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1
Looker, E. Dianne. "Gender Issues in University: The University As Employer Of Academic And Nonacademic Women And Men." Canadian Journal of Higher Education 23, no. 2 (August 31, 1993): 19–43. http://dx.doi.org/10.47678/cjhe.v23i2.183160.
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This paper examines data from a small university in Atlantic Canada, focusing on the university as employer, in order to highlight one aspect of the impact of gender on universities. The data include official records on all employees, details from contracts and terms of employment, responses to questionnaires sent to all employees, and unstructured interviews conducted with university officials. Employees belong to one of six groups: faculty, librarians, professional and technical workers, secretarial-clerical workers, physical plant employees, and "non-classified". Working conditions and salaries vary across groups and within groups by step, rank or level. Women employees are concentrated in the secretarial-clerical group, one of two with restrictive working conditions. Women are more likely than men to be part-time employees, with few employee benefits. Men dominate the higher ranks of each group; women are concen- trated at the lower ranks. Regression analyses of salaries show that, even with controls for rank, seniority and education, women in each employee group tend to earn considerably less than their male colleagues. Responses to the questionnaire reveal that women report more gender discrimination and sexual harassment than do men. The analysis highlights the importance of developing structures to address issues of gender equity for all university employees.
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Marinelli, Melissa, and Kristy McGrath. "Female workforce participation in the Australian oil and gas industry—a global comparison." APPEA Journal 52, no. 2 (2012): 709. http://dx.doi.org/10.1071/aj11123.
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As the Australian oil and gas industry faces a continued shortage of skilled employees, increasing the representation of women in this industry is a business imperative. Economic success and competitive advantage may depend on attracting and retaining the skills of women. Research shows that a gender-diverse workforce can also be linked to improved business performance, innovation and corporate governance. While women make up 46% of the Australian workforce and more than 50% of university graduates, present statistics show that on average 13% of workers in the Australian oil and gas industry are women. This is a lower proportion than comparable industries in Canada and Norway: women make up 21% and 19% of workers, respectively. In Norwegian oil companies, this level is as high as 30% (4). This extended abstract briefly discusses the present research about women's retention and progression within the Australian resource sector. It outlines the initiatives being undertaken by government, industry bodies and organisations to increase the representation of women in the Australian sector, and comparable industries in Norway and Canada. This extended abstract concludes with a case study about the challenges and lessons learnt in establishing a corporate initiative to increase female participation at Clough Limited. Women@Clough is a professional forum established in April 2011 to improve the attraction, retention and progression of women in the Clough workforce. Strategies and key success factors in the establishment of the program are also examined.
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Adams, Tracey L. "Professional employees and professional managers: conflicting logics, hybridity, and restratification." Journal of Professions and Organization 7, no. 1 (February 27, 2020): 101–15. http://dx.doi.org/10.1093/jpo/joaa005.
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Abstract A plethora of studies have documented the changing nature of professional work and the organizations in which it takes place. Among the most documented trends are the emergence of managerial–professional hybrid workers and professional (re)stratification. Although the links between these two trends have been noted, their interconnections have not been fully explored. This article analyzes data from a mixed-methods study of professional engineers in Ontario, Canada, to explore the extent to which they experience conflicting logics, hybridity, resistance, and restratification. Findings indicate that many engineers could be classified as hybrid, as they see managerial roles as an extension of engineering. At the same time, many others see managers as oppositional to engineers, with different priorities. On the whole, there is evidence of restratification as the work experiences, professional attitudes, and responses to conflicting logics (hybridity or resistance) vary between managers and employees. This restratification has the potential to undermine professional unity.
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Babushko, Svitlana. "Comparative Analysis of Legislative Provision of Adult Education in the USA and Canada (Case Study: Professional Development of Tourism Employees)." Comparative Professional Pedagogy 4, no. 2 (June 1, 2014): 52–57. http://dx.doi.org/10.2478/rpp-2014-0019.
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Abstract Today Ukraine is in the process of establishing an integral base for adult education and the system of employees’ professional development. Hence, the research of the experience of the countries with a fixed, ramified, but integral system of normative and juridical documents in the above-mentioned fields can be of great use. Addressing to the USA and Canada is caused by the fact that in these countries the questions of vocational training and professional development of employees are juridically regulated. The article represents the results of the comparative analysis of legislative provision of professional development of employees in the USA and Canada in general, and tourism employees, in particular. Laws for analysis were taken from official sites of state and federal bodies. All of them have been systemized into 4 categories: laws on employment, on human resources, on vocational training and professional development, adult education. Common and different features of both countries have been defined. It has been determined that legislative bases of the USA and Canada are ramified and diverse, but at the same time they are integral and coherent. The analysis has shown that they have a lot of common features, similarity of normative and juridical documents, which is caused, mainly, by the geographical location of these countries, by the market economy which they both have, by similar social problems and common development trends. It has also been found out that Canada has a unique federal program EMERIT aimed at continuous learning of tourism employees and their professional development. The study of foreign experience allowed us to distinguish the progressive ideas to be applied to the development of Ukrainian legislative provision.
