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Factors fueling the Texas construction personnel shortage: a comprehensive examination of stakeholder views and influences

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Factors fueling the Texas construction personnel shortage: a comprehensive examination of stakeholder views and influences

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Content Factors Fueling the Texas Construction Personnel Shortage: A Comprehensive
Examination of Stakeholder Views and Influences
Carrie Angell
Rossier School of Education
University of Southern California
A dissertation submitted to the faculty.
in partial fulfillment of the requirements for the degree of
Doctor of Education
December 2024

© Copyright by Carrie Angell 2024
All Rights Reserved

The Committee for Carrie Angell certifies the approval of this Dissertation
Eric Canny
Alison K. Muraszewski
Kenneth Yates, Committee Chair
Rossier School of Education
University of Southern California

iv
Abstract
This study addressed the workforce shortage in the Texas construction industry, a sector often
overlooked despite its pivotal role in sustaining the state’s economy and long-term growth
projections. Applying social cognitive theory, the study explored the personal, behavioral, and
environmental influences on 233 current and prospective industry workers. The study found
substantial personal factors motivating the respondents, including personal pride, industry
loyalty, and strong familial support. However, negative environmental factors, including safety
concerns, insufficient salary, and industry reputation, deter potential recruits and hinder retention
efforts. The study uncovered complex dynamics and contradictory views, such as generational
and racial biases, affecting behavior and further complicating recruitment and retention efforts.
Moreover, the respondents depicted an industry rife with unwanted regulatory interference,
economic concerns, and immigration-related workforce disdain. Recommendations for industry
leaders, policymakers, educational institutions, and media outlets are to implement a
collaborative plan to enhance the industry’s image, improve safety standards, and adhere to
consistent competitive compensation. Furthermore, the study underscores the importance of
fostering an inclusive and diverse workforce to mitigate the labor shortage. Finally, the study
offers actionable implementation and evaluation plans to address the pressing challenges the
Texas construction industry faces, calling for immediate action to secure its future workforce and
sustain its critical role in the state’s development and prosperity.
Keywords: construction industry, workforce shortage, industry image

v
Dedication
To my amazing parents, Ron and Doris Angell—thank you for your unwavering love and
support at every stage of my journey, both personally and professionally. Your sacrifices paved
the way for me to become the family’s first to graduate from college, now three times. You have
inspired me to work hard, dream big, and never give up, and I am forever grateful for the values
you have instilled in me—especially the belief that I can achieve anything I set my heart on.
Thank you for a lifetime of constant love, laughter, and security. I will always proudly be your
"Little General!"
To the Texas construction industry. Thank you for your time, effort, and candor in contributing
to this important research. This study is dedicated to the hardworking professionals who build
the backbone of Texas's infrastructure and to those striving to ensure the sustainability and
growth of the construction industry for generations to come.

vi
Acknowledgments
I would like to express my deep gratitude to the academic team at the Rossier School of
Education at the University of Southern California. While there are too many professors to name
individually, each of you has my utmost respect and appreciation for imparting wisdom and
providing unwavering support. To my chair, Dr. Kenneth Yates, thank you for your patience,
insightful feedback, and constant encouragement. Your expertise and broad academic insights
greatly enriched this research and helped me grow as a scholar. I am also profoundly grateful for
the time and thoughtful guidance of my dissertation committee members, Dr. Eric Canny and Dr.
Alison K. Muraszewski. Your mentorship and support of my work have been invaluable.
Likewise, my sincere thanks to my dissertation editor, Dr. Guadalupe Montano, for your keen
eye and meaningful insights.
I offer my respect and affection to OCL Cohort 23 for the continuous support, invaluable
conversations, and lasting friendships we built throughout this doctoral journey. Beyond the
coursework, each of you has taught me so much through your unique perspectives, adding a
human element crucial to ongoing leadership development. We faced challenges and celebrated
victories together, and along the way, we laughed, cried, and cheered for one another. I am
thankful for the incredible leaders you are and the lifelong friendships we have forged. I will
forever cherish the memories we made as Trojans. Fight On!
On a personal note, my deepest love and gratitude go to Taylor, who stood by me through
the late nights and long weekends as I focused on this research. Your unwavering support and
steadfast belief in me have meant the world. Thank you for loving me and standing by my side,
even as I missed out on so much these past 3-plus years. You are a blessing to me. I cannot wait
to be with you “Everywhere.”

vii
For my son, Trevor, I am in awe of the little boy you once were, and it has been an honor
to be your mother throughout your journey to manhood—reflections of the waves spark my
memories. “Mother” to you has always been my best title. Now, I am inspired by the incredible
man you have become. I will love you until Gabriel blows his horn.
I walked this journey surrounded by a cavalry of support. My heartfelt thanks go to my
entire family for believing in me—Taylor, Trevor and Kara, Ron and Doris, Stacy and Morgan,
Cody, Taylor (TJ), Sydney, Pam, Shannon, and the Austin, Burleson, Cypress, Round Rock, and
Uhland clans. You are the people I thank God for every night. To my incredible friends, too
many to name individually, thank you for being the best cheerleaders anyone could ask for and
for your unwavering encouragement.
Special thanks to the staff and board of directors at the Better Business Bureau serving
the Heart of Texas. Your input, enthusiasm, and belief in this research—and its potential to
benefit businesses in the construction industry—helped keep me motivated throughout this
journey. I am proud of the work you do every day to make our communities better, and I am
honored to work alongside all of you to promote trust in the marketplace.
My heart is also grateful for the unconditional love of my four-legged companions, who
stayed by my side or at my feet as I researched and wrote for countless hours. Oreo and Colt, you
will always be my littles. To Enzo, the three-legged wonder, and our burnt orange felines, Bruce
and Lucy, thank you for the love and loyalty.
Finally, any success I achieve is owed to God. My faith has been my source of strength
through every challenge and a reason to celebrate each victory. Glory be to God and His son,
Jesus. Among His angels are my beloved grandparents, James and Mildred Hall, and a host of
loved ones—I hope I make you proud.

viii
Table of Contents
Abstract.......................................................................................................................................... iv
Dedication........................................................................................................................................v
Acknowledgments.......................................................................................................................... vi
List of Tables ...................................................................................................................................x
List of Figures................................................................................................................................ xi
List of Abbreviations .................................................................................................................... xii
Chapter One: Introduction to the Study...........................................................................................1
Population Growth...............................................................................................................2
Context and Background of the Problem.............................................................................4
Purpose of the Project and Research Questions...................................................................9
Importance of the Study.....................................................................................................10
Overview of Theoretical Framework and Methodology ...................................................10
Definition of Terms............................................................................................................11
Organization of the Study ..................................................................................................13
Chapter Two: Review of the Literature .........................................................................................14
Historical Overview of the Construction Industry.............................................................14
Construction Industry in Texas..........................................................................................19
Lack of Industry Diversity.................................................................................................23
Health and Safety...............................................................................................................29
Conceptual Framework......................................................................................................33
Summary............................................................................................................................36
Chapter Three: Methodology.........................................................................................................38
Research Questions............................................................................................................38
Overview of Design ...........................................................................................................38

ix
Research Setting.................................................................................................................40
The Researcher...................................................................................................................40
Data Sources ......................................................................................................................42
Participants.........................................................................................................................42
Instrumentation ..................................................................................................................43
Data Collection Procedures................................................................................................44
Data Analysis.....................................................................................................................44
Validity and Reliability......................................................................................................45
Ethics..................................................................................................................................47
Limitations and Delimitations............................................................................................47
Chapter Four: Findings..................................................................................................................49
Methodology......................................................................................................................50
Demographic Information..................................................................................................51
Research Question 1 ..........................................................................................................59
Research Question 2 ..........................................................................................................73
Conclusion .........................................................................................................................93
Chapter Five: Discussion and Recommendations..........................................................................95
Discussion of Findings.......................................................................................................96
Recommendations............................................................................................................108
Limitations and Delimitations..........................................................................................126
Recommendations for Future Research ...........................................................................127
Conclusion .......................................................................................................................129
References....................................................................................................................................132
Appendix A: Survey in English ...................................................................................................186
Appendix B: Survey in Spanish...................................................................................................194

x
List of Tables
Table 1: Survey Data Sources 39
Table 2: Quantitative Survey Section: Race and Ethnicity of Participants 53
Table 3: Quantitative Survey Section: Gender Representation of Participants 54
Table 4: Quantitative Survey Section: Age of Participants 55
Table 5: Quantitative Survey Section: Geographic Location of Participants 55
Table 6: Quantitative Survey Section: Employment Classification of Participants 56
Table 7: Quantitative Survey Section: Construction Role of Participants 58
Table 8: Quantitative Survey Section: Industry Tenure of Participants 59
Table 9: Quantitative Survey Section: Pride in Career Choice 61
Table 10: Quantitative Survey Section: Respected for Work 63
Table 11: Quantitative Survey Section: Career Influencers 66
Table 12: Quantitative Survey Section: Career Support 68
Table 13: Quantitative Survey Section: Motivations for Industry Choice 71
Table 14: Quantitative Survey Section: Career Longevity 72
Table 15: Quantitative Survey Section: Industry Public Perception 75
Table 16: Quantitative Survey Section: Industry Recommendation/Referral 83
Table 17: Quantitative Survey Section: Motivations to Remain in the Industry 85
Table 18: Quantitative Survey Section: Reasons for Leaving the Industry 93

xi
List of Figures
Figure 1: Conceptual Framework: Social Cognitive Theory, Triadic Reciprocal Causation 34
Figure 2: Concurrent, Embedded, Mixed-Methods Design 39
Figure 3: Kirkpatrick Model of Evaluation 110

xii
List of Abbreviations
AFL-CIO American Federation of Labor and Congress of Industrial Organizations
AGC Associated General Contractors of America
BBB Better Business Bureau
CPWR Center for Construction Research and Training
EPA Environmental Protection Agency
GDP Gross Domestic Product
HVAC Heating, Ventilation, and Air Conditioning
IRB Institutional Review Board
OSHA Occupational Safety and Health Administration
PPE Personal Protection Equipment
SCT Social Cognitive Theory
TWC Texas Workforce Commission
TXDOT Texas Department of Transportation
USC University of Southern California

1
Chapter One: Introduction to the Study
This study examined the construction personnel shortage in Texas and the factors
affecting the industry’s workforce challenges across the state. In 2021, the state’s construction
sector contributed $93 billion (4.7%) of the gross domestic product (GDP; Associated General
Contractors of America, 2022a). Aside from the industry’s economic contributions, construction
jobs provide income and career opportunities to Texans. The state employed around 1.2 million
in the sector in 2021, or 1 in 12 workers, accounting for 6.2% of the state’s total employment
(U.S. Census Bureau, 2021a). In 2019, the Texas construction industry’s GDP in personal
income accounted for $92.3 billion or 5% or approximately $1 out of every $18 earned statewide
(U.S. Bureau of Economic Analysis, 2021).
Despite the sector’s statewide economic impact, the industry must hire a new cadre of
general tradespeople and specialized skilled personnel such as electricians, plumbers, and
welders to provide vital services. The state’s construction employment is forecasted to increase
by an average of 2.0%, or 154,740 jobs, annually from 2020 to 2030. This growth represents a
21.5% increase over those 10 years. Projections place the most significant growth sector in the
specialty trades, where the industry expects to add over 86,000 jobs (Texas Workforce
Commission [TWC], 2023a). Eiris Pereira and Gheisari (2017) emphasized the need for
additional employment based on the pressure to increase productivity and meet critical deadlines.
Similarly, Brinkman (2014) underscored the need for an ever-evolving skilled labor force to
provide societal amenities and infrastructure, including a focus on regional growth and
associated consumption.

2
Population Growth
The population of Texas has surged, placing the state among just two U.S. states with a
population exceeding 30 million. As of 2022, Texas recorded a population of 30,029,572. Only
California has a larger population. Texas’ growth is not unexpected, as the state consistently
ranks among the fastest and largest-gaining states (Wilder, 2023). The mass migration reflects
the sentiment of the frontiersman and former Tennessean, David “Davy” Crockett, who famously
moved to Texas and coined his iconic quote: “You may all go to hell, and I will go to Texas”
(Strong, 2016, para. 1).
The Texas capital city of Austin is the 10th largest in the United States, owing to a
substantial influx of residents and enterprises that have propelled the Austin-Round Rock-San
Marcos metropolitan area (2.3 million residents) as the fastest-growing large U.S. metro (U.S.
Census Bureau, 2023). Since 2010, the GDP of the Greater Austin Metropolitan Statistical Area
has nearly doubled. Moreover, the area’s population has surged by 36%, marking the country’s
most significant growth of any central metropolitan area, exceeding the national rate of 7% and
the state rate of 17% (U.S. Census Bureau, 2023). Among major Texas metros, Austin has the
lowest unemployment rate, highest housing prices, and lowest housing affordability (L. Torres et
al., 2023). Similarly, the major metropolitan areas of Texas, including Dallas/Fort Worth,
Houston, and San Antonio, claim top spots among the 15 most populous cities in 2023, with
rankings at 4th, 7th, 9th, and 13th, respectively (U.S. Census Bureau, 2022). Furthermore, Texas
is home to some of the nation’s fastest-growing smaller cities, including Georgetown, Kyle,
Leander, and New Braunfels, all located in the central Texas region (U.S. Census Bureau, 2022).
While some Texas cities experience phenomenal population growth, the construction shortage
gap widens as the industry struggles to fill and retain critical positions to keep pace with

3
prosperity. Moreover, the prosperous population growth has also highlighted residential
construction woes (Hammarberg et al., 2022).
Housing Needs
Texas is also one of the fastest-growing states in terms of home construction (U.S.
Census Bureau, 2019). The state’s metropolitan areas are experiencing the most significant
population growth, causing a housing shortage. The Austin area ranks first in homebuilding
among large metropolitan areas (U.S. Census Bureau, 2019). The number of homes built in the
city creates challenges and opportunities for homebuyers, as there are 42.5 new housing units per
1,000 existing homes. (U.S. Census Bureau, 2019). Experts predict that the Texas home
construction industry will outpace the availability of the general workforce. The longstanding
Austin mantra of “don’t build it, and they won’t come” is a past philosophy, as the infrastructure
required to support this expanding suburban population has not kept up (Wright, 2023). The
convergence of new residents and an expanding construction labor force presents a challenge.
Shortages in personnel jeopardize the state’s capacity to fulfill its construction requirements and
could cause lasting harm to economic development and infrastructure.
Personnel Shortage
The state has seen a surge in population and construction, but newcomers have not kept
up with the need for workers in the construction industry, and studies suggest that this scarcity of
blue-collar workers will persist for some time (Maurer, 2023). More jobs are available in the
industry than applicants to fill them, even without anticipated future population expansion.
Companies now publish an average of up to 400 commercial construction positions per month,
compared to less than 100 opportunities per month in 2017. Jobs in residential construction are

4
also increasing; as of 2023, there were slightly under 300 postings per month on average, up
from fewer than 100 in 2017 (TWC, 2023a).
According to the TWC’s (2023) report on occupational growth, there is a projected 20%
rise in average annual employment demands in the construction industry throughout the state by
2030. However, this percentage may rise to 25% or more for specific jobs like excavation
operators, HVAC mechanics, electricians, construction managers, plumbers, and operators of
construction equipment (TWC, 2023). These projections compound the existing challenge of
unfilled positions within the state. The state’s urban centers simultaneously face rapid population
growth and an increasing shortage of construction workers to satisfy the industry’s burgeoning
demands.
Context and Background of the Problem
While the underlying reasons for Texans’ reluctance to enter the construction sector are
unclear, trade organizations representing the industry paint a bleak picture of this workforce
segment despite other noteworthy statistics. According to the U.S. Bureau of Labor Statistics
(2023a), Texas holds the top position in construction laborers’ employment rate, yet this status
does not meet the needs of the increasing demand. Ninety-two percent of the state’s construction
companies have open hourly craft positions, according to the Associated General Contractors of
America (AGC) survey (AGC & Autodesk Construction Cloud, 2023). There is little to no
specific training needed for most of these jobs, and the upcoming generation of workers is not
taking over for those retiring. More concerning is the ongoing decline in the workforce from
aging and attrition. In the last decade, 20% of construction workers retired or abandoned the
industry (Texas Association of Builders, 2024). Kim et al. (2020) underscored the U.S.
Department of Labor’s imperative to tackle the current workforce’s impending retirement and

5
employee attrition. As with other industries, the construction sector grapples with challenges
related to knowledge loss, particularly in roles requiring specialized skills, alongside an
imbalance in retirement rates and new personnel recruitment. Despite the widespread shortage,
specific tradespeople are in greater demand than others.
Growth Projections
Building demands in the residential and commercial sectors necessitate continual
recruitment and retention in the labor-intensive construction industry. According to industry
projections, there will be 21.5%, or around 155,000 additional jobs, by 2030 (TWC, 2023b).
According to the TWC (2023b), the state will add 2.3 million jobs by 2030, more than double the
estimate for the United States at 7.7% (TWC, 2023b). This growth necessitates a variety of skill
sets, as many of these positions are highly specialized and require training or experience.
Among the most challenging positions to hire are cement masons, installers, iron
workers, and plumbers (AGC & Autodesk Construction Cloud, 2023), and managers,
supervisors, and electricians are the positions with the highest demand (TWC, 2023b). Further,
some opportunities do not require certifications or college degrees. The industry ranks first in
middle-skill opportunities, requiring training past high school but less than a bachelor’s degree
(TWC, 2023b). For younger generations opting out of college, construction offers a stable
income opportunity, includes 80 career paths, and, in Texas, ranks Number 3 as a top-paying
career that does not require a 4-year degree (TWC, 2023b). Despite the allure of open positions
and lucrative opportunities, the sector grapples with attracting more workers. According to AGC
and Autodesk Construction Cloud (2023), 70% of Texas construction firm owners cited a
shortage of suitable people, contributing to the employment shortfall.

6
Furthermore, other hiring obstacles affect candidates with different degrees of
qualifications. Sixty-eight percent of companies have vacant salaried positions, and 83% of
organizations have open craft positions (AGC & Autodesk Construction Cloud, 2023). The
difficulties that businesses encounter go beyond skill competency. Plaguing the industry is
stereotypes of being traditional, resistant to change, and dominated by an older generation
(Muñoz-La Rivera et al., 2021). While staffing is a widespread problem, the industry’s
homogenous nature contributes to the need for more applicants. Of the same AGC survey
respondents, 73% agreed that diversifying the sector’s workforce is necessary (AGC, 2023).
Demographic Challenges
Changes in demographics make labor scarcity in Texas even more challenging. In 2022,
women made up only 11% of workers in the construction industry, as reported by the U.S.
Bureau of Labor Statistics (2022a). Due to the industry’s reputation for machismo, harsh work
situations, discrimination, and the preponderance of men, many women are reluctant to pursue
trade careers (Sunindijo & Kamardeen, 2017). The COVID-19 pandemic further exacerbated
gender discrepancies, as more women than men quit their occupations to care for their children
during school and daycare closures (Alon et al., 2020). Although the industry still
underrepresents women, Latinos are now the majority of construction workers.
In 2017, Latino workers constituted up to 70% of Texas’s 950,000 construction
workforce (Workers Defense Project, 2017). A report from the Bernard and Audre Rapoport
Center revealed that Austin's Latino construction workers were disproportionately affected by
the COVID-19 pandemic (Lindenberg, 2021). Similar to women, COVID-19 had a detrimental
impact on the Latino population; the probability of hospitalization for construction workers was
five times higher than that of non-construction workers (Pasco et al., 2020).

7
Aging Workforce
The most representative population in the industry retired due to the pandemic, which
made the labor in construction even more complex. The pandemic changed the construction
industry, with 35% of workers from the older generation planning to retire in 2020 (Davis,
2021). Furthermore, the construction industry faces more retirements because 42% of employed
individuals are over 45, and 5% of construction workers are over 55 (U.S. Bureau of Labor
Statistics, 2022b; Sokas, 2019). Because of the impending retirement tsunami and the necessity
to transmit seasoned workers’ knowledge to ensure the industry’s profitability and continuity,
there is a considerable problem (Moshood et al., 2022). Even if they would like to continue
working, construction workers must contemplate retiring due to several problems they face,
including an increased risk of disability and premature mortality (Ervasti et al., 2018; Simpson,
2021). According to Allington (2023), baby boomers are more likely to be career-loyal—41% of
working adults will stay with the same employer for 20 years, and 18% will stay for at least 30.
Conversely, according to Secules et al. (2021), younger construction workers frequently
encounter occupational guilt, which prompts them to look for other careers or stay out of the
field entirely. Gibson and Papa’s (2000) study, “The mud, the blood, and the beer guys:
Organizational osmosis in blue-collar work groups,” provides insight into the ideological
influences surrounding manual labor professions and related public perceptions, even though the
precise causes of Texans’ reluctance to pursue construction careers are still unknown. According
to Saleem (2015), numerous factors, such as exposure to the media, personal interests, and
family influence, dominantly impact career decisions. Even though not every child seeks a
college education, parental attitudes toward manual labor and blue-collar jobs sometimes
discourage pursuing trade or vocational education. When choosing between a college degree and

8
vocational training, cultural capital becomes essential since it includes the attitudes and values
that parents and family have instilled, emphasizing education and success (Adeoye & Tomei,
2014; G. Morrison & Pierre-Gilles, 2022). Parents would rather reveal their child’s enrollment in
a typical 4-year college or university than their child attending a technical college (Friedline et
al., 2017). This reluctance indicates that stakeholders must actively change parents’ opinions
about the construction industry to attract more young talent (Minooei et al., 2020).
Negative Perceptions
Similarly, many employment candidates may have a personal interest in the trades yet
evade the profession due to societal pressures based on negative perceptions of the industry
(Deitrickson, 2018; Gross & Marcus, 2018; Manuti et al., 2018; Ryan, 2016; Soricone et al.,
2020). The media frequently portrays construction jobs as strenuous, labor-intensive, and
occasionally as a route for those who have not succeeded academically (Murphy et al., 2021;
Omilion-Hodges & Sugg, 2019; Ryan, 2016; Soral et al., 2021). Furthermore, many people do
not relate to the stereotype commonly applied to construction workers, who are frequently
portrayed as careless people who smoke a lot, have bad hygiene, and use foul language (Carter,
2022; Murphy et al., 2021; Soral et al., 2021).
Influential in shaping industry depictions, mainstream media wields considerable
influence over career aspirations, albeit capable of fostering unfavorable perceptions (Gehrau et
al., 2016). In their study titled “If it bleeds, it leads,” Barnetson and Foster (2015) discovered that
traditional news media significantly overemphasize injuries and fatalities, highlight cultural
differences, and reinforce gender bias within the industry by exclusively highlighting male
examples, resulting in a highly misleading depiction of the construction workplace. Furthermore,
because construction workers are vital members of the larger community touched by media

9
narratives, Ninan et al. (2019) pointed out that media coverage of construction safety can
significantly influence the perception of construction workers. Blue-collar vocations, or
construction occupations, are portrayed negatively even in entertainment media (Baruah et al.,
2022).
This study aims to provide insight into the influences on the construction personnel
shortage across Texas through literature reviews, surveys with industry stakeholders, and data
analysis. Much research has been done into the shortage of construction personnel nationwide.
However, there is a need for more research specific to the Texas construction industry. This
study examined the personal and environmental factors that affect choosing a career in
construction and the perceptions of current industry efforts to increase recruitment and retention
in Texas.
Purpose of the Project and Research Questions
This study examined the shortage of Texas construction personnel and the factors
affecting the industry’s workforce challenges. Specifically, the study aimed to understand how
beliefs, perceptions, and experiences contribute to employment in construction trades. From a
systematic perspective, this study used a mixed-methods approach to data collection. The
following questions guided the research:
1. What are the personal and environmental factors that affect choosing and persisting in
the Texas construction industry?
2. What are the perceptions of current industry efforts to increase recruitment and
retention in the Texas construction industry?

