Blue-collar workers (BCWs) play vital roles in various industries, but they often face unique challenges in their career development compared to white-collar workers. This study presents a comprehensive literature review of the determinants that influence career development outcomes among BCWs and the underlying theories that explain these influences. Following PRISMA guidelines, this review is based on literature that has been published in peer-reviewed journals between 2013 and 2024. Review of the 28 selected studies uncovered 76 determinants (e.g., age, job position, and family influence), and 27 underlying theories (e.g., human capital theory, career construction theory, and social cognitive career theory). This study presents classification frameworks for the determinants and theories, grouping them into three categories: personal, organizational, and external/environmental constructs. These findings contribute to the human resource development literature by offering researchers valuable insights for further studies and assisting practitioners in supporting the career development of this workforce.
Note: Studies marked with an asterisk (*) are among the 28 empirical articles included in this systematic review.
2.
AgyekumK.Amos-AbanyieS.KumahV. M. A.KukahA. S. K.SalginB. (2024). Obstacles to the career progression of professional female project managers (PFPMs) in the Ghanaian construction industry. Engineering Construction and Architectural Management, 31(1), 200–226. https://doi.org/10.1108/ecam-03-2022-0283
3.
AliuJ.AigbavboaC. (2021). Key generic skills for employability of built environment graduates. International Journal of Construction Management, 23(3), 542–552. https://doi.org/10.1080/15623599.2021.1894633
4.
AshtonM. C.LeeK. (2008). The HEXACO model of personality structure and the importance of the H factor. Social and Personality Psychology Compass, 2(5), 1952–1962. https://doi.org/10.1111/j.1751-9004.2008.00134.x
5.
*AyodeleO. A.Chang-RichardsY.GonzálezV. A. (2021). A framework for addressing construction labour turnover in New Zealand. Engineering Construction and Architectural Management, 29(2), 601–618. https://doi.org/10.1108/ecam-05-2020-0358
6.
BagdadliS.GianecchiniM. (2019). Organizational career management practices and objective career success: A systematic review and framework. Human Resource Management Review, 29(3), 353–370. https://doi.org/10.1016/j.hrmr.2018.08.001
BeierM. E. (2022). Life-span learning and development and its implications for workplace training. Current Directions in Psychological Science, 31(1), 56–61. https://doi.org/10.1177/09637214211003891
9.
*BellitS. (2014). The career paths of agricultural workers: What is the impact of temporary contracts?Agricultural Economics (Zemědělská Ekonomika), 60(12), 553–569. https://doi.org/10.17221/78/2014-agricecon
10.
BhaskarP.JoshiA.ChopraG. (2021). Career growth and development: The buzzword is continuing education. International Journal of Knowledge and Learning, 14(1), 39–62. https://doi.org/10.1504/ijkl.2021.115031
11.
BlackR.HoareP. N.McDonaldN.McIlveenP. (2024). A social cognitive career theory study of agricultural mechanical trade workers. Journal of Career Assessment, 33(1), 32–52. https://doi.org/10.1177/10690727241245962
BlusteinD. L. (2001). Extending the reach of vocational psychology: Toward an inclusive and integrative psychology of working. Journal of Vocational Behavior, 59(2), 171–182. https://doi.org/10.1006/jvbe.2001.1823
*BocciardiF.CaputoA.FregoneseC.LangherV.SartoriR. (2017). Career adaptability as a strategic competence for career development. European Journal of Training and Development, 41(1), 67–82. https://doi.org/10.1108/ejtd-07-2016-0049
16.
BoseS.PalD. (2020). Impact of employee demography, family responsibility and perceived family support on workplace resilience. Global Business Review, 21(5), 1249–1262. https://doi.org/10.1177/0972150919857016
BronfenbrennerU. (1979). The ecology of human development: Experiments by nature and design. Harvard University Press. https://ci.nii.ac.jp/ncid/BA0129742X
19.
BrownS. D.LentR. W. (2019). Social cognitive career theory at 25: Progress in studying the domain satisfaction and career self-management models. Journal of Career Assessment, 27(4), 563–578. https://doi.org/10.1177/1069072719852736
20.
