 2007). The principal survey instrument employed was the Communication Satisfaction Questionnaire (Downs & Hazen, 1977).

Only 7 demographic variables (education, age, gender, nationality match, language match, income, and duration of time with the company) had any significant correlations with the Seven Dimensions Of Communication Satisfaction proposed by Downs and Hazen (1977), but the strength of all those correlations was weak, with the exception of education. The more education the participants had, the more satisfied they were with their job.

Interestingly, in a culture in which gender differences play such an important role, there were no significant differences by gender in the workforce at Saudi Aramco. It was notable however, that the most satisfied employees were those who had been at the company the longest. National and language differences also played almost no role in employee satisfaction, most likely because the whole workforce is fluent in English. The employees did place some significance on what Suchan (2014) describes as Arabic styles of persuasion, which favor: (a) the use of repetition and paraphrasing to make a point, (b) the use of highly ornate and metaphoric language, and (c) the use of strong emotion.

Finally, in comparing the employees’ responses to Goleman’s (2000) Six Styles of Leadership, the researcher discovered that the workers at Saudi Aramco relate most of all to Goleman’s affiliative, coaching, and democratic leadership styles.

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Books on the topic "White collar workers"

Armstrong, Peter, Bob Carter, Chris Smith, and Theo Nichols. White Collar Workers. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449.

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J, Armstrong P., ed. White collar workers, trade unions, and class. London: Croom Helm, 1986.

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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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Ward, Susan Elizabeth. Rising to the challenge: Organizing white collar workers. Kingston, Ont: Industrial Relations Centre, Queen's University, 1991.

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Weir, Paula. White-collar unionisation in action. Dublin: University College Dublin, 1991.

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1943-, Saksena D. N., and Verma S. K, eds. Fertility and family planning among white collar workers. Lucknow: Population Research Centre, Dept. of Economics, Lucknow University, 1988.

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Speier, Hans. German white-collar workers and the rise of Hitler. New Haven: Yale University Press, 1986.

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Chenu, Alain. Les employés. Paris: La Découverte, 1994.

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Imre, Schleicher. A szellemi létszám arányát befolyásoló tényezők az iparvállalatoknál. Budapest: Akadémiai Kiadó, 1990.

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Book chapters on the topic "White collar workers"

Carter, Bob. "Class and Control at the Point of Production - Foremen 2." In White Collar Workers, 43–75. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-4.

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Carter, Bob. "Trade Unionism and the New Middle Class: The Case of Astms." In White Collar Workers, 132–59. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-8.

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Nichols, Theo. "Introduction." In White Collar Workers, 1–16. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-1.

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Armstrong, Peter. "Work Supervisors and Trade Unionism." In White Collar Workers, 109–31. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-7.

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Smith, Chris. "Class Relations, Diversity and Location - Technical Workers." In White Collar Workers, 76–106. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-5.

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Smith, Chris. "Engineers, Trade Unionism and TASS." In White Collar Workers, 160–98. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-9.

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Armstrong, Peter. "Class and Control at the Point of Production - Foremen 1." In White Collar Workers, 19–42. London: Routledge, 2022. http://dx.doi.org/10.4324/9781032410449-3.

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Jenkins, Clive, and Barrie Sherman. "Who are the white-collar workers?" In White-Collar Unionism, 12–22. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003349396-2.

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Murphy, David. "Journalists and the Labour Process: White-Collar Production Workers." In White-Collar Work, 139–61. London: Palgrave Macmillan UK, 1996. http://dx.doi.org/10.1007/978-1-349-13827-2_7.

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Murphy, David. "Journalists and the Labour Process: White-Collar Production Workers." In White-Collar Work, 139–61. London: Palgrave Macmillan UK, 1991. http://dx.doi.org/10.1007/978-1-349-09476-9_7.

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Conference papers on the topic "White collar workers"

Wu, Chensheng, Xue Wang, Ronghai Li, and Honggang Li. "Analysis of the Attraction Model of the PRC White-Collar Workers' Migration." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5576572.

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Yanmin, Xue, Cheng Yunxiu, Li Lin, and Yu Suihuai. "Research on the demand of young white-collar workers for nutritious breakfast service: Intelligent Statistical Analysis based on SPSS." In 2020 International Conference on Intelligent Design (ICID). IEEE, 2020. http://dx.doi.org/10.1109/icid52250.2020.00021.

