Blue-collar Workers Research Articles

Return to work within a year after first stroke: blue and white collar workers comparison, predictors and causal mediation assessed during inpatient rehabilitation

ABSTRACT BACKGROUND Most research focuses around impairments in body function and structure, with relatively only a small number exploring their social impact. OBJECTIVES 1) compare characteristics for individuals who before stroke were blue collar vs. white collar workers 2) identify clinical, functional, and job-related factors associated with return to work within 1 year after discharge 3) identify specific ADL individual items (assessed at rehabilitation discharge) as return to work predictors and 4) identify return to work causal mediators. METHODS Retrospective observational cohort study, analyzing adult patients with stroke admitted to rehabilitation between 2007 and 2021, including baseline Barthel Index (BI) and return to work assessments between 2008 and 2022. Kaplan–Meier survival curves and Cox proportional hazards were applied. Causal mediation analyses using 1000-bootstrapped simulations were performed. RESULTS A total of 802 individuals were included (14.6% returned to work), 53.6% blue-collar and 46.4% white-collar. Blue-collar workers showed significantly higher proportion of ischemic stroke, diabetes, dyslipidemia, and hypertension. Individuals not returning to work presented a higher proportion of blue collar, dominant side affected, aphasia, lower BI scores, and larger length of stay (LOS). Multivariable Cox proportional hazards identified age at injury, aphasia, hypertension, and total discharge BI score (C-Index = 0.74). Univariable Cox models identified three independent BI items at all levels of independence: bathing (C-Index = 0.58), grooming (C-Index = 0.56) and feeding (C-Index = 0.59). BI efficiency (gain/LOS) was a causal mediator. CONCLUSION Blue collar workers showed higher proportion of risk factors and comorbidities. Novel factors, predictors, and a return to work mediator were identified.

Fear of COVID-19 as a mediator within the impact of presenteeism on social loafing1.

The coronavirus disease 2019 (COVID-19) pandemic caused employees to be mentally absent at work and decreased their motivation and effort when they work collaboratively rather than individually due to the fear of transmission. The study aims to test the effect of fear caused by COVID-19 on levels of presenteeism and social loafing from job tasks of employees. Data were collected from 522 white-collar and blue-collar workers in Turkey by the snowball sampling method. Before testing the hypotheses, CFA was performed. Reliability analysis was assessed via Cronbach Alpha (FCV-19S = 0.941; PS = 0.713; SLS = 0.974), AVE (FCV-19S = 0.686; PS = 0.524; SLS = 0.725), and CR (FCV-19S = 0.734; PS = 0.722; SLS = 0.856) values. The mediating effect of fear of COVID-19 within the impact on presenteeism on social loafing was evaluated through Process Macro for SPSS. The coefficients for both direct and indirect effects were calculated in the 95% confidence interval using 5,000 bootstrap replicates. The results show that presenteeism has a significant positive impact on social loafing. Fear of COVID-19 has a statistically significant impact on presenteeism and social loafing. Also, fear of COVID-19 partially mediates within the impact of presenteeism on social loafing in the study. Organizations should consider employees' views to increase the level of well-being and productivity. A high level of inventiveness from organizations is compulsory to explore which organizational roles and workflow are at least remotely operated during this period.

Analysis of Blue-Collar Workers’ Intention to Use a Job-Seeking Application Feature using Unified Theory of Acceptance and Use of Technology Model

Analysis of Blue-Collar Workers’ Intention to Use a Job-Seeking Application Feature using Unified Theory of Acceptance and Use of Technology Model

Work-integrated (adult) learning: Un-stigmatizing blue-collar adult learners in Singapore by embracing visibility

‘Continuous meritocracy’ was introduced in Singapore to redefine the concepts of talent and ability in Singapore society. This expanded meaning of meritocracy serves as another way to further support the SkillsFuture Singapore movement (Skillsfuture Singapore, 2023b), which was launched in 2016. ‘Continuous meritocracy’ complements Work-Integrated Learning (WIL) programs, which were to provide adult learners opportunities to integrate practical work experiences with academic learning. However, to fully operationalize WIL in the domain of adult learners, this paper points out that it is vital for the Singapore government and the different stakeholders to endorse the different forms of successes by making them more visible in the society. Utilizing Pierre Bourdieu’s key theoretical concepts, this paper discusses the relationship between blue-collar adult learners’ dispositions and WIL and proposes an ecosystemic approach that is based on work-integrated (adult) learning (WIAL) to transform the Singapore blue-collar workers’ habitus with the aim to visualize ‘continuous meritocracy’ at the ground level.