*ChangH.FengC.ShyuC. (2014). Individual management and counseling as moderators in achieving career competencies and success. Social Behavior and Personality: An International Journal, 42(5), 869–880. https://doi.org/10.2224/sbp.2014.42.5.869
21.
ChinW. S.RasdiR. M. (2014). Protean career development: Exploring the individuals, organizational and job-related factors. Asian Social Science, 10(21), 203–215. https://doi.org/10.5539/ass.v10n21p203
22.
*CilloV.Garcia-PerezA.Del GiudiceM.VicentiniF. (2019). Blue-collar workers, career success and innovation in manufacturing. Career Development International, 24(6), 529–544. https://doi.org/10.1108/cdi-11-2018-0276
CurcurutoM.ParkerS. K.GriffinM. A. (2019). Proactivity toward workplace safety improvement: An investigation of its motivational drivers and organisational outcomes. European Journal of Work & Organizational Psychology, 28(2), 221–238. https://doi.org/10.1080/1359432X.2019.1572115
25.
DaviesE. M. M.HanleyK.JenkinsA. K.ChanC. (2017). Learning and training for older workers. In FlynnM.LiY.ChivaA. (Eds.), Managing the ageing workforce in the east and the west (pp. 185–206). Emerald Group Publishing. https://doi.org/10.1108/978-1-78714-638-920171009
26.
DeciusJ.SchaperN.KlugK.SeifertA. (2023). Active learning, active shaping, or both? A cross-lagged panel analysis of reciprocal effects between work design and informal workplace learning, and the mediating role of job crafting. Journal of Vocational Behavior, 144, 103893. https://doi.org/10.1016/j.jvb.2023.103893
27.
DeciusJ.SchaperN.SeifertA. (2021). Work characteristics or workers’ characteristics? An input-process-output perspective on informal workplace learning of blue-collar workers. Vocations and Learning, 14(2), 285–326. https://doi.org/10.1007/s12186-021-09265-5
28.
DemeroutiE.SoyerL. M. A.VakolaM.XanthopoulouD. (2021). The effects of a job crafting intervention on the success of an organizational change effort in a blue-collar work environment. Journal of Occupational and Organizational Psychology, 94(2), 374–399. https://doi.org/10.1111/joop.12330
29.
*DetsimasN.CoffeyV.SadiqiZ.LiM. (2016). Workplace training and generic and technical skill development in the Australian construction industry. The Journal of Management Development, 35(4), 486–504. https://doi.org/10.1108/jmd-05-2015-0073
*DongB.ZhengB.WangZ. (2020). Career adaptability and turnover intention: A dual‐mediation model. The Career Development Quarterly, 68(2), 145–157. https://doi.org/10.1002/cdq.12219
33.
DuffyR. D.BlusteinD. L.DiemerM. A.AutinK. L. (2016). The psychology of working theory. Journal of Counseling Psychology, 63(2), 127–148. https://doi.org/10.1037/cou0000140
34.
*EkoreJ. O. (2019). Cognitive appraising factors in perceived career development of factory workers. Journal of Psychology and Behavioral Science, 7(2), 23–34. https://doi.org/10.15640/jpbs.v7n2a3
*FrancisV. (2017). What influences professional women’s career advancement in construction?Construction Management & Economics, 35(5), 254–275. https://doi.org/10.1080/01446193.2016.1277026
37.
FredricksonB. L. (1998). What good are positive emotions?Review of General Psychology: Journal of Division 1, of the American Psychological Association, 2(3), 300–319. https://doi.org/10.1037/1089-2680.2.3.300
38.
FredricksonB. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218–226. https://doi.org/10.1037/0003-066x.56.3.218
GoodwinL.MaruV. (2017). What do we know about legal empowerment? Mapping the evidence. Hague Journal on the Rule of Law, 9(1), 157–194. https://doi.org/10.1007/s40803-016-0047-5
41.
