THE PREFERENCE FOR AN ADDITIONAL CHILD AMONG MARRIED WOMEN IN SEOUL, KOREA

2008 ◽  
Vol 40 (2) ◽  
pp. 269-281 ◽  
Author(s):  
SANG MI PARK ◽  
SUNG IL CHO ◽  
SOONG NANG JANG ◽  
YOUNG TAE CHO ◽  
HAI WON CHUNG
Keyword(s):  
Fertility Intentions ◽  
Married Women ◽  
Fertility Rate ◽  
Blue Collar ◽  
Social Activities ◽  
Housing Type ◽  
Blue Collar Workers ◽  
Women's Participation ◽  
Social Environmental ◽  
The Relationship

SummarySouth Korea reported a total fertility rate (TFR) of 1·08 in 2005. This is the lowest level of all nations in the Organisation for Economic Co-operation and Development (OECD). Recently, the decline in the fertility rate has been a dominant phenomenon in Korea’s major cities. This study investigated the relationship between social environmental factors and fertility intentions for married women in Seoul, the capital of Korea, using a sample of 2211 married women who responded to the Seoul Citizens Health and Social Indicators Survey, 2005. Here, the effects of selected social environmental characteristics on fertility intentions are explored using multivariate logistic regression models. The relationships among a woman’s age, number of living children, job type, housing type, and social group participation were strong indicators of the intention to have additional children. Younger women living with fewer children generally have a higher intention to have additional children. Among women’s job types, blue-collar workers have a lower preference for additional children than white-collar workers and housewives. Married women participating in social groups have a lower preference for additional children than non-participants. Women’s participation in social activities appears to have various benefits, both individually and socially. However, whereas women’s participation in economic activities has been linked to questions of fertility in previous studies, the relationship between fertility and social activities has been downplayed. Women’s participation in social activities has increased over the past several decades, and the trend continues to grow. Therefore, women’s participation in social activities must be accepted as the status quo, and compatibility between women’s participation in social activities and childrearing needs to be increased. Consequently, a strong foundation for a fertility-friendly environment is needed, focusing on blue-collar workers and participation in social activities by married women.

scholarly journals Skill formation, automation and governance: comparing German and Korean automotive manufacturers in Central-Eastern Europe

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Martin Krzywdzinski ◽  
Hyung Je Jo
Keyword(s):  
International Business ◽  
Blue Collar ◽  
Product Launch ◽  
Skill Formation ◽  
Content Type ◽  
Qualitative Case Studies ◽  
Blue Collar Workers ◽  
Central Eastern Europe ◽  
Hrm Practices ◽  
The Relationship

Purpose Building on neo-institutionalism models of the transfer of human resource management (HRM) practices within multinational companies, this paper aims to analyze the transfer of skill formation concepts using the cases of two automotive OEMs in Slovakia. The purpose of the paper is twofold. First, it aims to explain the differences between the two multinationals. Second, it builds on the empirical analysis to reconsider the neo-institutionalist theoretical framework. Design/methodology/approach The paper is based on two qualitative case studies of automotive multinationals in Slovakia. The home country locations of both companies represent different approaches to skill formation: systematic vocational education for blue-collar workers is regarded as crucial at the German manufacturer, while the Korean company relies mainly on on-the-job-training and puts much less emphasis on skilled blue-collar work. Findings The paper shows that the differences between the companies are related to different understandings of technology/automation. It argues that the increasing automation and the decentralization of responsibilities for the product-launch processes supported the transfer of German skill formation concepts to the plant in Slovakia, while the Korean manufacturer’s specific engineering-led automation concept and centralization of product launch responsibilities in its Korean headquarters reduced the need to invest in skill formation for blue collars abroad. The paper concludes that theories of the transfer of HRM practices within multinationals must include technological factors and must also develop more specific concepts of the centralization of multinationals. Originality/value The paper is to the knowledge the first to include technology as a core variable into the neo-institutionalist theory in the field of international business and HRM. While the relationship between technology and organization has gained huge prominence in the recent discussions about digitalization, it has been so far neglected by scholars of international business.