10
Importance of the Study
Hiring new employees to cover vacancies is central to any profession’s survival.
However, the construction industry faces a twofold problem regarding its labor force: an increase
in retirements and industry departures and a lack of competent or motivated candidates to take on
these positions. These circumstances thereby hinder companies’ capacity to meet growing
demand. Also, more skilled candidates are needed to ensure worksite progress and raise project
costs. Eighty percent of Texas construction companies cite project delays, with 67% attributing
the hindrances to staff shortages (AGC, 2023). Aside from postponed project completions, over
half of all companies have increased pricing on bids and contracts (AGC, 2018).
To entice more applicants to job sites, firms are becoming more competitive and costly.
To illustrate, 44% of companies have increased incentives and bonuses to staff (AGC &
Autodesk Construction Cloud, 2023). However, even as companies hire new personnel, they are
experiencing increased costs in preparing them for the job. The cost of hiring new employees
increased in almost half of the state’s construction report (AGC, 2018). Companies still require
assistance filling positions despite increasing their personnel investments. Moreover, a persistent
lack of growth and prosperity for Texas may result from the limited supply and increased
demand for construction services, which might cause noticeable price increases, poor quality,
and project delays for customers and businesses (R. Morrison, 2023).
Overview of Theoretical Framework and Methodology
Bandura (1986) developed the psychological framework guiding this study. Social
cognitive theory (SCT) examines human development through a triad of interactive experiences
between person, behavior, and environment. Known as reciprocal determinism, Bandura (1977)
asserted that learning and modeling from one’s societal surroundings results in one’s belief in

11
one’s ability. According to this theory, social environments, such as personal networks and
cognitions, result in specific beliefs and expectations that shape individual actions. (Schunk &
DiBenedetto, 2020). Key cognitive elements are self-efficacy and outcome expectations,
reflecting individuals’ capability and motivation to undertake certain behaviors (Locke & Sadler,
2007; Schunk & Usher, 2012). Within social networks, individuals operate in formal and
informal connections, and task structures and interpersonal dynamics influence their knowledgesharing behaviors (Schunk & DiBenedetto, 2020). Hence, the strength of relationships and the
degree of task interdependence distinguish between these two types of connections.
The study employed a mixed-methods approach to investigating the factors contributing
to the labor shortage in the construction industry. To fully answer research problems, mixedmethods research combines qualitative and quantitative approaches in a single study (Jick, 1979).
Both closed- and open-ended survey questions highlight the breadth and depth of data collecting
and analysis. According to R. B. Johnson and Christensen (2015), closed-ended questions yield
organized data that can be quantitatively and statistically evaluated, providing broad insights into
data trends. On the other hand, the open-ended questions yield qualitative information that gives
specific, nuanced insights into each respondent’s thoughts, feelings, and experiences, enabling a
deeper comprehension of the continuous labor shortage in the construction industry (Creswell &
Creswell, 2018). Using a mixed-methods approach, the study validated results and triangulated
findings to comprehensively interpret the attitudes and contextual factors influencing Texas’s
declining interest in the construction industry (Greene et al., 1989; Steckler et al., 1992).
Definition of Terms
The operational definitions provided here clarify the words used in this study and the
context of the construction sector. The Occupational Safety and Health Administration (OSHA)

12
defined “construction labor” as a range of tasks that include building, altering, repairing,
painting, and decorating (OSHA, n.d.-a, n.d.-b). The industry comprises many professions,
including carpenters, masons, welders, plumbers, electricians, painters, laborers, roofing
contractors, and concrete finishers (U.S. Bureau of Labor Statistics, 2023a).
• Apprenticeship is a formal agreement between two parties that enables one individual
to acquire specific trade or job skills (Wolter & Ryan, 2011).
• Commercial construction is the construction of structures intended for lease or sale in
the private sector (AGC, 2018).
• Construction industry encompasses the various activities and the human and material
resources involved in commercial and residential development (Mesa et al., 2019).
• An independent trade contractor is a self-employed individual proficient in a
particular trade or profession, offering services to the general public (Harris &
Krueger, 2015).
• Interns are students or trainees engaged in practical work experience under the
guidance of a trade professional to gain practical skills (Short, 2013).
• Labor shortage refers to a deficit or inadequacy of sufficiently qualified individuals
across various occupations and skill sets (Vener, 1999).
• Project manager is an individual responsible for overseeing the planning and
execution of a specific project or assignment (Tabassi et al., 2016).
• Residential construction is the building or modification of single-family homes or
apartment buildings with fewer than four floors (AGC, 2018).
• Skilled labor refers to professionals with expertise in specific areas of the
construction industry. These employees may belong to either blue-collar or white-

13
collar roles, possessing diverse levels of training or educational attainment (Kim et
al., 2020).
• Trade is a fundamental skill or profession for residential or commercial construction
projects (Hearns, 2020).
Organization of the Study
The dissertation follows a traditional five-chapter model. Chapter One outlines the
problem of practice, including the study’s purpose, research questions, significance, and the
repercussions of not conducting the research. Additionally, it provides a concise overview of the
setting, conceptual and theoretical framework, and definitions for relevant terms. Chapter Two
will support the study with a literature review on the history of the construction industry and
specific topics contributing to the industry’s image and challenges. Chapter Three will explore
the methodology, illustrating the research’s approach. Chapter Four will present the research
results. Chapter Five will reveal the results and offer practice recommendations. It also includes
suggestions for future research on effective construction personnel recruitment and retention in
Texas.

14
Chapter Two: Review of the Literature
The following literature review supports this study through previous research into the
underlying factors contributing to the shortage of construction personnel and the factors affecting
the industry’s workforce challenges. The initial section examines historical events that have
influenced the industry and the transformation of its image nationally and in Texas. Existing
literature portrays an industry plagued by perception issues. The second section centers on the
depiction of a typical construction worker, the obstacles women and Latinos encounter in the
workplace, and the effects of an aging workforce. Previous literature underscores women’s
underrepresentation in the industry and the inadequate treatment of Latinos, as well as the effect
of the sector’s aging demographic. The third section emphasizes health and safety concerns,
including physical and emotional challenges. Previous studies underscore how the industry’s
demands pose added risks to workers. Following the overview of past literature, the next section
explains the conceptual framework that underpins this study. Specifically, the research adheres to
Bandura’s (1986) SCT to investigate how personal and environmental factors influence career
choices in construction and the perceptions of ongoing industry endeavors to enhance
recruitment and retention. Finally, the chapter ends with a concluding section.
Historical Overview of the Construction Industry
The construction profession has transformed from building mud huts centuries ago to
constructing modern-day skyscrapers through vast commercialization (Al-Kodmany, 2018;
Debevoise, 1941). Although it provides constant employment opportunities, the industry has
faced ebbs-and-flows in public perception, created by the actions or inactions of industry leaders,
the image and trust of the sector, and even portrayed norms of an ideal construction worker

15
(Cinar et al., 2019; Graham et al., 2020; Zuppa et al., 2016). All factors contribute to the
industry’s workforce challenges and perceptions.
Nationwide Construction Symbolism
During the early 20th century, construction was the cornerstone of national progress,
experiencing unparalleled expansion and advancement. Portrayals of the American construction
worker often depicted a diligent, patriotic, rugged male figure (Poole & Gause, 2012). The iconic
hard hat emerged as the primary symbol of the nation’s labor force, supplanting the traditional
roles of the leather apron, lunch pail, and worker’s cap (Jentz, 1989). The significance of the
hard hat symbol stemmed from the frequent portrayal of the construction worker as the model
blue-collar individual in mass media, public discussions, and commercial representations (Jentz,
1989). Among the most iconic portrayals of workers in history are the ironworkers captured in
Lewis W. Hine’s (1977) celebrated Empire State Building photographs, providing an authentic
glimpse into workers’ lives at the construction site (Griffin, 1990). Hine openly articulated his
intent behind creating these images in 1932, seeking to instill admiration for the courageous,
skilled, daring, and imaginative individuals who played a pivotal role in building and operating
the machinery of modern society (Hine, 1977).
Post-World War II, a skilled construction worker could expect and count on enjoying one
of the elevated living standards accessible to blue-collar workers. American industrial workers
gained higher earnings, better benefits, and improved lifestyles (Freeman, 1993). They prospered
due to a building boom and labor shortages, pushing wages upward, and union membership
reached a rate of 80% (Erlich & Grabelsky, 2005). Industry workers noted high job satisfaction,
citing the challenge of their tasks, the diverse nature of their work, and their sense of autonomy
as reasons for their satisfaction. (Erlich & Grabelsky, 2005). To some, construction workers

16
epitomized a greater readiness than other Americans to protect their country and uphold its
values against foreign adversaries, political dissidents, racial minorities, and counter-culturalists
domestically (Erlich, 1986). The patriotism associated with the construction sector later shifted
under the weight of political strife and economic distress.
Public Perception Changes
By the mid-1970s, a shift in public perception began to cast the construction trade
negatively, associating it with political motives and occasional volatility and safety concerns.
Certain construction workers garnered a tarnished reputation by actively protesting the Vietnam
War while donning hard hats in major urban centers (Bryan-Wilson, 2007). In addition, conflicts
between construction workers and participants in peace demonstrations, such as students at
Arizona State University, as well as calm pro-war building trades marches in Albany and
Buffalo, further reinforced this view (Freeman, 1993; Wehrle, 2005). These events represented a
concerning shift in public opinion, depicting the building sector as politically conservative,
willing to resort to violence, and profoundly discriminatory against women.
Public opinion at the time reflected ambivalence. At the same time, a plurality of poll
respondents (40% to 24%) expressed more sympathy for the hard hat-wearing construction
workers than for the students they clashed with, and a majority (53%) disapproved of their use of
violence (Serratore, 2020). Additionally, the economic sector encountered claims of corruption
among several local labor unions, encompassing charges of theft, bribery, and fraud (Goldstock,
1990). The sector encounters numerous obstacles arising from various elements, including its
perceived reputation, cyclical nature, employment instability, rigorous timetables, physically
demanding activities, heightened risk, inadequate compensation, and gender disparity (Moyser,

17
2017). Furthermore, it has struggled with times of economic success contrasted with financial
and industrial uncertainties.
Economic Downturns and Industry Unemployment
The economic recession of 1981–1982 was one of the most drastic financial crises in the
United States’ history, comparable in severity to the Great Depression. According to the Federal
Reserve Bank of St. Louis (2023), the unemployment rate had surged to almost 10% by 1982,
marking the most significant level observed since the conclusion of World War II. Even more
formidable obstacles were encountered by the construction industry, with unemployment rates
reaching a peak of 27% (AGC, 2010; Urquhart & Hewson, 1983). Simultaneously, the sector
experienced a significant increase in worker accidents. From 1972 to 1988, the number of
workdays lost due to work-related injuries increased from 2.5 million to more than 6.3 million,
impacting over 40,000 employees (Cattledge et al., 1996).
Subsequently, the issue of skilled labor shortage in the construction industry across North
America garnered considerable attention and apprehension around 2006, coinciding with the
onset of a global recession, during which the sector bore one of the most severe impacts (Cullen
et al., 2014; O’Brien et al., 2014). Industry endured a more protracted and profound decline
during the economic downturn than other sectors. The industry lost approximately 2.2 million
jobs between July 2006 and July 2010 (AGC, 2010; Paciorek, 2015). After the recession, the
layoff of many skilled workers prompted them to struggle to secure employment in their trades,
leading to their exploration of more stable and higher-paying service-oriented industries
(DeSilver, 2017). Following the recession, many reemployed skilled professionals had reduced
salaries compared to their income levels before the economic downturn (McCorkell & Hinkley,

18
2019). Moreover, after a prolonged period of business volatility and decreased public opinion,
the building industry encountered fresh obstacles that further reduced its attractiveness.
Industry Employment Exodus
The construction sector is experiencing heightened volatility due to many retirees leaving
the industry, while fewer young people see it as a feasible long-term professional trajectory
(Phillips, 2023). This transition between generations and unfavorable industry views among
younger employees pose significant difficulties in attracting and keeping highly trained
professionals (Arellano, 2015). Addressing these issues necessitates a cooperative and universal
effort within the sector to improve the view of construction as a rewarding and reliable career
option while advocating for social responsibility to attract a new generation (Callanan & Perri,
2020; Xia et al., 2018). Contemporary studies indicate that several elements, such as educational
shifts, demographics, economic volatility, natural calamities, cultural standards, and views of the
company’s long-term sustainability, impact workforce numbers in the sector (Ferguson, 2023).
Although the construction sector provides many chances, many individuals who join the
workforce choose industries that they believe provide more promising career paths (Haupt &
Harinarain, 2016).
The unintended consequence of the bipartisan No Child Left Behind Act of 2002 was the
promotion of the belief that a college education was the exclusive path to success, adversely
affecting several labor fields and sectors of the economy (Terpstra, 2023). The reintegration of
trades into public education poses a significant obstacle, highlighting a longstanding issue that
has developed over many years (AGC & Autodesk Construction Cloud, 2023). Transitioning
from vocational schools in junior high to high school broadened children’s exposure to
opportunities beyond specialized vocations from an early age (Toppin, 2018). Consequently,

19
youngsters prioritize academic courses without early exposure rather than developing an interest
in practical jobs. With the nationwide transformation of the construction industry, which has
greatly influenced how the sector is perceived and the attitudes toward seeking blue-collar jobs,
Texas has also undergone a similar transformation.
Construction Industry in Texas
The Texas building industry has a profound and illustrious history, characterized by the
creation of prominent landmarks, vibrant business districts, and substantial residential growth.
Despite the prosperity, allegations of inequitable treatment within the sector have eclipsed this
expansion. To save expenses and optimize financial gains, the builders of the Texas Capitol
recruited inmates from the state’s jail system to erect the landmark structure in 1884 (White,
2017). In response to this decision, labor union leaders refused to collaborate with the prisoners
on a project of such symbolic significance as the state’s capital (Texas State Historical
Association, 1886). To circumvent the union’s boycott, the builders turned to workers from
Aberdeen, Scotland, violating the Foran Act, which prohibited the employment of immigrants on
job sites in the United States (Blue, 2010; J. G. Johnson, 1952).
Texas saw swift urbanization and industrialization between the late 1800s and the mid1900s. During this period, labor unions were still in their early stages of development, and
workers in Texas faced extended work hours ranging from 10 to 11 hours, 6 to 7 days per week,
with low pay, absence of benefits, and hazardous working environments (Texas AFL-CIO, n.d.).
The early 1900s marked the peak of progressivism, during which skilled artisans in Texas reaped
the benefits of economic prosperity. Members of trade unions often rose to prominence as
influential members of society, and their unions gained acceptance from both the public and

20
corporations (Texas AFL-CIO, n.d.). However, not all workers receive the same recognition,
compensation, and protection.
Wages and Benefits
In the new millennium, the Texas construction industry faces many growing issues that
burden its tenuous labor reputation. The “Build a Better Texas” study by the Workers Defense
Project portrays the industry as a dangerous and low-wage occupation afflicted by wage theft,
incomes below the poverty level, insufficient employment benefits and legal safeguards, and
scarcity of training opportunities (Workers Defense Project, 2013). Additionally, families of
construction workers in Texas rely more heavily on safety net programs than other families, as
state and federal governments allocate nearly $2 billion annually to subsidize safety net
programs for them (Jacobs et al., 2022). Even so, shortcuts and cost-saving measures often leave
construction workers in Texas vulnerable and without coverage and benefits.
Importantly, Minooei et al. (2020) research revealed that most construction workers in
Texas (55%) lack health insurance. This proportion exceeds the national average (20%) for
workers in other industries by more than double. Furthermore, according to Theodore et al.
(2017), the state incurs $1.2 billion in yearly payroll taxes due to the misclassification of 37% of
construction workers. In the absence of effective laws to tackle these concerns, there is a
potential for the continuation of workers’ exploitation and fraudulent treatment, as highlighted
by Jacobs et al. (2022). This circumstance adversely affects employees and poses difficulties for
legal contractors aiming to maintain competitiveness in the market. In addition, Texas is the only
state not requiring workers’ compensation coverage for most private firms (Texas Department of
Insurance, 2023).

21
However, private employers entering contracts with government entities must furnish
workers’ compensation coverage for their project’s employees (Texas Secretary of State, 1994).
Furthermore, certain contractors may stipulate that subcontractors and independent contractors
must have workers’ compensation coverage (Texas Department of Insurance, 2023). When
examining various characteristics of the construction industry in each state, significant
associations surface between fatality rates and assessments of workers’ compensation policies
and OSHA interventions across states and periods. States that exempt small firms from the
mandate to carry workers’ compensation insurance tend to exhibit higher fatality rates,
particularly among firms with one or fewer employees (Gray & Mendeloff, 2022). In addition to
the hazards inherent in this work, the environmental elements and Texas legislative decisions
present further risks to workers.
Climate, Regulations, and Political Strife
Weather conditions exposed Texas construction workers to unpredictability, tropical
hurricanes, and extremely high summer temperatures (Ashtab & Ryoo, 2021). Based on data
from the U.S. Bureau of Labor Statistics (2023b), between 2011 and 2021, Texas had 36 workrelated deaths caused by exposure to environmental heat, making it the state with the highest
number of heat-related deaths. Given the high temperatures workers experience, ensuring
consistent intervals of rest and adequate water is crucial. Employers must adequately provide
workers with potable water and ample chance to hydrate to reduce heat-related health issues
(OSHA, 2022). Nevertheless, local governments maintain the power to implement
supplementary measures to protect the welfare of workers, such as requirements for water
breaks. For example, municipality legislation in Austin in 2010 mandated 10-minute breaks
every 4 hours (City of Austin, Texas, 2010).

22
Furthermore, in 2015, Dallas enacted a rest break policy that closely resembled the one
implemented by Austin and six other states (City of Dallas, Texas, 2015). However, on
September 1, 2023, Texas House Bill 2127 repealed locally enacted safeguards that exceeded
state requirements, rendering county and city ordinances that exceeded state or federal laws void
(Texas State Legislature, 2023). Despite the criticism of the regulation, specifically regarding its
failure to explicitly mandate outdoor workers to take water breaks, concerns heightened during a
summer characterized by exceptionally high temperatures, which exacerbated the susceptibility
of workers in an already hazardous sector (Stacher, 2023; Votteler et al., 2023). Aside from heat
exposure, state decisions during the global pandemic further endangered industry.
During the COVID-19 pandemic, the Texas construction industry faced a political
dilemma when the state’s capital city of Austin and Travis County imposed stay-at-home orders
affecting nearly all industries. Although certain sectors are exempt, a limited number specifically
encompassed construction projects (City of Austin, Texas, 2020). Subsequently, the Texas
governor issued a comprehensive order that raised the whole construction industry, which is
considered crucial, above the requirements set by local authorities (Office of the Texas
Governor, 2020).
Approximately 60% of the Texas construction workforce consists of Latino workers, with
an estimated half of this demographic being undocumented (Zhao, 2022). Like the rest of the
United States, Texas reported disproportionately high rates of COVID-19 cases and fatalities
among Latino communities (Oppel et al., 2020). The decision exacerbated the susceptibility of a
particular ethnic group, thereby subjecting them to increased risk. Ethnic sensitivity and the
broader diversity landscape have been persistent challenges in the construction industry
(Habibnezhad et al., 2016).

23
Lack of Industry Diversity
By perpetuating the idea of the typical construction worker as a virile White male, the
diversity gap is likely to exacerbate the labor deficit in the construction industry. Analysis of data
from the U.S. Bureau of Labor Statistics (2022a) confirms that this industry exhibits low levels
of diversity across different national settings. The supplied data underscores the restricted
involvement of women and other marginalized groups in the construction industry,
predominantly influenced by their race and ethnicity. By comparison, women make up 10.8% of
the population, Black or African Americans account for 6.7%, Asians make up 1.7%, and
Latinos make up a rising 34%, which is still much lower than the majority of White males (U.S.
Census Bureau, 2021b).
These discrepancies underscore the substantial underrepresentation of specific groups in
the industry. George and Loosemore (2019) noted that this sector frequently reinforces a
narrative recognizing its predominantly masculine culture. Acknowledging the disparity in
diversity could offer insights into the shortage of skilled labor to aid in overcoming the obstacles
the industry confronts.
Women in Construction
Historical records indicate that the construction sector has consistently reinforced the
stereotype of physically strong males, sometimes disregarding women as less competent in
physically challenging positions (Bridges et al., 2021). Even with recent efforts, the building
sector continues to be one of the most segregated industries worldwide, with a mere one percent
rise in women’s participation in the trades during the last 10 years (A. D. Brown, 2017; Norberg
& Johansson, 2020). Statistics from Phillips (2020) indicated that over 40% of employed women
in the industry are in administrative or office support positions. Furthermore, gender-based wage

24
gaps continue to exist, with women earning an average of $7,026.30 less than males (Shrestha et
al., 2020). Evidence indicates that gender discrimination at a systemic level continues to impede
the attainment of gender equality in the construction industry (Bridges et al., 2020).
Multiple variables contribute to the unequal advancement of female employees, such as
perception, visibility, and productivity (Shrestha et al., 2020). Pervasive stereotyping persists,
narrowing the industry perception as being exclusively for men (Struthers & Strachan, 2019).
Notwithstanding the growing focus on equality and fairness, female employees in trade-related
industries still encounter gender prejudice, which manifests as reduced wages, restricted chances
for career progression, and several types of abuse, such as bullying and harassment (Wulff et al.,
2021). Professional achievement in professions dominated by men often necessitates women to
conform to conventionally masculine characteristics, undermining the unity among supporters
against sexism (Bridges et al., 2021; Malone & Issa, 2014). Furthermore, women in skilled trade
professions confront prejudices and obstacles in acquiring training and building connections
within the industry (Arcand, 2016).
Even with legal safeguards, the construction sector exhibits a deficiency in adaptability
regarding project schedules, presenting challenges for women in managing their personal and
professional obligations and expectations beyond the confines of the workplace (Malone & Issa,
2014; Oo et al., 2021; Wulff et al., 2021). Promoting gender equality in trade-related businesses
is crucial for cultivating a more inclusive and fair construction sector. Insufficient female
presence in the industry poses a heightened danger of widening the employment gap, resulting in
imbalances between supply and demand and negative economic consequences (Callanan & Perri,
2020). The industry should prioritize maintaining a diverse workforce by implementing fair
policies and inclusive practices to attract more women (Hasan et al., 2021). The burgeoning

25
Latino population in the country is contributing to the reduction of labor shortages; however,
similar to women, they have intrinsic obstacles in the sector.
Latinos in Construction
As the construction industry continues to grow, there is an increasing dependence on
Latino workers to perform various operations. While Latinos have a significant presence in the
trades, these workers often see wages that fall below the industry average. An estimated 50% of
the 29 million Latino workers in the United States receive an annual salary of less than $24,999
(Lines et al., 2021). Notably, undocumented immigrants constitute 15% of the construction
workforce nationally, surpassing the number of workers with valid work permits (Passel &
Cohn, 2016). According to Massey et al. (2016), undocumented Latino workers earn 12% less
than their legal immigrant counterparts. Many of these workers, who are concerned about being
deported and have limited aptitude in English, face difficulties in properly expressing their
requirements. Instances of wage theft are prevalent, as 78% of Latino day laborers have reported
this phenomenon, with some even claiming to have worked for 20 days without receiving
adequate remuneration (Waren, 2013).
Al-Bayati et al. (2017) stated that just 4% of Latino employees hold high-level
managerial positions. Two studies by the Workers Defense Project, headquartered in Austin,
investigated the working conditions of construction workers in Texas and the Southern region.
According to their research, 50% of the employees in Texas are immigrants, while more than
33% are without legal papers in six southern states (Scruggs & Arroyo, 2014). Due to the
absence of acceptable immigration documentation, these workers face unsafe working
conditions, receive poverty-level wages, and fall victim to wage theft. Roughly 40% of the
surveyed group in Texas reported routine unpaid overtime and often received no wages (Workers

26
Defense Project, 2017). In addition, Latino workers face hazards that go beyond just economic
compensation. The elevated incidence of injuries among Latino workers emphasizes the need to
determine the root factors contributing to injuries and deaths in this specific population. The
studies conducted by Casey et al. (2015) and Flynn (2014) provide evidence suggesting that
foreign-born workers have a higher frequency of occurrences than domestic-born workers.
According to the U.S. Bureau of Labor Statistics (2023a), the number of work-related
deaths among Latino workers who were born outside of the United States increased to 727 in
2021, representing a 5.1% rise from the 692 deaths recorded in 2020 and the highest number
since the series began in 2011 (U.S. Bureau of Labor Statistics, 2023a). A study conducted by
Riley and Morier (2020) revealed that 89% of injuries on construction sites among Latinos
remain unreported, primarily because of concerns about job loss and management interference.
The continuous implementation of employment protection legislation and resolving a
hostile work environment remain persistent obstacles (Lee, 2014; R. Torres et al., 2013).
Immigrant workers, particularly those without legal documentation, are unlikely to report wage
theft, even though workers can report wage fraud through the U.S. Department of Labor and the
TWC. All contracted laborers, even those without legal documentation, are entitled to receive
and be safeguarded by labor laws that guarantee adherence to minimum pay regulations (TWC,
1995). Moreover, labor organizations in Texas, including the Workers Defense Project, have
identified gaps in the theft of service statutes, which require employers to provide complete
compensation to workers (Scruggs & Arroyo, 2014). Furthermore, Texas implements right-towork laws (Texas State Legislature, 1993), which enable workers to form labor unions to combat
labor exploitation and protect them from pressure, intimidation, or threats that may discourage
union involvement. The industry’s continued adherence to these methods exposes it to critical

27
examination and contributes to a detrimental public perception, deterring future generations from
contemplating construction as a viable career choice to address the vacancies created by retirees.
An Aging Industry
The enduring shortage of highly trained workers in the construction sector in the United
States has impeded economic progress (AGC, 2022b). Empirical data suggests the construction
industry is experiencing a more rapid aging phenomenon than other industries. The proportion of
construction workers aged 55 or older approximately doubled between 2003 and 2020, rising
from 11.5% to 22.7%. By contrast, the percentage of persons aged 55 and over in the overall
labor force increased from 15.4% to 23.9% during the same period. The increase was more
considerable within the construction sector than the total employment (U.S. Bureau of Labor
Statistics, 2021a). The study by Sharma et al. (2022) revealed that almost 9% of the existing
construction workforce is 65 or older, and an additional 37% will likely retire throughout the
following 20 years.
To effectively address clear shortcomings, it is crucial to comprehend the relationship
between retirement rates and labor shortages by analyzing the dynamics of supply and demand
forces. A study by Kim et al. (2020) provided evidence that an aging workforce is a major factor
contributing to labor shortages in the construction industry. Administering effective recruitment
and retention strategies for highly skilled personnel can be difficult, resulting in project schedule
delays (Bahr & Laszig, 2021; Karimi et al., 2017).
According to the U.S. Bureau of Labor Statistics (2023c), the number of construction
workers and assistants employed from 2022 to 2032 will increase by 8%. However, several
obstacles impede recruitment strategies, including retiring experienced staff and unfavorable
sector views, especially among younger cohorts (Minooei et al., 2020). The imminent retirement

28
of baby boomers, who comprise a significant portion of the highly trained workforce, worsens
the current shortage of available workers (Trujillo, 2020).
The imminent retirement of baby boomers, who comprise a sizable proportion of the
highly trained workforce, worsens the shortfall in available labor (Trujillo, 2020). To bridge this
gap, the construction industry must specifically target and retain younger people who may need
more motivation to fill the job openings created by the retiring population. The emerging
cohorts, sometimes known as the technology generation, exhibit a predilection for white-collar
industries over blue-collar ones, introducing intricacy to the recruitment and retention procedures
within the construction sector (Moore et al., 2014). The median age at which males commence
apprenticeship training is 26, but for females, it is 31 (Bilinsoy et al., 2022), suggesting a
significant postponement in their entry into this occupation. The presence of unfavorable views
of construction occupations as physically strenuous and lacking in satisfaction leads to
challenges in attracting and keeping younger employees (Kim et al., 2020).
Numerous challenges in recruiting and retaining students in construction programs result
from decreased financial support for vocational school programs and unfavorable perceptions
toward construction careers (Toppin, 2018). The dominant cultural standards prioritizing
acquiring a college degree for a prosperous professional trajectory may deter many young
individuals from choosing vocational training. To effectively recruit this particular demographic,
it is advisable to promote active engagement of the younger generation through social media
platforms, broaden the availability of construction training options, and improve the public’s
awareness of the financial benefits in the sector (Ostadalimakhmalbaf et al., 2021).
Family influence is substantial in determining students’ career decisions, emphasizing the
need to address the attitudes held by parents and guardians to attract more young talent to the

29
industry (Minooei et al., 2020). Understanding how various generations see financial rewards
and work attributes is essential for developing effective retention strategies (Bigelow et al.,
2019). Moreover, it is crucial to acknowledge that generational disparities are not the exclusive
factors discouraging individuals from pursuing professions in the building industry.
Health and Safety
Despite their vital role in the industry, construction workers often sustain accidents
connected to their jobs. Annually, the industry routinely reports a higher number of workplace
deaths among American workers compared to any other industry. The U.S. Bureau of Labor
Statistics (2023b) recorded a fifth consecutive year of highest fatality rates among construction
workers, resulting in 308 deaths. In certain instances, these injuries compel workers to exit the
workforce due to irreversible harm, including permanent disability, paralysis, and amputations
(West et al., 2016). The construction industry is known for its unglamorous, laborious work and
long hours in harsh elements, and trade jobs are considered dangerous, challenging, and dirty
work (Saucedo & Morales, 2016).
Worksite Dangers and Physical Demands
The physical demands of the construction industry were well-known and equally
documented. Many widely recognize the sector’s subpar safety record (Al-Bayati et al., 2017).
Numerous occupational hazards contribute to workplace injuries and death. Many projects are
conducted in extreme working conditions, including exposure to hazardous materials,
occupational risks at the site, lack of proper equipment, noise and poor lighting, and physical
strain (X. Dong et al., 2021; Mohandes & Zhang, 2021; Perlman et al., 2014; Sehsah et al.,
2020). Due to these worksite hazards, the risk of injury is ever-present.

