Dissertations / Theses: 'White collar workers'

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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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Campion, Taylor. "The wage gap between male and female physicians do physicians differ from other white-collar workers? /." Diss., Connect to the thesis, 2008. http://hdl.handle.net/10066/1443.

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Tsui, Sin-mei. "A study on the association of individual and work-related factors with musculoskeletal disorders among display screen equipment (DSE) users." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/b39724268.

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Lopez, Abel R. ""We have everything and we have nothing": Empleados and Middle-Class Identities in Bogotá, Colombia: 1930-1955." Thesis, Virginia Tech, 2001. http://hdl.handle.net/10919/32128.

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No class has created more controversy than the middle class and nowhere has it produced more controversy than in Latin America. No class has been so poorly understood. No class has been so weakly analyzed in historical terms. Moreover, no class has had so many preconceptions and "myths" attached to it. I try to fill this historiographic gap by looking at the construction of empleado identities, as a part of the middle class, between the 1930s and the 1950s in Bogotá, Colombia. By using a diversity of primary sources - diaries, empleado handbooks, manuals, employment forms, historical statistics, government publications, personal archives, oral history and a set of novels - this thesis attempts to look at how empleado identities were "made" by means of the combination of the historical structures and the experiences lived at the very center of daily life.
Master of Arts

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Liu, Handan, and Jin Ma. "Advertising management influence effctiveness of online advertising : A study of white-collar workers in online advertising context." Thesis, Halmstad University, School of Business and Engineering (SET), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-4868.

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Online advertising which is a new form of communication provides interactivity between advertisers and consumers.

This dissertation is focusing on how advertising management influence the effectiveness of online advertising.The theoretical framework of this study mainly contains the advertising management and effectiveness of effects model.These two models are combined together in an analytical model where a connection between the two theories is explained that will be used as a foundation in gathering and analyzing the empirical findings. The quatitative research strategy is appliedd in this dissertation. Based on the questionnaies of white-collar workers, the empirical data was collected.

The conclusion which can be drawn from this study is that there is clear evidence that good management will improve cognitive,affective and conative degree of consumer behavior.

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Hålldin, Linus, and Grip Natalie Mikaelian. "Skillnaden på arbetstrivsel mellan tjänstemän och kollektivanställda i ett industriföretag." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36490.

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Syftet med studien var att undersöka om den upplevda arbetstrivseln skiljer sig åt mellantjänstemän och kollektivanställda i ett industriföretag. Vidare syftade studien på att undersökaom demografiska faktorer påverkar arbetstrivseln samt om dessa har en inverkan påsambandet. Undersökningen utfördes genom en digital enkät där ett missivbrev och QR-kodtill enkäten skickades ut via mail till företaget. Det var totalt 110 respondenter som deltog istudien. Enkäten baserades på “Js Arbetstrivsel” av Hellgren et al. (1999) med ett Cronbach’salfa på 0.79. Resultatet visade att tjänstemän upplever en högre grad av arbetstrivsel änkollektivanställda. Kvinnor upplever en högre grad av arbetstrivsel än män vilket intestämmer överens med tidigare forskning som påvisat motsatsen. Vidare visade resultatet attdet inte fanns några signifikanta interaktionseffekter mellan arbetstrivsel, anställningsformoch demografiska faktorer med undantag för kön. Föreliggande studies resultat om upplevdarbetstrivsel mellan tjänstemän och kollektivanställda stämmer överens med tidigareforskning.
Title: The difference in job satisfaction between white-collar and blue-collar workers in anindustrial company. The purpose of the study was to investigate whether the perceived job satisfaction differsbetween white and blue-collar workers in an industrial company. Furthermore, the purposewas also to investigate whether demographic factors affect job satisfaction and whether thesehave an impact on the relationship. The survey was conducted through a digital questionnairewith a missive letter and QR code to the questionnaire that was e-mailed to the company. Atotal of 110 respondents participated in the study. The survey was based on “Js JobSatisfaction” by Hellgren et al. (1999) with a Cronbach’s alpha of 0.79. The result showedthat white-collar workers experience a higher degree of job satisfaction than blue-collarworkers. Women experience a higher degree of job satisfaction than men which is notconsistent with previous research that has shown the opposite. In addition, the results showedthat there were no significant interaction effects between job satisfaction, employment formand demographic factors with exception of gender. The results of the present study onperceived job satisfaction between white- and blue-collar workers are consistent with previousstudies.

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Nuñez, Ilich. "A study of Wage dispersion : The Burdett-Mortensen Model applied to:Swedish white collar workers between 1973 and 1989." Thesis, Växjö University, School of Management and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-4870.