Does Smoking Kill Workers or Working Kill Smokers? or the Mutual Relationship between Smoking, Occupation, and Respiratory Disease

1978 ◽  
Vol 8 (3) ◽  
pp. 437-452 ◽  
Author(s):  
Theodor D. Sterling
Keyword(s):  
Lung Cancer ◽  
Blue Collar ◽  
Chronic Obstructive ◽  
Toxic Substances ◽  
Industrial Workers ◽  
Employment Patterns ◽  
Blue Collar Workers ◽  
Industrial Employment ◽  
Toxic Fumes ◽  
The Relationship

Evidence accumulated since 1964 appears to show that occupation, not cigarette smoking, may be the primary cause of lung disease, especially of cancer and chronic obstructive disease. Comparisons of groups of individuals who smoke more with those who smoke less actually serve to contrast groups with a high proportion of blue-collar workers exposed to toxic fumes and a low proportion of professionals, managers, and proprietors with groups having lower proportions of blue-collar workers and higher proportions of professionals, managers, and proprietors. Thus, many diseases associated with smoking actually may be of occupational origin. Indeed, more than a dozen recent investigations of lung cancer epidemics among industrial workers have failed to find smoking to be a major cause (in some, not even a contributing cause). This evidence is strengthened further by shifts in the incidence of lung cancer that follow in time shifts in industrial employment patterns. Yet a worker's past smoking habits seem to play a key role in decreasing compensation awards for injuries that actually may be due to occupational exposure rather than personal habits. Thus, the relationship between smoking, occupation, and disease needs serious clarification. Smoking appears to have been used to divert attention away from the effects of occupational and environmental exposures to toxic substances.

scholarly journals An empirical assessment of organizational commitment and job performance vietnam small and medium-sized enterprises

2020 ◽  
Author(s):  
Dao Duy Tung
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Working Environment ◽  
Blue Collar ◽  
Research Model ◽  
Factors Affecting ◽  
Blue Collar Workers ◽  
White Collar Workers ◽  
Managerial Implications ◽  
The Relationship

Research on employee commitment to the organization is necessary for human resource management, and the result is applied in practice to improve organizational effectiveness. The aim of the present study is to explore factors affecting organizational commitment at the small and medium-sized enterprises (SMEs) in Vietnam. Besides, the relationship between organizational commitment and job performance is examined as well. The research was conducted on a sample consisting of 67 white-collar workers and 260 blue-collar workers at SMEs. A total of 327 valid complete questionnaires were input into SPSS 20 database for processing to provide evidence. The research model and hypotheses were tested using the technique of the hierarchical multiple regression analysis. The research results revealed that income, reward and welfare, direct manager, working environment, coworker, and promotion opportunity tended to associate positively with organizational commitment. Besides, the fnding also showed that, when the employee has a high organizational commitment, it would lead to high job performance. The main fndings of this study provided some managerial implications for SMEs, in general, and managers, in particular. It implies that Vietnam’s small and medium-sized enterprises should improve these six factors to retain employees as well as enhance their job performance.

Knowledge-Based Assessment Applied to Lean Brazilian Toyota Plants

2021 ◽  
Vol 17 (2) ◽  
pp. 1-22
Author(s):  
Jorge Muniz Jr. ◽  
Vagner Batista Ribeiro ◽  
Ninad Pradhan
Keyword(s):  
Lean Manufacturing ◽  
Assessment Instrument ◽  
Blue Collar ◽  
Work Context ◽  
Blue Collar Workers ◽  
Knowledge Based ◽  
Work Production ◽  
Production Knowledge ◽  
Brazilian Culture ◽  
The Relationship

This paper proposes knowledge-based assessment applied to Brazilian Toyota plants which practice Lean manufacturing to evaluate work, production, and knowledge factors based on the perspective of blue-collar workers and managers. The two researched plants were selected based on being pure Toyota DNA representatives, and belong to two Toyota auto parts makers (‘polar' cases), in which TPS is “transparently observable.” The results evidence that employees judge factors related to people as important and considered the relationship between knowledge and Lean in the plants are aligned. The data indicates that the Brazilian culture does not influence changes in the Toyota work context and DNA. The contribution of this study is to provide an assessment instrument that integrates the production, knowledge, and work context for a Lean system, understanding blue-collar manufacturing employees and front-line supervisors are therefore essential to the success of a Lean implementation. Finally, the paper offers a guideline to assess and develop a favorable context to encourage knowledge sharing.