30
Falls represent the primary cause of death in construction, accounting for 35.3% of
workplace fatalities in 2020 (U.S. Bureau of Labor Statistics, 2021b). Workers in these fields
attributed 21,400 nonfatal workplace injuries and illnesses to falls, slips, and trips (U.S. Bureau
of Labor Statistics, 2021b). Despite the prevalence of fall risks, the industry needs more
oversight in preventive measures, with only 31% of laborers utilizing personal protective
equipment (PPE) to mitigate exposure to heights, despite 62.2% experiencing such exposure
(U.S. Bureau of Labor Statistics, 2021b). In addition to falls, these laborers face various hazards
that could lead to injuries and fatalities.
A considerable proportion require heavy or medium levels of strength, with 38.8%
needing heavy strength and 54.0% needing medium strength, far exceeding the requirements
among non-construction workers (U.S. Bureau of Labor Statistics, 2021b). Construction
equipment and materials are known for their heavy weight and large size, which introduce
complexity to task performance. The mean weight lifted or carried by construction laborers is
58.8 pounds, notably greater than the average weight for all occupations (U.S. Bureau of Labor
Statistics, 2021b). Based on data from the U.S. Bureau of Labor Statistics (2021b), the physical
requirements of employment resulted in an incidence rate of 48.3 occurrences of overexertion
and physiological response per 10,000 full-time workers in 2020.
Workers are exposed to ergonomic risk factors such as prolonged awkward postures,
whole-body vibration, long working hours, and an unfavorable work environment (Kusmasari et
al., 2018; Nath et al., 2017), resulting in work-related musculoskeletal symptoms as the primary
cause of nonfatal injuries (Wang et al., 2015). Moreover, construction workers face hazards
posed by vehicles and items.

31
During 2019, the Centers for Disease Control and Prevention reported that struck-by
occurrences involving automobiles constituted 47% of all construction fatalities, and incidents
involving falling items accounted for 27%. The most prevalent cause of nonfatal injuries
between 2018 and 2020 was direct contact with objects or equipment, resulting in an average of
around 15,200 injuries per year (CPWR, 2021).
About a third (30.9%) of construction laborers operate vehicles as part of their job duties,
while first-line supervisors of construction and extraction workers are more frequently tasked
with driving (86.2%; U.S. Bureau of Labor Statistics, 2021b). In addition to physical pressures,
the exposure to building materials presents further hazards. In 2020, these workers accounted for
8.9% of all workplace fatalities caused by exposure to hazardous chemicals or working
conditions (U.S. Bureau of Labor Statistics, 2021b). In 2020, they suffered 3,950 nonfatal
injuries or illnesses that caused them to miss at least 1 day from work because of prolonged
physical activity (U.S. Bureau of Labor Statistics, 2021b). Studies have established a correlation
between these unfavorable working conditions and the physical and resulting mental health
issues workers experience (Adhikary et al., 2018; M. Leung et al., 2008).
Emotional and Psychological Concerns
The presence of mental health stigmas undermines the prevailing belief that construction
workers are resilient people, leading to the inadequate treatment of various psychological issues.
Managing worker mental health problems in the industry is complex due to the demanding
workloads and limited independence inherent in construction operations (Xie et al., 2022). Tijani
et al. (2020) investigated organizational, physical, personal, and gender-related variables that can
predict occupational stress in construction workers. Research undertaken by Chan et al. (2020)

32
examined mental illness within this demographic and identified job demand and job control as
the primary risk factors.
Additional stressors come from peers and supervisors. Close to half of the American
workforce (49%) indicates experiencing workplace bullying, either as a direct target or as a
witness to abusive behavior directed at a colleague (GoContractor, 2020). A study conducted by
Ross et al. (2021) investigated the impact of workplace bullying on the psychological well-being
of employees. Personal characteristics, including personality traits, qualities, and working
practices, may influence worker mental health outcomes. Typically, construction professionals
with Type A personalities exhibit exceptional coping mechanisms, leading to reduced subjective
stress levels, higher job satisfaction, and enhanced cognitive performance (Çelik & Oral, 2019;
Kamardeen & Sunindijo, 2017; M. Leung et al., 2008; Sutherland & Davidson, 1993).
Moreover, numerous elements like employee dissatisfaction, smoking behavior,
inadequate sleep, degraded physical well-being, and substance abuse are contributing to mental
health problems (Centers for Disease Control and Prevention, 2023). In comparison to workers
in other industries, construction workers face a greater susceptibility to drug use disorders,
characterized by elevated levels of excessive alcohol consumption and marijuana use (Boal et al.,
2020; Chapman et al., 2021). Personal characteristics, including personality traits, qualities, and
working practices, may influence worker mental health outcomes. Based on the data from the
Centers for Disease Control and Prevention (2020), the construction sector has the second
highest suicide rate among all industries, with mining/oil exploration ranking first.
The chapter conducted an extensive literature analysis, examining the construction
industry’s historical and contemporary labor shortages. The comprehensive analysis included
several elements, such as significant industry events nationally and in Texas, differences in

33
demographics and generations, occupational risks that impact perceptions, and motivating factors
that influence the recruitment and retention of highly trained individuals.
Conceptual Framework
This study used SCT, a framework developed by Bandura (1977, 1986, 1997, 2001), to
explore how perceptions and environmental factors shape individual behavior. Known as the
social learning theory in the 1960s, SCT evolved into its current form in 1986 through Bandura’s
work. The theory asserts that knowledge acquisition occurs within a social context, distinguished
by a dynamic and mutually influential interaction among the individual, surroundings, and
conduct. The triadic reciprocal causation model, shown in Figure 1, is a fundamental paradigm in
SCT and greatly assists in forecasting, comprehending, and explaining individual behavior.

34
Figure 1
Conceptual Framework: Social Cognitive Theory, Triadic Reciprocal Causation
According to the theory, social networks and individual cognition significantly shape
cognitive factors that drive individual behavior. Moreover, observing and learning from the
behaviors of others influences individuals’ motivations and perceptions, thereby shaping their
decisions and actions. The theory incorporates that an individual’s past experiences influence
personal and professional expectations, all of which contribute to whether that person will
engage in a specific behavior and the underlying reasons for that engagement. Self-esteem is an
individual’s confidence and belief in their ability or skills to follow a path successfully. This
factor motivates people to believe in themselves in a particular setting (Bandura, 1977). Unlike
general self-efficacy (e.g., self-esteem), knowledge self-efficacy refers explicitly to the belief in
possessing the knowledge, experience, and skills to perform a specific task or job (Chang &

35
Chen, 2020). From this viewpoint, I understand that social settings (like social networks) and
individual cognition (such as beliefs and expectations) influence individual behavior. Two
critical cognitive factors are self-efficacy and outcome expectancy, both of which illustrate an
individual’s capability and motivation to engage in behavior or, in the context of this study, what
factors drive their choice to seek a position in construction.
Although prior studies applied Bandura’s (1986) SCT to investigate various influences,
perceptions, and beliefs in the construction industry, none specifically addressed the challenges
linked to the expanding Texas population, an escalating worker shortfall, and the related
contributing factors (Mack & Honig, 2023; Saunders, 2023; Valenzuela, 2020). Numerous
published studies address the national challenge of recruiting and retaining personnel in the
construction industry, employing various theoretical frameworks. Some of these research
projects use Bandura’s SCT to explore multiple aspects of the industry. Several studies grounded
in SCT have investigated cognitive factors related to workplace safety and workers’ behaviors
(Bentoy et al., 2022; Wang et al., 2018; Yuan et al., 2022).
In addition, Price (2019) used structural equation modeling (SCT) to investigate the
effectiveness of construction leadership and continuous improvement interventions. In contrast
to their male peers, A. Elliott’s (2021) research reveals that female students in construction
education in Colorado and Nebraska demonstrated lower levels of efficacy. Furthermore, the
research undertaken by Zhou et al. (2022) employed SCT to examine the importance of
information sharing among construction workers in China. Furthermore, Foster (2020) examined
the influence of ethics and ethical conduct on the construction sector in the Northwest region of
the United States, employing Bandura’s theoretical framework. A study by Lorente et al. (2014)

36
examined the performance and engagement of construction workers in Spain by applying the
SCT framework.
Utilizing SCT to address the shortage of construction workers in Texas, this study aims to
analyze how social surroundings affect the recruitment and retention of people by studying the
aspects of influence and perception. Particularly, the study examined how environmental and
personal factors affect individuals’ decisions to pursue and remain in a career in the construction
sector. Moreover, the study analyzed the viewpoints of current employees and evaluated the
influence of industry strategies on recruitment and talent retention efforts. By employing SCT’s
triadic reciprocal determinism, this study sought to understand, predict, and explain the factors
leading to this shortage of individuals. In summary, SCT offers a framework for analyzing how
individuals are influenced by their beliefs, perceptions, and behaviors in the construction
industry. The study offers stakeholder insights to mitigate the workforce shortage and improve
the industry’s image.
Summary
Texas has had significant population growth in recent years, resulting in a notable surge
in the need for housing, infrastructure, and commercial buildings. This rapid and substantial
growth has exceeded the supply of qualified construction personnel, posing a four-fold obstacle
for the sector. First and foremost, as the region’s population grows and the economy prospers,
the inequality in employment within this industry gets more severe. The industry exhibits
cyclical dynamics characterized by distinct economic growth and decline phases, introducing an
additional level of intricacy. Moreover, the aging human capital significantly influences the
situation, as many highly skilled personnel are near retirement.

37
Furthermore, apart from the demographic challenges encountered by the industry, the
construction sector is also affected by other specific limitations. Latino labor force participation
in Texas construction is on the rise, yet alterations in immigration policy can also impact the
pool of available workers. Further imposition of new immigration restrictions can worsen the
current shortfall. Moreover, inherent safety risks associated with the profession are an additional
obstacle that discourages applicants from pursuing employment in the sector.
The recruitment and retention of highly skilled workers are contingent upon resolving
safety issues and cultivating a safety-oriented workplace. Given the consistently low
unemployment rate in Texas, the construction industry faces fierce competition for highly skilled
workers from other business sectors, such as manufacturing and technology. Furthermore, there
is a scarcity of information regarding the potential and benefits of embarking on a career in
construction, therefore adding to the complexity of their perspective inside the sector.
Ultimately, it is essential to examine how individuals perceive and address the major
factors contributing to the state’s construction worker shortage. It is imperative to facilitate
economic growth, maintain competitiveness, and ensure the population’s exceptional quality of
life. Successful implementation of this project necessitates a comprehensive and collaborative
approach involving industrial firms, educational institutions, government entities, and the
community.

38
Chapter Three: Methodology
The Texas economy heavily depends on the construction sector, a primary driver for the
state’s growth and prosperity. However, despite its critical role, the state needs more personnel in
this sector, posing a threat to its ongoing development. This study adopted a mixed-methods
approach to explore the factors shaping the career choices of current construction personnel and
those considering the industry (R. B. Johnson et al., 2007). The study aimed to understand the
factors, concepts, and viewpoints that drove people to join and remain in the profession
(Bandura, 1977). Based on the conclusions of Heath and Heath (2010) on efficient and rational
problem-solving, the research focused on identifying bright spots, which are typical instances of
the industry workforce. In addition, the study investigated the present perspectives of
construction stakeholders about industry initiatives to improve recruitment and retention.
Research Questions
1. What are the personal and environmental factors that affect choosing and persisting in
the Texas construction industry?
2. What are the perceptions of current industry efforts to increase recruitment and
retention in the Texas construction industry?
Overview of Design
The research used a concurrent, embedded, mixed-methods survey (Figure 2) approach
integrating quantitative and qualitative components in the survey (Chang & Chen, 2020).

39
Figure 2
Concurrent, Embedded, Mixed-Methods Design
I collected data through a single survey instrument incorporating quantitative and
qualitative questions (Arnon & Reichel, 2009). The quantitative section used numerical data to
analyze patterns and trends, while the qualitative portion provided insights, explanations, and
context. The comprehensive survey offered a deeper understanding of the topics of the two
research questions rooted in Bandura’s (1977) SCT to examine the motivating influences and
perspectives of current personnel across the Texas construction industry. Table 1 illustrates that
data were gathered through close and open-ended survey questions.
Table 1
Survey Data Sources
Research questions Close-ended Open-ended
What are the personal and environmental factors that
affect choosing and persisting in the Texas
construction industry?
X X
What are the perceptions of current industry efforts to
increase recruitment and retention in the Texas
construction industry?
X X

40
The study sought to gain a thorough understanding of the factors that influenced current
construction personnel to enter the industry and proposed ways for the industry to enhance
recruitment and retention efforts. The research employed a cluster sampling method to survey
construction workers across Texas.
Research Setting
The mixed-methods study, incorporating both closed and open-ended questions, was
conducted throughout diverse locations across Texas, including metropolitan areas such as
Austin, Dallas/Fort Worth, Houston, and San Antonio, as well as rural regions of the state.
Conducting the survey from Austin, the state capital, facilitated coordination with statewide trade
organizations in the construction industry, thereby enabling broader reach and higher
participation rates.
The Researcher
Positionality is characterizing an individual based on socially essential aspects of their
identity (Maher & Thompson Tetreault, 2013). While my work as a nonprofit leader focused on
membership services to trade professions lends insight, I must rely on and be cognizant of the
possible biases associated with my assumptions or experiences to address this issue. Throughout
my career, I have gained a broader understanding of the industry and its associated workforce
needs. Moreover, my father and several generations of male family members supported their
families through careers in construction. I am, therefore, grateful for the profession. I am limited
in addressing this problem as I have yet to experience pursuing this professional field, its
challenges, and opportunities. Conversely, as the president of a 16,000-member organization, I
have access to connections within the construction sector, serving as both a learning resource and
an advocate for implementing strategies outlined in my research.

41
As defined, epistemology is the theory of knowledge, especially about its methods,
validity, and scope. Epistemology investigates what distinguishes justified belief from opinion
(Douglas & Nganga, 2013). Based on my experience leading a membership organization whose
members are primarily businesses in the skilled or professional construction industry, I am aware
that the industry’s image deters a new cadre of skilled tradespeople.
As CEO of the Better Business Bureau (BBB) serving the heart of Texas, I must be
cognizant that I have a position of power. As a researcher, I had to ensure this image did not
impact participant selection or interaction. It mitigated this risk by asking participants if they had
previous interactions with me or the BBB that might influence their input (Creswell & Creswell,
2018). To maintain academic integrity, I disclosed conflicts if participants answered
affirmatively to possible biases or would omit the survey.
Positionality is the collective of a person’s societal influences that create individual
identity, perceptions, and biases (Andreotti, 2016). The intersectionality of my identity exists
personally and professionally. As the daughter of a career carpenter, I have personally realized
the benefits of his profession to financially support my aspirations to become the family’s firstgeneration college graduate. I recognize that my father is a White male, which offered him a
positional privilege many years ago and still exists in the professional trades. Professionally, I
am a proven nonprofit leader with nearly 2 decades of publicly recognized accolades and
successes in my field. While I have enjoyed the privilege of advancements in White-dominated
leadership positions, there still exists an inherent marginalization of female leaders and
representation within the construction industry.
Epistemology is the theory of knowledge that distinguishes justified belief from opinion
through methods, validity, and scope (Douglas & Nganga, 2013). Based on my experience

42
leading the BBB, whose members are primarily businesses in skilled or professional trade
industries, I know the demographic makeup of these trades lacks diversity in gender and
generations. While my position as a nonprofit leader lends insight, I cannot rely only on
assumptions or beliefs to address this issue. I have a vast network of company owners in the
trades, providing me with resources to learn and advocate for greater awareness of opportunities
and advancing diverse representation in this field.
Data Sources
This survey incorporated both quantitative and qualitative elements. The survey consisted
of closed and open-ended questions, therefore requesting both measurable and anecdotal data.
The survey was administered to construction firms and individuals across Texas and
shared on social media platforms associated with the Heart of Texas chapter of the BBB. Since I
am the organization’s president, the vice president of marketing sent the survey to avoid a
potential conflict of interest. Additionally, we distributed the survey to construction trade
associations, companies employing construction personnel, subcontractors, and independent
contractors to gather insights from current industry professionals. To understand the perspectives
of those considering a trade career, I also sent the survey to nonprofits and educational
institutions that provide training for entry into the construction workforce.
Participants
The ideal candidate was an individual working, or considering a career, in the
construction sector in Texas in professions such as electricians, plumbers, masons, carpenters,
roofers, drywall installers, painters, laborers, owners, and management. Because of the nature of
the research questions, the participants needed experiences relative to their career choice
influences and perspectives about the industry. Known as sampling, this process, as Rahi (2017)

43
proposed, involved selecting specific participants with the desired knowledge. Furthermore, Kalu
(2019) described purposeful sampling as recruiting participants based on specific criteria such as
age, gender, academic rank, and work experience.
Instrumentation
I conducted the Qualtrics survey using a mixed-methods technique to gather quantitative
and qualitative data. This decision considered the time limitations of the responders, given their
frequent commitment to extended work hours on building sites. Therefore, participants could
respond at their convenience. In addition, to accommodate the substantial number of Latino
workers in the Texas construction sector, the survey was offered in English and Spanish to
respect the varied linguistic preferences. Using a single survey instrument with multilingual data
collected proved to be the most comprehensive and efficient method for promoting greater
participation.
The original questionnaire consisted of 26 questions: 17 closed-ended and nine openended questions (Appendix A). The survey was a research design tool following a systematic
approach to questions about the industry and individual perceptions and experiences. Described
as the blueprint of research by Grant and Osanloo (2014), the survey served as an element of the
research to collect data for a dissertation. In alignment with Bandura’s (1977) SCT, the survey
aimed to gather information on the beliefs, perceptions, and influences shaping construction
personnel’s experiences.
I designed the survey to gather quantitative and qualitative data for the research by
employing a range of question forms. The initial segment of seven closed-ended demographic
questions collected personal and professional details about each participant. The second part of
the survey consisted of ten closed-ended questions that inquired about personal influences,

44
motivations, and impressions of the construction industry as a profession. The final segment
collected qualitative data via open-ended questions concerning environmental variables and
perceptions contributing to Texas’s scarcity of construction workers and the industry’s perceived
initiatives to address the workforce deficit.
Data Collection Procedures
Researchers utilize survey questionnaires to gather data reflecting participants’
perspectives, opinions, beliefs, attitudes, and values (Creswell, 2014). In this study, the survey
consisted of quantitative and qualitative questions.
I administered the survey online using the University of Southern California’s (USC)
version of Qualtrics. After approval from USC’s institutional review board, I sent the survey to
construction workers in Texas through trade associations, social media platforms, and
educational institutions that offer vocational training for people seeking to enter the industry. The
survey disclaimer explicitly said that participation was optional and that the data would be
utilized anonymously.
These assurances of anonymity motivate participants to respond sincerely and
transparently (R. B. Johnson & Christensen, 2015). The survey sections were meant to be
completed within 10 minutes. The survey remained accessible for 3 weeks, during which three
reminders were dispatched to prospective participants to enhance response rates. The survey
concluded on or before July 7, 2024, therefore commencing the data analysis period.
Data Analysis
Data analysis in a mixed-methods survey involves integrating and analyzing quantitative
and qualitative data to formulate the research. The benefit of mixed-methods research is
intentional and systematic data integration, resulting in a more holistic research project (Wasti et

45
al., 2022). The quantitative data provided patterns and trends, while the qualitative data offered
meaning and context. Teddlie and Tashakkori (2009) explained that while mixed methods
include two independent analyses, the collective provides more understanding of the research
topic. Specifically, the research identified themes relative to the conceptual framework and SCT
(Creswell & Creswell, 2018).
I used the survey instrument Qualtrics to filter, classify, merge, clean, and analyze the
data. I then exported the data to an Excel worksheet to identify and code keywords and themes.
This approach also provided an accurate path to identifying participant numbers for specific
quotes and narrower individual input review. Next, I uploaded the raw data from Excel to
ChatGPT to further validate my thematic findings (OpenAI, 2024). This approach identified
recurring phrases and words further validating my manual review, void of potential researcher
bias or human oversight. After investigating responses to both survey sections, I intentionally
integrated the information (Fetters et al., 2013). The data from the quantitative section of the
survey was presented as statistical data, while quotes from the qualitative section added context
to the research.
Validity and Reliability
The study employed Bandura’s (1977) SCT as its theoretical foundation. The study
centered on two research questions concerning the core components of influence, beliefs, and
perception in the Texas construction sector, specifically aimed at addressing the scarcity of staff
(Bandura, 1986). This survey was tailored for the construction industry sector to examine its
distinct challenges and opportunities. The survey implemented a single mixed-methods strategy
to accommodate the limited availability of participants. Ethics, trustworthiness, reliability, and

46
validity were considered when integrating quantitative and qualitative research within a single
embedded survey.
To ensure ethical conduct and trustworthiness throughout the research, I paid particular
attention to the respondents’ scheduling constraints and geographical considerations during
interview protocols. I distributed surveys exclusively through construction-related trade
organizations and training institutions to enhance respondent credibility and the quality of their
insights. Employing various groups aimed to guarantee a varied representation of present and
future construction experts and demographics (Salkind, 2014). I employed various groups to
represent present and future construction experts and demographics (Salkind, 2014). The study
adhered to ethical standards by implementing an informed consent protocol and ensuring the
confidentiality of the participants (Shaw, 2008).
Achieving reliability and validity was the highest priority in this research. The survey’s
objectives and concepts were clearly articulated from the outset to minimize errors and biases,
following Yin’s (2018) guidance on reliability. Standardization of the survey instrument and its
restricted distribution to relevant organizations in Texas mitigated potential biases that could
influence results. Triangulation in quantitative and qualitative questioning reduced the risk of
error or bias (Salkind, 2014). Ensuring trustworthiness involves methodical triangulation of
survey responses, interviews, and document reviews to corroborate data and identify recurring
themes (Merriam & Tisdell, 2016). The approach recommended by Creswell and Creswell
(2018) involved identifying common keywords across research data to derive meaningful
insights.