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This essay deals with wage dispersion, the Burdett-Mortensen model is applied to a set of data collected from the year 1973 – 1989. The Burdett-Mortensen model aims to explain the reasons for wage dispersion between similar able individuals. The purpose of this essay is to test the Burdett-Mortensen model accuracy in explaining wage dispersion between similar able people, by applying it to male supervisors in Sweden between 1973 and 1989. The results of this test are mixed, meaning that no clear judgment can be done to validate or reject the accuracy of the assumptions made by the authors of this model. These results leads to the conclusion that further more expansive test of this model is required to make such a judgement.

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Hill, Kathy Louise. "Communication competency/proficiency of the male and female professional : self-assessment versus supervisors' evaluation /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1990.

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Maxwell, Carol Monica. "The Promotion and Marketing of Leadership Training: Implications for Practice." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368156.

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Leadership training has become increasingly popular since the latter part of the twentieth century, to the point where it is currently the highest form of non-industry specific workplace training. The number of programs on the internet offered to people in cross-sectional enterprises ranging from blue-collar manual labourers to white-collar executive exposed this popularity. It would seem from my research that employers and employees have developed an uncritical acceptance of the benefits of leadership training and that both parties hold high expectations for the outcome post-training. This research project highlights that these ideas are problematic because employees and employers have different expectations post leadership training. The initial focus of the research was to identify what led to the popularity of leadership training by focusing on why employers offer this form of training to their employees and what motivates employees to participate. Later, the emphasis moved to the expectations of both parties for the outcome following leadership training.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Education and Professional Studies.
Arts, Education and Law
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Bernard, Richard. "An examination of a non-managerial internal labour market in a corporate head office : a case study." Thesis, McGill University, 1989. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61942.

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Chung, Wai-hong, and 鍾偉航. "The white-blouse worker and industrial order: a study of female clerical workforce in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31220745.

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Guo, Linxuan. "Effects of Tai Chi and walking exercise on selected parameters of middle-aged office workers." HKBU Institutional Repository, 2011. http://repository.hkbu.edu.hk/etd_ra/1216.

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Bambach, Nicholas D. "In The Company of Modern Men: Representations of Masculinity in Contemporary Hollywood Comedies." Ohio University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1461920895.

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Roberts, Leslie Patricia. "Home-based entrepreneurs, non-home-based entrepreneurs and white-collar, non-management workers, a comparative study of attitudes toward achievement, personal control, self-esteem, innovation and business growth." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0031/NQ38499.pdf.

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Salgado, Mendoza Gloria Trinidad. "Early retirement : the loss of a privileged citizenship? : a study based on attitudes toward lifetime employment and some working experiences of three generations of Japanese white-collar workers." Thesis, University of Essex, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.410796.

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Anderson, Elena. "Convergence of andragogy and e-learning to facilitate employee engagement in the workplace learning." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/214045/1/Elena_Anderson_Thesis.pdf.

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Workplace learning presents a range of challenges imposed by a lack of understanding of how to engage a mature aged workforce in e-learning practices. Noteworthy, there is potential for andragogic principles to facilitate engagement in workplace e-learning. Therefore this study seeks to investigate how to engage a mid-career workforce through theory-driven convergence of andragogy and e-learning. This study found that engagement is highly dependent on ‘e-learning readiness’ by both employees and organisations. Also, despite being mature mid-career workers, age characteristics were not considered a barrier to being e-ready; however, educational level and cultural background appeared to be key challenges.

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Pettersson, Martin, and Michael Priba. "Kompetensdiamanten : En kvalitativ studie om kompetensers olika betydelse vid rekrytering." Thesis, Karlstads universitet, Fakulteten för ekonomi, kommunikation och IT, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-16284.