Perceived Factors Influencing Blue-Collar Workers' Participation in Worksite Health Promotion Programs in Freight Transport: A Qualitative Investigation Using the TDF and COM-B.

Blue-collar workers in the freight transport industry report a high risk of developing chronic diseases, partly due to an unhealthy lifestyle. Worksite health promotion programs (WHPPs) may be able to promote a healthier lifestyle, but participation among blue-collar workers in these programs is generally lower than among other workers. The current study aimed to further examine factors that can explain participation of blue-collar workers in these programs. A pragmatic, qualitative study was conducted, and semi-structured interviews were held with 32 blue-collar workers in freight transport in the Netherlands (94% men, 81% driver, mean age 48 (SD = 11)). The interview guide was based on the Theoretical Domains Framework (TDF) and Capability-Opportunity-Motivation-Behavior (COM-B) model, and was used to assess perceived determinants that influence participation. A combination of framework analysis and thematic analysis was conducted, which yielded the following nine main themes: (i) not being aware of WHPPs on offer, (ii) no clear picture of what to expect, (iii) (not) giving priority to health, (iv) expecting feedback and practical support, (v) being open and ready to change, (vi) preferring to be self-dependent, (vii) being offered a practical, fun and joint WHPP, (viii) having an employer who cares, thinks along and facilitates participation, and (ix) working and living in an environment in which a healthy lifestyle is not the norm. With these insights we were able to formulate recommendations to enhance the participation of blue-collar workers in WHPPs.

Factors influencing psychological concerns about COVID-19 in South Korea: direct and indirect damage during the early stages of pandemic

BackgroundCOVID-19 pandemic has led to psychological concerns, the distribution of which across populations may differ depending on whether pandemic-related damage is direct or indirect. This study aims to investigate concerns associated with direct and indirect damage according to population characteristics, and identify relatively vulnerable groups that are particularly affected by concerns.MethodThis cross-sectional study used data from the 2020 Korea Community Health Survey, which collected data based on a complex sampling design. A total of 208,106 responses from individuals aged ≥ 19 were collected via in-person interviews. The items related to COVID-19 concerns were measured by Likert scales ranging from 1 to 5 and categorized into two types: direct concerns, which pertained to infection or death, and indirect concerns, which pertained to criticism, vulnerability, and economic damage, through factor analysis. We compared the means and effect size of direct concerns, indirect concerns, and overall concerns using weighted mean, ANOVA, and multiple regression analysis.ResultsExploratory and confirmatory factor analyses supported a two-factor structure for psychological concerns about COVID-19 (CFI = 0.99, TLI = 0.97, SRMR = 0.02, RMSEA = 0.06), which were divided into direct and indirect concerns. Mean scores were 3.62 for direct concerns and 4.07 for indirect concerns. Direct concerns were higher in females (B = .26); the elderly (B = .15); those diagnosed with hypertension or diabetes (B = .04; B = .06); those with few assistants during quarantine (B = .15); and those whose neighbors responded inappropriately to COVID-19 (B = .07). Indirect concerns were lower among the elderly (B = -.04), and higher among young; married (B = .25); pink- or blue-collar workers (B = .08; B = .06); and those who felt that the city responded inappropriately to COVID-19 (B = .02).ConclusionThe prevalence of concerns regarding direct and indirect damage caused by the COVID-19 pandemic differed according to population characteristics. Some factors had a marked influence on direct and indirect concerns. Our findings could inform psychological interventions and policies for future pandemics. Customized interventions are needed to prevent negative psychological concerns and improve mental health.

Assessing the Financial Literacy of the Blue-Collar Job Workers in terms of Financial Management Practices

The study aimed to assess the financial literacy of blue-collar workers in Valencia City, Philippines, based on their financial management practices. It employed a quantitative approach, using descriptive statistics to analyze data collected from 100 randomly chosen participants. The study found that blue-collar workers in Valencia City showed moderate proficiency in saving, managing expenses and bills, and setting financial goals. They also displayed a fair understanding of financial management principles. However, investment practices were limited due to concerns about scams and distrust, while debt management was rarely practiced due to income fluctuations from hourly wages and project-based work. Despite these challenges, the overall results suggest a moderate financial literacy level of among this group. The study recommends that financial literacy education must be improved. It also encourages companies to provide financial education programs for their employees. And support initiatives that expand access to affordable financial services and promote fair lending practices for low- and moderate-income individuals.