47
Ethics
As a researcher, my primary ethical obligation was to protect the rights and welfare of the
study participants. I conducted the research with commitment to transparency, voluntary
participation, secure data preservation, and anonymity. Only people employed or pursuing a
profession in the Texas construction industry were eligible to participate in the study.
Following the principles outlined by the World Medical Association (2013), survey
respondents participated voluntarily, recruitment methods ensured non-coercion, and participants
had the right to withdraw from the research at any time. A section of the survey detailed
information about the research purpose, procedures, and participants’ rights to obtain informed
consent. According to the specifications of the U.S. Department of Health & Human Services
(n.d.), I securely maintained the survey data in password-protected files that could only be
accessed by approved study personnel. Furthermore, I adhered to USC’s IRB criteria and
approval procedure.
Limitations and Delimitations
There were many possible limitations associated with a mixed-method, online survey
approach. Five anticipated limitations were outside of my control. The first is recall bias, which
might mean that respondents forgot feelings or details of a situation that affect their recollection
of what influenced their choice of construction as a profession. The second prejudice is socialdesirability bias, where respondents may have presented themselves in a manner that promotes
social desirability, influencing their honest perception of a career in construction. Acquiescence
bias refers to respondents’ tendency to agree rather than dispute assertions that may create an
erroneous impression of the building industry. Moreover, the participants’ motivation level or
attitude could have influenced their ability to focus on the survey, possibly introducing emotional

48
bias. The physical and emotional strains of construction work can influence this bias. Lastly,
random response bias refers to the phenomenon when respondents select answers arbitrarily or
offer limited insights that could be attributed to time constraints.
Two delimitations were established. First, surveys were exclusively conducted via
construction-related trade associations, social media platforms, and training institutes. Secondly,
data were gathered exclusively from individuals presently employed in or undergoing training
for the construction sector in Texas.

49
Chapter Four: Findings
This research examined the construction personnel shortage in Texas and the factors
affecting the industry’s workforce recruitment and retention challenges across the state.
Bandura’s SCT was to understand how people learn and behave in social contexts, highlighting
the interplay between personal, behavioral, and environmental factors within the Texas
construction industry (Bandura, 1986). A mixed-methods analysis gathered data to understand
the influences and experiences that contribute to the recruitment and retention of the Texas
construction workforce. Specifically, the research centered around two research questions:
1. What are the personal and environmental factors that affect choosing and persisting in
the Texas construction industry?
2. What are the perceptions of current industry efforts to increase recruitment and
retention in the Texas construction industry?
The survey consisted of three sections: demographic information; personal influences,
motivations, and perceptions; and environmental factors and beliefs. The concurrent, embedded
survey collected quantitative data through closed-ended questions in the first two sections, while
the third section gathered qualitative information through open-ended questions (Creswell &
Plano Clark, 2011). The quantitative data collected included predefined multiple-choice, Likertscale, and ranking-scale questions. Alternatively, the responses in the qualitative analysis yielded
common themes, patterns, and insights from the respondents. Subsequently, I used the
triangulation process to compare the quantitative and qualitative data provided cross-verification
of survey responses related to influences and perceptions within the Texas construction
workplace, providing a more holistic understanding of statistical and narrative responses
(Denzin, 1978; Jick, 1979; Patton, 2002).

50
Methodology
Data were collected from participants using USC’s version of Qualtrics. The respondents
were Texas construction personnel currently working in the industry and individuals training for
or considering construction as a profession in the state. Additionally, given the high percentage
of Latino employees in the industry, the survey was offered in English and Spanish to
accommodate representation across the sector.
A purposeful sampling method targeted individuals associated explicitly with the Texas
construction industry (Patton, 2015). I distributed the survey to various construction trade
organizations, independent construction employers, and higher education institutions offering
training and academic programs for industry preparation. I also joined several Texas
construction-related Facebook groups to post English and Spanish survey versions to gather
more responses. Additionally, the survey was available on my LinkedIn page and shared by
others connected with me.
The survey collected responses from 327 participants between July 3, 2024, and August
5, 2024. Since the survey was published on social media and offered participation incentives, the
high visibility and open access to the survey tool heightened the risk of autonomous program
(robot or BOT) activity, which mimics human behavior through automation. Therefore, I
scrubbed the raw data to enhance data quality, reliability, and integrity. I employed multiple
Qualtrics security tools for data cleansing, including reCAPTCHA, bot detection, geolocators,
and filters for duplicate and straight-lined responses, to identify and flag data that could
compromise the credibility and trustworthiness of the survey results. I removed 91 responses
from the scrubbed data for exhibiting a combination of the factors above. As a result, 233
responses were deemed reliable and included in the final research data. Of those respondents,

51
183 fully answered the survey, while 50 (21%) responded only to the closed-ended questions,
and the findings include these responses. I then exported the scrubbed data to Excel to code
specific survey questions.
The survey consisted of three sections. The first section included eight closed-ended
questions using rating scales, multiple-choice, and Likert scale formats, primarily aimed at
collecting demographic data. The second section focused on personal influences, motivations,
and perceptions, with nine close-ended questions presented in similar formats. The third section
featured open-ended questions exploring respondents’ construction experiences in relation to
environmental factors and personal beliefs.
Data for Research Questions 1 and 2 stemmed from the responses from Section 2
(quantitative) and Section 3 (qualitative) of the survey. Section 1 provided demographic
information. Following overviews of the responses to each of the three sections of the survey, the
end of this chapter presents a comprehensive analysis of themes, comparisons, analysis, and
observation.
Demographic Information
Building on the diversity challenges contributing to the shortage of tradespeople in the
Texas construction industry, as highlighted in Chapter Three, the following demographic
information offers an overview of the survey respondents. Section 1 of the survey included
questions about the participants’ race/ethnicity, gender, age, geographical location, employment
classification, construction role, and industry tenure. These demographics form the foundation
for understanding the varied perspectives and types of participants regarding recruitment and
retention challenges within the sector.

52
Participants’ Race/Ethnicity
Within the Texas construction industry, the predominant stereotype regarding race is
Latino/Hispanic, and this population makes up approximately 61% of the construction workforce
(Structural Building Components Association, 2023b). According to the U.S. Census Bureau
(2021b), Texas Latinos/Hispanics are 40.2% of the state’s population, while non-Hispanic White
Texans make up 39.4%. Given the state’s proximity to Mexico, projections indicate that by 2060,
Hispanic and Latino people will comprise more than half of its population (Oldmixon, 2024).
While the survey was offered in English and Spanish and shared broadly across various
groups, including targeted communications to Hispanic/Latino-centric trade organizations, Table
2 shows the majority of survey respondents for this research were White (51%), with
Hispanic/Latino representation at 10%. Previous research found that Latinos are more likely to
decline participation in surveys due to privacy concerns and distrust of governmental
involvement, especially those who fear deportation (A. Brown, 2015). Furthermore, Spanishspeaking respondents report difficulty adapting their thought process to the survey format,
resulting in the choice to strongly disagree to express their confusion or discomfort with the
questions (Ramírez et al., 2017). Table 2 represents the survey respondents’ racial demographics.

53
Table 2
Quantitative Survey Section: Race and Ethnicity of Participants
Race/ethnicity Number %
White 119 51
American Indian/Alaska Native 32 14
Black or African American 30 13
Hispanic/Latino 23 10
Native Hawaiian or Pacific Islander 4 2
Prefer not to answer 4 2
Other; please explain 1 0
Participants’ Gender Representation
The Texas construction industry is male-dominated, with women representing a small
percentage of the workforce. In 2016, women made up approximately 19% of construction trade
workers in Texas, according to the Texas Comptroller of Public Accounts (n.d.). Furthermore,
women accounted for 21% of jobs specified as construction of buildings and held the highest
number of jobs in specialty trade contractors (Texas Comptroller of Public Accounts, n.d.). Even
so, construction has the lowest share of jobs held by women compared to other industries in the
state.
According to Table 3, over two-thirds (67%) of the respondents were male, while females
constituted one-third (32%) of the participants. The remaining 1% preferred not to respond to the
gender question. While female participation in this research is disproportionally higher than
representation in the state, numerous studies have found that women are far more likely to
complete surveys than men (Becker, 2021; Groves & Couper, 1998; Smith, 2008). Table 3
displays the participants’ gender representation.

54
Table 3
Quantitative Survey Section: Gender Representation of Participants
Gender Number %
Male 156 67%
Female 74 32%
Transgender 0 0%
Non-binary/non-conforming 0 0%
Prefer not to respond 3 1%
Participants’ Ages
According to the 2021 American Community Survey, construction workers under 25
comprised 13.6%, while the share of older construction workers ages 55+ increased from 19.3%
in 2015 to almost 22.3% (Structural Building Components Association, 2023a). The average age
of a construction worker rose from 40.5 years to 42.5 in 2015 (Simpson, 2021). Furthermore,
28% of White construction workers are 55 or older (U.S. Bureau of Labor Statistics, n.d.).
Table 4 shows the breakdown of survey respondents for this research. The distribution of
results indicates that most participants were within the 25–34 and 35–44 age groups, combining
for 72% of those responding to the survey. The average age of participants in this research is
approximately 36.67 years. The age distribution shows a concentration in the early 30s, with 30-
year-olds being the most common (9.82%). This survey’s respondents’ average age closely
aligns with the average age of Texans, which is around 35 years, slightly younger than the
median age of the entire United States, approximately 38.8 years (U.S. Census Bureau, 2024).
Table 4 presents the participants’ age ranges.

55
Table 4
Quantitative Survey Section: Age of Participants
Age Number %
25–34 104 45%
35–44 63 27%
45–55 39 17%
18–24 15 6%
55 - 64 7 3%
65+ 5 2%
Participants’ Geographic Location
Known as the Texas Triangle, the state’s most populous metropolitan areas are Dallas, with
approximately 8 million residents; Houston (7.3 million); San Antonio (2.6 million); and Austin,
represented by about 2.4 million residents. These regions comprise about 68% of the state’s total
population (Texas Demographic Center, n.d.-b).
Table 5 highlights the geographic distribution of survey respondents in relation to their
employment. Notably, 81% of the participants are based in the major metropolitan areas of
Austin, Houston, and Dallas. Table 5 shows the participants’ geographic locations.
Table 5
Quantitative Survey Section: Geographic Location of Participants
Geographic location Number %
Greater Houston area 68 29%
Greater Austin area 67 29%
Greater Dallas area 53 23%
Greater San Antonio area 35 15%
Other 10 4%

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Participants’ Employment Classification
A high school diploma or equivalent is generally the minimum education required for
most construction positions. However, some specialized positions require additional on-the-job
training, such as apprenticeships, post-secondary education, or certifications, to gain specialized
skills and qualifications (Texas Department of Licensing and Regulation, n.d.-a.).
As shown in Table 6, over two-thirds of survey respondents are currently employed in the
Texas construction industry, while the remainder are training for or pursuing postsecondary
education to enter the field. Table 6 represents the participants’ employment classifications.
Table 6
Quantitative Survey Section: Employment Classification of Participants
Employment classification Number %
Currently working in the construction industry 160 70%
Training for construction industry at local college or trade school 70 30%

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Participants’ Construction Role
While construction work is broadly categorized into four main types (residential
construction, commercial construction, industrial construction, and infrastructure construction),
there are dozens of roles associated with a common construction hierarchy of management and
supervisory roles, technical and engineering roles, skilled trades and craft roles, labor and
general roles, and administrative and support roles (U.S. Bureau of Labor Statistics, 2024).
Table 7 presents the participants’ roles. The options reflect some of the most common
positions found across the sector. While the highest percentage of respondents identified as a
supervisor and corporate officer/owner at 21% each, it is notable that 2.5 million, or 23.3%, of
construction workers nationwide are self-employed, including those with incorporated or
unincorporated businesses (U.S. Bureau of Labor Statistics, n.d.). The following highest
percentages of respondents, 11% and 9%, are electricians and plumbers, professions that require
specialized training, certification, and licensing (Texas State Board of Plumbing Examiners, n.d.;
Texas Department of Licensing and Regulation, n.d.-b). Table 7 illustrates the participants’
construction roles.

58
Table 7
Quantitative Survey Section: Construction Role of Participants
Construction role Number %
Corporate officer/owner 48 21%
Supervisor 48 21%
Electrician 25 11%
Plumber 22 9%
Carpenter 17 7%
Other 16 7%
Foreman 11 5%
Mason 11 5%
Roofer 11 5%
Laborer 10 4%
Painter 10 4%
Drywall installer 4 2%
Participants’ Industry Tenure
The Texas construction industry has a significantly experienced workforce. On average,
employees have been employed in the industry for approximately 10.58 years, with the median
tenure being 8 years. This is notably higher than the national median tenure across all industries,
which stood at 4.1 years as of January 2022 (U.S. Bureau of Labor Statistics, 2022b).
According to the results in Table 8, the largest tenured group of respondents has been in
the industry between 3 and 10 years, accounting for 49%. The next highest respondent group has
more than 30 years of tenure. Table 8 shows the participants’ industry tenure.

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Table 8
Quantitative Survey Section: Industry Tenure of Participants
Construction tenure Number %
3–5 years 61 26%
6–10 years 54 23%
16–20 years 26 11%
1–2 years 22 9%
More than 30 years 16 7%
11–15 years 15 6%
21–25 years 12 5%
Less than a year 11 5%
26–30 years 9 4%
Not currently in industry 7 3%
In sum, the quantitative data on demographics reveal that a majority of respondents are
White males between 25 and 44 years old. The majority of responses are from individuals
currently working in the construction industry with 3 to 10 years of experience. Further,
respondents were highly concentrated in the metropolitan areas of Houston, Austin, and
Dallas/Fort Worth. Over 40% of respondents serve in leadership or supervisory roles, with
another 20% performing specialty trades requiring certification and/or licensing, such as
electricians and plumbers. These results and their implications will be discussed further in
Chapter Five.
Research Question 1
The first research question asked about the personal and environmental factors that affect
choosing and persisting in the Texas construction industry. This question aimed to identify the
personal and environmental factors that influence behavior as perceived by individuals currently
employed or aspiring to join the industry. In SCT, personal, environmental, and behavioral

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factors are the three components that influence human behavior together. Further, SCT
emphasizes that these components do not operate in isolation but interact continuously in a
dynamic process known as reciprocal determinism (Bandura, 1978). I used both quantitative
survey items and qualitative open-ended items to collect data.
Personal Factors
Personal factors influencing an individual’s decision to choose and remain in a particular
industry are deeply embedded in internal characteristics, such as cognitive, emotional, and
psychological aspects. Self-efficacy, shaped by individual experiences from past performance,
vicarious learning, verbal encouragement, and psychological signals, plays a central role
(Schunk, 1989). The outcomes of these experiences contribute to the development of pride and
respect, which significantly affect the appeal and sustainability of construction as a long-term
career choice.
Pride in Career Choice
The survey asked, “To what degree do you agree or disagree with the following
statement: I am proud to work in construction.” Pride in self-efficacy as a personal factor within
SXT (Bandura, 1978) reflects the positive emotional response individuals experience when they
believe in their ability to accomplish tasks or achieve goals successfully. Past studies have
connected productivity in the construction industry to self-efficacy, emphasizing its ties to selfworth in craftsmanship, workplace camaraderie, job satisfaction, high standards, autonomy, and
successful project delivery (Van Tam, 2024; Zheng et al., 2021). Respondents noted that these
factors contribute to more successful project outcomes by effectively mitigating risks (Löwstedt
& Räisänen, 2014; Paolillo et al., 2016). When individuals feel proud of their work, their
confidence in their abilities increases, motivating them to take on new challenges and persist

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through difficulties. Individuals possessing professional pride are more likely to take on
challenging tasks, persist in the face of difficulties, and recover quickly from setbacks. In
contrast, those with low self-efficacy may avoid challenges, give up easily, and feel more
vulnerable to stress and failure (Lu & Roto, 2016). This concept is critical in construction, where
tasks can be physically demanding, technically complex, and involve significant safety risks.
Table 9 reports findings from the close-ended, quantitative question about professional
pride. Fifty-eight percent stated they were proud to work in the construction industry, responding
strongly agree or somewhat agree at 46% and 12%, respectively. Eight percent neither agreed
nor disagreed with having pride in the profession. However, 34%, either somewhat or strongly
disagreed with being proud of their construction work. Table 9 displays how survey respondents
ranked their level of pride in a construction career.
Table 9
Quantitative Survey Section: Pride in Career Choice
Pride in career Number %
Strongly agree 103 46%
Somewhat disagree 68 31%
Somewhat agree 26 12%
Neither agree nor disagree 18 8%
Strongly disagree 7 3%

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None of the open-ended, qualitative questions specifically asked about personal pride in
the construction industry. However, several respondents used the word “pride” or proud” when
answering, “What personal beliefs or values drive your commitment to working in the
construction industry.” Participant 14, a 79-year-old carpenter, stated, “I learned a trade that
allows me to create, with my hands, something I can be proud of.” Participant 67, a 44-year-old
electrician, echoed this sentiment: “On the one hand, my family needs my income from this job,
and on the other hand, because of the support of the country, I am proud of this job.” Participant
149, a 48-year-old plumber, was more direct: “Pride in what I do. A traditional work ethic. The
desire to teach others the trade.” Finally, Participant 119, a 36-year-old other professional, stated,
“I believe in hard work and seeing something you’ve created provides a sense of pride.”
Respected for Work
The survey asked respondents the degree to which they agreed or disagreed with the
following statement: “I feel respected for working in the construction industry.” Feeling
respected by peers, supervisors, and the broader community can greatly enhance an individual’s
self-efficacy. Previous research indicates that workers who feel valued and respected are more
likely to increase the opportunity to identify with and add value to the team and the organization
(Dantas Filho et al., 2018). Furthermore, respect has been tied to an organization or project’s
effectiveness and competitive advantage when its members feel respect (Choi et al., 2015). When
people perceive that they are respected, this social validation strengthens their belief in their
capabilities, affirming their competence and boosting their confidence. Respect acts as positive
feedback, reinforcing self-efficacy—the belief in one’s ability to succeed in specific tasks
(Eliyana et al., 2020). In the construction industry, respect is crucial as it boosts morale, fosters a

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positive culture of teamwork, encourages open communication, and increases productivity on the
worksite.
Table 10 reports data findings that inquired about professional respect. Of the 222
respondents answering this question, 70% felt respected for their work in the construction
industry, ranked as strongly agree (32%) and somewhat agree (38%). Nineteen percent remained
neutral regarding whether they feel respected for their professional choice. Of the survey
respondents who do not feel respected, 10% somewhat disagreed, while 1% strongly disagreed.
Table 10 illustrates how participants ranked their feelings of respect for their work.
Table 10
Quantitative Survey Section: Respected for Work
Feel respected Number %
Somewhat agree 85 38%
Strongly agree 71 32%
Neither agree nor disagree 42 19%
Somewhat disagree 22 10%
Strongly disagree 2 1%

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While none of the open-ended qualitative questions directly addressed feeling respected
within the construction industry, several respondents used the word “respect” when answering,
“How do you perceive the broader societal value of construction work, and how does it align
with your own beliefs?” While respondents generally expressed positive sentiments regarding
respect in the quantitative section, the open-ended responses painted a less enthusiastic picture.
The quotes are often centered on the public’s perceived level of respect for the industry rather
than the intrinsic respect felt by the respondents themselves. However, the responses do not
suggest a correlation between elevated feelings of respect, a higher professional position, or
possessing advanced qualifications. For example, Participant 177, a 34-year-old foreman, stated,
“I think the public’s views on the construction industry are respected.” Participant 217, a 42-
year-old electrician, agreed, “I think there is still a certain level of respect and recognition. This
gives me great confidence to continue working in the construction industry.” Lastly, Participant
81, a 40-year-old supervisor, stated more improvement was needed, “The treatment of labor
force should be improved and fully respected.”
Environmental Factors
In SCT, environmental factors refer to the external influences that affect an individual’s
behavior. These factors include the physical and social environment and can interact with
personal factors and behavior dynamically and reciprocally. Environmental factors shape
behavior by providing opportunities, imposing constraints, and offering reinforcement or
punishment for certain actions.
Career Influences
The survey asked, “Who influenced you to be interested in a construction career?”
Bandura’s SCT emphasizes the impact of role models and social influences on career choices.

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The social environment encompasses the people and social structures surrounding an individual,
including family, friends, colleagues, and broader societal norms and expectations. Through
family, peers, mentors, and media, society can shape career aspirations and strongly impact
career choices (Schwartz, 2016). When deciding to pursue a career in construction, societal
status, family education, and income shape perceptions of what is a respectable and suitable
career path (Ray et al., 2020).
Of the 222 respondents who answered this question, 108 (49%) indicated family as the
primary influencer of their construction interest. Family could include parents, siblings, or
extended family who may work or have worked in the industry. According to Bigelow et al.
(2019), family is a strong influence in construction regardless of specific trade choice.
Furthermore, family influences significantly impact career choices by passing down occupational
knowledge and shaping values. Research shows that family expectations and support play a
crucial role in career decisions, affecting how individuals perceive their opportunities and
limitations within various career paths (Vautero et al., 2021).
Guidance from mentors and industry professionals is a significant driver of influence and
plays a pivotal role in shaping career paths. Thirty-eight (17%) respondents cited mentors, while
peers or friend influence accounted for 35 (16%). Additional influences are from individual
environments such as schools, educational institutions, and the media. Of the respondents, 19
(9.5%) indicated that school influenced their decision to pursue construction. Similarly, 19 (9%)
respondents listed the media as the influence in their choice of construction as a career. As a
growing state, the Texas construction industry and its associated financial impacts are frequently
reported in the media, possibly contributing to the perceived viability of the industry as a career
choice. Nineteen respondents (9%) indicated that the media influenced their choice of

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construction as a career path. Finally, three (1%) survey participants responded “other” while
offering no further detail. Table 11 represents the survey participants’ career influences.
Table 11
Quantitative Survey Section: Career Influencers
Influence Number %
Family 108 49%
Mentor 38 17%
Friends/peers 35 16%
Media, traditional or social 19 9%
School 19 9%
Other 3 1%

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Although the qualitative, open-ended questions did not address personal influences,
participants noted “family” when answering, “Have any environmental factors influenced your
decision to enter or stay in the construction industry?” Notably, the qualitative responses about
industry influence predominantly reflected respondents serving in management positions and
higher roles within the sector. Participant 216, a 30-year-old corporate officer, reflected this
sentiment, stating, “Because of family reasons. My father is engaged in the industry.” Participant
169, a supervisor who did not give an age, said, “At first, because the family suggested, and now
I can only do this.” Finally, Participant 38, a 45-year-old, stated, “Family is the reason I got into
this business.”
Career Support
The survey participants were prompted to answer, “To what extent were or are your
family and friends supportive of your decision to pursue construction as a profession.” Cultural
and societal norms are the shared values, beliefs, and practices accepted within a community or
society. These norms influence what is considered appropriate or desirable behavior. Social
cognitive theory emphasizes social support systems in shaping career choices. According to
SCT, career decisions are influenced by personal factors like self-efficacy and the social
environment, including support and encouragement from family, friends, mentors, and peers.
These support systems are critical in providing individuals with the resources, guidance, and
motivation to pursue and sustain a career. Research by Thevenin et al. (2016) determined a
strong positive correlation between having a person of influence and students’ self-efficacy and
motivation in construction education. Further, this influence on self-efficacy was more
significant among male students.

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Participants indicated that their influence or support circles were largely supportive once
their construction career choices were made. Most respondents indicated their personal circle,
family, and friends, encouraging their career choice. Of the 222 survey responses for this
question, 174 felt their closest associations supported their career choice, with the majority (107)
indicating they were very supportive and 72 rated their support as moderate. Twenty-seven
individuals answered that the support they receive is neutral, while 16 responded slightly
supportive. The remaining five responses indicated that their family and friends did not support
their industry choice. Table 12 represents how survey participants felt support for their career
choice.
Table 12
Quantitative Survey Section: Career Support
Support Number %
Very supportive 102 46%
Moderately supportive 72 32%
Neutral 27 12%
Slightly supportive 16 7%
Not supportive at all 5 2%

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Although respondents did not provide qualitative answers detailing individual or personal
support systems, several participants noted multi-generational family legacies when asked,
“Have any environmental factors influenced your decision to enter or stay in the construction
industry?” The term “support” frequently appeared in the context of how the construction
industry contributes to infrastructure and economic growth. Additionally, a few respondents
mentioned the role of legal and governmental support in the industry, particularly concerning
regulations and safety protections. Participant 145, a 40-year-old supervisor, stated, “I am a
fourth-generation construction worker. My great-grandfather started in the construction industry.
I am proud to build and maintain things and to be able to pass down that knowledge to the next
generation of plumbers.” Participant 202, a 30-year-old electrician, said, “Because both parents
are in the construction industry. So, I like it, too.” Finally, Participant 86, a 39-year-old painter,
stated, “I am surrounded by people who are engaged in the construction industry, which makes
me familiar with it, so I also chose the construction industry.”
Behavioral
Behavioral factors influencing an individual’s decision to choose and remain in a
particular industry are closely tied to the actions and habits formed through repeated experiences,
social reinforcement, and observational learning. Consistent behaviors, such as task mastery,
adherence to safety practices, and effective communication, are shaped by past performance,
peer modeling, and feedback from others (Bandura, 1986). These behaviors, reinforced over
time, contribute to a sense of competence and professional identity, significantly enhancing the
appeal and sustainability of construction as a long-term career choice. Similarly, a core concept
of SCT is reciprocal determinism, referring to the interconnectivity of personal, behavioral, and
environmental factors (Bandura, 1978). For this study, behaviors were tightly connected to

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monetary motivations in the industry, suggesting an individual will work longer hours, take on
additional tasks, or engage in ongoing training to obtain financial gains.
Motivations for Industry Choice
The survey asked, “What motivated you to choose a career in construction?” In SCT,
motivation is a key personal factor that drives individuals to engage in specific behaviors and
pursue particular goals. Cognitive processes shape motivation in SCT. Motivation in SCT deeply
interconnects with other personal factors like self-efficacy, outcome expectations, and personal
goals. Motivational factors for pursuing a career in construction can range from intrinsic
satisfaction to external rewards. Previous studies on construction workers found salary, job
security, promotion opportunities, and a positive work environment (Barg et al., 2014; Van Tam,
2021)
For this research, I asked participants to rank their primary construction career motivator
from the following options: money, work/life balance, industry image, opportunity, and stability.
Respondents ranked the motivation options from 1 to 5. In all, 219 participants responded to this
question. As shown in Table 13, money was the first, second, and third choice for motivation,
followed by work-life balance. Respondents most highly rated opportunity as a third or fourth
choice. In contrast, many participants ranked stability and industry image as the fifth motivating
factor for choosing the construction industry as a career. Table 13 represents survey participants’
motivation factors for choosing a career in construction.