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Följande undersökning behandlar ämnet rekrytering med inriktning på kompetensens betydelse vid tillsättning av en tjänst. Vidare redogörs för hur rekryteringsföretag i en mellanstor svensk stad väljer ut individer ur en grupp av arbetssökande och på vilka premisser urvalen sker. Det vill säga om en arbetssökande väljs ut att bli tillsatt för en tjänst på grund av vederbörandes arbetserfarenhet, kunskap och utbildning, eller om det är tack vare dennes personliga egenskaper. Studien ämnar undersöka i vilken utsträckning ansvariga rekryterare värderar arbetssökandes formella kompetenser i förhållande till dess informella kompetenser. Undersökningen kommer också studera den estetiska kompetensens betydelse vid rekrytering. Med andra ord betydelsen av att som sökande klä sig rätt, komma hel och ren till arbetsintervjun. För studien använder vi oss av en kvalitativ metod i form av intervjuer. Dessa intervjuer är baserade på frågor från en upprättad intervjuguide som går att ta del av i slutet av uppsatsen som en bilaga. Dessa frågor resulterar i information från respondenterna som möjliggör för oss att besvara våra frågeställningar som presenteras i inledningen av denna undersökning. I undersökningen framkommer det att rekryterarna framhäver vikten av formell och informell kompetens beroende på vilken typ av tjänst som skall tillsättas. För rekryteringar på kollektivsidan tar man mer hänsyn till vad den sökande besitter för faktiskta kompetenser. Det vill säga vilka direkta kunskaper individen har som går att omsätta i arbetet, till exempel om den sökande kan köra truck och har körkort för detta. Om individen i fråga har akademisk bakgrund eller ej är mindre intressant för dessa jobb och rekryteringsprocesserna sker i regel snabbare än på tjänstemannasidan. Rekryteringar på tjänstemannasidan är istället mer omfattande, komplicerade och tidskrävande. Här läggs tonvikten på den sökandes akademiska bakgrund och arbetserfarenhet. På den formella kompetensen ställs i regel höga krav vid tillsättning av tjänstemän. Studien har visat att det första intrycket av den arbetssökande har betydelse för den ansvarige rekryteraren när de möts för en intervju. En sökande som kommer ordentligt klädd och har förmågan att presentera och framföra sig själv på ett tilltalande sätt har större chanser till en anställning än den individ som inte anstränger nämnvärt.
The following study deals with the subject recruitment, focusing on the competence relevant for appointment to a post. Furthermore it describes how the recruitment companies of a medium-sized Swedish city will select individuals from a group of candidates and on which premises the samples occurs. That is, if a job applicant is selected to be hired because of his work experience, knowledge and education, or if it is thanks to his personal qualities. The study intends to examine the extent to which responsible recruiters value the job seekers formal competences in relation to its informal competences. This study will examine the aesthetic competences importance in the recruitment process. In other words, the importance of the candidates to dress properly, be clean and tidy to the interview. For the study, we use a qualitative approach through interviews. These interviews are based on questions from a prepared interview guide that you can take part of at the end of the essay as an appendix. These questions will result in information from the respondents that will enable us to answer our question as mentioned in the introduction to this study. In the survey, it appears that recruiters emphasize the importance of formal and informal skills depending on the type of post to be appointed. When it comes to recruitment of blue-collar workers the recruiters takes more consideration of which actual skills the candidate possess. That is, which direct knowledge the individual have that he’s able to use at work, for example, if the applicant can drive a forklift and has a license to drive it. If the individual in question has an academic background or not is less interesting for these kinds of jobs and the recruitment processes are generally faster than the white-collar worker side. Recruitment at the white-collar side, is more extensive, complicated and time consuming. Here the emphasis is placed on the candidate's academic background and their work experience. When it comes to the formal qualifications there are usually high requirements for the employment of white-collar workers. The study has shown that the first impression of the job applicant is important for the responsible recruiter when they meet for an interview. An applicant that arrives properly dressed and have the ability to present and express himself in an appealing way have a greater chance of employment than the individual who doesn’t make an effort.

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Jackalin, Ida, and Kristina Solander. "Vikten av arbetsmotivation och dess inverkan på arbetsengagemang hos tjänstemän inom industrisektorn." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29615.

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Arbetsengagemang har beskrivits som ett positivt arbetsrelaterat tillstånd. Med förståelse för medarbetarnas arbetsmotivation kan arbetsengagemanget öka och riskerna med negativ stress undvikas. Syftet med denna studie var att undersöka vilka motivationstyper som till störst del förklarade dimensionerna i arbetsengagemang hos tjänstemän. Genom en kvantitativ studie har tre regressionsanalyser genomförts. Som mätinstrument utformades en digital enkät baserad på Work Extrinsic and Intrinsic Motivation Scale (WEIMS) och Utrecht Work Engagement Scale (UWES-9). Enkäten skickades via mail till 199 tjänstemän vid en avdelning hos ett företag i industrisektorn. Datainsamlingen genererade 124 enkätsvar som analyserades. Resultaten visade att inre motivation och omotivation var de starkaste prediktorerna för samtliga dimensioner i arbetsengagemang. Integrerad- och identifierad reglering hade signifikant betydelse för dimensionen uppslukande medan integrerad reglering också var signifikant för hängivenhet. Anställda som tilldelas eget ansvar och självbestämmande har högre känsla av inre motivation och känner högre arbetsengagemang än individer som inte får fatta egna beslut.
Work engagement has been described as a positive work related state of mind. With understanding for work motivation work engagement may increase among coworkers and risks of negative stress can be avoided. The purpose of this quantitative study was to examine which motivation types that most explain the dimensions in work engagement. A digital questionnaire was designed based on Work Extrinsic and Intrinsic Motivation Scale (WEIMS) and Utrecht Work Engagement Scale (UWES-9). The questionnaire was sent by e-mail to 199 white collar workers at a company in the industrial sector. The collected data included 124 answers and was analysed by three regression analysis. Our findings showed that intrinsic motivation and amotivation was the strongest predictors for all dimensions in work engagement. Integrated- and identified regulation showed significant importance for the dimension absorption while integrated regulation also showed significant importance for the dimension dedication. Employees who are self-determined and given own responsibility have both higher feeling of intrinsic motivation and work engagement than individuals who does not get the opportunity to make own decisions.