Industrial workers and bullying: a systematic review and meta-analysis of workplace violence.

Workplace violence is a significant problem in industry, especially among rank-and-file workers, known as "blue-collar workers". This systematic review and meta-analysis aim to evaluate the suitability of the reduced Negative Acts Questionnaire (NAQ-R) as an instrument to measure workplace violence in this type of population and synthesize the results of studies that have used it in different industrial sectors. A systematic review was conducted in accordance with the PRISMA 2020 statement. Publications describing populations of industrial workers were identified and included in the meta-analysis. For meta-analysis, we extracted data that allowed us to estimate the effect size of the included studies. We used a random-effects model to estimate the overall effect size and assessed heterogeneity between studies using the I² statistic. The global effect size test showed that the overall effect size was significantly different from zero (3.00, t=22.28, p<0.001), indicating an overall effect in relation to workplace violence measured by the NAQ-R in industrial workers. Our results support the claim that the NAQ-R is an effective tool for assessing workplace violence among industrial workers. These findings have important implications for practitioners and researchers working in the field of industrial psychology and occupational health.

Gender inequalities of psychosomatic complaints at work vary by occupational groups of white- and blue-collar and level of skill: A cross sectional study.

Previous research has shown that women report more psychosomatic complaints at work than men. However, knowledge about gender inequalities in psychosomatic complaints within occupational groups and specific symptoms is lacking. This study aims to compare gender inequalities in psychosomatic complaints in the occupational groups of white-collar high-skilled, white-collar low-skilled, blue-collar high-skilled and blue-collar low-skilled workers. The study implemented a cross sectional design using data from the nationwide German Employment Survey of the Working Population on Qualification and Working Conditions conducted in 2017/ 2018. Psychosomatic complaints were operationalised by the following symptoms: headache, insomnia, tiredness, irritability, dejection, physical fatigue, and emotional fatigue. N = 20012 working German-speaking respondents were sampled. After excluding persons with missing data on the study variables, the sample consisted of N = 16359 persons. Women reported significantly more psychosomatic complaints than men in the subgroups of white-collar high-skilled and white-collar low-skilled (ps < .05), inequalities in blue-collar high-skilled and blue-collar low-skilled only being numerical. Regarding specific symptoms, women reported more psychosomatic complaints then men in the subgroups of white-collar high-skilled workers, white-collar low-skilled workers, and blue-collar low-skilled workers. Headaches, physical fatigue, and emotional fatigue were the most common symptoms. The white-collar high-skilled subgroup had the highest number of symptoms with significant gender inequalities. These effects remained after controlling for age, working hours, parental status and marital status. Gender inequalities in psychosomatic complaints are ubiquitous but vary in their frequency by occupational subgroup and specific psychosomatic complaint. Women in white-collar high-skilled jobs in particular report to be burdened more often by many specific psychosomatic symptoms. Future studies should investigate the reasons for these occupational inequalities and develop interventions to reduce health inequalities in the workplace.

Wages in the system of economic relations of sustainable development: separate issues

The article analyzes individual issues of wages in Ukraine in conditions of sustainable development and war. The low level of wages does not contribute to development and social transformations. The average salary level in the country is much lower compared to European countries. This reduces the purchasing power of the population and the general standard of living of individual citizens. At the same time, a significant part of the economy functions in the shadow, that is, without official accounting. Workers who receive an «envelope» salary do not have social guarantees and protections, such as pensions and paid holidays. There are significant disparities in the level of wages between different regions and industries, salaries in large cities are significantly higher than in rural areas and IT specialists – than other workers. Employers often do not index wages in accordance with the level of inflation, which leads to a decrease in the real purchasing power of employees. The tax burden on wages is very high, which reduces the net income of workers and can encourage shadow payments. Low productivity is often the reason for low wages. Business cannot pay high wages due to lack of innovation and low production efficiency. The high level of labor migration during martial law, especially of youth, blue-collar workers and skilled workers, to other countries where wages are higher creates a labor shortage in Ukraine and affects the labor market. Corrupt practices in the system of financial distribution and an ineffective management system can lead to an unequal distribution of budget resources, and therefore opportunities for workers to receive decent wages. These problems require a comprehensive approach to the solution, including economic reforms and changes in the legal framework for the remuneration of individual employees and motivations for this business. Based on the review of the literature and the regulatory field of regulation of the best practices of payment of labor in Ukraine, it was determined that the reduction of the tax burden on wages contributes to its legalization, and therefore to the filling of local and state budgets. The advantages of remuneration in the special legal regime of Diya.City, which was designed to support, stimulate and practical development and improvement of the IT industry in Ukraine, were studied. It provides significant tax, certain labor and other preferences and benefits. They stimulate the growth of the technological IT environment, attracting investments and increasing innovation.