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Table 13
Quantitative Survey Section: Motivations for Industry Choice
Motivator 1st 2nd 3rd 4th 5th
Money 88 47 42 18 24
Work-life balance 50 59 50 39 21
Industry image 18 31 32 63 75
Opportunity 33 43 53 52 38
Stability 30 39 42 47 61
Career Longevity
The survey asked respondents, “How many years do you intend to work in the
construction industry?” In SCT, outcome expectations refer to an individual’s beliefs about the
likely consequences of their actions. When applied to career longevity, outcome expectations as
a personal factor involve an individual’s beliefs about the outcomes of achieving or striving for
long-term employment in a particular role or organization. These expectations shape motivation,
behavior, and decision-making within the career context. Motivation is likely higher if the
expected outcomes are attainable and desirable.
Longevity expectations require an elevated level of self-regulation, as individuals must
manage their time, prioritize tasks, and focus on long-term objectives. Social cognitive theory
highlights that strong self-efficacy enhances self-regulation, making it more likely that
individuals will stay on track toward meeting tenure requirements. With regard to the shortage of
personnel in construction, forecasting career longevity and pending retirements has an impact on
industry retention. According to Molloy et al. (2020), the rate of U.S. males with 20 or more
years of tenure in the same industry has decreased by nearly 8% across various professions.

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Despite this trend, the responses from individuals in the Texas construction industry, where men
are highly concentrated, are notably positive and encouraging.
A significant percentage (46%) of the 222 respondents answering this question intend to
work in the construction industry for 26 or more years; of those, the highest percentage (33%)
plan to remain in the sector for over 30 years. A few respondents (13%) indicated they intended
to remain in construction for less than 5 years, while no one indicated they would exit the sector
in less than a year. The remaining respondents intend to work in the industry for 6–10 or 11–15
years at 12% and 11%, respectively. Table 14 shows the number of years that participants
intended to work in the construction industry. The results of this information show that only 13%
of respondents participating in this study have worked in the industry for 5 years or less. The
underrepresentation of construction workers with less tenure in this study could suggest a lack of
knowledge or confidence in the sector, leading to a lower participation rate. Conversely, it could
highlight the larger issue of fewer new recruits to the industry.
Table 14
Quantitative Survey Section: Career Longevity
Number of years Number %
More than 30 years 73 33%
26–30 years 27 12%
6–10 years 27 12%
11–15 years 25 11%
21–25 years 23 10%
16–20 years 20 9%
6–15 year 0 0%
3–5 years 17 8%
1–2 years 10 5%
Less than a year 0 0%

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In summary, this study identified personal pride, respect, and self-efficacy as significant
motivators that affect choosing and persisting in the Texas construction industry. Environmental
factors that shape construction career decisions were primarily influenced by familial support,
while financial decisions and long-term industry opportunity and stability drove behavioral
commitment. However, despite career longevity and seasoned participant industry tenure, the
research heightened the ongoing demands of the current workforce to ensure impactful retention.
Moreover, the findings underscore the critical need for more effective recruitment strategies to
attract newer generations and more broad demographic representation to fill the industry’s
increasing workforce gaps.
Research Question 2
The second research question asked about the perceptions of current industry efforts to
increase recruitment and retention in the Texas construction industry. The question explored
respondents’ perceptions of current industry efforts to improve recruitment and retention in the
Texas construction sector. Presented in Sections 2 and 3 of the survey, participants answered
nine open-ended qualitative questions designed to gather insights into how individuals within the
industry perceive the influence of media, public opinion, government actions, industry
initiatives, and societal factors on the construction workforce. Finally, participants provided their
perspectives on the key beliefs and influences contributing to the workforce shortage and
potential strategies for enhancing recruitment and retention efforts.
Recruitment Efforts
Perceptions of current industry recruitment efforts were mixed. When asked about these
efforts, respondents expressed difficulty in addressing the issue. One noted, “It’s a hard question
to ask as this industry is hard work at best and takes a special kind of person to thrive in it,”

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another added, “I wish I knew the answer.” Key concerns included ineffective communication
about the industry’s nature and the benefits it offers as a viable career path. Respondents were
skeptical, citing that misunderstandings about the industry contribute to doubts about the
effectiveness of recruitment efforts.
Through thematic analysis, five areas emerged affecting recruitment: public perception,
media portrayal, generational differences, education and training, and economic impacts.
Additionally, The survey asked participants if they would recommend the construction industry
to others, a factor that significantly influences future recruitment efforts, as referenced above.
Public Perception
The survey asked, “How do you think the general public perceives the construction
industry as a career?” As referenced through past literature in Chapter Two, the construction
industry’s image has waned through the years. Despite the significant economic and societal
contributions, negativity surrounds the field, with a reputation for subpar pay, low morale, high
accident rates, and a lack of diversity (Haupt & Harinarain, 2017; Ramezany, 2017).
Specifically, past research has frequently associated the construction industry with terms such as
“corruption,” “prejudice,” “harassment,” and “unskilled” (Kamal et al., 2012; Ramezany, 2017;
Shin & Son, 2014; Watts, 2007). While there are studies on the importance of positive image
projection in the sector, only some cite that the industry has made substantive improvements
outside of implementing strategies for corporate social responsibility (Bernaciak et al., 2021;
Loosemore & Lim, 2016). The common theme for past research is the importance of positive
public perception on future recruitment within the construction industry.
In contrast to past research, the respondents viewed public perception of the industry
more favorably. Of the 222 respondents who answered this question, 59% believe the general

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public views the construction industry positively (41%) and very positively (18%). However,
23% remained neutral regarding how the public perceives the industry. Respondents believe
public perception is negative (16%) and very negative (2%). Interestingly, of all quantitative
survey questions, public perception answers had the highest concentration of neutral or noncommittal responses, which could signify the participants’ lack of concern or awareness. Table
15 illustrates survey participants’ perceptions of how the public views the construction industry.
Table 15
Quantitative Survey Section: Industry Public Perception
Public perception Number %
Positively 92 41%
Neutral 51 23%
Very positively 39 18%
Negatively 36 16%
Not supportive at all 5 2%
Very negatively 4 2%

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In the open-ended qualitative section of the survey, a question asked, “In your view, what
is the general public perception of the construction industry and how does that perception
motivate you?” While the quantitative results of this research indicate that respondents view
public perceptions as generally positive, the qualitative responses conflict. Respondents raised
concerns about the industry’s image and how the workforce is treated poorly. Negative public
perception can result in occupational stigmas that make recruiting new workers difficult,
particularly from younger and more diverse demographics. The perception that construction jobs
lack prestige and value could deter new talent, perpetuating the industry’s workforce shortage.
For example, Participant 9, a 55-year-old corporate officer/owner, stated it more directly, “Public
sees construction as blue-collar dummies. Make me want to earn more than them.” Further,
Participant 170, a 25-year-old laborer, stated, “It is precisely because of the public’s lack of
understanding that I feel the importance of the construction industry should be promoted more,
so that more people can understand and respect this industry. This also inspires me to work
harder and make the construction industry even better.” Participant 149, a 48-year-old plumber,
had another perspective, “Society needs us, depends on us, and would grind to a halt without us.
We know this, and we do not need outside recognition for it. I do however strive to make sure
that the young men and women who work in the trade understand it.”
Media Portrayal
The media plays a pivotal role in shaping opinions and viewpoints. Both traditional and
social media influence occupational attractiveness. Research suggests that the media reinforces
negative stereotypes and dangerous work conditions regarding construction sites. The news
narrative of “if it bleeds, it leads” is documented in research by Barnetson and Foster (2015),

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who asserted that most coverage relies heavily on official sources regarding workplace injuries
rather than worker experiences, thereby failing to present a holistic industry perspective.
For this research, the survey asked participants how they thought the media portrays the
construction industry and how this portrayal aligns with their own experiences. Responses were
highly negative, categorizing the media’s portrayal of the construction industry as “less than,”
“low life,” and “negatively.” More personal responses categorized the media’s depiction of
construction workers as “ignorant,” “uneducated,” “dirty and messy,” and even “dangerous.”
While some responses were less adverse, the sentiments gave credence to the media not fully
understanding the industry, leading to inaccurate portrayals. Moreover, some respondents
mentioned the media’s failure to present the vital infrastructure and economic benefits provided
by and derived from the construction industry. Not all responses were critical of media
depictions. Some responses mention “pretty fair,” “quite accurate,” and “to some extent good,”
and a few comments that the media is “positive” in representing the industry. Others simply
stated that they give no credence or attention to the media or its characterization of the industry.
Despite the outliers, the responses were overwhelmingly pessimistic about the media’s
perception of the construction industry and its influence on the sector’s recruitment outlook.
Participant 14, a 79-year-old carpenter, stated, “Overpaid loud mouths. Having spent a
lifetime in this industry as in all careers you have all types of people.” Participant 62, a 38-yearold foreman, added, “I think the media tends to belittle the construction industry, which is unfair
to us.” Participant 83, a 45-year-old roofer, echoed, “Media thinks construction is lower class.”
Participant 105, a 49-year-old corporate office/owner, provided another perspective: “The media
puts too much emphasis on college degree-driven occupations.” Participant 160, a 32-year-old
foreman, again emphasized public perception, saying [construction work is] “Portrayed as not

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intelligent and low class. This portrayal does not align with my experience at all.” Finally,
Participant 162, a 46-year-old corporate office/owner, stated, “I believe they portray us as
uneducated, alcoholics that had no other choice but construction. Yes, there are a few out there
but most are honest hard-working men who love their family.”
Generational Differences
Generational differences in the workplace span communication styles, work–life balance,
job loyalty, hierarchical styles, technology, workplace culture, and recognition. Adding to the
complexity is the presence of four generations currently in the workforce: the baby boomers,
Generation X, millennials (Gen Y), and Generation Z. Even a few from the Silent Generation
remain part of the workforce. Generational transitions significantly impact an industry’s ability
to effectively manage succession planning and recruitment strategies to replenish the workforce
(Lambert, 2015).
While every industry experiences institutional knowledge loss with each generational
transition, the construction industry faces a negative bias among those entering the workforce.
According to research by X. S. Dong et al. (2017), Baby Boomers in the construction industry
exhibit a high probability of working full-time until age 65. Alternatively, concerns have been
raised regarding millennials’ (GenY) willingness to work in physically demanding jobs and a
decline in loyalty to an industry or organization (Ilhan, 2020). Further, a study by Ochiba et al.
(2022) determined that younger generations, particularly Generation Z, view skilled trade
negatively, characterized as low-status jobs associated with restricted career growth and
increased risks of accidents.
The survey asked research participants, “What do you believe are the primary beliefs and
influences contributing to the current shortage of construction workers?” Attracting a younger

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workforce emerged as a primary barrier to recruitment. While generational differences or
challenges were not specifically asked, respondents focused heavily on societal beliefs that
younger generations should be introduced, encouraged, or willing to consider construction as a
career. Further, responses noted that the subsequent generations may not value the industry or its
contributions to society as with previous age groups. Specifically, the participants described the
younger generations as “soft kids” who “can’t bear hardships,” possessing a sense of
“entitlement” and displaying “a loss of work ethic” while embracing an “instant gratification
mindset” and “everybody gets a trophy” expectation.
Many respondents’ perceptions highlight shifting generational values more than the
impact of industry efforts to boost recruitment. For example, Participant 3, a 49-year-old
electrician, stated, “The younger groups don’t value work and as a larger whole have lower work
ethics when it comes to quality of workmanship.” And confirmed by Participant 116, a 47-yearold electrician, who said, “The newer generation does not appreciate hard work.” Participant
121, a 46-year-old supervisor, posited a cause: “Lack of parenting and too much inside the home,
playing video games.” Participant 160, a 32-year-old foreman, concurred: “Widespread
affluence, prosperity, and a lack of cultural commitment to engage in difficult pursuits,
especially in physically difficult pursuits.” Participant 5, a 52-year-old supervisor, provided a
value perspective, asserting, “The younger groups don’t value work, and as a last resort, they
consider construction. This is why we struggle with workforce shortages.” The theme of hard
work was also reflected by Participant 105, a 49-year-old supervisor, “Ignorance of
compensation possibilities, younger generations are afraid of hard work.” Finally, Participant 55,
a 43-year-old carpenter, suggested, “Perception of college being the way to have a successful

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career. Lack of work ethic with younger generations who are used to getting things done without
confrontation or verbal conversations.”
Education and Training
Shifting from secondary school vocational training to more advanced academic
coursework widens the instruction gap to trades as a career choice. While some praise the
evolution, citing vocational education can deter capable students from college preparation and
even prepare them for dead-end jobs, others argue that vocational training is crucial to
underperforming students who benefit from hands-on training for future livelihood (Kreisman &
Stange, 2019). Conversely, research by de Amesti and Claro (2121) found that students
participating in vocational apprenticeship-based high schools are more likely to graduate on time
and continue educational pursuits past secondary school. A study by Ostadalimakhmalbaf et al.
(2021) of students enrolled in Texas construction trade programs found that while 66% of the
study participants had a well-founded understanding of their chosen field and its income
potential, 21% abandoned the construction industry.
This study’s participants were not specifically asked about vocational training or trade
school. However, a preponderance of the qualitative answers to the question about how the
construction industry could improve workforce recruitment and retention focused on the lack of
early education impacting the construction industry’s ability to recruit. Many respondents
pointed to the importance of integrating construction-related courses into high school curricula to
attract new talent to the sector. Further, responses mentioned the need to develop a clear
educational path to construction, including school counseling regarding apprenticeships,
certifications, and mentorship programs. Early exposure and positive reinforcement were critical
to interest in construction and improved recruiting numbers.

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Participant 9, a 55-year-old supervisor, suggested, “Start teaching plumbing, electrical,
HVAC, concrete, framing, etc. in high school. Not all kids go to college and if you don’t, they
graduate high school with no construction knowledge at all. What can they do, flip burgers?”
Participant 55, a 43-year-old carpenter, also thought about starting early: “Start at the high school
level. Not enough tech taught at schools to get people interested and start their careers early.
Offer more programs that provide real skills and less classroom time.” Participant 83, a 57-yearold supervisor, emphasized, “Attend high school career day. Not everyone is going to college.”
And Participant 15, a 67-year-old plumber, stated, “Better training and better parental guidance.”
Economic Impacts
The construction industry has a mutual relationship with the U.S. and individual state
economies. The sector is a key indicator of growth and prosperity, partly measured by
infrastructure, residential housing, and commercial real estate demand. During periods of
inflation, the construction industry faces costs and time overruns (Jaya et al., 2021).
Interdependent financial relationships with several industries further impact the sector. Research
by Bhattacharyya and Hastak (2024) found interconnection between the finance, government,
and manufacturing sectors, showing a 1% annual production loss in those industries, resulting in
construction industry declines of 0.16%, 0.11%, and .05%, respectively. Furthermore, despite the
construction industry’s economic impact, Choudhury (2018) found that construction companies
have the lowest 5-year survival rate compared to other industries.
While participants in the study were not explicitly asked about the economy and its
impact on the construction industry, several qualitative responses underscored the perceived
challenges associated with company profitability and the ability to maintain sustainable wages
for employees. As a result, respondents pointed to inflation and rising living costs as possible

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recruitment barriers. Additionally, some comments suggested that the government’s social
support deters people from pursuing employment opportunities, further contributing to the
workforce shortage. Finally, the economy was frequently cited as a factor in unemployment as
reflected by Participant 225, a 42-year-old electrician: “Stimulate the economy and solve the
unemployment problem.” Participant 3, a 49-year-old electrician, reinforced the role of the
economy, “Government overregulation, easier careers available, ECONOMY is in shambles.”
Participant 8, a 67-year-old roofer, stated, “Better pay, work safely, the public should accept our
cost as the economy is increasing for cost of goods and labor.” Finally, Participant 9, a 55-yearold supervisor, stated, “[The] federal government giving trillions to lazy people and discouraging
hard work is a big reason for the shortage.”
Industry Recommendation/Referral
The survey asked respondents, “Based on your current knowledge of the industry, how
likely are you to recommend construction as a profession to others?” Employee
recommendations and referrals serve as powerful endorsements for industries and companies.
Burks et al. (2015) determined that referred workers benefit a company through lower recruiting
costs and result in lower turnover rates, as referred hires are typically more engaged and
informed about industry norms. Additionally, Horton (2017) highlighted the value of industry
recommendations in three ways – employers value referrals, recommendations deliver additional
candidates, and they increase hiring probability (Horton, 2017). Both job satisfaction and
organizational culture significantly increase the probability of employee referrals and
recommendations to an industry (Im, 2022; Seo & Lee, 2021).
Despite the barriers and challenges to recruitment that the respondents mentioned, current
construction personnel would recommend the industry to others, signifying a positive and

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valuable recruitment tool for the industry to attract new talent. Of the 222 respondents answering
this question, 73% indicated they would be very or more likely to recommend a construction
profession to others. Twenty-two percent of participants remained neutral, neither confirming
nor denying that they would promote the industry. Three percent, respectively, indicated they
were somewhat or very likely not to recommend it based on their current knowledge of the
industry. Table 16 indicates whether survey participants would recommend the construction
industry to others.
Table 16
Quantitative Survey Section: Industry Recommendation/Referral
Recommend industry Number %
More likely 96 43%
Very likely 66 30%
Neutral 48 22%
Negatively 36 16%
Very unlikely 6 3%
More unlikely 6 3%

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Retention Efforts
Research participants’ views on industry recruitment varied, as did their perceptions of
recruitment efforts. While many expressed concerns about the overall tangible efforts of the
industry, strong loyalty is evident. The participants’ commitment and expectation to remain in
the sector long-term reflect this sentiment. When asked how the construction industry could
improve workforce retention, one noted, “Improve treatment in all aspects.” Respondents
fluctuated between soft skill needs such as “humanized management and “higher social status” to
specific needs such as “better pay,” which emerged as priority number one.
This section begins with quantitative results on motivation for staying in the industry and
concludes with findings on why individuals will leave. In between, findings are presented from
open-ended questions, organized thematically by the topics the respondents most mentioned:
compensation and benefits, safety, regulations, and culture and diversity.
Motivations to Remain in the Industry
Past research on construction industry retention details intrinsic and extrinsic
motivations. A study by Welfare et al. (2021) focused on recommendations for construction
employers to increase retention. Specific insights included a better understanding of work
preferences, actively monitoring work pressure, and striving for financial sustainability. From the
employer perspective, Kwan and Mansor’s (2022) research identified five retention factors:
management support, compensation, work environment, employee loyalty, and meaningfulness
of work. Other research determined that financial incentives and rewards are prominent
motivators for retention in the construction industry (Ghoddousi et al., 2014).
Similarly, when asked to rank the importance of each factor that would most encourage
them to stay in the construction industry, respondents were motivated by money, as 217

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respondents ranked higher wages as the Number 1 factor. Better job security emerged as the
Number 2 motivating factor, while the third- and fourth-ranked motivators were increased safety
standards and opportunities for advancement. Conversely, respondents ranked respect for work
culture, company reputation, and improved public/media perception as the lowest-ranking
factors. Table 17 shows the factors that would motivate survey participants to stay in the
construction industry.
Table 17
Quantitative Survey Section: Motivations to Remain in the Industry
Motivation to stay 1st 2nd 3rd 4th 5th 6th 7th 8th 9th 10th
Higher wages 86 20 17 10 15 7 8 8 12 34
Improved public/media perception 22 10 11 10 9 12 13 10 16 104
Better job security 33 66 22 20 12 14 16 10 15 9
Increased safety standards 21 30 49 33 33 13 17 9 7 6
Opportunities for advancement 10 20 29 49 30 25 21 14 15 4
More training/professional development 13 12 20 29 46 45 20 21 9 2
Enhance benefits 6 11 28 19 24 51 33 23 15 7
Flexible hours/work–life balance 12 22 12 15 18 19 54 35 19 11
Respectful work culture 7 12 17 16 17 13 25 66 32 12
Company reputation 8 14 12 16 13 18 10 21 77 28

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Compensation and Benefits
Consistent with the quantitative findings, the qualitative responses emphasized
compensation and benefits as crucial retention strategies in the construction industry. This
sentiment has been well-documented in past research. In the southern region of the United States,
20% of construction workers reported struggles to pay for basic necessities, such as groceries or
bills, at some point in the previous year (Theodore et al., 2017). The impact of low wages and
poor benefits increases reliance on safety net programs. Jacobs et al. (2022) found that nearly
half of all Texas construction families are enrolled in one or more safety programs, and 55% lack
health insurance, more than double the rate for all workers. Further research reveals significant
wage and benefits disparities in the construction industry due to legislative changes. Fenn et al.
(2018) found that the repeal of prevailing wage laws has resulted in declines in construction
worker income (1.9%–4.2%), legally required benefits (3.8%–10.1%), and voluntary benefits
(11.2%–16.0%). In the Fenn study, What Do Construction Workers Really Want, research
subjects identified financial reward as the most critical component of employee motivation and
retention in the construction industry.
Respondents to this research project concur. Participant 138, a 30-year-old electrician,
stated, “Improving the worker’s wages and providing a safe working environment will help to
reduce the fears associated with the construction industry.” Participant 35, a 38-year-old
electrician, echoed this statement: “Increase the income level, improve the working environment,
and have a positive impact on this work.” Participant 89, a 58-year-old drywall installer, stated,
“Nothing will change unless people are willing to pay for it. Cheap labor will always be a thing
as long as there is no concern for quality and integrity, as a start.”

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Overall, the prevailing sentiment was that the industry needs to offer compensation that
reflects the physical demands and skill level required to succeed and remain in the construction
industry. Specifically, key areas mentioned were healthcare, retirement plans, paid leave, higher
wages, timely compensation payments, and the creation of performance bonuses.
Safety
Several studies have focused on workplace injuries and fatalities associated with the
physical nature of construction (Dai et al., 2016; Johansson et al., 2019). In 2017, 971 U.S.
construction workers died on the job, while 80,000 suffered workplace injuries, and those
numbers are likely skewed lower, given that many injuries are never reported (U.S. Bureau of
Labor Statistics, 2021b). While falls are commonly associated with construction-related
industries, Sinyai and Choi (2020) found lesser publicized construction workplace hazards
resulting in long-term effects from airborne silica and hearing loss. While local, state, and federal
regulations exist to protect workers on construction sites, the workplace environment and safety
expectations rely on the tone and expectations of company leadership and management (Ringen
et al., 2018).
Findings from this research resulted in conflicting sentiments by respondents who
advocated for increased safety measures yet argued against more governmental regulations and
oversight. Some respondents acknowledge that regulations, while challenging, have led to better
safety standards on job sites, resulting in fewer accidents and a safer work environment. Others
acknowledge that despite the regulations, the perception remains that actions on the job site
conflict with set standards, thereby putting employees at risk. Many acknowledge that
construction’s fast-paced, deadline-driven nature creates a high-pressure environment more
susceptible to injuries. Increased safety standards were among the top three concerns of survey

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participants relating to retention in the construction industry. Respondents emphasized that
retention efforts may fall short due to industry injury-related turnover. Participant 138, a 30-yearold electrician, stated, “Being a very hectic job, the lack of adequate safety measures in some
cases is a major factor causing the current shortage of construction workers.” Participant 192, a
30-year-old supervisor, provided a more generalized view: “Hard working environment, high
labor intensity, high safety risk, salary and treatment problems.” Participant 217, a 42-year-old
plumber, agreed, “I think it’s low salary and incomplete safety guarantee: Strengthen the
standardization of work environment safety issues, improve and enhance the work safety
insurance system.” Safety was also on the mind of Participant 24, a 45-year-old carpenter, who
stated, “Improve the treatment of workers, strengthen the safety model, and fully respect it.”
Finally, Participant 31, a 32-year-old plumber, stated, “Being short-staffed leads to safety
concerns, increased costs and slower build times.”
Regulations
While regulations govern the design, development, and operations of construction
projects, the laws significantly harm performance and cost in the industry. A recent study by
Alsharef et al. (2019) detailed the complexity of conformity with local, state, and federal
construction-related regulations, noting that the increasing focus on environmental issues has
prompted the Environmental Protection Agency’s (EPA) to make significant changes to current
laws causing the most significant industry disruptions. According to OSHA, the ten most
frequent regulatory citation areas in construction are fall protection general requirements, hazard
communications, ladders, scaffolding, powered industrial trucks, hazardous energy, respiratory
protection, fall protection training, protective and lifesaving equipment, and machine guarding
(OSHA, n.d.-c).