GottfredsonL. S. (1981). Circumscription and compromise: A developmental theory of occupational aspirations. Journal of Counseling Psychology, 28(6), 545–579. https://doi.org/10.1037/0022-0167.28.6.545
*GuanY.ZhouW.YeL.JiangP.ZhouY. (2015). Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees. Journal of Vocational Behavior, 88, 230–237. https://doi.org/10.1016/j.jvb.2015.04.002
44.
HanS. J.StiehaV. (2020). Growth mindset for human resource development: A scoping review of the literature with recommended interventions. Human Resource Development Review, 19(3), 309–331. https://doi.org/10.1177/1534484320939739
45.
HassanH.HussainM.NiaziA.HoshinoY.AzamA.KazmiA. S. (2022). Career path decisions and sustainable options. Sustainability, 14(17), 10501. https://doi.org/10.3390/su141710501
46.
HawkerS.PayneS.KerrC.HardeyM.PowellJ. (2002). Appraising the evidence: Reviewing disparate data systematically. Qualitative Health Research, 12(9), 1284–1299. https://doi.org/10.1177/1049732302238251
HoganR.Chamorro-PremuzicT.KaiserR. B. (2013). Employability and career success: Bridging the gap between theory and reality. Industrial and Organizational Psychology, 6(1), 3–16. https://doi.org/10.1111/iops.12001
49.
HollandJ. L. (1959). A theory of vocational choice. Journal of Counseling Psychology, 6(1), 35–45. https://doi.org/10.1037/h0040767
50.
HomansG. C. (1958). Social behavior as exchange. American Journal of Sociology, 63(6), 597–606. https://doi.org/10.1086/222355
51.
KaempfT. (2018). Lean and white-collar work: Towards new forms of industrialisation of knowledge work and office jobs?tripleC: Communication, Capitalism & Critique. Open Access Journal for a Global Sustainable Information Society, 16(2), 901–918. https://doi.org/10.31269/triplec.v16i2.1048
52.
KiazadK.KraimerM. L.SeibertS. E.SargentL. (2020). Understanding organizational embeddedness and career success: Who and what you know. Journal of Organizational Behavior, 41(7), 678–693. https://doi.org/10.1002/job.2464
53.
KimH. J.HawleyJ. D.ChoD.HyunY.KimJ. H. (2016). The influence of learning activity on low-skilled workers’ skill improvement in the South Korean manufacturing industry. Human Resource Development International, 19(3), 209–228. https://doi.org/10.1080/13678868.2015.1122895
54.
*KoekemoerE.FourieH. L. R.JorgensenL. I. (2019). Exploring subjective career success among blue-collar workers: Motivators that matter. Journal of Career Development, 46(3), 314–331. https://doi.org/10.1177/0894845318763942
55.
*KoekemoerE.MasengeA. (2023). Outcomes of decent work among blue-collar workers in South Africa: The role of job satisfaction. Journal of Career Assessment, 32(2), 243–263. https://doi.org/10.1177/10690727231187639
56.
*KoladeO. J.KehindeO. (2013). Glass ceiling and women career advancement: Evidence from Nigerian construction industry. Iranian Journal of Management Studies, 6(1), 77–97. https://www.sid.ir/paper/240943/en
57.
KortschT.SchulteE.-M.KauffeldS. (2019). Learning @ work: Informal learning strategies of German craft workers. European Journal of Training and Development, 43(5/6), 418–434. https://doi.org/10.1108/EJTD-06-2018-0052
58.
KossenC.McDonaldN.McIlveenP. (2021). International backpackers’ experiences of precarious visa-contingent farmwork. Career Development International, 26(7), 869–887. https://doi.org/10.1108/cdi-12-2020-0320
59.
KrumboltzJ. D.MitchellA. M.JonesG. B. (1976). A social learning theory of career selection. The Counseling Psychologist, 6(1), 71–81. https://doi.org/10.1177/001100007600600117
60.
KumarN.AlokS. (2021). White-collar career advancement when working from home. In WheatleyD. (Ed.), Handbook of research on remote work and worker well-being in the Post-COVID-19 era (pp. 135–160). IGI Global. https://doi.org/10.4018/978-1-7998-6754-8.ch009
61.