Pedagogia da democracia: a educação da classe trabalhadora nos primeiros escritos de Paulo Freire

Abstract This article aims to explore the foundational elements of Paulo Freire’s pedagogy by examining the work titled “Educação e atualidade brasileira” (Education and Current Issues in Brazil), written in 1959. This piece is considered a crucial documentary record of the history of workers’ education in Brazil, and reflects Freire’s experiences during his time at Serviço Social da Indústria (SESI – Industry Social Service working with groups of blue-collar workers. The chosen methodology involves bibliographical research, including primary sources from Paulo Freire’s works and secondary sources from commentators. We concluded that the analyzed period, referred to as the phase of “pedagogy of democracy,” stands as a fundamental reference for the critical education of adult workers.

Identity Building through a Sense of Injustice for Housing Estate Kids Historical Transmission, Segregation Processes and Radical Stances

Made up for the most part of children of blue-collar workers and immigrants, the youth of French housing estates is yet denied the social organization of the labor community. The legacy of its working-class past is all the more heavy to carry that its present is as uneasy and uncertain as ever. This is why these young people have developed, over two generations, a way of life that is partly specific to them, from creating their own “street culture” to practicing Islam with varying degrees of assiduity, to starting a career in petty crimes – the latter aiming to counteract unemployment and general precariousness. While most are not delinquents, they are faced, as the “inheritors of the working-class neighborhoods,” with economic hardship and discrimination, making them the scapegoats of a country that yet is a democracy. That is why within less than 30 years, as a response to both social frustration and the contempt shown by elites and administrative institutions alike, a sense of collective injustice permeates the youth-and those who are now adults-in these neighborhoods.

Differences of nutritional intake habits and Dietary Inflammatory Index score between occupational classifications in the Korean working population.

Human nutrient intake is closely related to the conditions of their workplace. This study used data from the Korean National Health and Nutritional Examination Survey (KNHANES) conducted between 2016 and 2020. The study population comprised individuals aged 19 to 65 years who were engaged in paid work, excluding soldiers (total = 12,201, male = 5,872, female = 6,329). The primary outcome of interest was the Dietary Inflammatory Index (DII) score, which was calculated using dietary intake data. Generalized linear models were used for statistical analyses. Pink-collar workers had higher DII scores, indicating a potentially higher inflammatory diet than white-collar workers (mean: 2.18 vs. 1.89, p < 0.001). Green and blue-collar workers displayed lower levels of dietary inflammation (green: 1.64 vs. 1.89, p = 0.019, blue: 1.79 vs. 1.89, p = 0.022). After adjusting for sex, age, income, education, and energy intake, the sole trend that persisted was the comparison between white-collar and pink-collar workers. DII scores and dietary patterns differed among occupational groups and genders.

Investigating the Impact of Training and Development Activities on the Involvement of Employees in the Human Resources Management Context

Introduction. Training and development in human resource management (HRM) are important for business companies to survive in a competitive environment. On the other hand, the contribution of training and development activities is also crucial for employees' individual development and career plans. Rapid changes in technologies, methods, tools, and working environments have increased the need for new qualifications, abilities, and knowledge bases that can be provided through training and development activities.&#x0D; Aim and tasks. This study aims to conduct a quantitative research that examines the association between training and development activities and the contribution of employees to business success in the context of HRM.&#x0D; Results. A relational survey model was used to determine the relationships between variables. In this survey, 105 blue-collar workers from a manufacturing company in Izmir were selected using a random sampling method. The questionnaire collected data, and the SPSS software analyzed the results. According to the results of the survey, training and development have a significant influence on employee performance. Specifically, they evaluate training as an essential tool for performing their duties, accessing up-to-date information about their activities, and considering it a supporting study for their career development. Even though employees have positive opinions about training and development activities, they still need to be given detailed information about the training programs they should participate in the future. It was observed that employees’ evaluations of training and development activities were positive, and their learning motivation was relatively high. There was a positive and significant relationship between employees’ views on training activities and their perceptions of performance. The findings stated that training activities positively affect employees' performance by increasing their knowledge and skill levels.&#x0D; Conclusions. It has been determined that the individual benefits provided by training and development activities motivate employee performance. There was no difference between the views of the participants regarding education and development by gender, age, education level, or working time. It was determined that married people consider education and development activities more in terms of career development compared to singles.