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Along with federal agencies, Texas construction companies must comply with
regulations from numerous statewide and local agencies such as the Texas Department of
Licensing and Regulation, Texas Board of Professional Engineers and Land Surveyors, Texas
Commission on Environmental Quality, Texas Department of Transportation (TxDOT), Local
Building Departments, and the Texas State Fire Marshal’s Office. These agencies regulate
building codes, licensing and professional standards, environmental regulations, safety
regulations, and local permits and inspections. Even with a robust and complex number of
regulatory agencies, compared to some other states, Texas is known for having a more businessfriendly regulatory environment, which can translate into less stringent regulations in certain
contexts (Clark et al., 2021).
While not asked about regulations related to the construction industry and its ability to
retain the workforce, participants cite governmental interference as a retention deterrent. The
prevailing sentiment regarding the construction industry’s recruiting efforts can be summed up in
one response, “great when the government stays out of it.” Other respondents offered similar
sentiments. Participant 105, a 49-year-old supervisor, stated, “Big time, the EPA especially
makes our jobs harder and expensive to both us as employees and to the consumer, due to costs
of keeping up with excessive regulations.” On a local level, Participant 118, a 64-year-old
electrician, stated, “Mostly city regs do the most damage, city permitting and inspections plus
licensing slows down our industries.” Participant 231, a 20-year-old electrician, agreed, “Taxes,
regulations, and oversight has slowed down every facet of our industry.” Participant 181, a 34-
year-old electrician, offered, “They can completely destroy a schedule with regulation if not
communicated and appropriately phased in. Less industry regulation issues.” Last, Participant

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233, a 44-year-old electrician, stated, “Make my job harder. Requiring me to hire staff that raise
the overall cost of construction.”
Culture and Diversity
As outlined in the literature review in Chapter Two, significant research has been
conducted on the stereotypical image of a construction worker, the homogeneous nature of the
industry, and cultural norms in the sector (S. Brown et al., 2021; Choi et al., 2018; Ramadan et
al., 2022). While this research did not specifically address industry stereotypes or workforce
representation, respondents’ open-ended answers highlighted beliefs and perceptions regarding
the industry’s retention strategies, culture, and diversity as significant areas of influence,
generating strong opinions.
Culture. The open-ended responses reflected the culture through the respondents’
expressions of pride and camaraderie. Many participants conveyed a strong connection to
industry and how their work contributed to a greater social need. There was an emerging theme:
hard work and determination earned respect and aligned with individuals’ values and
motivations. Respondents take pride in knowing that the structures they build will stand for
generations, creating a lasting legacy. This long-term impact aligns with their values of leaving a
positive mark on the world. While many acknowledged the industry’s challenges, teamwork
consistently emerged as the key factor that kept them committed to staying in the field.
Participant 211, a 36-year-old mason, emphasized this point: “The environment is a bit dirty,
messy, and dangerous, but the culture of unity and positivity is also enjoyable.” Participant 84, a
28-year-old electrician, agreed, “The work environment is not easy but I love working because
the working culture is friendly and accommodating.” Participant 34, a 29-year-old foreman,
focused on team spirit: “Work environment can be physically demanding, but the team spirit is

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strong.” Finally, Participant 69, a 25-year-old electrician, stated succinctly, “It’s challenging but
rewarding. Teamwork is crucial.”
Diversity. Although respondents highly valued teamwork, another prominent theme that
emerged was tolerance within the workforce. Diversity and inclusion issues were frequently
mentioned in a largely homogenous industry, highlighting the challenges of fostering a more
accepting and inclusive work environment and threatening an already fragile construction
workforce. According to the Texas Demographic Center (2023), the Latino population has
topped 12 million, with 80% originating from Mexico. In 2022, it is estimated that recent
immigrants represented 40% of Texas construction workers, and 23% were undocumented
(American Immigration Council, 2024).
While the construction industry has struggled to recruit and retain a sufficient workforce,
it depends on migrant workers to fill gaps. However, these workers disproportionately
experience workplace injuries and death, wage theft, and discriminatory practices (FernándezEsquer et al., 2021; Ibekwe et al., 2022; Richey et al., 2022). While it is well documented that
this demographic is vulnerable to abuse and marginalization by employers, this research suggests
Latino workers face intolerance from within the construction ranks as well as shown by
Participant 224, a 30-year-old laborer: “They ignore the fact that 1000s of Mexicans are
undercutting hard-working Americans who have earned it.” Participant 12, a 45-year-old
plumber, said, “There are so many illegal immigrants taking all the jobs we can’t compete. They
are driving the cost of labor so far down that we can’t feed our families.” Lastly, Participant 51, a
45-year-old handyman, added, “Less illegals, better treatment of workers, better respect” and
“Spanish speaking. Entitled ego maniacs.” Participant 115, a 65-year-old with an undisclosed

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role, summarized the theme: “Bringing in too many migrants and cutting labor costs is part of the
problem.”
Reasons for Leaving the Industry
Several studies have examined the challenges of worker retention in the construction
industry, attributing these struggles to numerous factors commonly cited by researchers. Borg
and Scott-Young (2022) attributed construction workforce attrition to poor workplace behavior,
high-stress work, and absence of work-life balance. Similarly, Welfare et al. (2021) cited work
pressure, poor communications, upper management mandates, hazardous work, and coworker
indifference as the primary reasons for construction personnel churn. Past research specifically
focused on women in the construction industry revealed rigid work hours, gendered culture,
stifled career development, and negative perceptions as hindrances to the industry’s workforce
retention. Unlike these studies, respondents to this research overwhelmingly plan to stay with the
industry long-term, irrespective of the previously cited perceptions of shortfalls associated with a
construction career.
When asked to rank the considerations for leaving the industry, the Number 1 answer
from the 220 respondents was retirement, at 31%. Physical demands and safety concerns
followed at 18% and 14%. Respondents ranked job instability as the fourth reason (9%) for
considering exiting the industry, followed by work/life balance and lack of diversity at 7% each.
The lowest-ranking reasons for consideration of departure from construction were economic
factors at 5%, industry image at 4%, lack of satisfaction at 3%, and regulatory issues at 2%.
Table 18 ranks the reasons that would motivate survey participants to exit the construction
industry.

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Table 18
Quantitative Survey Section: Reasons for Leaving the Industry
Reasons for leaving 1st 2nd 3rd 4th 5th 6th 7th 8th 9th 10th
Retirement 67 25 23 18 13 10 8 12 10 34
Industry image 10 10 11 9 8 12 11 20 33 96
Physical demands 39 58 25 24 14 16 11 8 17 8
Safety concerns 30 36 55 39 15 8 13 11 3 10
Work/life balance 16 34 31 45 32 21 18 12 8 3
Job instability 20 14 20 23 46 36 31 18 8 4
Lack of satisfaction 7 14 15 24 37 48 31 23 12 9
Economic factors 12 12 17 18 23 37 52 24 14 11
Regulatory issues 4 7 15 9 18 20 30 72 27 18
While the survey’s qualitative section did not explicitly inquire about reasons for exiting
the industry, one respondent offered a personal comment. Participant 105, a 45-year-old
supervisor, stated, “Yes, I will retire as soon as financially possible because of how difficult the
government is making our jobs. But I will retire from the construction industry. My point is gov
regulations are very damaging to our industry.”
Conclusion
This study’s findings revealed that the Texas construction industry is complex. Research
findings revealed contradictions among survey participants relating to personal and
environmental factors addressed in the two research questions. As a result, personal motivations,
behaviors, and beliefs occurring simultaneously and sequentially negatively affect the industry
and hinder recruitment and retention efforts. Respondents perceive that industry conditions fail
to meet expectations to support a promising career trajectory for the workforce. Further, mixed
external perceptions of the industry must portray a positive sector image, resulting in low interest
from future employee prospects. Based on a thematic review, conflicting patterns emerged

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between the quantitative and qualitative responses to the survey questions surrounding personal
and environmental factors, further propagating the industry’s complexity and inconsistencies.
These contradictions indicate a foundational dilemma hindering the Texas construction
industry’s progress in filling the needed workforce gaps.
Chapter Five will detail the contradictory personal and environmental research survey
responses affecting the construction industry’s recruitment and retention strategies and efforts.
Next, the chapter presents recommendations to mitigate concerns and create an equitable and
positive workplace environment focused on overcoming worker shortages in light of perception
discrepancies. The chapter also offers an actionable implementation plan and evaluation tools for
assessing progress and ongoing efforts to promote the Texas construction industry as a viable
career choice. Chapter Five presents the current research limitations, delimitations, and future
research recommendations for the sector. Finally, the chapter concludes with a conclusion
detailing the study’s importance and impact on the Texas construction industry.

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Chapter Five: Discussion and Recommendations
This research aimed to offer a comprehensive understanding of the Texas construction
workforce shortage by applying the fundamental principles of SCT, which focuses on the
interaction and impact of personal factors, environmental influences, and individual behaviors
(Bandura, 1977). This study employed a mixed-methods approach to identify the effects of
personal, environmental, and behavioral factors on people involved in or preparing for a career in
construction, along with their viewpoints on the industry’s transformation to alleviate worker
shortages. This study was necessary because the industry is an important driver of the state’s
economic development and a major source of employment; however, the growing population
demands more infrastructure, residential units, and commercial facilities. Nonetheless, the
sector’s personnel statistics reveal a growing disparity. Furthermore, projections for the state
suggest that population growth will persist, heightening demand for an increasing construction
workforce. The study’s two research questions concentrated on the personal and environmental
factors influencing recruitment and retention and the perceptions of current industry efforts to
bolster and sustain its workforce. Through closed and open-ended questions, the sector’s primary
stakeholders offered insights into the dynamics of the industry, including attributes and
hindrances.
This chapter offers an overview of the findings correlated to the SCT conceptual
framework and connections to literature and past research associated with the construction
industry. The research findings are presented in three sections: personal, environmental, and
behavioral factors affecting the construction workforce. Within the personal overview,
conflicting analyses are presented between pride and participant age group, respect and roles,
and industry loyalty verses financial comparisons. Similar conflicts are presented in the

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environmental section, focused on influences versus gender, support versus industry status,
personal and public perception versus media portrayal, and safety standards versus regulatory
influence. The behavioral section presents comparisons between career longevity and youth
perception, culture and diversity, and industry recommendations versus workplace demands.
Based on this study’s data, this chapter also offers recommendations and an actionable
implementation and evaluation plan. Additionally, this chapter discusses the study’s limitations
and delimitations. Lastly, the chapter provides an overall conclusion of the study.
Discussion of Findings
This study’s findings, analyzed using SCT and survey responses, demonstrate the
interplay of personal and environmental factors, along with related behaviors influencing
recruitment and retention. The data findings and thematic analysis of qualitative and quantitative
responses uncovered conflicting beliefs, perceptions, experiences, and actions. Many
respondents concurred that the industry must improve and evolve, yet contradictions surfaced
between present-day workforce engagement and future transformational approaches. Social
cognitive theory explains the interactions between personal factors, environmental influences,
and behaviors as triadic reciprocal causation (Bandura, 1986). Conflicting perceptions in one or
more of the theory’s three interdependent elements affect the industry’s efforts to increase
recruitment and retention.
Personal Factors
Within SCT, personal factors refer to internal factors such as thoughts and beliefs,
emotions and feelings, physical and genetic qualities, and personality traits (Bandura, 1986).
Conflicting views from varying age groups and roles regarding pride and respect complicate

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industry efforts to improve recruitment and retention uniformly. Further, personal motivators
contradict the safety concerns inherent in the industry.
Pride and Participant Age Comparisons
In response to the survey question concerning agreement or disagreement with being
proud to work in this field, the older generation exhibited greater pride than the younger.
Respondents aged 20–30 exhibited a range of pride levels, with many expressing disagreements
(either strongly or somewhat) and a notable number maintaining a neutral stance. Pride in the
industry increased with each subsequent age group. Those aged 31–40 most frequently
somewhat agreed, while the 41–50 age group reported higher pride levels, with many somewhat
agreeing or strongly agreeing. The 51–65 age group showed the highest levels of pride, with a
strong tendency to strongly agree with the statement. The response disparities between
demographics indicate that the younger generations perceive occupational pride differently than
previous generations. Similar research concluded that younger workers’ experiences are more
damaging than older generations; therefore, pride in their position is lower (Ramadan et al.,
2024).
For older workers exhibiting considerable pride in their profession, SCT suggests that
their elevated pride primarily stems from their high self-efficacy, strong personal identity
connected to their career, long-term emotional fulfillment, and the positive reinforcement of
traditional values that enhance the status of their work (Bandura, 1977). In contrast, for younger
workers experiencing less pride, SCT attributes factors such as lower self-efficacy, an
underdeveloped career identity, differing personal values that may favor other career paths, and
uncertainty about their role, resulting in decreased emotional engagement with the industry
(Bandura, 1977).

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Respect and Role Comparisons
Responding to whether respondents agreed or disagreed with the statement on feeling
respected for working in the industry, those in management and owner-level positions exhibited
a higher respect for their career than laypeople. The role of supervisor shows the highest
perception of respect, with 50% of respondents strongly agreeing that they feel respected.
Similarly, roles such as carpenter and corporate officer/owner also reflect a strong sense of
respect, with over 80% of respondents in these positions either “somewhat agreeing” or “strongly
agreeing” that they feel respected. In contrast, the role of electrician presents a more mixed
perception, where 20% of respondents remained neutral or somewhat disagreed about feeling
respected, though 60% still feel respected to some degree. The role of the drywall installer stood
out, with an even distribution between neutrality and some disagreement. Notably, no
respondents in this role “strongly agreed” that they feel respected, while 25% of drywaller
installers somewhat disagreed with feeling respected.
Response inconsistencies imply that diverse levels of the construction hierarchy
experience higher recognition or satisfaction based on authority. A previous study demonstrates
that the degree of workplace authority correlates with satisfaction and respect, resulting in
increased job satisfaction, better physical and mental health outcomes, and increased
productivity (Zaniboni et al., 2016). This research indicates that discrepancies in responses imply
that views of respect in this sector have a strong connection to an individual’s hierarchical
position, with those with greater authority and recognition experiencing heightened feelings of
respect.
Social cognitive theory suggests that elevated self-efficacy, robust career identity, and
substantial social reinforcement enhance perceived respect from management, supervisors, and

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corporate officers (Bandura, 1977). Conversely, diminished self-efficacy, a lower personal
identity in the profession, and minimal positive environmental reinforcement resulted in reduced
or mixed feelings of respect among laypeople, especially electricians and drywall installers.
Industry Loyalty and Financial Comparisons
As presented in the recruitment section, quantitative responses indicated that the current
construction workforce possesses a high level of pride and commitment to work in the industry
long-term, with many forecasting tenures of 20 years or more. Survey respondents expressed
high pride and long-term commitment, driven by their identification with the industry.
Wage dissatisfaction is a key factor influencing decisions to remain in the sector. Data
indicates that financial compensation is the principal motivation for entering the industry, while
higher salaries are the main incentive for remaining in the field. Prior studies indicate a strong
association between pay and industry commitment, enhancing retention and productivity in the
sector (Ozturk et al., 2020; Zakaria et al., 2019). Some respondents in this study claimed that
compensation inadequately reflects the safety and health hazards inherent in their employment,
indicating a discrepancy between risk and reward.
Social cognitive theory would predict that resource availability such as financial stability
and higher wages are critical environmental reinforcements (Bandura, 1977). Wage
dissatisfaction related to the perceived mismatch between compensation and job risks is a
damaging environmental influence that could undermine long-term commitment. While workers’
pride and personal identification with the industry help sustain their motivation, persistent wage
dissatisfaction might lead to adverse outcome expectations, weakening their commitment over
time.

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Environmental Factors
Within SCT, social influences, physical environment, reinforcement, and opportunities
are environmental factors (Bandura, 1977). Data presented conflicting views between male and
female respondents regarding outside influences on their career choice and varying support
systems depending on whether the respondent was working in or training for the industry. These
contradictions further exacerbate the industry’s unified initiatives to enhance recruitment and
retention strategies.
Influence and Gender Comparisons
Regarding individuals who influenced the participants to be interested in their careers,
friends influence females, and school influences males. Across all gender categories, family
emerged as the most central influence, with the highest percentages in every group. The family
strongly influences females (46.15%). Previous research indicates that having a father in the
industry strongly influences females considering a similar career path (Bigelow et al., 2015).
Friends play a more substantial role for females (29.23%) compared to males (19.20%), whereas
school is more influential for males (16.80%) than for females (3.08%). Studies have found that
school counselors’ perceptions and curriculum promote construction as a better career option for
male students than for females (Carnemolla & Galea, 2021; Francis & Prosser, 2013). For
respondents who preferred not to disclose their gender, school is a considerable influence, at
50.00%, while friends do not influence at all. Mentor influence is relatively consistent between
males (17.60%) and females (16.92%), while media plays a minor role across all genders, with
slightly higher influence for males (6.40%) than females (4.62%).
These findings suggest that while family influence is a dominant factor across all
genders, the role of friends and school varies between males and females. The varying levels of

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influence based on gender suggest that a one-size-fits-all approach to recruitment may not be
effective or impactful. Social cognitive theory would predict that environmental factors such as
family, friends, school, and mentors shape career interests through social reinforcement,
observational learning, and modeling (Bandura, 1977). The variation in these influences across
genders highlights the different environmental contexts in which individuals are socialized into
their career choices.
Support and Industry Status Comparisons
In response to the survey question on how family and friends support the decision to
pursue their profession, individuals pursuing or training for a career in construction report higher
levels of support from friends and family compared to those already working in the industry.
Specifically, nearly 60% of trainees feel their social circles are “very supportive,” whereas only
15.38% of current workers share this sentiment. This study’s findings were in contrast to
previous research indicating that families of Texas Latino high schools disapprove of their
pursuits of construction as a career path (Escamilla et al., 2016). Those working in the field tend
to receive more moderate support, with 46.15% reporting “moderately supportive” and a more
significant portion (23.08%) feeling neutral about the support they receive. These findings were
consistent with a previous study on construction worker work-to-family conflict leading to lower
job commitment and job burnout (Lui et al., 2020). This suggests that while trainees benefit from
more enthusiastic encouragement, workers in the industry experience steady but less intense
support. While the contradictory responses may indicate promising support for those entering the
field, the responses by current employees may indicate that industry practices may deteriorate
support over time.

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Social cognitive theory would predict that trainees’ high social support is a strong
positive reinforcement, encouraging them to pursue and remain committed to a construction
career by boosting their self-efficacy and confidence (Bandura, 1977). For current workers, the
support from family and friends becomes more moderate or neutral over time, reflecting a shift
in environmental reinforcement as they become more established in their careers. The steady but
less intense support is still positive but plays a reduced role in reinforcing their career decisions.
Personal/Public Perceptions and Media Portrayal Comparisons
Responses to the quantitative questions regarding values associated with construction as a
career choice indicate a high level of personal support, respect, and pride and a positive public
perception. Conversely, in open-ended responses to how the media portrays the industry and how
that portrayal aligns with their own experiences, participants challenged the media’s portrayal of
the industry and its potential adverse effects on recruitment. Several respondents alleged that the
media represented workers in this field as uneducated, unintelligent, and low class, potentially
deterring interest in the industry for the future and harming recruitment. This study’s findings are
consistent with research by Barnetson and Foster (2015) and Ninan (2021), who found that the
news media negatively portrayed the industry by focusing on public inconveniences,
environmental concerns, heightened coverage of worksite accidents, gender and racial bias, and
persistent negative stereotypes.
Social cognitive theory predict that while positive personal support and public perception
contribute to individuals’ pride and respect for their careers, the negative portrayal of
construction in the media is a significant environmental barrier, potentially harming recruitment
(Bandura, 1986). The conflict between personal support and negative media representation

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creates cognitive dissonance for potential recruits, as the broader public perception of the
industry might deter them.
Safety Standards and Regulation Comparisons
In quantitative responses, industry safety standards emerged as the third highest reason
for leaving the industry, following retirement and physical demands. Similarly, respondents
ranked a focus on increased safety standards as the third highest motivator for retention
consideration. According to a Structural Building Components Association study (2023), in
2021, just over nine out of every 100,00 construction workers suffered fatalities on the job,
ranking the field’s fatality rate as the third highest of all private industries. Further, the study
included data from the U.S. Bureau of Labor Statistics (2021) that ranked Texas as the 36th state
for construction injury and fatalities among all 50 states.
While safety is key in retention, survey responses reveal conflicting perceptions about
regulatory oversight. Workers want improved safety standards, but many cited the rules as
excessive, expensive, prohibitive, and hindering timelines. Survey participants cited government
entities’ overreach in regulatory power. However, Texas has traditionally been categorized as a
conservative, business-friendly state, requiring fewer regulations and less bureaucratic red tape
than other states (Ledesma & Cruz, 2020). Nonetheless, a study by the Texas Section of the
American Society of Civil Engineers (2021) gave the state’s construction industry low marks for
infrastructure and environmental stewardship. The state received an overall C rating, indicating
the state requires a heightened focus on investment, maintenance, and new infrastructure.
Social cognitive theory would predict that environmental factors such as safety standards
act as positive reinforcement and perceived barriers in the industry (Bandura, 1989). While
workers desire safer conditions and view increased safety as motivation for staying in the

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industry, the perceived burden of regulatory oversight creates a conflict between the need for
safety and the demands for productivity. This conflict can lead to ambivalence, with some
workers feeling positively reinforced by the improvements in safety. In contrast, others may be
discouraged by the complexity and cost of complying with safety regulations.
Behavior
Within SCT, behavioral factors refer to individuals’ observable actions and responses,
influenced by their interactions with personal and environmental factors (Bandura, 1977). These
behaviors, including decision-making, habits, and action patterns, are shaped by external
influences, personal beliefs, and reinforcements. This research highlights the deep-rooted
conflicts affecting the industry’s efforts to diversify its workforce. Specifically, certain behaviors
of current respondents may discourage younger generations and Latino workers from entering or
remaining in the Texas construction industry. Additionally, the results revealed a contradiction:
current employees express concerns about their treatment in the industry, yet they
overwhelmingly recommend the field as a viable career option.
Career Longevity and Youth Perception Comparisons
Nearly half of the respondents to the quantitative questions indicated they have been in
the construction industry for over 10 years, and more than half expect to stay for 20+ years, with
retirement being the primary reason for eventually leaving. This data reflects an aging
workforce, yet some qualitative responses reveal disdain toward the work ethic of the younger
generations, who are essential for replenishing the workforce. Several comments described
younger workers as lazy, lacking a work ethic, or being overly affluent. Past research debunks
these popular myths, alleging that work ethic is no different between generations; the age groups

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differ in their views of work-life balance, flexibility, wellness, continuous learning, and
occupational transitions (McCallum, 2018; Pyöriä et al., 2017).
In contrast, other respondents advocated promoting vocational and trade courses in high
schools to spark interest among youth. These conflicting narratives could alienate a key
emerging age group, hindering recruitment efforts. The call for more vocational and trade
programs suggests that respondents believe the industry is not doing enough to engage younger
generations. Similarly, past research found that 68% of Americans would prefer local public high
schools to focus on vocational or trade classes rather than honors courses (Richardson, 2016).
While the need for younger generations to be more educated in the construction trades grows, so
does the call for creative approaches to garner interest. Studies by Zhang and Bayraktar (2024)
and Wen and Gheisari (2021) proposed interactive career expos to K–12 students and immersive
storytelling to younger generations as an early introduction to this career path. Nonetheless,
negative stereotypes portraying young workers as “lazy” complicate recruitment efforts, creating
a paradox where the industry needs younger workers but faces challenges in attracting them.
Social cognitive theory would predict that individuals actively interpret and respond to
conflicting narratives, which could affect beliefs and self-efficacy (Bandura, 1986). Negative
perceptions and stereotypes of younger workers act as barriers to engagement, potentially
diminishing the self-efficacy of younger recruits and deterring them from entering the field.
Conversely, the call for vocational training reflects a positive behavioral shift aimed at providing
younger individuals with reinforcement and opportunities to develop the skills necessary for a
successful career in construction.