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Smail, Deborah Maria Olive. "White-collar workers, mass culture and 'Neue Sachlichkeit' in Weimar Berlin : a reading of Hans Fallada's 'Kleiner Mann Was Nun? Erich Kastner's Fabian and Irmgard Keun's 'Das Kunstseidene Madchen'." Thesis, University College London (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.243340.

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Byrne, Ros, and n/a. "Influencing the boss : correlates of upward influence strategies." University of Canberra. Administration, 1994. http://erl.canberra.edu.au./public/adt-AUC20050202.165638.

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The research reported in this thesis examines some aspects of upward influence behaviours at work, and in particular, the relationship between type of influence behaviours used and a number of potential correlates, including sex of agent, sex of target, sex-role identity, locus of control, job level, job type (secretarial worker or not) and educational level of agent. To examine these relationships. 64 male and 173 female white-collar workers (at AS01 to AS06 levels, or equivalent) in three large organisations in Canberra (A.C.T.) were surveyed, with a questionnaire containing measures of influence behaviours, attitudes to influencing upwards at work, a measure of sex-role identity, and a measure of locus of control beliefs, as well as demographic information. The data gathered from this survey was analysed using univariate, bivariate. and multivariate methods. Results showed limited support for stereotypical differences between males and females in influence behaviours used, and no support for hypotheses involving sex of target, sex-role identity, or secretarial workers. Influence behaviours previously identified as having positive outcomes for the agent were found in this study to be significantly associated with job level and educational level; influence behaviours previously identified as having negative outcomes for the agent were significantly associated with the tendency to explain outcomes in terms of control by powerful others, and with a sex-role identity characterised by negative masculinity traits. These findings suggest the importance of both structural and personal factors in choice of upward influence strategies at work. Suggestions for further research are provided.

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Atasoy, Tuba. "A Comparative Study On Job Satisfaction In Large And Small Size Enterprises." Master's thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/12605305/index.pdf.

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This thesis aims to find out the job satisfaction level in large and small enterprises by founding on Locke&rsquo
s model and to compare job satisfaction levels. Although, Locke&rsquo
s job satisfaction model includes many dimensions, it is lack of some variables, which are very important for sociology. In order to fill this gap, demographical information and status in the work place have ben added within variables. Consequently, job satisfaction levels of workers who work in large and small size enterprises in different status (white collar, blue collar) and who comes from different demographical structures have been determined
additionally, their expectations from work and their point of views about the work have been tried to understand. In order to reach these findings, a field research, which took approximately 10 months, has been conducted in a large and a small enterprise. Field research has been conducted by applying questionnaire for 64 questions to 85 people. However, some of important information about the work place has been found as consequence of depth interviews done with respondents. While social rights in large enterprises and image of the enterprise effect the job satisfaction positively, in small enterprises social environment and behavior to the workers are important. To get homogeneous answers are easy in large enterprises
because, changes like promotion, increase of salaries are done within a system and formal
which is permanent is not people but the works. However, answers and results are heterogeneous in small enterprises because works are done within informal relations by attaching to people. Whatever the size of the enterprise, as qualifications of the work and educational level increase, as expectations increase and to get satisfaction from the work becomes difficult. On the other hand, most difficult part of conducting this research in Turkey is that workers pay attention to the workplaces where they can get their total salary at right time and where they feel secure, instead of job satisfaction and most of time they think that get satisfaction from work is luxury. Field research was not only of help to this research, but also provide workers who participated to the research to think about their job satisfactions.

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Tsui, Sin-mei, and 徐善美. "A study on the association of individual and work-related factors withmusculoskeletal disorders among display screen equipment (DSE) users." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B39724268.

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Giessner, Sophie Muriel [Verfasser], Werner [Akademischer Betreuer] Widuckel, and Lutz [Gutachter] Bellmann. "What are the factors influencing retirement in the Federal Republic of Germany? An empirical analysis of the motivational causes of the early exit of white- and blue-collar workers from the German labour force / Sophie Muriel Giessner ; Gutachter: Lutz Bellmann ; Betreuer: Werner Widuckel." Erlangen : Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), 2018. http://d-nb.info/1177368730/34.

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33

Shaw, Stephanie. "Black women in white collars: a social history of lower-level professional black women workers, 1870-1954." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1333997864.