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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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Hino, Ayako, Yumi Wakida, Yusuke Noguchi, Haruka Ido, Akiomi Inoue, Kosuke Mafune, and Hisanori Hiro. "693 Combined effects of overtime work hours and exercise habits on psychological distress: a cross-sectional study among japanese white-collar workers." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1738.

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Kullberg, Cecilia, Jenny Selander, Pernilla Wiebert, Maria Albin, Signe Borgqvist, Nils Plato, Jonas Manjer, and Per Gustavsson. "P035 Female white collar workers remain at high risk of breast cancer after adjustment for individual risk factors related to reproduction and lifestyle." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.360.

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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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Wu, Hsingtzu, and Leyao Huang. "Chinese Public and Nuclear Experts May Have Different Perceptions Of Severe Nuclear Accidents." In 2021 28th International Conference on Nuclear Engineering. American Society of Mechanical Engineers, 2021. http://dx.doi.org/10.1115/icone28-65349.

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Abstract Nuclear power has been a controversial social issue, and societal acceptance is critical to its development and future. In addition, risk informed rules and regulations rely on the public’s understanding. However, there seems a communication gap about nuclear safety between nuclear experts and the public in China, and three questionnaire surveys were conducted to better understand Chinese public’s perceptions of a severe nuclear accident. The sample sizes were 117, 280 and 1071. Most of the respondents were students or white-collar workers born after 1990. In these three surveys, we found that more than 85% of respondents consider a less severe accident as a severe nuclear accident, and most respondents considered an incident to constitute a severe nuclear accident. The results demonstrate that nuclear experts and Chinese public may have different definitions of a severe nuclear accident. Therefore, we suggest that the definition of severe accidents should be better explained to the public to benefit the communication about risk informed rules and regulations. In addition, our three different surveys yielded a similar result, and we anticipate that a questionnaire survey with a larger sample size would do the same.

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DeMarsh, LeRoy. "Color Appearance Problems in Motion Pictures and Television." In Color Appearance. Washington, D.C.: Optica Publishing Group, 1987. http://dx.doi.org/10.1364/ca.1987.tuc2.

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In the context of motion picture and television applications, the term color appearance refers to how the picture looks, as opposed to it's measured or predicted physical characteristics. Most published studies of color reproduction problems concentrate on these physical factors. Indeed, many engineers seem to feel that color reproduction is a trivial problem-- just read a standard text on colorimetry and one has it all. Television is often cited as an example of one of the more successful applications of colorimetry. The author feels, that while application of colorimetric methods certainly played an important role in the development of television, the system works despite rather than because of "colorimetric theory".

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Bezerra, Daniel Filgueira, Filipe Calegario, Giordano Cabral, and Geber Ramalho. "MySoundtrack: a tool for personalized and adaptive music listening while playing games." In Anais Estendidos do Simpósio Brasileiro de Games e Entretenimento Digital. Sociedade Brasileira de Computação, 2021. http://dx.doi.org/10.5753/sbgames_estendido.2021.19663.

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Adaptive soundtrack design for video games is an ever-evolving field of study: games that modify its music depending on what is happening around and with the player. Meanwhile, independent game developers struggle with composition of soundtracks, and adaptive soundtrack tools are not accessible to them, mostly because of their complexity. This forces most of them to collage soundtracks with permissive licenses they find online. Besides, there is a growing habit of players to mute the game's original soundtrack to listen to their own songs. This paper introduces MySoundtrack, an asset for Unity that allows the player to keep playing while listening to Spotify songs, chosen according both to the player musical preferences and to the intended emotions on each moment in the game. We review existing approaches on adaptive soundtracks, explain how MySoundtrack's prototype works and its design choices, and discuss future plans for the tool. Validation so far indicates interest and curiosity by game developers and players, indicating the relevance of the proposed plug-in.

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Reports on the topic "White collar workers"

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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Cai, Julie. Labor Market Volatility and Worker Financial Wellbeing: An Occupational and Gender Perspective. Institute for New Economic Thinking Working Paper Series, January 2024. http://dx.doi.org/10.36687/inetwp217.