Work, Women and Their Beliefs

2002 ◽  
Vol 19 (1) ◽  
pp. 12-21 ◽  
Author(s):  
Monica O'Kelly
Keyword(s):  
Occupational Status ◽  
Male Partner ◽  
Professional Women ◽  
Multiple Roles ◽  
Blue Collar ◽  
Traditional Beliefs ◽  
Level Of Education ◽  
Blue Collar Workers ◽  
Education Levels ◽  
The Relationship

AbstractMany women now juggle the multiple roles of wife, mother, home maker, and paid worker. Although their behaviours may have changed, many of these women still adhere to traditional beliefs about their roles, which may predispose them to conflict and stress. Questionnaires were sent to all women working at a large urban teaching hospital in metropolitan Melbourne in a study to explore, among other factors, the relationship between occupational status, education level, and women's beliefs. Of the 2562 questionnaires sent out 974 (44%) were completed and returned, 422 of the questionnaires were completed by women who were living with a male partner and children. Multivariant analyses of variance were performed on the data. Results indicated a relationship between occupational status and adherence to traditional beliefs. Blue collar women had the most traditional beliefs followed by clerical women, then nurses. Managerial women and professional women had the least traditional beliefs. A similar relationship was found between level of education and beliefs; women with lower levels of education adhered to more traditional beliefs than women with higher education levels. It is possible that, as a result of adherence to traditional beliefs, women who are blue-collar workers and those with lower levels of education may be more predisposed to stress than other women when juggling their multiple roles.

scholarly journals Explaining union participation: The effects of union commitment and demographic factors

2007 ◽  
Vol 33 (1) ◽  
Author(s):  
D Bolton ◽  
J J Bagraim ◽  
L Witten ◽  
Y Mohamed ◽  
V Zvobgo ◽  
...  
Keyword(s):  
South Africa ◽  
Trade Union ◽  
Response Rate ◽  
Demographic Factors ◽  
Blue Collar ◽  
Union Commitment ◽  
Blue Collar Workers ◽  
Union Participation ◽  
The Relationship ◽  
Survey Questionnaires

This study examined the relationship between trade union commitment and union participation among blue-collar workers in South Africa. Survey questionnaires were completed by 93 participants (response rate = 62 %). Findings are consistent with previous research and showed that after controlling for demographic factors, 43% of the variance in participation can be explained by union commitment. In this study, Black participants displayed significantly higher levels of commitment and participation than their Coloured counterparts did.

Examining the frustration-aggression model among Tunisian blue-collar workers

2015 ◽  
Vol 30 (3) ◽  
pp. 336-353 ◽  
Author(s):  
Narjes Sassi ◽  
Assâad El Akremi ◽  
Christian Vandenberghe
Keyword(s):  
Perceived Stress ◽  
Emotional Exhaustion ◽  
Workplace Aggression ◽  
Blue Collar ◽  
Work Stressors ◽  
External Locus ◽  
Content Type ◽  
Interpersonal Conflicts ◽  
Blue Collar Workers ◽  
The Relationship

Purpose – The purpose of this paper is to examine the links between work stressors, perceived stress, emotional exhaustion, and workplace aggression, using the traits of negative affectivity and external locus of control as individual moderators. Design/methodology/approach – Data were collected using a survey questionnaire among 477 blue-collar workers from a Tunisian manufacturing company. Findings – Results indicate that perceived stress mediates a positive relationship between work stressors (quantitative workload, role ambiguity, and interpersonal conflicts) and emotional exhaustion. Moreover, the relationship between quantitative workload and interpersonal conflicts and perceived stress is stronger among individuals with high levels of negative affectivity. Similarly, the relationship between quantitative workload and perceived stress is stronger at high levels of external locus of control. Finally, emotional exhaustion mediates a positive relationship between perceived stress and interpersonal and organizational aggression. Practical implications – The findings suggest that Tunisian organizations may reduce perceived stress and aggressive behavior among blue-collar workers through reducing quantitative workload, role ambiguity, and interpersonal conflicts. Moreover, specific training programs, job redesign, and formal mentorship that provide employees with improved social skills can also be recommended as soon as early signs of frustration or intentions to misbehave appear. Finally, leadership development practices may help supervisors better manage workplace stressors and reduce the occurrence of workplace aggression. Originality/value – The current study is an initial attempt to look at an integrated model of stress and aggression among blue-collar workers in Tunisia. While some of the findings are consistent with the literature, others might reflect the unique aspects of the Tunisian culture.

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