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34

Shaw, Stephanie J. "Black women in white collars : a social history of lower-level professional black women workers, 1870-1954 /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487266362337939.

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35

Kurash, Jaclyn Rose. "Mechanical Women and Sexy Machines: Typewriting in Mass-Media Culture of the Weimar Republic, 1918-1933." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1440348446.

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36

Liu, Michel. "« Zhichang wenxue » : la littérature des cols blancs en Chine." Thesis, Sorbonne Paris Cité, 2016. http://www.theses.fr/2016USPCF027.

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Aux alentours de 2008, un genre littéraire nommé « zhichang xiaoshuo » suscite l’engouement en Chine : des best-sellers avec leurs adaptations engendrent quelques centaines d’œuvres dans la même veine. Ce phénomène que nous désignons par la « littérature des cols blancs », est à la fois littéraire, socio-économique et culturel. Inédite dans l’histoire littéraire, cette littérature est atypique par le statut de ses auteurs, par ses formes hybrides, et aussi par ses modes de production. Quatre œuvres, englobant les plus médiatisées et les plus originales, constituent notre corpus noyau, et forment un échantillon qui permet de rendre compte de la richesse du phénomène. Notre travail relève d’une double approche socio-historique et littéraire. Pour les œuvres du corpus, nous procédons à l’étude de l’intrigue, des personnages, de la structure textuelle et des techniques narratives. Nous examinons en parallèle deux romans d’écrivains reconnus ayant mis en scène le monde du travail respectivement au début et à la fin des années quatre-vingt, ainsi que des œuvres de fiction relevant des genres « guanchang » et « shangchang », écrites au tournant du siècle ou contemporaines des« zhichang xiaoshuo ». Le contexte économique, politique et culturel dans lequel est apparu le phénomène, est largement étudié. Nous analysons également les adaptations en tant que variantes de l’œuvre littéraire, et tentons d’expliquer leurs différences. Enfin, nous explorons les fonctions de cette littérature « grand public » dans la société chinoise du XXIe siècle, une société affichant sa prospérité et jouissant de nouveaux moyens technologiques d’une part, et d’autre part marquée par le traumatisme du passé et par la perte de repères
Around 2008, a literary genre called "zhichang xiaoshuo" arouses enthusiasm in China: bestsellers with their adaptations generate several hundred works in the same vein. This phenomenon that we call "white-collar literature" is literary, socio-economic and cultural at once. New in the history of literature, this literature is atypical due to the professional identity of its authors, its hybrid forms, and also its production methods. Four works, including most publicized and most original, constitute our core corpus, and offer a sample of the richness of the phenomenon. Our work takes a two-pronged approach, both socio-historical and literary. For works of the corpus, we first study the plot, the characters, the textual structure and narrative techniques. We examine in parallel two fictions by renowned writers who portrayed the working world of the early and late 1980s, respectively, and two fictions in the “guanchang” and the “shangchang” genres at the turn of the century or contemporary with “zhichang xiaoshuo”. The economic, political and cultural context in which the phenomenon appeared is widely studied. We also analyze the adaptations as variants of the literary work, and try to explain their differences. Finally, we explore the functions of this popular literature in twenty-first century Chinese society which is, on the one hand, proud of its prosperity and enjoying the benefits of new technologies; and on the other hand, marked by the trauma of its past and by a general loss of bearings

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Lai, Nancy, and 賴加華. "White-Collar Foreign Workers in Taiwan: A Preliminary Research." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/60111916289632087903.

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碩士
國立政治大學
勞工研究所
96
This research wants to probe into the three phases (before, during, and after) of foreign professionals working in Taiwan, so as to understand the working communication in Taiwan that foreign professionals use, their working situation and living adaptation during in Taiwan, their career plans in the future, and the opinions of employees and employers on related regulations. This research uses the method of having interviews with the foreign English teachers and native employers. From March 2007 to April 2007, 7 foreign English teachers and 2 native employers were conducted. The main findings of this research are as below: I. Before coming to Taiwan： 1. Explore life experience is the reason that most foreign English teachers want to find a job out of original country. 2. The connection of internet and relation of social network become the most important factors for foreign professional skills about acquiring the information of work opportunity, and solving the daily lives problems in Taiwan. 3. Because of distance, it causes risk factors through Taiwanese employers recruit foreign English teachers. 4. There still have the spaces to improve the transaction cost spent in foreign professionals importing and applying procedure after CLA implementing the “Single Window” program. II. Staying in Taiwan： 1. In Living: a. In general, foreign English teachers in these interviews are satisfied with the living environment in Taiwan. b.Disappointedly, there is a blemish which is the English condition in Taiwan not good enough, and there are no bilingual instruction in many public places facilities, documents, and products. 2. In Work: a. There are limitation for foreign English teachers to know about their own work rights and interests in Taiwan. b. The NSC system in attracting foreign professionals tends to be passive, there is not enough attractiveness. c. In general, we should consider native English teachers’ work rights and then introduces the foreign teacher. There is a great positive benefit to our development in promote English ability. d. There are some problems existing in the environment of scholarly research in Taiwan recently which are the unbalance of the resources distribution and disproportion of region development. III. Future plan： 1. Acquiring the foreign work experience is very important for these foreign English teachers living and works in original country finally. 2. Taiwanese friendship and enthusiasm may become one of the factors that make foreign English teachers come again. To sum up, this research suggests that we government should emphasize more on the integration of related departments to indeed implement “Single Window” system, keep on improving our international condition, and strengthen the work connection between the West and Taiwan, all of the above will help promoting Taiwanese economic development and international image.