*KvaskováL.HladoP.JuhaňákL.MacekP. (2023). Self‐esteem and career adaptability: Moderating roles of parental and peer support. The Career Development Quarterly, 71(2), 84–96. https://doi.org/10.1002/cdq.12319
62.
KyndtE.GovaertsN.ClaesT.De La MarcheJ.DochyF. (2013). What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions. Studies in Continuing Education, 35(3), 315–336. https://doi.org/10.1080/0158037X.2013.764282
63.
*LeeY.LeeJ. Y. (2018). A multilevel analysis of individual and organizational factors that influence the relationship between career development and job-performance improvement. European Journal of Training and Development, 42(5/6), 286–304. https://doi.org/10.1108/ejtd-11-2017-0097
64.
LentR. W.BrownS. D. (2013). Social cognitive model of career self-management: Toward a unifying view of adaptive career behavior across the life span. Journal of Counseling Psychology, 60(4), 557–568. https://doi.org/10.1037/a0033446
65.
LentR. W.BrownS. D.HackettG. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of Vocational Behavior, 45(1), 79–122. https://doi.org/10.1006/jvbe.1994.1027
66.
Lips-WiersmaM.WrightS.DikB. (2016). Meaningful work: Differences among blue-pink-and white-collar occupations. Career Development International, 21(5), 534–551. https://doi.org/10.1108/CDI-04-2016-0052
67.
LofquistL. H.DawisR. V. (1984). A psychological theory of work adjustment: An individual-differences model and its applications. University of Minnesota Press. https://ci.nii.ac.jp/ncid/BA04375541
McDonaldN.LukeJ.CosbyA. (2024). Non-technical skills needed for the current and next-generation agricultural workforce. Agriculture, 14(7), 1106. https://doi.org/10.3390/agriculture14071106
71.
MehdiabadiA. H.LiJ. (2016). Understanding talent development and implications for human resource development. Human Resource Development Review, 15(3), 263–294. https://doi.org/10.1177/1534484316655667
72.
ModestinoA. S.SugiyamaK.LadgeJ. (2019). Careers in construction: An examination of the career narratives of young professionals and their emerging career self-concepts. Journal of Vocational Behavior, 115, 103306. https://doi.org/10.1016/j.jvb.2019.05.003
73.
*MoffattJ. (2016). Understanding career pathways in agriculture: Theorising the farmhand career. Australian Journal of Career Development, 25(3), 129–138. https://doi.org/10.1177/1038416216676605
74.
MoherD.LiberatiA.TetzlaffJ.AltmanD. G.PRISMA Group. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269. https://doi.org/10.7326/0003-4819-151-4-200908180-00135
75.
MokI.MackenzieL.ThomsonK. (2021). Career development and human resource management of older workers: A scoping review. Australian Journal of Career Development, 30(3), 226–239. https://doi.org/10.1177/10384162211069208
76.
NagyN.FroidevauxA.HirschiA. (2019). Lifespan perspectives on careers and career development. In BaltesB. B.RudolphC. W.ZacherH. (Eds.), Work across the lifespan (pp. 235–259). Academic Press. https://doi.org/10.1016/b978-0-12-812756-8.00010-4
77.
Navarro-AstorE.Román-OnsaloM.Infante-PereaM. (2017). Women’s career development in the construction industry across 15 years: Main barriers. Journal of Engineering, Design and Technology, 15(2), 199–221. https://doi.org/10.1108/jedt-07-2016-0046
78.
NurdeviyantiN. N.RusmianyP.YuestiA.AdnyanaI. M. D. (2023). Analysis of factors that cause career development and performance in the health world. International Journal of Multidisciplinary Research and Analysis, 6(1), 193–204. https://doi.org/10.47191/ijmra/v6-i1-24
79.
*OeschD.BaumannI. (2015). Smooth transition or permanent exit? Evidence on job prospects of displaced industrial workers. Socio-Economic Review, 13(1), 101–123. https://doi.org/10.1093/ser/mwu023
80.
