What career success means to Balinese and Javanese blue collar worker? An exploratory study using indigenous psychology approach

2013 ◽  
Author(s):  
Ariesta Handoko Pratama ◽  
I Gusti Ayu Puspasari Dewi ◽  
Amanda Sari ◽  
Nicholas Simarmata
Keyword(s):  
Exploratory Study ◽  
Career Success ◽  
Blue Collar ◽  
Blue Collar Worker ◽  
Indigenous Psychology

The Value of an Undergraduate HRD Degree: An Exploratory Investigation of Perceived Employability and Career Success

2017 ◽  
Vol 19 (2) ◽  
pp. 190-206 ◽  
Author(s):  
Tomika W. Greer ◽  
Consuelo L. Waight
Keyword(s):  
Academic Achievement ◽  
Human Resource Development ◽  
Human Resource ◽  
Exploratory Study ◽  
Career Success ◽  
Descriptive Statistics ◽  
Program Administrators ◽  
Perceived Employability ◽  
Exploratory Investigation ◽  
Subjective Career Success

The Problem Undergraduate human resource development (HRD) programs are becoming increasingly popular. However, there is little research available regarding the outcomes of the alumni of these programs and the value that they attribute to their undergraduate HRD degree. The Solution In this exploratory study, a survey was used to assess the value of an undergraduate HRD education among graduates of an undergraduate HRD program. Perceived employability and subjective career success were used as measures to assess the value of an undergraduate HRD degree from the perspective of alumni from an undergraduate HRD program. Academic achievement was also considered for the possibility of impacting the perceived value of the degree. Descriptive statistics are used to report the findings related to perceived employability and subjective career success. The Stakeholders The results of this study are useful to undergraduate HRD program administrators and alumni who are interested in the career outcomes of undergraduate HRD students in the first few years following their graduation. These administrators and alumni can use the results to market and describe the value of an undergraduate degree in HRD. An additional stakeholder group includes potential students who may seek clarification on the experiences of graduates of the undergraduate HRD programs that the potential students may be considering.

Is Age Becoming Irrelevant? An Exploratory Study of Perceived Age Norms

1987 ◽  
Vol 24 (4) ◽  
pp. 241-256 ◽  
Author(s):  
Harold Zepelin ◽  
Randy A. Sills ◽  
Michael W. Heath
Keyword(s):  
Exploratory Study ◽  
White Collar ◽  
The United States ◽  
Blue Collar ◽  
Men And Women ◽  
Age Norms ◽  
Role Transitions ◽  
Age Related ◽  
Perceived Age ◽  
Representative Samples

To check on impressionistic assertions that the United States is becoming an “age-irrelevant society,” a quota sample of white-collar and blue-collar men and women (ages eighteen to seventy; N = 462) was studied with a questionnaire that asked for designation of the most suitable ages for various role transitions and age-related attributes. The findings converged with pertinent recent reports from more representative samples. Comparisons with findings in the 1950s indicated loosening of the norms, but with continuing adherence to a prescriptive timetable and with persistent socio-economic differences. These results challenge the notion of age-irrelevance.

scholarly journals A Case Study Exploration of Blue-Collar Worker Retirement Plan Investment Decisions

2016 ◽  
Vol 15 (1) ◽  
Author(s):  
Mark Griffin ◽  
Steven Tippins
Keyword(s):  
Investment Decisions ◽  
Blue Collar ◽  
Blue Collar Worker ◽  
Treasury Bonds ◽  
The Great Recession ◽  
Blue Collar Workers ◽  
New Family ◽  
Retirement Accounts ◽  
Participant Group ◽  
Retirement Investment

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

Blue-collar workers, career success and innovation in manufacturing

2019 ◽  
Vol 24 (6) ◽  
pp. 529-544 ◽  
Author(s):  
Valentina Cillo ◽  
Alexeis Garcia-Perez ◽  
Manlio Del Giudice ◽  
Francesca Vicentini
Keyword(s):  
Career Success ◽  
Structural Equation ◽  
Business Performance ◽  
Dynamic Capabilities ◽  
Positive Relationship ◽  
Soft Skills ◽  
Blue Collar ◽  
High Tech ◽  
Content Type ◽  
Blue Collar Workers

Purpose The purpose of this paper is to contribute to the understanding of the relationship between employees’ knowledge and organisational performance. Design/methodology/approach Using a structural equation model, feedback received from 237 blue-collar workers from multinational high-tech manufacturing enterprises in Italy was studied to understand, from a dynamic capabilities perspective, the role of soft skills in the career success of production workers. Findings The results of the analysis indicate a positive relationship between workers’ commitment to develop their soft skills and their career success, as well as a positive relationship between an organisation’s approach to both knowledge exploration and knowledge exploitation and the prospects for career success of blue-collar workers. Research limitations/implications The research has both theoretical and practical implications, as any efforts by researchers and practitioners to find effective ways to motivate the workforce will be likely to lead to a positive attitude towards learning and, ultimately, to improved business performance. Originality/value The originality of the paper is the focus on the personality and interpersonal attributes of workforce – blue-collar workers – and how they can affect business performance in highly innovative contexts.

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