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38

Min, Byung-Il. "State, modernity and the rise of the salariat in modern Japan." 2000. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:9965122.

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39

Peng, Ssu-Chiao, and 彭思喬. "The Effect of White Collar Migrant Workers on Economic Growth in Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z34uh8.

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碩士
國立清華大學
公共政策與管理碩士在職專班
106
The purpose of this thesis is to examine empirically how the migrant workers affect Taiwan GDP growth. We apply the human capital model to study this issue based on the data from the official administrative information of Directorate General of Budget, Accounting and Statistics, Executive Yuan, Ministry of Labor Statistics and National Immigration Agency, including the data of economic growth indicators, labor participation indicators and the residency information about migrant workers. We collect the data of GDP from year 2004 to 2017 as the explained variable and physical capital, total export value, FDI, R&D investment amount and the local human capital as controlled variables to investigate the effect of migrant workers on GDP. Our findings indicate that, as the previous research found, human capital is significant in explaining the variation of GDP growth. And while other variables controlled, the numbers of migrant workers is also significant and positive in explaining GDP growth. Furthermore, migrant workers as engineers in Taiwan shows stronger positive effect in explaining GDP growth. In other words The positive effects of migrant workers and migrant engineers to the GDP growth in Taiwan can’t be neglected in the study.

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40

Dehng, Yuh Jyuan, and 鄧玉娟. "The inquiry of female worker''s consciousness ─ three stories about low level white-collar female workers." Thesis, 1995. http://ndltd.ncl.edu.tw/handle/64626438121663568062.

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41

CHUN, LIU WEN, and 劉文鈞. "A Study for Metropolitan White－Collar Workers in Taiwan to Start Up A Business." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/66547995278312681818.

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42

Silva, J. Pablo. "White-collar revolutionaries : middle-class unions and the rise of the Chilean left, 1918-1938 /." 2000. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:9965161.

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43

"Produktiwiteit en die kenniswerker." Thesis, 2015. http://hdl.handle.net/10210/13484.

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M.Com. (Business Management)
A high level of productivity is of utmost importance to any nation seeking economical growth and stability. However, South Africa has fallen behind its most important trading partners regarding levels of productivity. This decline in productivity started during the late 1960's and has resulted in a subsequent decline in competitiveness. Even more alarming is the fact that some third world countries have overtaken South Africa regarding productivity, and are currently maintaining economical growth rates in excess of five percent per annum. Another trend of modern times is the rapid growth in the number of white-collar workers (including knowledge workers). This rise of the knowledge worker is a result of the swing towards technology- and service organizations. It is thus clear that. the importance of knowledge worker productivity cannot be underestimated. There are however a number of problems regarding the management and improvement of knowledge worker productivity. Most of these problems have their origin in the unique characteristics of knowledge work. The aim of this study is thus to investigate the problems regarding the measurement of knowledge work, methods of improving productivity in general as well as improving knowledge worker productivity specifically, and finally to develop a guideline for the management and improvement of knowledge worker productivity. The study begins with a thorough literature study regarding productivity, knowledge workers and productivity improvement techniques. Following this is an empirical study to investigate certain specific factors which influence productivity. Finally a conclusion is made, resulting in a guideline for the management and improvement of knowledge worker productivity.

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44

Nolan, Melanie. "Uniformity and diversity : a case study of female shop and office workers in Victoria, 1880 to 1939." Phd thesis, 1989. http://hdl.handle.net/1885/131302.