OmidiA.ZottoC. D.GandiniA. (2023). Labor process theory and critical HRM: A systematic review and agenda for future research. European Management Journal, 41(6), 899–913. https://doi.org/10.1016/j.emj.2023.05.003
81.
*PoonJ. M.BriscoeJ. P.Abdul-GhaniR.JonesE. A. (2015). Meaning and determinants of career success: A Malaysian perspective. Revista de Psicología del Trabajo y de las Organizaciones, 31(1), 21–29. https://doi.org/10.1016/j.rpto.2015.02.002
82.
RabeloV. C.MahalingamR. (2018). “They really don’t want to see us”: How cleaners experience invisible ‘dirty’ work. Journal of Vocational Behavior, 113, 103–114. https://doi.org/10.1016/j.jvb.2018.10.010
83.
*RasulM. S.RaufR. a. A.NorA. R. M. (2014). Future employability skills sets for manufacturing industries. International Education Studies, 7(10), 138–146. https://doi.org/10.5539/ies.v7n10p138
84.
*RovelliP.CurnisC. (2021). The perks of narcissism: Behaving like a star speeds up career advancement to the CEO position. The Leadership Quarterly, 32(3), 101489. https://doi.org/10.1016/j.leaqua.2020.101489
85.
SaariT.LeinonenM.TapanilaK. (2021). Sources of meaningful work for blue-collar workers. Social Sciences, 11(1), 2. https://doi.org/10.3390/socsci11010002
SavickasM. L. (2005). The theory and practice of career construction. In BrownS. D.LentR. W. (Eds.), Career development and counseling: Putting theory and research to work (pp. 42–70). John Wiley & Sons, Inc. https://psycnet.apa.org/record/2004-21312-003
89.
SavickasM. L. (2020). Career construction theory and counseling model. In BrownS. D.LentR. W. (Eds.), Career development and counseling: Putting theory and research to work (3rd ed., pp. 165–200). Wiley. https://doi.org/10.1002/9781394258994.ch6
90.
SchreursB.van EmmerikH.CuyperN. d.NotelaersG.WitteH. d. (2011). Job demands-resources and early retirement intention: Differences between blue-and white-collar workers. Economic and Industrial Democracy, 32(1), 47–68. https://doi.org/10.1177/0143831X10365931
91.
SedikidesC.GreggA. P. (2008). Self-enhancement: Food for thought. Perspectives on Psychological Science: A Journal of the Association for Psychological Science, 3(2), 102–116. https://doi.org/10.1111/j.1745-6916.2008.00068.x
92.
*ShahbaziB.AkbarnezhadA.ReyD.FiniA. a. F.LoosemoreM. (2019). Optimization of job allocation in construction organizations to maximize workers’ career development opportunities. Journal of Construction Engineering and Management, 145(6), 04019039. https://doi.org/10.1061/(asce)co.1943-7862.0001652
93.
SharmaD.GhoshK.MishraM.AnandS. (2021). You stay home, but we can’t: Invisible ‘dirty’ work as calling amid COVID-19 pandemic. Journal of Vocational Behavior, 132, 103667. https://doi.org/10.1016/j.jvb.2021.103667
94.
ShiriR.El-MetwallyA.SallinenM.PöyryM.HärmäM.Toppinen-TannerS. (2023). The role of continuing professional training or development in maintaining current employment: A systematic review. Healthcare, 11(21), 2900. https://doi.org/10.3390/healthcare11212900
95.
SieberS. D. (1974). Toward a theory of role accumulation. American Sociological Review, 39(4), 567–578. https://doi.org/10.2307/2094422
96.
SpagnoliP.WengQ. (2017). Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. International Journal of Human Resource Management, 30(21), 2951–2970. https://doi.org/10.1080/09585192.2017.1340325
97.
SpurkD.AbeleA. E.VolmerJ. (2011). The career satisfaction scale: Longitudinal measurement invariance and latent growth analysis. Journal of Occupational and Organizational Psychology, 84(2), 315–326. https://doi.org/10.1111/j.2044-8325.2011.02028.x
98.