Type 2 Diabetes in Non-Sedentary Workers with Long Working Hours “An Evidence-Based Case Report”

Background: Type 2 diabetes mellitus is a serious threat to public health and the economy. Several reviews suggested that working long hours has a negative effect on health, especially metabolic disorders.Objective: To determine whether long working hours increase the incidence of diabetes mellitus in non-sedentary workers.Methods: A literature search using PubMed, Scopus, and Proquest was conducted based on the clinical question. Selected studies were critically reviewed for their validity using Oxford University’s Center for Evidence-Based Medicine’s etiological study criteria.Result: Three relevant studies were found. A cohort study found that non-clerical workers and shift workers with long working hours had a significantly higher risk of developing diabetes with a Hazard Ratio (HR) of 2.28 (95% Confidence Interval [CI] 1.13-4.82). However, the dominant risk factor that may have influenced the outcomes could not be clearly identified. In contrast, a cross-sectional study found no significant association (p&gt;0.05) between working overtime and diabetes prevalence among field workers. Another cross-sectional study showed that blue-collar workers with long working hours had a higher likelihood of prediabetes with an adjusted Odds Ratio (aOR) of 1.54 (95% CI 1.15-2.06). However, since this is a cross-sectional study, the causal relationship is uncertain. Conclusion: Studies regarding the relationship between long working hours and an increased risk of type 2 diabetes mellitus in non-sedentary workers showed inconsistent and unclear results. Further evaluation is still needed to find more evidence on the health effects of long working hours on workers.

Finding Work in the Age of LGBTQ + Equalities: Labor Market Experiences of Queer and Trans Workers in Deindustrializing Cities

Despite legal protections and growing acceptance in many industrialized countries, LGBTQ + workers continue to face considerable employment disadvantage. We explain this contradiction by detailing labor market processes that limit employment prospects for LGBTQ + workers in Sudbury and Windsor (both small cities with industrial histories). Drawing on 50 semistructured interviews and 662 community survey responses from LGBTQ + workers, we show how LGBTQ + employment opportunities are constrained by a constellation of multiscalar factors. These include the absence of good work opportunities outside of blue-collar work in deindustrializing labor markets, associated persistent cisnormativity and heteronormativity, and inconsistent protection from discrimination and social acceptance at work. As a result, respondents self-selected out of blue-collar workplaces, avoided and left jobs when they experienced or anticipated discrimination, and chose to remain in jobs with supportive employers rather than find a new job in a potentially homophobic or transphobic labor market. This article extends current understandings of labor markets economic geography by connecting production histories to persistent cisnormativity and heteronormitivity, and by showing how the search for emotional safety in cities with inconsistent social acceptance perpetuates economic disadvantage for queer and trans workers.

Barriers to Adherence to Healthy Diet and Recommended Physical Activity Perceived by the Polish Population.

According to the World Health Organization, an unhealthy diet and lack of physical activity constitute the primary global health risks. The purpose of this study was to as-certain the barriers to a healthy diet (HD) and physical activity (PA) as perceived by the Polish population in order to implement public health interventions. A quantitative survey was conducted using the computer-assisted telephone interview technique on a randomly selected representative sample of 2000 Polish citizens aged 18-88 years. The research tool was a questionnaire consisting of two parts: sociodemographic characteristics and examining barriers to an HD (Cronbach's alpha = 0.899) and regular PA (Cronbach's alpha = 0.923). Women constituted more than half of the sample (53.4%), and most of the respondents lived in urban areas (60.5%), considered their financial situation as average (56.9%), and their health as satisfactory (42.3%). Barriers to an HD include the cost of healthy food (43%), lack of motivation (26.7%), and lack of time (25.4%). Barriers to taking up PA include competing priorities (29%), a lack of motivation to exercise (27.3%), feeling of constant fatigue, and lack of energy (24.4%). Limiting factors in the adoption of both an HD and PA are gender (women > men; HD p < 0.01; PA p < 0.001), financial situation (unsatisfactory; HD and PA p < 0.001), health condition (unsatisfactory; HD and PA p < 0.001), type of work (blue-collar workers; HD p < 0.001; PA p < 0.05), and employment status (people running household; HD and PA p < 0.001). The results of this study provide important information about barriers to adopting healthy lifestyle principles. The practical implications of our work can be used by policymakers responsible for intervention strategies and programmes to increase the number of people adhering to recommendations for an HD and PA by removing barriers.