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Paid shop and office work in Victoria feminized between 1880 and 1939. The majority of workers were men in 1880 while the majority were women by 1939. But female labour did not simply replace male labour. There were changes within the sexual divisions as much as between them. While gender did divide the labour market, it was not the only division. As various groups of women were progressively employed in the shop and office sector, the jobs they performed were recast. At the same time, different groups of men were recruited and the nature of the jobs they filled changed. The feminization process involved transformations in work and workers. The theories usually employed to describe and explain feminization cannot adequately account for these developments in Victoria. They emphasize the uniformity of female labour. This thesis questions such homogenization theories as proletarianization, patriarchal state structuralism, reserve army of labour, and scientific management. It points to differentiation along many axes as changes in recruits' marital status, age and socio-educational backgrounds are examined. At the same time, I argue that while transformation in workers has been overlooked, transformation in work has been exaggerated. Most shop and office workers in Victoria in 1939 worked in small workplaces not dissimilar to the 1880s. The polarization of workplaces is another aspect of diversity. In brief, I have studied the processes which segmented, not unified, the retail and clerical workforces.

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Daly, Maria Ellen, and 戴茉莉. "FACTORS ASSOCIATED WITH UTILIZATION OF TRADITIONAL CHINESE MEDICINE BY WHITE COLLAR FOREIGN WORKERS LIVING IN TAIWAN." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/89325364084855176067.

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碩士
國立陽明大學
公共衛生研究所
95
Abstract Background: Traditional Chinese Medicine (TCM) has remained an integral part of Chinese culture and society for thousands of years. In Taiwan TCM is a recognized element of the national health system with most general expenses for medical treatment covered by national health insurance contributions. There is an absence of knowledge available about how this high level of TCM availability is perceived and accessed by foreign workers living in Taiwan. Aims: The objective of this study was to investigate the prevalence and patterns of TCM utilization by among white collar foreign workers living in Taiwan. The research framework of this study applied Anderson and Newman’s (1995) health service utilization model to identify and examine predisposing characteristics, enabling and need factors associated with the use of TCM by this group. Methods: This descriptive and cross-sectional study was conducted with self-administered questionnaires and face-face interviews. The total number of participants was 207 obtained by convenient sampling and includes foreign workers of non-Asian ethnic background aged 21 or over, English speakers, and current holders of National Health Insurance cards who had lived in Taiwan for four months or more in 2007. The exclusion criterion includes students and retired workers. Results: The therapies included in this investigation are the most common forms of TCM: Chinese pharmacology; acupuncture and moxibustion; joint manipulation, acupressure; dietary advice; and therapeutic exercise techniques like qigong. Of the TCM therapies listed 45% of the participants in this study had utilized one or more in Taiwan. The most frequently utilized was Chinese pharmacology and acupuncture. Participants aged 30-39 years old; those with assistance to help translate Mandarin and help find a TCM practitioner; the ability to read Mandarin; and adequate information about TCM services in Taiwan presented a higher likelihood of TCM use. A greater likelihood of TCM use was also found in participants who had visited a Modern doctor or Consultant about a health problem in the last year. Conclusion: Utilization of TCM by this population appears to be more influenced by family members and friends than by trained professionals or information provided by government sources. In order to ensure safe and rational use of TCM more communication of both health professional and Department of Health advice should be directed toward this population. Key words: Traditional Chinese Medicine, TCM utilization, foreign workers, Taiwan, national health insurance.

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46

Eslami, Ardalan. "Heart rate variability and neurocognitive performance in blue- and white-collar workers: Implications for cardiac risks." Thesis, 2022. http://hdl.handle.net/10453/158184.

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University of Technology Sydney. Faculty of Science.
The 21st century has seen a significant and ever-growing focus on performance and productivity within the workforce. The literature has shown that attenuated cognitive ability is not only associated with reductions in performance but also with increased risk of cardiovascular disease as indicated by heart rate variability (HRV) (Hansen et al., 2003, Forte et al., 2019). The present research investigated the links between HRV and neurocognitive performance in blue- and white-collar workers. Data was obtained from n = 101 participants aged between 19-61 years comprising of n = 48 white-collar workers (male: n = 25, female: n = 23) and n = 53 blue-collar workers (male: n = 42, female: n = 11). The experimental protocol commenced with three blood pressure (BP) recordings, a questionnaire battery to obtain demographic and lifestyle data, as well as to determine eligibility of inclusion into the study, and the General Health Questionnaire (GHQ 60). HRV data was obtained using a 3-lead electrocardiogram (ECG) during baseline (10 minutes) and then during multiple neurocognitive tasks designed to assess working memory and attention function. These tasks are part of the Cambridge Neuropsychological Test Automated Battery (CANTAB) and included the following tasks: the spatial working memory (SWM), attention switching task (AST), rapid visual processing (RVP), and the spatial span (SSP). Three final post-study BP recordings were obtained to complete the experiment. Higher parasympathetic activity was significantly associated to less errors made by the white-collar workers in the SWM task (r = -0.30, p = 0.04). The blue-collar workers also showed a relationship between higher parasympathetic activity and enhanced performance, namely, superior ability to detect sequences (r = 0.28, p = 0.04) during the RVP task. Interestingly, increased parasympathetic dominance was also linked to more errors made by the white-collar workers (r = -0.31, p = 0.04) during the AST. The blue-collar workers also showed increased parasympathetic dominance was correlated to a slower reaction time (r = -0.28, p = 0.048) during the RVP task. Moreover, blue-collar workers showed lower indices of HRV. The initial findings of the present research indicate that white-collar workers perform better on neurocognitive tasks, however, higher LF HRV (p = 0.02) and lower HF HRV (p = 0.03) in white-collar workers indicates higher susceptibility to cardiovascular disease (CVD) as compared to blue-collar workers. These preliminary findings demonstrate the importance of considering the effect of occupation on both neurocognitive performance and cardiovascular disease.