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Culture and Diversity Comparisons
The industry’s workforce shortage is well-documented, and its ongoing success hinges on
effective recruitment. While respondents’ open-ended comments described the industry’s culture
as friendly, accommodating, and enjoyable, responses regarding diversity were less optimistic.
Most of the workforce in the sector is Latino, a demographic already identified in past research
as vulnerable to wage theft and heightened safety risks (Lopez del Puerto et al., 2014; PlankeyVidela & Cisneros Franco, 2022). In this study, however, some respondents suggested that
Latinos are undercutting jobs and driving down wages. This disdain for the predominant
demographic in the industry could significantly harm future recruitment efforts.
Although the construction industry heavily relies on a Latino workforce, survey
responses reveal a problematic tension around diversity. Concerns over wage suppression and
job competition related to Latino workers contribute to a negative perception that could impede
recruitment efforts. This tension undermines the industry’s efforts toward inclusiveness and
further complicates its ability to attract a diverse workforce. The perception of Latinos
undercutting jobs and driving down wages highlights a deeper issue, where environmental
influences such as wage inequality and exploitation shape negative attitudes within the
workforce. Conversely, Latino workers, on average, are paid a third to a fourth less than their
White counterparts (Choi et al., 2018).
The contradiction between a friendly workplace culture and discriminatory views toward
Latino workers may discourage diversity recruitment. Ibekwe et al. (2022) highlighted the
industry’s alleged discriminatory practices, citing mistreatment as affecting as high as 81% of the
Latino demographic. Social cognitive theory would predict that these learned behaviors, if

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unchecked, can adversely affect self-regulation and perpetuate negative behavior through
modeling for others in the workplace (Bandura, 1974, 2021).
Industry Recommendations and Workplace Demands Comparisons
Most current construction workers indicated a substantial likelihood of recommending
the industry to others, with 73% stating they are very likely or more likely to do so. However,
respondents also voiced significant concerns about pay inequity, workplace injuries, and physical
demands leading to prolonged exertion, fatigue, and even lasting trauma. These contrasting
perspectives reveal a gap between job satisfaction and broader concerns about industry
treatment, ultimately impacting recruitment and retention efforts. While many workers are
willing to recommend the industry, the demanding physical conditions, risks of injury, and
workplace trauma hinder long-term engagement. Worksite dangers and risks of long-term
physical and mental harm associated with the occupation are well-documented (Dong et al.,
2022; Eaves et al., 2016; Langdon & Sawang, 2018). Additionally, respondents cited poor
working conditions like long hours, physically demanding tasks, and unsafe environments as the
norm in the industry.
Although many respondents are highly likely to recommend the industry, the heightened
physical demands and ongoing wage dissatisfaction undermine retention efforts. Past research of
the construction industry found that prevailing wages are nearly 5% lower for carpenters, and
many positions suffer from stagnant pay scales, resulting in many workers relying on safety net
programs (J. Lee & Baek, 2020; Taylor & Ömer, 2018). Given that workers are primarily
motivated by financial stability, retention becomes increasingly difficult when wages fail to
adequately reflect the risks and physical demands of the job. Social cognitive theory suggests
that when personal motivations like financial security clash with environmental constraints (e.g.,

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low wages), workers are more likely to leave the workplace, even if they initially feel pride and
commitment toward their work (Bandura, 1986).
Summary
Given the conflicting viewpoints emerging from this study, the industry must disrupt one
or more of the cycle’s negative components to overcome negative perceptions that stifle growth
(Kivimaa et al., 2021). Further, the discrepancies observed in the data regarding recruiting and
retention efforts suggest the need for a comprehensive strategy to tackle the fundamental
challenges stemming from these personal and environmental factors. Moreover, the frequently
inconsistent responses illustrate individuals grappling with internal belief disparity, which results
in further behavioral conflict and contradiction. Their comments portray the sector as fraught
with underlying inconsistencies, unmet expectations, and derogatory portrayals, hindering a
unified strategy to address workforce deficits.
Using social cognitive theory to understand construction worker shortages helps explain
how personal, environmental, and behavioral factors contribute to the industry’s recruitment and
retention challenges. By addressing these conflicting perceptions and implementing targeted
initiatives, the industry can better position itself to recruit new talent and retain experienced
workers. The following recommendations align with the insights gained from the survey and
provide a strategic path and targeted interventions for addressing workforce shortages.
Recommendations
This section offers recommendations based on the findings from this research. These five
recommendations correlate with SCT’s framework of personal, environmental, and behavioral
factors associated with the state’s construction industry. The recommendations respond to the
challenges and contradictory responses offered by respondents and identified as factors affecting

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workforce growth and stability, specifically through recruitment and retention. The
recommendations include the identified deficiencies and needs, the transformational change
proposals, and implementation and evaluation steps, all connected to SCT principles.
I offer implementation and evaluation steps with each recommendation using the
Kirkpatrick model to assess industry change and transformation (Kirkpatrick & Kirkpatrick,
2016). This approach will be employed to transform the recommendations of this study into
tangible strategies for improving recruitment and retention in the Texas construction sector. This
framework offers four levels of actionable steps, starting with Level 4 (results); the phases work
backward to Level 3 (behaviors) and Level 2 (learning), while implementation starts with Level
1 (reaction). The Kirkpatrick Model, shown in Figure 3, demonstrates the inverted pyramid
progression from participant satisfaction to measurable impacts.

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Figure 3
Kirkpatrick Model of Evaluation
This detailed approach will support efforts to measure the effectiveness of strategies
aimed at improving recruitment and retention efforts. The ultimate goal of implementing these
recommendations and associated implementation steps and evaluations is to decrease workforce
shortages. Specifically, the outcomes of each recommendation are focused on improving the
recruitment of new workers, considering a focus on diverse hires, and retaining the current
workforce percentage of employees, particularly at the 1-, 3-, and 5-year milestones.

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Recommendation 1: Improve Industry Image (Environmental and Personal Factors)
Through the lens of SCT, environmental influences are impactful in shaping an
individual’s beliefs and behaviors (Bandura, 1986). Negative media portrayals surfaced as an
area of concern in this research. Publicly disseminated stigmas and adverse preconceptions can
exert lasting harm on a business. Durand and Vergne (2014) conducted a study demonstrating
unfavorable media’s effects on an industry: disrupted operations and hindered standard
management capabilities. Further, damage to an industry’s image could affect individual
workers’ self-efficacy. These reciprocal effects of environmental influences can result in
employee emotional reactions and feelings of helplessness and shame (Korn & Einwiller, 2013).
Identified Deficiencies and Needs
Survey respondents contend that the media’s strong influence and negative portrayal of
the industry and its workforce are detrimental to the sector’s overall image. As a significant
environmental factor, the media’s unfavorable portrayal contributes to ongoing challenges in
recruitment and retention. Respondents held the media accountable for promoting the
unprofessional depiction of the Texas construction worker. As stated in Chapter Four,
respondents perceived contempt for the industry by media depictions categorizing workers as
“less than,” “low life,” “ignorant,” and “uneducated” and of the industry as “dirty and messy”
and even “dangerous.”
Texans take pride in the state’s size and depiction as a growing and prosperous region.
Now the eighth largest economy in the world, the media frequently highlights large corporations
relocating to the Lone Star State. The construction industry is a catalyst for this growth and
prosperity. However, the media often narrowly portrayed the sector for its associated worker

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injuries, project completion delays, and undesirable working conditions, especially during the
summer heat.
Transformational Change Proposals
Given respondents’ assertive responses to the media’s negative portrayals, industry
leaders need to create a campaign highlighting the societal value of construction and the
industry’s positive economic impact on the state. Research shows that economic news may have
greater influence through data storytelling, which conveys complex information and engages
audiences with the industry (Viytovych, 2024). Creating a comprehensive public relations
campaign and related press releases should emphasize industry success narratives, skilled
workmanship, and lasting career prospects in the sector to counterbalance portrayals of workers
as ignorant and lower class.
The industry must embrace its varied workforce by featuring women and minorities in
advertising to serve as role models and promote inclusion in recruitment efforts. Depicting
inclusiveness inside the sector will enable viewers to relate and envision themselves in similar
roles. Research indicates that human interest narratives enhance involvement, shape public
opinion, and foster societal ideals (Figenschou et al., 2021; D. K. Leung & Lee, 2015;
Thorbjørnsrud & Ytreberg, 2020). Moreover, showcasing workers in ads highlighting their
completion of projects for the elderly and marginalized populations or their voluntary
contributions of time and expertise to community initiatives can foster goodwill and enhance the
industry’s reputation. Previous studies indicate that 66% of consumers are willing to pay more
for products or services from companies that demonstrate socially responsible community
engagement (Deep, 2023).

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Finally, media organizations should be involved to highlight the progress in construction
techniques, enhancements in safety, and sustainable building practices. Feature narratives that
link environmental and climatic issues with advanced technology contribute to overcoming
generational divides and engaging younger demographics (Barrios & Reyes, 2015; Coleman et
al., 2018; Dastider, 2019). Dabija and Bejan (2017) asserted that customers’ positive perceptions
of environmental protection in the sector will encourage them to seek companies that utilize
sustainable products, even if they are priced higher. The industry must devote time and resources
to improving relations with the media and position positive stories to bolster the industry’s image
for current and future workers.
Implementation and Evaluation Steps
The Level 4 objective or outcome is to quantify the long-term effects of a targeted media
campaign on the Texas construction workforce efforts to increase recruitment and retention. The
method for evaluating this objective is to compare recruitment and retention rates pre- and postcampaign to analyze the effectiveness of improving workforce numbers. Level 3 emphasizes
behavioral modification and aims to determine the shifts in public behavior to more openly
consider construction as a viable career option based on the media’s portrayal of the industry.
Denler et al. (2009) asserted that behavioral changes occur when taught through demonstration
and emulation. The approaches for assessing this objective are twofold. Initially, monitor the
number of applicants from younger demographics and marginalized groups, especially those
affected by the campaign, and evaluate how changes in the media representation of the sector
encourage new socio-demographics.
The Level 2 learning phase includes measuring awareness, appreciation, and media
coverage for the industry’s impact on the state’s economy, improvements in safety, and the

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diversity of its workforce. Positive expectations improve learning and motivation (Pajares,
2006). The methods for assessing this objective include administering pre- and post-campaign
surveys to measure alterations in participants’ understanding of the sector and its implications
and analyzing engagement with campaign materials through social media metrics, interactions,
and information retention. Finally, Level 1 is the initial reaction phase that includes assessing the
current industry workforce’s response to a public relations campaign highlighting the
construction’s positive aspects. Past research indicates that supporting and encouraging selfefficacy requires gathering feedback (Pajares, 2006). The methods for evaluating this objective
are to gauge impressions after the campaign’s launch, conduct surveys and focus groups with
workers, media representatives, and the general public, and then analyze the feedback on its
themes.
Recommendation 2: Promote Diversity and Inclusion (Behavioral Factor)
Bandura’s (1986) SCT proposes that environmental and personal factors influence
individual conduct. Perspectives on diversity and inclusion are often embedded in parental
influences and personal experiences, shaping an individual’s behavior toward various cultures,
races, ethnicities, age groups, and genders (Grindstaff, 2021). These attitudes can manifest in
exclusion, stereotyping, prejudices, and implicit biases (Walker & Wang, 2018). Survey
participants offered strongly worded, negative portrayals of Latinos in the industry. These
thoughts and perceptions may lead to behaviors that could include discrimination and
marginalization against a population segment vital to the Texas construction industry. Given the
industry’s ongoing challenges in recruiting and retaining a fully staffed workforce, there is a
need to address behavioral issues affecting the sector’s majority workforce.

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Identified Deficiencies and Needs
According to the Center for Construction Research and Training, Latinos accounted for
58% of the sector’s workforce. These numbers indicate that Latino responses constituted only
10% of this survey, indicating underrepresentation. The low participation rate aligns with studies
indicating Latinos’ hesitance to engage in research due to language obstacles, anxieties regarding
immigration status, and literacy difficulties (Arevalo et al., 2016; Rojo et al., 2024). Despite
Latinos’ low participation in this research, leaders must consider their importance to the industry.
Based on the responses to this research, racial tension and discriminatory practices are
prevalent in the state and its construction workforce. Several respondents called out this
demographic from the data, alleging their influence in driving down wages and taking work from
“legal” workers. Yet previous studies found Latinos suffer disproportionately from wage theft
and workplace injury (Fernández-Esquer et al., 2021; Hallett, 2017). The alleged discriminatory
treatment from the employer and the peer perspective is attributed to Latino’s reluctance to
advocate for fair treatment rooted in deportation fears, resulting in dual victimization
(Fernández-Esquer et al., 2017). Because the state borders Mexico, the issue of undocumented
worker treatment is exacerbated and in need of regulatory attention to safeguard the industry’s
majority stakeholders.
Collingwood and Gonzalez (2019) reviewed the 2017 Texas State Senate Bill 4 bill,
categorizing it as one of the country’s most hostile ant-sanctuary city laws. The study found
evidence that the opposition to immigration, specifically from Mexico, is less about crime
concerns and more about embodying a perceived threat of rapid Latino population growth. The
construction industry must address the diversity issues surrounding disparate pay ranges for

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minorities and women as both demographics earn less than their White male counterparts (Choi
et al., 2018; Shah et al., 2020; Shrestha et al., 2020).
Transformational Change Proposals
Several levels of authority must commit to change to progress in diversity and inclusion.
Regulatory measures should expedite the immigration process and minimize the time required
for hardworking individuals to start employment in America. Industry leaders and trade groups
must recognize the vital role of Latino workers, who represent most of the sector’s workforce,
and ensure their inclusion in industry activities. Business owners need to acknowledge that racial
wage disparity is well known in the industry and creates ill will at all levels, resulting in one
group being underpaid. At the same time, the others blame that group for undercutting jobs.
Creating a diverse and equitable workforce will broaden the talent pool to enhance the industry’s
recruitment strategies while creating an accepting culture for all.
Implementation and Evaluation Steps
The Level 4 objective or outcome is to measure the impact of diversity initiatives on
overall workforce culture and productivity. There are two methods for assessing this objective:
reviewing workforce diversity statistics and their association with retention rates and overall
productivity and tracking the long-term reduction in wage inequalities across various ethnicities.
Behavioral changes at Level 3 are quantified by monitoring reported instances of discrimination
or salary inequities and evaluating the participation of distinct groups in leadership and decisionmaking roles. Culturally appropriate behaviors are more likely to be adopted if their value is
understood and emphasized (Denler et al., 2009).
The learning step of Level 2 includes evaluating the understanding and adoption of
inclusivity and diversity principles. To support learning strategies, provide opportunities for

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learners to measure progress and adjust as needed (Denler et al., 2009). The suggested methods
for evaluating this objective are implementing post-training assessments to test knowledge
retention regarding diversity, equity, and inclusion and conducting follow-up interviews to
explore changes in awareness of discriminatory practices. The Level 1 reaction phase
encompasses assessing responses to workplace diversity initiatives, such as inclusive training
and campaigns. It emphasizes the advantages and applicability of learning and training in
individuals’ daily lives (Pintrich, 2003). Anonymous surveys must measure employee responses
to diversity initiatives and evaluate input from underrepresented groups regarding their perceived
value and inclusion.
Recommendation 3: Engage Younger Generations and Their Families (Personal and
Environmental Factors)
In SCT, personal factors and environmental influences interact dynamically and
reciprocally, each shaping and being shaped by the other (Bandura, 1977). This study’s
participants were consistent in the positive support of their career choice by family and the belief
that the younger generations are unfamiliar with the construction industry and, therefore, less
likely to choose it as a profession. Several respondents encourage more vocational and trade
courses in high school. Others view the younger generations as unmotivated and apathetic
toward physical labor. These sentiments add an environmental burden to more effective
recruitment and retention strategies.
Identified Deficiencies and Needs
This study established the family as the primary influencer and motivator in recruitment
and retention support for construction employees. Therefore, engagement with the younger
generations should begin with educating parents about the opportunities and value of a

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construction career. Nonetheless, previous research suggests that parents perceive vocational or
trade courses as a lesser form of education, adhering to outdated stigmas that shop classes are
designated solely for students considered unsuited for a 4-year college (Gauthier, 2020; Yi &
Nauk, 2024). Research by Escamilla et al. (2016) revealed that high school juniors in five Texas
cities identified familial disapproval as a significant obstacle to entering the profession. In
addition to parental disapproval of the business, high school students reinforce social views that
a job in construction is not an acceptable replacement for a college education (Buckner &
Bender, 2020).
Transformational Change Proposals
Schools and industry leaders should craft industry educational materials aimed at a dual
audience, students and parents, to heighten awareness of and engagement in the construction
field. Leaders in both areas should partner to promote vocational and trade programs, allowing
students to connect with role models in the field. They could also provide mentorships,
scholarships, and internships to equip students with practical experience in construction,
facilitating the development of skills and insights into career prospects in the industry.
To engage younger demographics, these leaders could design promotional materials
utilizing popular media like Instagram, Facebook, YouTube, and TikTok, featuring videos of
construction professionals conceptualizing and executing projects. Since younger generations
have grown up immersed in computers, smartphones, and online technologies, appealing to their
familiarity with technology by incorporating drones, robotics, and virtual design can effectively
capture their interest. The future of the Texas construction industry relies heavily on attracting a
new generation of engaged and interested workers.

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Implementation and Evaluation Steps
The Level 4 objective or outcome measures the long-term impact on workforce
recruitment from younger generations. The methods for evaluating this objective begin by
comparing recruitment figures before and after outreach programs, followed by assessing the
long-term retention and career progression of younger recruits in the industry. Behavioral
modifications begin at Level 3 by observing changes in student enrollment in vocational or trade
programs. Enhanced perceptual impacts result in heightened self-efficacy and positive
motivation (Pajares, 2006). To assess this objective, leaders should track enrollment in high
school and community college construction programs. Following that, they should monitor
involvement in industrial internships and apprenticeships.
The Level 2 learning phase includes assessing changes in perceptions regarding
construction careers among youth and their families. Progress begins with early instructional
support, and incremental and continuous enhancements reinforce it (Pajares, 2006). The methods
for gauging this objective involve conducting pre- and post-campaign evaluations to measure
shifts in attitudes toward vocational careers, followed by assessing school engagement in
vocational programs. The reaction phase at Level 1 assesses the response to outreach initiatives
targeting younger generations and their families. To support the positive implications of the
effort (Pintrich, 2003), focus groups and surveys would aid in gauging reactions from students
and parents about the industry’s value and then analyze social media interactions, likes, and
shares to assess engagement.

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Recommendation 4: Enhance Workplace Safety and Regulatory Balance (Personal and
Environmental Factors)
Another area of personal and environmental factors reciprocally impacting the Texas
construction workforce surfaced as an imbalance between the personal beliefs that the industry
must improve safety and respondents’ noting adamantly that regulatory requirements complicate
the workplace. They do not welcome further governmental involvement. Based on the physical
nature of the work, injury is an inherent risk associated with working with heavy machinery,
handling materials, or working at heights. Risk mitigation depends on adherence to safety
regulations. Without more job site enforcement and stronger regulatory policies, the workforce
will continue to be vulnerable to injury and death.
Identified Deficiencies and Needs
Respondents named increased workplace safety measures the third most crucial factor in
their long-term commitment to the industry. Similarly, injury risk was ranked the third most
significant factor for leaving the sector. These findings are consistent with past literature
highlighting industry safety risks and workforce concerns. Fard et al. (2017) published a study
based on an OSHA investigation of accidents in constructing modular and prefabricated
buildings. Of the 125 investigated injury cases, 39% resulted in death, 50% in hospitalization,
and 11% were non-hospitalized injuries. Texas focuses on the business climate, including a
regulatory structure to support companies. In a recent press release announcing the state was
named the Top Business Climate in America, the governor said, “We cut red tape, we have lower
taxes, and we have the best workforce in the United States” (Office of the Texas Governor, 2023,
para. 2). However, the state’s narrow focus on business could create an imbalance in employee
protection.

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Transformational Change Proposals
Environmentally, to increase employee safety protections while balancing business
support without excessive regulations, industry leaders should consider practicing self-regulation
with trade organizations funneling down to companies focused on adopting safety standards and
best practices that exceed government regulations. Collectively taking ownership of safety
protections will improve employee concerns while avoiding further governmental mandates.
Based on the industry’s heightened focus on employee jobsite protections, companies should
introduce mandatory safety training, including paths for achieving certifications for hazardous
recognition, proper equipment handling, and protocols for working at heights. Furthermore, selfregulation needs to continue on the job site through regular safety assessments conducted by
industry leaders before government authorities initiate investigations and possibly impose fines.
Industry leaders should explore the implementation of developing technology to monitor
and safeguard individual workers, taking into account personal aspects related to construction
site safety. Wearable devices may enhance employee health by monitoring real-time fatigue and
thermal stress. Intelligent personal protective equipment (PPE) advancements incorporate digital
monitoring technologies to safeguard workers from risk exposure. Staff safety incentives should
encompass financial incentives and reduced insurance costs for sustaining accident-free records.
The current cost of job site injuries and associated workplace absenteeism far exceeds the
collective expenditure of time and money to implement these proactive measures.
Implementation and Evaluation Steps
The Level 4 objective or outcome is to quantify the long-term reduction in workplace
injuries and regulatory infractions. The approaches to evaluating this objective are as follows.

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Initially, assess the decreases in occupational injuries, fatalities, and OSHA infractions.
Subsequently, quantify the cost reductions linked to a decrease in workplace accidents. Level 3
emphasizes behavioral modification to enhance safety compliance. Effective modification
strategies include modeling desired behaviors to enhance motivation and build positive selfefficacy (Pajares, 2006). The methods for evaluating this objective include tracking safety
incident rates, near-miss reports, and PPE use and evaluating the implementation of safety
practices during routine audits.
The learning step at Level 2 includes measuring the knowledge retention of safety
protocols among workers. Any new knowledge acquisition’s effectiveness depends on clear
directions, expectations, and associated implications (Tuckman & Monetti, 2009). The method
for evaluating this objective is to conduct post-training assessments and certifications to ensure
workers understand safety protocols and hazard recognition. The Level 1 reaction phase assesses
the initial responses to improved safety standards and self-regulation activities. An effective
method involves demonstrating to employees how to constructively change their physical and
social surroundings (Dembo & Eaton, 2000). To assess this objective, leaders could administer
safety climate surveys to collect employees’ views on new safety protocols and examine input
from industry leaders regarding the balance between safety and regulatory mandates.
Recommendation 5: Address Wage and Compensation Concerns (Personal and
Environmental Factors)
Personal motivations and perceptions heavily depend on the impact of environmental
factors and decisions. Compensation in the Texas construction industry was mentioned and
measured through data in several research areas. First, survey respondents ranked financial
consideration or anticipated pay as their primary motivator to join the industry. Similarly, they

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ranked higher wages as the most important factor in respondents’ motivation to remain in the
industry. Additionally, some raised wage disparities while others raised concerns about
demographics underbidding jobs, resulting in lower pay benchmarks across the industry. While
these concerns are personal, the answers lie in the environmental solutions.
Identified Deficiencies and Needs
Given that respondents are loyal to and predict a longer than average tenure in
construction, actionable steps for pay equality and uniform safety standards are key to workforce
retention. Much prior research has examined industry wage concerns, resulting in similar
findings: persistent disparities in pay based on race, ethnicity, and gender (Choi et al., 2018;
Jacobs et al., 2022; Ormiston et al., 2020). According to the U.S. Bureau of Labor Statistics
(2024), the median pay for a construction laborer or helper is $44,310, or $21.30 per hour. As of
October 2024, the City of Austin’s living wage was $21.63, placing the area’s entry-level
construction workers at risk of reliance on outside assistance to cover basic family needs (City of
Austin, Texas, n.d.). Further, hourly wage data from the U.S. Bureau of Labor Statistics (2024)
place Texas construction and extraction personnel 12% below the national average. In addition to
the monetary concerns highlighted in this research, the industry risks alienating the future
candidate pool for effective recruitment by offering less than attractive compensation.
Transformational Change Proposals
The environmental factors of industry compensation negatively impact the workforce’s
personal experiences. To address disparities and perceptions of inadequate compensation, the
industry should consider implementing consistent wage scales for positions within the sector.
Compliance with a standardized compensation framework will guarantee transparent and fair
employee pay, reducing demographic disparities and alleviating claims of underbidding.

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Industry leaders should establish uniform wage scales to mitigate discrepancies and
perceptions of insufficient compensation. Adherence to a consistent compensation system will
ensure transparent and fair wages for all employees, mitigate demographic differences, and
address allegations of underbidding. Consistent financial incentive strategies are necessary to
attract and retain the workforce. Incorporating signing bonuses, merit-based compensation
increases, and skill-oriented pay adjustments will enhance motivation and improve the industry’s
standing. Furthermore, firms want to investigate additional benefits for workers, such as health
insurance, retirement plans, and paid leave, to promote career longevity in the industry and
improve employee welfare. Given this sector’s economic importance to the state and the
acknowledged employment shortfall impeding growth, industry leaders should encourage state
government officials to implement tax incentives or subsidies to strengthen the viability of local
construction companies, thereby increasing financial resources for employee support.
Steps for Implementation and Evaluation
The Level 4 objective is to assess the long-term effects on retention, recruiting, and staff
satisfaction. The methods for analyzing this objective involve comparing retention rates and
recruitment success and evaluating overall worker satisfaction and productivity before and after
the implementation of wage reforms. The behavioral phase at Level 3 emphasizes monitoring
shifts in employee attitudes concerning retention and job satisfaction. Effective modification
requires modeling and demonstrating the expected behaviors (Mayer, 2011). Monitor
fluctuations in employee retention rates, especially within categories previously affected by
salary inequities—first, track changes in employee retention rates, particularly among
demographics previously impacted by wage disparities. Then, analyze job satisfaction scores
before and after wage adjustments.

