Abstract

The purpose of this qualitative case study was to assess the training needs of journeyed lineworkers (JLs) in a Texas-based electric utility company by identifying gaps between organizational training programs and the training JLs perceived they need for technical skill development, career development, and workplace safety. Two research questions examined how JLs perceive training in relation to skills, safety, and career development and what training programs they need to support those areas. I collected data from 50 complete survey responses, 29 open-ended survey responses, 17 semi-structured interviews, 10 field observations, and nine organizational documents. I analyzed Likert-scale survey responses descriptively and analyzed interviews, open-ended survey responses, field observations, and organizational documents thematically. I then triangulated evidence across sources to interpret the findings. I identified five themes: training experiences and delivery needs, technical skills development, organizational structure, support, and barriers, career development and professional growth, and workplace safety training. I found that JLs valued apprenticeship and safety training but experienced post-apprenticeship development as less structured, unevenly communicated, and insufficiently aligned with evolving technical, career, and safety demands. I identified needs for field-relevant technical training, refresher training, equipment familiarization, troubleshooting support, clearer career pathways, stronger support for JL-led OJT, and applied safety learning. HRD implications emphasize post-apprenticeship development as an interconnected, transfer-supported learning process.

Date of publication

2026

Document Type

Dissertation

Language

english

Persistent identifier

http://hdl.handle.net/10950/5099

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