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choevian and 蔡瓊慧. "Are You Tired？ A Study of Full-Time White Collar Workers’ Internet Leisure Satisfaction in Network Society." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/24536854034492920846.

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48

Mabapa, Rosina Moore. "Women in white-collar work at the University of the Witwatersrand: a comparison between black and white female administrators." Thesis, 2017. https://hdl.handle.net/10539/24477.

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A thesis submitted to the Faculty of Humanities, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Masters in Arts, Johannesburg, 2017
This research report seeks to explore the experiences of women in white-collar work, particularly by comparing the experiences of black and white female administrators at of the University of the Witwatersrand. What this report illustrates is that both race and generational differences play a significant role in informing the experiences of the female administrators. A qualitative methodology was used to collect data for this report, particularly in-depth interviews to get “detailed information” about the participants’ experiences, beliefs and thoughts. Three main generational groups have been identified among the Wits administrators: Baby Boomers, which is the older generation that is dominated by white female administrators; Generation X; and the Millennial group, which is dominated by black female administrators and consist of the younger generations. This research report thus argues that race has affected the workplace experiences of Wits administrators through generational differences. Furthermore, while generations share similar experiences and world views, they are not homogeneous categories
XL2018

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49

Padiachy, Ivan. "An employee assistance programme as applied in a white-collar environment." Diss., 1996. http://hdl.handle.net/10500/15729.

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The aim of the study is to determine the nature and utilisation of an Employee Assistance Programme (EAP) in a white-collar work environment, and, more specifically, in a South African context. Information about the research topic was obtained from accumulate records of the Standard Bank's Employee Well-being Programme (EWP), structured interviews which were conducted with eleven EWP practitioners and a union representative, and from self-administered questionnaires which were completed by a sample of 153 of the bank's employees. The study includes an in-depth literature review on EAPs in general and issues such as the nature and scope of the bank's EWP, the extent to which the EWP addresses employees' needs, the nature and extent of the marketing of the EWP, and the extent to which the workforce is utilising the programme, were explored and described. The main findings are that the EWP shows evidence of acceptance by employees as well as a degree of utilisation that compares favourably with local and international trends. It also shows an incongruence between marketing and employee orientation and training initiatives and reveals that programme evaluation efforts are insufficient and could be significantly improved. Accordingly, recommendations have been made pertaining to the needs of employees, employee and union involvement, a multi-disciplinary approach to case management, marketing, training and evaluation with regard to the EWP, an EWP database, and a post-treatment follow-up.
Social Work
M.A. (Social Work)

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50

Nguyen, Thi Tuyet Anh, and 阮氏雪瑛. "The Effect of Boundaryless Career Attitude on Organizational Commitment with Moderating Role of Organizational Career Managementof White-collar Workers in Vietnam." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/9hgqw4.

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碩士
國立臺灣師範大學
國際人力資源發展研究所
105
Globalization, technological advancement, and market competitiveness have driven the changes in the nature of employment and employment relationships. In such circumstances, the employees tend to take ownership for their own career development by seeking the opportunities in different organizations instead of one single employer, which may result in less commitment to the organization. The present study examined the relationship of boundaryless career attitude (boundaryless career mindset (BCM) and organizational mobility preference (OMP)) to organizational commitment (affective commitment, normative commitment and continuance commitment) and investigated the moderating effect of the perceived organizational career management (OCM). The statistical tool of SPSS 22.0 and AMOS 23.0 were used to analyze correlations, the hierarchical regression and confirmatory factor analysis. The result based on 245 white-collar employees in Vietnam demonstrated that BCM did not showed a significant relationship with normative commitment as well as affective commitment while it showed a significantly positive correlation with continuance commitment. On the other hand, OMP displayed significantly negative relationship with all three dimensions of organizational commitment. In addition, the study also revealed that OCM turns the positive relationship between boundaryless career mindset and continuance commitment into negative one and weakens the relationship between organizational mobility preference and normative commitment. However, OCM made no significant impact on the relationship between OMP and affective commitment as well as relationship between OMP and continuance commitment.

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Dissertations / Theses on the topic 'White collar workers'

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