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The Level 2 learning step includes understanding the new wage and compensation
structures. This step requires leaders to link learning strategies with increased performance
(Shute, 2008). Educational materials and sessions will explain the new wage standards to
employees and test their understanding through surveys or Q&A sessions. In Level 1, the
reaction phase, gauge employee reactions to wage standardization and compensation
improvements. Effective and balanced feedback depends on the openness to value strengths and
challenges (Borgogni et al., 2011). The methods for evaluating this objective are offering surveys
to assess initial reactions from employees and then gathering feedback from industry leaders on
the impact of standardized wage scales.
Summary
The recommendations section incorporated findings from this research and support from
past studies to offer overarching industry strategies to address the most pressing challenges in the
Texas construction industry. Progress toward these recommendations and their positive
outcomes associated with SCT’s personal, environmental, and behavioral factors heavily depend
on industry leaders’ proactive approach and commitment to change. By applying the Kirkpatrick
model (Kirkpatrick & Kirkpatrick, 2016) to the implementation and evaluation of these
recommendations, the industry can systematically assess the impact of each initiative on
recruitment, retention, and workforce development. The holistic nature of this approach ensures
that the strategies are both data-driven and adaptable to industry needs. This evaluation plan will
support the industry in overcoming its workforce challenges and foster sustainable growth for the
future.

126
Limitations and Delimitations
Acknowledging a study’s limitations and delimitations helps clarify the findings and
inform future research. Limitations are factors that could skew the interpretation of the results,
including issues relating to sample size, method, or potential biases (Merriam & Tisdell, 2016).
These issues often exist beyond the researcher’s control. Conversely, delimitations are
intentional choices the researcher makes to establish the study’s method, approach, and design,
such as selecting a specific demographic or geographic region studied (Merriam & Tisdell,
2016). These parameters intentionally narrow the research focus but may also limit the scope of
the conclusions.
This study utilized a mixed-methods approach to collect data using a combination of
quantitative and qualitative responses to various open- and closed-ended questions. The
participant group was broad, located in many cities, holding multiple occupations, and
represented a combination of present construction workers and individuals training for careers in
the field. The objective was to determine the personal, environmental, and behavioral factors
utilizing Bandura’s SCT to determine the underlying causes of the workforce shortage and
perceptions regarding the industry’s initiatives to address the deficit.
A limitation of this research is the lack of participation from the industry’s majority
demographic, Latino men. Although I offered the survey in English and Spanish, the proportion
of Latino respondents did not align with the demographic representation in the Texas
construction sector. While the study included a sufficient sample of 233 individuals, the data
failed to provide a proportional representation of the predominant demographic, which could
compromise the reliability and validity of the results (Creswell & Creswell, 2018). Further, the
inherent concentration demanded on a construction site and extended work hours may have

127
limited participants’ availability or willingness to participate in the survey. Similarly, the time
constraints may have affected the depth or accuracy of responses, the number of participants who
can finish the survey, or the overall data quality, presenting another possible limitation to the
study. Finally, as presented in the study’s findings, contradictory themes between quantitative
and qualitative responses could reduce the clarity of the results and complicate the interpretation
of the underlying concerns.
The delimitations identified in this study stem from the fundamental characteristics of the
research design. Because the data depended on an anonymous online survey, I did not interact
directly with survey participants, potentially limiting missing observational cues and nuances.
The study exclusively examined the Texas construction workforce, recognizing that the findings
may not apply to other states or regions with different regulations, economic situations, or
demographic factors. Another delimitation pertains to the survey’s target audience. The research
specifically focused on those presently employed or training in the sector. This eliminates
prospective employees or those who have left the industry, potentially limiting unique
perspectives about recruitment and retention difficulties.
By disclosing and acknowledging the limitations and delimitations associated with this
study, readers are offered clarity of the boundaries of the findings and enable the interpretation of
the results in the proper context, ensuring the study’s findings are accurately understood.
Recommendations for Future Research
Given the profound impact of the construction industry on the state’s economy,
infrastructure, and employment, it is imperative to conduct additional research. This research
will help identify the core challenges associated with the workforce shortage and strategies for

128
improving recruitment and retention in the sector. I recommend two areas for further research;
both are central to the industry and identified in the limitations and delimitations section.
First, this study underscores the significant presence of Latinos in the Texas construction
workforce. Their high concentration in the industry and the potential impact on retention
strategies are clear. However, the lack of proportional survey responses and data from this
demographic in the study is a concern. The findings of bias against this population group warrant
further research to understand the dynamics of the construction workplace culture and the
treatment of Latino workers. Past research has alleged wage theft by employers and a higher
incidence of job site injury for this demographic. This study’s findings reveal that peers blame
Latinos for undercutting wages in the industry. Therefore, additional research must focus on
studying the plight of Latino workers, particularly their treatment, earnings, and jobsite
protections. A specific focus should delve into the immigration status of Latino construction
workers and the associated impact on their ability to advocate for themselves based on legal
status.
Second, the industry’s efforts toward improved retention largely depend on younger
generations’ positive influences and beliefs. Past research established the growing focus on
college pursuits after high school and the waning interest in manual labor as a preferred
occupation by the youth. This study did not include research or associated data for anyone under
18. Therefore, the results do not represent that population’s input. However, respondents offered
strong negative perceptions of that group’s work ethic and lack of motivation to pursue careers
involving manual labor. Many respondents suggested that the secondary school curriculum
should include more vocational and trade courses. However, this suggestion does not address
whether the younger generation would be receptive to the industry classes, nor does it uncover

129
how these students perceive construction opportunities. Therefore, I recommend that future
researchers study the underlying personal, environmental, and behavioral factors influencing the
generation’s career path. Further, the research should aim to identify what factors would
motivate more interest by the younger generation to consider construction as a viable occupation.
Conclusion
In conclusion, this study confronts the workforce shortage in an often overlooked and
unappreciated industry. This sector has a stronghold over the long-term infrastructure viability of
explosive population growth and a hefty contribution to the state’s economy. However, it
appears to be an industry riddled with complexity and a workforce battling contradictory
motivations and influences. Despite the personal pride and loyalty to the industry evident in this
study, the workforce faces environmental concerns: compensation and safety concerns,
regulatory disdain, and an undesirable industry image. Further, some negative behavioral factors
surfaced in the form of biases or negative perceptions of certain racial groups.
According to a 2022 analysis by the National Association of Home Builders (NAHB),
61% of the construction workforce in Texas is Latino. While the industry openly acknowledges
the insufficient workforce and associated challenges, an underlying oppression exists against
Latino workers who encounter inequity from some company owners and industry leaders in the
form of disparate pay while also facing prejudice from some peers who openly condemn the
demographic for undercutting wages in the sector. Rittel and Webber (1973) defined this
multifaceted, interconnected, and complex issue where stakeholders disagree on the cause of the
issues as a wicked problem. The wicked problem in this study is the dual reliance on Latinos to
fill critical construction vacancies while mitigating the inequality against the demographic in

130
compensation, treatment, and heightened worksite injury. The construction industry is a sector at
odds with itself in its attempts to overcome workforce shortages.
Yet, for all its challenges, the construction industry provides societal value in building
and maintaining residences, business establishments, transportation networks, and public works
facilities. Moreover, the sector creates entertainment spaces such as sports stadiums, concert
halls, music venues, and museums, enriching the lives of Texans and underscoring its impact on
society.
In Texas, cities are known for and associated with their identifiable structures and
architectural design. San Antonio is known for the Alamo and the needle-like Tower of the
Americas. Houston’s downtown business skyline includes the Astrodome. Dallas is renowned
for the spherical observation, the Reunion Tower, and the Bank of America Plaza, outlined in
green neon lights. As the state’s capital city, Austin is recognizable by the Texas State Capitol,
which stands taller than the U.S. Capitol in Washington, D.C., and the University of Texas
Tower, a 307-foot symbol of the downtown university. Everywhere one looks are examples of
the handiwork and societal contributions of the industry and its workforce.
This research uncovers an industry facing conflicting perceptions and behaviors, which
threaten its long-term viability. Failure to address these issues places a critical threat to the
stability of the state’s infrastructure and associated economic impact. This study underscores the
urgency and need for immediate and comprehensive action to address the workforce shortage in
Texas’ construction industry. The sector has built our past and present. With the right steps, we
can ensure that the industry continues to build a prosperous future for the state. The personal,
environmental, and behavioral factors identified present complex challenges, but by taking

131
action now, we can create a positive future for an industry that provides enormous value to
society.
This study appeals to construction leaders, legislators, regulatory agencies, trade unions,
associations, schools, and the media to work together to elevate the industry’s image, safety, and
compensation. The findings call for a more accepting and inclusive workforce and for younger
generations to thoughtfully explore construction careers. This study identified the obstacles
limiting workforce growth through personal, environmental, and behavioral factors. It also
provides actionable recommendations, steps for implementation, and evaluation suggestions,
underlining the need for immediate action.

132
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Appendix A: Survey in English
My name is Carrie Angell Hurt. I am a doctoral student in the Organizational Change and
Leadership Program at the University of Southern California. Thank you for agreeing to share
your experiences within the Texas construction industry. My study aims to gather information
about the influences, experiences, and perceptions of construction professionals across the state
to better understand the factors contributing to the industry’s personnel shortages.
To start with, my interest in the construction industry is three-fold. First, I have chosen
this topic for my dissertation. However, my interest in construction began a long time ago. My
father and grandfathers retired from long careers in the construction industry in Texas as a means
to provide for their families. Finally, as the president of the Better Business Bureau, I work with
construction-related companies routinely and hope to share useful information with them through
my research.
Your input is anonymous. The survey will take about 10 minutes to complete. Thank you
ahead of time for your valuable input.
Section 1: Demographic Information
1. What is your race?
i American Indian or Alaska Native
ii Asian
iii Black or African American
iv Hispanic or Latino
v Native Hawaiian or Other Pacific Islander
vi White
vii Other; please explain

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viii Prefer not to say
2. What is your gender identification?
i Male
ii Female
iii Transgender
iv Non-binary/non-comforting
v Prefer not to respond
3. What is your age?
4. Which area do you primarily work in?
i Greater Austin area
ii Greater Dallas/Fort Worth area
iii Greater Houston area
iv Greater San Antonio area
v Other; please explain.
5. Choose which best describes you:
i I currently attend classes relating to the construction industry at a local
community college or trade school.
ii I am currently working in the construction industry.
6. Which of the following best describes your current or desired role in the construction
industry?
i Electrician
ii Plumber
iii Mason

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iv Carpenter
v Roofer
vi Drywaller installer
vii Painter
viii Laborer
ix Foreman
x Supervisor
xi Corporate officer/owner
xii Other; please explain
7. How long have you been employed in the construction industry?
i I am not currently employed in the construction industry.
ii Less than 1 year
iii 1–2 years
iv 3–5 years
v 6–10 years
vi 11–15 years
vii 16–20 years
viii 21–25 years
ix 26–30 years
x More than 30 years
Section 2: Personal Influences, Motivations, and Perceptions
8. Who influenced you to be interested in a construction career?
i Family

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ii Friends
iii Mentor
iv School
v Media, traditional or social
vi Other; please explain
9. To what extent were or are your family and friends supportive of your decision to
pursue construction as a profession?
i Not at all supportive
ii Slightly supportive
iii Neutral
iv Moderately supportive
v Very supportive
10. What motivated you to choose a construction career? Please rank in order from 1 – 5.
i. Money
ii. Work–life balance
iii. Industry image
iv. Opportunity
v. Stability
11. How many years do you intend to work in the construction industry?
i Less than 1 year
ii 1–2 years
iii 3–5 years
iv 6–10 years

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v 11–15 years
vi 16–20 years
vii 21–25 years
viii 26–30 years
ix More than 30 years
12. Rank from 1 (lowest) to 10 (highest) the reasons you would consider leaving or not
entering the industry.
i Retirement
ii Physical demands
iii Safety concerns
iv Work–life balance
v Job instability
vi Lack of satisfaction
vii Economic factors
viii Regulatory issues
ix Lack of diversity
13. Rank the importance of each factor that would most encourage you to pursue or stay
in the construction industry. Please rank from 1 (not important at all) to 10 (most
important)
i Higher wages
ii Better job security
iii Increased safety standards
iv Opportunities for advancement

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v More training and professional development
vi Enhanced benefits
vii Flexible work hours/work-life balance
viii Respectful work culture
ix Company reputation
x Improved public perception and media representation
14. Based on your current knowledge of the industry, how likely are you to recommend
construction as a profession to others?
i Very unlikely
ii Somewhat unlikely
iii Neutral
iv More likely
v Very likely
15. How do you think the general public perceives the construction industry as a career?
i Very negatively
ii Negatively
iii Neutral
iv Positively
v Very positively
16. To what degree do you agree or disagree with the following statement: I am proud to
work in construction.
i Strongly disagree
ii Somewhat disagree

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iii Neither agree nor disagree
iv Somewhat agree
v Strongly agree
17. To what degree do you agree or disagree with the following statement: I feel
respected for working in the construction industry.
i Strongly disagree
ii Somewhat disagree
iii Neither agree nor disagree
iv Somewhat agree
v Strongly agree
Section 3: Environmental Factors and Beliefs
18. What do you believe are the primary beliefs and influences contributing to the current
shortage of construction workers?
19. How do you think the construction industry is portrayed in the media, and how does
this portrayal align with your own experiences?
20. In your view, what is the general public perception of the construction industry, and
how does that perception motivate you?
21. How do government policies and industry regulations influence your day-to-day work
in construction?
22. What personal beliefs or values drive your commitment to working in the
construction industry?
23. How do you perceive the broader societal value of construction work, and how does it
align with your own beliefs?

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24. How do you perceive the work environment and culture within the construction
industry?
25. Have any environmental factors influenced your decision to enter or stay in the
construction industry?
26. In your own words, how could the construction industry improve workforce
recruitment and retention?
Thank you for completing this phase of the research. Your input is valuable to understanding
the personnel shortage in Texas.
My commitments to you:
● Your participation is voluntary, and you may withdraw consent anytime.
● Your identity within the research study and subsequent dissertation will be
anonymous.
● A copy of the dissertation will be provided to you following publication if you so
choose.
● Three participants who fully answer the survey will be eligible for a $100 Visa gift
card. The winners will be randomly chosen. The winners will be notified via email
and the gift cards will be sent following completion of this survey phase.
● Click here to enter the raffle. Only your email is required. (ADD LINK)
Sincerely,
Carrie Angell Hurt
University of Southern California, Rossier School of Education

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Appendix B: Survey in Spanish
Mi nombre es Carrie Angell Hurt. Soy estudiante de doctorado en el Programa de
Cambio Organizativo y Liderazgo en la Universidad de California Sur. Gracias por aceptar
compartir sus experiencias dentro de la industria de la construcción en Tejas. Mis estudios tienen
como objetivo recopilar información sobre las influencias, experiencias y percepciones de los
profesionales de la construcción en todo el estado para comprender mejor los factores que
contribuyen a la escasez de personal en la industria.
Para empezar, mi interés por el sector de la construcción es triple. Primero, he elegido
este tema para mi tesis doctoral. Sin embargo, mi interés por la construcción comenzó hace
mucho tiempo. Mi padre y abuelo se retiraron de largas carreras en la industria de la
construcción en Tejas como un medio para mantener a sus familias. Finalmente, como presidente
del Better Business Bureau, trabajo rutinariamente con empresas relacionadas con la
construcción y espero compartir información útil con ellas a través de mi investigación.
Su participación es anónima. La encuesta tardará unos diez minutos en completarse.
Gracias con anticipación por su valioso apoyo.
Sección 1: Información demográfica
1. ¿cuál es su raza u origen étnico?
i Indio americano o nativo de Alaska asiático
ii Asiático
iii Negro o afroamericano
iv Hispano o Latino
v Nativo de Hawái u otra isla del Pacífico
vi Blanco

195
vii Otro - por favor explique
viii Prefiero no decirlo
2. ¿Cuál es su identificación de género?
i Hombre
ii Mujer
iii Transgénero
iv No binario/no reconfortante
v Prefiero no responder.
3. ¿Cuál es su edad?
4. ¿En qué área trabaja principalmente?
i Área metropolitana de Austin
ii Área metropolitana de Dallas/Fort Worth
iii Área metropolitana de Houston
iv Área metropolitana de San Antonio
v Otros: por favor explique
5. Elige cuál le describe mejor:
i Actualmente asisto a clases relacionadas con la industria de la construcción en
un colegio comunitario o escuela de oficios.
ii Actualmente estoy trabajando en la industria de la construcción.
6. ¿Cuál de las siguientes opciones describe mejor su función actual o deseada en la
industria de construcción?
i Electricista
ii Fontanero

196
iii albañil
iv Carpintero
v Techador
vi Instalador de paneles de yeso (drywall)
vii Pintor
viii Obrero
ix Capataz
x Supervisor
xi Oficial corporativo/propietario
xii Otro - por favor explique
7. ¿Cuánto tiempo lleva empleado en la industria de la construcción?
i Actualmente no estoy empleado en la industria de la construcción.
ii Menos de 1 año
iii 1–2 años
iv 3–5 años
v entre 6 y 10 años
vi 11–15 años
vii 16–20 años
viii 21–25 años
ix 26–30 años
x Más de 30 años
Sección 2: Influencias, motivaciones y percepciones personales
8. ¿Quién le influyó para que se interesara en la carrera de construcción?

197
i Familia
ii Amigos
iii Mentor
iv Escuela
v Medios de comunicación, tradicionales o sociales.
vi Otro; por favor explique.
9. ¿En qué medida sus familiares y amigos apoyaron o apoyan su decisión de seguir la
construcción como profesión?
i No lo apoyan en absoluto
ii Apoyo ligero
iii Neutral
iv Apoyo moderado
v Mucho apoyo
10. ¿Qué le motivó a elegir la carrera de construcción? Clasifique en orden desde 1–5.
i. Dinero
ii. Equilibrio entre vida personal y laboral
iii. Imagen de la industria
iv. Oportunidad
v. Estabilidad
11. ¿Cuántos años piensa trabajar en la industria de la construcción?
i Menos de 1 año
ii 1–2 años
iii 3–5 años

198
iv 6–10 años
v entre 11 y 15 años
vi 16–20 años
vii 21–25 años
viii 26–30 años
ix Más de 30 años
12. Clasifique del 1 (más bajo) al 10 (más alto), las razones por las que consideraría irse o
no entrar en la industria?
i Jubilación
ii Demandas físicas
iii Preocupaciones de seguridad
iv Equilibrio entre vida personal y laboral
v Inestabilidad laboral
vi Falta de satisfacción
vii Factores económicos
viii Cuestiones regulatorias
ix Falta de diversidad
13. Clasifique la importancia de cada factor que más lo alentaría a perseguir o
permanecer en la industria de la construcción. Califique del 1 (nada importante) al 10
(lo más importante)
i Salarios más altos
ii Mayor seguridad laboral
iii Mayores estándares de seguridad

199
iv Oportunidades de avance
v Más formación y desarrollo profesional
vi Beneficios mejorados
vii Horarios laborales flexibles/equilibrio entre vida personal y laboral
viii Cultura de trabajo respetuosa
ix Reputación de la empresa
x Mejoramiento de la percepción pública y la representación en los medios.
14. Según su conocimiento actual de la industria, ¿qué probabilidades hay de que
recomiende la construcción como profesión a otros?
i Muy improbable
ii Algo improbable
iii Neutral
iv Más probable
v Muy probable
15. ¿Cómo cree que percibe el público en general la industria de la construcción como
carrera profesional?
i Muy negativamente
ii Negativamente
iii Neutral
iv Positivamente
v Muy positivamente
16. ¿En qué grado está de acuerdo o en desacuerdo con la siguiente afirmación: Estoy
orgulloso de trabajar en la construcción?

200
i Estoy totalmente en desacuerdo
ii Algo en desacuerdo
iii Ni de acuerdo ni en desacuerdo
iv Algo de acuerdo
v Muy de acuerdo
17. ¿En qué grado está de acuerdo o en desacuerdo con la siguiente afirmación: Me siento
respetado por trabajar en la industria de la construcción?
i Estoy totalmente en desacuerdo
ii Algo en desacuerdo
iii Ni de acuerdo ni en desacuerdo
iv Algo de acuerdo
v Muy de acuerdo
Sección 3: Factores y creencias ambientales
18. ¿Cuáles cree usted que son las principales creencias e influencias que contribuyen a la
escasez actual de trabajadores de la construcción?
19. ¿Cómo crees que se retrata la industria de la construcción en los medios y cómo se
alinea esta representación con sus propias experiencias?
20. En su opinión, ¿cuál es la percepción del público general sobre la industria de la
construcción y cómo le motiva esa percepción?
21. ¿Cómo influyen al diario las políticas gubernamentales y las regulaciones de la
industria en su trabajo en la construcción?
22. ¿Qué creencias o valores personales impulsan su compromiso de trabajar en la
industria de construcción?

201
23. ¿Cómo percibe usted el amplio valor social del trabajo de construcción y cómo se
alinea con sus propias creencias?
24. ¿Cómo percibe el ambiente y la cultura laboral dentro de la industria de construcción?
25. ¿Algún factor ambiental ha influido en su decisión de ingresar o permanecer en la
industria de construcción?
26. En sus propias palabras, ¿cómo podría la industria de la construcción mejorar el
reclutamiento y retención de la fuerza laboral?
Gracias por completar esta fase de la investigación. Su aporte es valioso para comprender
la escasez de personal en Tejas.
Mi compromiso con usted:
● Su participación es voluntaria y puede retirar su consentimiento en cualquier momento.
● Su identidad dentro del estudio de investigación y la tesis posterior será anónima.
● Se le proporcionará una copia de la tesis después de su publicación si así lo desea
elegir.
● Tres participantes que respondan completamente a la encuesta serán elegibles para un
regalo de $100 de tarjeta Visa. Los ganadores serán elegidos al azar. Los ganadores serán
notificados vía correo electrónico y las tarjetas de regalo se enviarán una vez finalizada
esta fase de la encuesta.
● Haga clic aquí para participar en el sorteo. Sólo se requiere su correo electrónico.
(AÑADIR ENLACE)
Atentamente,
Carrie Angell Hurt
Universidad del Sur de California, Escuela de Educación Rossier

Abstract (if available)

Abstract This study addressed the workforce shortage in the Texas construction industry, a sector often overlooked despite its pivotal role in sustaining the state’s economy and long-term growth projections. Applying social cognitive theory, the study explored the personal, behavioral, and environmental influences on 233 current and prospective industry workers. The study found substantial personal factors motivating the respondents, including personal pride, industry loyalty, and strong familial support. However, negative environmental factors, including safety concerns, insufficient salary, and industry reputation, deter potential recruits and hinder retention efforts. The study uncovered complex dynamics and contradictory views, such as generational and racial biases, affecting behavior and further complicating recruitment and retention efforts. Moreover, the respondents depicted an industry rife with unwanted regulatory interference, economic concerns, and immigration-related workforce disdain. Recommendations for industry leaders, policymakers, educational institutions, and media outlets are to implement a collaborative plan to enhance the industry’s image, improve safety standards, and adhere to consistent competitive compensation. Furthermore, the study underscores the importance of fostering an inclusive and diverse workforce to mitigate the labor shortage. Finally, the study offers actionable implementation and evaluation plans to address the pressing challenges the Texas construction industry faces, calling for immediate action to secure its future workforce and sustain its critical role in the state’s development and prosperity.

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Asset Metadata

Creator Angell, Carrie (author)

Core Title Factors fueling the Texas construction personnel shortage: a comprehensive examination of stakeholder views and influences

School Rossier School of Education

Degree Doctor of Education

Degree Program Organizational Change and Leadership (On Line)

Degree Conferral Date 2024-12

Publication Date 12/17/2024

Defense Date 12/17/2024

Publisher Los Angeles, California (original), University of Southern California (original), University of Southern California. Libraries (digital)

Tag Construction,Construction industry,industry image,OAI-PMH Harvest,recruitment,retention,Texas,Trades,workforce,workforce shortage

Format theses (aat)

Language English

Contributor Electronically uploaded by the author (provenance)

Advisor Yates, Kenneth (committee chair), Canny, Eric (committee member), Muraszewski, Alison (committee member)

Creator Email ca_hurt@yahoo.com,churt@usc.edu

Unique identifier UC11399EVHV

Identifier etd-AngellCarr-13700.pdf (filename)

Legacy Identifier etd-AngellCarr-13700

Document Type Dissertation

Format theses (aat)

Rights Angell, Carrie

Internet Media Type application/pdf

Type texts

Source 20241217-usctheses-batch-1229 (batch), University of Southern California (contributing entity), University of Southern California Dissertations and Theses (collection)

Access Conditions The author retains rights to his/her dissertation, thesis or other graduate work according to U.S. copyright law. Electronic access is being provided by the USC Libraries in agreement with the author, as the original true and official version of the work, but does not grant the reader permission to use the work if the desired use is covered by copyright. It is the author, as rights holder, who must provide use permission if such use is covered by copyright.

Repository Name University of Southern California Digital Library

Repository Location USC Digital Library, University of Southern California, University Park Campus MC 2810, 3434 South Grand Avenue, 2nd Floor, Los Angeles, California 90089-2810, USA

Repository Email cisadmin@lib.usc.edu