Effect of long working hours on psychological distress among young workers in different types of occupation

BackgroundWe investigated how the association between long working hours and psychological distress varies across different employment and occupation types in young workers. MethodsExamining a nationally representative sample of 7246 Korean workers (3621 women) aged 15 to 40, we analyzed 23,492 observations spanning from 2016 to 2020. Psychological distress was measured using the Brief Encounter Psychosocial Instrument. We employed a generalized estimating equation to estimate odds ratios (ORs) and 95% confidence intervals (CIs). ResultsOf the total observations, 5.2% worked <35 h/week, 52.9% worked 35–40 h/week, 23.5% worked 41–48 h/week, 10.3% worked 49–54 h/week, and 8.2% worked ≥55 h/week. The OR (95% CI) of the association between long working hours and psychological distress was 1.38 (1.11–1.72) for <35 h/week, 1.47 (1.32–1.65) for 41–48 h/week, 1.74 (1.49–2.04) for 49–54 h/week, and 2.11 (1.75–2.55) for ≥55 h/week compared to 35–40 h/week. The OR (95% CI) of the association between working ≥55 h/week and psychological distress was significantly higher among wage workers (OR [95% CI]: 2.37 [1.94–2.89]) compared to self-employed workers (OR [95% CI]: 0.84 [0.52–1.36]). Additionally, the OR (95% CI) of the association between working ≥55 h/week and psychological distress was significantly higher among white-collar workers (OR [95% CI]: 3.24 [2.54–4.13]) compared to service/sales workers (OR [95% CI]: 1.22 [0.86–1.72]) or blue-collar workers (OR [95% CI]: 1.71 [1.10–2.67]). No clear gender differences were observed. ConclusionPsychological distress caused by long working hours can be pronounced among white-collar and wage workers.

Cooperative management of an initial training program: case study of a Czech production site of a Japanese globalized manufacturing firm

PurposeThis study examines the case of an initial training, called “Dojo”, invented and implemented at a production site in the Czech Republic. It clarifies the initial training program implementation process and offers a conceptual framework for cooperative management of subsidiary activities at the site and firm.Design/methodology/approachThis study conducts an in-depth analysis of qualitative data from the Czech production site over a five-year period. The theoretical base is the theorization and labeling phase of management innovation (MI), the final phase of which legitimizes a new management practice. Interview data, archival data, pictures and financial data are used for the analysis.FindingsTo legitimize the Dojo in the operational flow controlled by the site and firm, the Czech production site acquires validation of the Dojo from employees and board members of the Japanese and European headquarters, helping the site build trustful relationships with them. Training programs, process standardization and skills standardization of the workers offer benefits to the trainees, production site and firm.Originality/valueThe authors offer theoretical insights into MI at the subsidiary-level, which past studies have not differentiated at the firm-level. The authors also provide details of the implementation and management of initial training for newly hired blue-collar workers at the production site. The findings complement related literature on human resource management and operational management.

Has the opening of Amazon fulfillment centers affected demand for disability insurance?

An estimated 17.6% of blue-collar, manufacturing jobs were lost in the United States between 1970 and 2016. These jobs, often union-represented, provided relatively generous pay and benefits, creating a path to the middle class for individuals without a four-year college degree. Evidence suggests the closure of manufacturing facilities and resulting decline in economic opportunity increased demand for disability insurance (SSDI) among blue-collar workers. In recent years, the opening of Amazon Fulfillment Centers (FCs) has accelerated around the country, driving a wave of blue-collar job creation. We estimated the extent to which the opening of FCs affected SSDI application rates, including rates of approvals and denials, using a synthetic control group approach. We found that FC openings were associated with a 1.4% reduction in the SSDI application rate over the subsequent three years, translating to 5,528 fewer applications per year across commuting zones with an FC opening. Our findings are consistent with FC openings improving economic opportunities in local labor markets, though our confidence intervals were wide and included the null.