StengårdJ.LeineweberC.WangH.-X. (2023). Prolonging working life among blue-collar workers: The buffering effect of psychosocial job resources on the association between physically demanding and hazardous work and retirement timing. SSM – Population Health, 22, 101372. https://doi.org/10.1016/j.ssmph.2023.101372
99.
StoikovJ.DoeringerP. B.PioreM. J. (1972). Internal labor markets and manpower analysis. Industrial and Labor Relations Review, 25(2), 273–284. https://doi.org/10.2307/2521766
100.
SuY.RobertsA. C.YapH. S.CarJ.KwokK. W.SohC.ChristopoulosG. I. (2020). White- and blue-collar workers’ responses towards underground workspaces. Tunnelling and Underground Space Technology, 105, 103526. https://doi.org/10.1016/j.tust.2020.103526
101.
SullivanS. E.BaruchY. (2009). Advances in career theory and research: A critical review and agenda for future exploration. Journal of Management, 35(6), 1542–1571. https://doi.org/10.1177/0149206309350082
102.
SwannW. B.ReadS. J. (1981). Self-verification processes: How we sustain our self-conceptions. Journal of Experimental Social Psychology, 17(4), 351–372. https://doi.org/10.1016/0022-1031(81)90043-3
103.
*TakeuchiN.TakeuchiT.JungY. (2021). Making a successful transition to work: A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective. Journal of Vocational Behavior, 128, 103587. https://doi.org/10.1016/j.jvb.2021.103587
104.
*TaylorN.BeukesC. (2019). A life design-related career development intervention for working adults in the manufacturing, engineering and related sectors. African Journal of Career Development, 1(1), 1–7. https://doi.org/10.4102/ajcd.v1i1.2
VasconcelosA. F. (2018). Older workers as a source of wisdom capital: Broadening perspectives. Revista de Gestão, 25(1), 102–118. https://doi.org/10.1108/rege-11-2017-002
108.
WangD.JiaY.HouZ.XuH.ZhangH.GuoX. (2019). A test of psychology of working theory among Chinese urban workers: Examining predictors and outcomes of decent work. Journal of Vocational Behavior, 115, 103325. https://doi.org/10.1016/j.jvb.2019.103325
109.
WengQ.ZhuL. (2020). Individuals’ career growth within and across organizations: A review and agenda for future research. Journal of Career Development, 47(3), 239–248. https://doi.org/10.1177/0894845320921951
110.
WiernikB. M.WilleB. (2017). Careers, career development and career management. In FarrJ. L.TippinsN. T. (Eds.), Handbook of employee selection (2nd ed., pp. 547–585). Sage Publications Ltd. https://doi.org/10.4135/9781473914964.n25
111.
*WilkesJ.BurnsA. (2019). A decade of agriculture graduates’ employability and career pathways. International Journal of Innovation in Science and Mathematics Education, 27(4), 2–13. https://doi.org/10.30722/ijisme.27.04.001
112.
*XieL.LuoZ.ZhaoX. (2023). Critical factors of construction workers’ career promotion: Evidence from Guangzhou city. Engineering Construction and Architectural Management, 30(6), 2334–2359. https://doi.org/10.1108/ecam-08-2021-0691
113.
YanD.WangC. C.SunindijoR. Y. (2024). Framework for promoting women’s career development across career stages in the construction industry. Journal of Construction Engineering and Management, 150(7), 04024062. https://doi.org/10.1061/jcemd4.coeng-14644
114.
*ZhangW.GuanX.ZhouX.LuJ. (2019). The effect of career adaptability on career planning in reaction to automation technology. Career Development International, 24(6), 545–559. https://doi.org/10.1108/cdi-05-2018-0135
115.
*ZhangS.ZhaoT.LiuX.WeiC.LiuS. (2023). Trait gratitude and subjective career success: The mediating roles of growth mindset and network breadth. Career Development International, 28(3), 300–313. https://doi.org/10.1108/cdi-07-2022-0188
116.
*ZinL. M.ShamsudinF. M.SubramaniamC. (2013). Investigating the influence of job rotation on career development among production workers in Japanese companies. International Journal of Business and Society, 14(1), 135–148.