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One emerging but underexplored factor that is likely to contribute to group racial earnings disparity is unstable work schedules. This is often detrimental for hourly workers when volatility is frequent, involuntary, or unanticipated. Using data from 2005-2022 monthly Current Population Survey and its panel design, this study follows a group of hourly workers across a four-month period to assess whether labor market volatility relates to their financial well-being, focusing on low-wage care and service occupations as well as female workers and workers of color. The findings are threefold: In general, during economic expansion periods, nonwhite workers often benefit more in terms of wage growth compared to their white counterparts. Second, net of other characteristics, on average, greater volatility is associated with lower earnings, and this is mostly driven by those holding jobs in low-wage service sectors and health care support roles. Last, the earnings consequences of volatility vary significantly by the type of low-wage jobs a worker holds and their gender and race, but this is only true when volatility happens in a job. Specifically, when working within the same employment spell, female workers, particularly those of color and those working in low-wage service and care jobs, earn significantly less when facing greater volatility than their male counterparts or those working in non-service, non-care occupations.

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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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Shapovalova, Daria, Tavis Potts, John Bone, and Keith Bender. Measuring Just Transition : Indicators and scenarios for a Just Transition in Aberdeen and Aberdeenshire. University of Aberdeen, October 2023. http://dx.doi.org/10.57064/2164/22364.

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The North East of Scotland is at the forefront of the global energy transition. With the transformation of the UK’s energy sector over coming decades, the lives of communities and workers in the North East will be directly affected as we collectively transition to a Net Zero economy. A Just Transition refers to a fair distribution of the burdens and benefits as society and the economy shifts to a sustainable low-carbon economy. It calls for action on providing decent green jobs, building community wealth, and embedding participation. While it is a well-established concept in the academic literature and in policy there is a notable lack of approaches and data on measuring progress towards a Just Transition. In Scotland, with Just Transition planning underway, there are calls for clarity by the Scottish Parliament, Just Transition Commission, and many stakeholders on how to evaluate progress in a place-based context. The project ‘Just Transition for Workers and Communities in Aberdeen and Aberdeenshire’ brought together an interdisciplinary team from the University of Aberdeen Just Transition Lab to identify and collate the relevant evidence, and engage with a range of local stakeholders to develop regional Just Transition indicators. Previous work on this project produced a Rapid Evidence Assessment on how the oil and gas industry has shaped our region and what efforts and visions have emerged for a Just Transition. Based on the findings and a stakeholder knowledge-exchange event, we have developed a set of proposed indicators, supported by data and/or narrative, for a transition in Aberdeen and Aberdeenshire across four themes: 1) Employment and skills, 2) Equality and wellbeing, 3) Democratic participation, and 4) Community empowerment, revitalisation and Net Zero. Some of the indicators are compiled from national/local data sets, including data on jobs and skills, fuel poverty or greenhouse gas emissions. Other indicators require further data collection and elaboration, but nevertheless represent important aspects of Just Transition in the region. These include workers’ rights protection, community ownership, participation and empowerment. We propose four narrative scenarios as springboards for further dialogue, policy development, investment and participation on Just Transition in Aberdeen and Aberdeenshire. Indicators, as proxies for evaluating progress, can be used as decision support tools, a means of informing policy, and supporting stakeholder dialogue and action as we collectively progress a Just Transition in the North East. There are no shortcuts on a way to a Just Transition. Progress towards achieving it will require a clear articulation of vision and objectives, co-developed with all stakeholders around the table. It will require collaboration, trust, difficult conversations, and compromise as we develop a collective vision for the region. Finally, it will require strong political will, substantive policy and legal reform, public and private investment, and building of social licence as we collectively build a Net Zero future in the North East.

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Health Education Materials for the Workplace: Tools. Population Council, 2017. http://dx.doi.org/10.31899/sbsr2017.1007.

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Companies can derive many benefits from educating workers on health. Yet workplaces in many lower income countries have a need for easy-to-access, on-demand health education materials. The Evidence Project/Meridian in partnership with Bayer has developed a set of health education materials for these industrial and agricultural workplaces. The materials cover important health issues facing women and men workers: - Family Planning - Engaged Fathers and Health - Healthy Timing and Spacing of Pregnancy - Menstrual Hygiene - Handwashing These materials are designed to be printed at the workplace on desktop printers, making the materials easy to access and available on demand. They are available in English, Bengali (approved by the Ministry of Health), and Arabic. The materials, in color and black and white (to save on printing costs), come in three types: - Mini-Posters (MP), to be posted in public areas - Handouts (HO), for workers to take home and containing a bit more information - Supplemental materials (QA) to reinforce learning. Each workplace can determine how best to use these materials. The Implementation Guide gives workplace health staff and managers ideas for fitting the materials into their health promotion activities. There is also a User’s Guide for Brands/Retailers, NGOs and other interested parties explaining how the materials can be used in their workplace programs in global supply chains.

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