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Cranford, Cynthia J., Leah F. Vosko, and Nancy Zukewich. "The Gender of Precarious Employment in Canada." Articles 58, no. 3 (January 22, 2004): 454–82. http://dx.doi.org/10.7202/007495ar.
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Summary This article examines the relationship between gender, forms of employment and dimensions of precarious employment in Canada, using data from the Labour Force Survey and the General Social Survey. Full-time permanent wage work decreased for both women and men between 1989 and 2001, but women remain more likely to be employed in part-time and temporary wage work as compared to men. Layering forms of wage work with indicators of regulatory protection, control and income results in a continuum with full-time permanent employees as the least precarious followed by full-time temporary, part-time permanent and then part-time temporary employees as the most precarious. The continuum is gendered through both inequalities between full-time permanent women and men and convergence in precariousness among part-time and temporary women and men. These findings reflect a feminization of employment norms characterized by both continuity and change in the social relations of gender.
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Iram Parveen, Muhammad Uzair-ul-Hassan, and Humaira Zainib. "Professional and Social Adjustment of Women Employees in Higher Education Institutions: A Regional Perspective." Research Journal of Social Sciences and Economics Review (RJSSER) 2, no. 1 (March 18, 2021): 343–51. http://dx.doi.org/10.36902/rjsser-vol2-iss1-2021(343-351).
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To safeguard the rights of women for professional and social adjustment in a society, higher education institutions can play a vital role. This study was designed to find the factors that affect the professional and social adjustment of women employees concerning gender discriminating culture in higher education institutions. Women employees from 4 universities were conveniently taken as a sample of the study. The sample size was (n=160). Inferential statistics; t-test and one-way ANOVA were used. The study concluded that women employees were satisfied with: recruitment and selection process; assignment of wages; workload; leaves rules; promotion process; dealing of head and professional development practices, while, they were not satisfied with: duty hours; career development; decision-making process, existing co-working environment and social adjustment. No effect of age, qualification, designation except experience on professional as well as on social adjustment was significantly observed.
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Biese, Ingrid, and Marta Choroszewicz. "Opting out: professional women develop reflexive agency." Equality, Diversity and Inclusion: An International Journal 38, no. 6 (August 19, 2019): 619–33. http://dx.doi.org/10.1108/edi-06-2018-0097.
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PurposeWhile previous research on opting out has been mainly about women who leave their careers altogether, the purpose of this paper is to follow a broader definition of opting out to investigate the process and experience of women developing agency as they leave masculinist career patterns to adopt alternative career solutions.Design/methodology/approachBuilding on an interdisciplinary framework and a narrative approach, this paper analyses the opting out and in processes of women managers in Finland and the USA.FindingsThis paper demonstrates four micro-strategies that the women used to develop individual agency in their processes of opting out of masculinist career models and opting in to alternative solutions for work. These micro-strategies are redefining career success, transcending boundaries, renegotiating working conditions and keeping in touch with professional networks.Practical implicationsOrganisational leaders can use the knowledge of the strategies that empower women in their opting out processes when making decisions regarding working practices. In order to retain their employees, organisations should be supportive of employees’ individual agency and their participation in developing work structures, as well as providing more opportunities for two-way blurring between work and family instead of the current one-way blurring where work spills over to family life, increasing work-family conflict.Originality/valueThis paper develops a framework to better understand women’s agency during the process of opting out of corporate careers and opting in to solutions like part-time work and self-employment, deepening the current understanding of these solutions and presenting the micro-strategies they use to develop reflexive agency.
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N D, Sowmya, and Preetham D. "An Empirical Analysis of Work Life Balance: A study on women employees in Banking Sector." YMER Digital 21, no. 07 (July 18, 2022): 691–703. http://dx.doi.org/10.37896/ymer21.07/55.
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In the current world, women are working in almost all the type of jobs demonstrating that there is no gender difference in work. Work-life balance is one of the supreme challenging issues being encountered by the women employees in the 21st century. Work- life balance means the extent to which the employee feels contented and have his or her needs fulfilled in both professional and personal faces of life. In the recent time the issue of work-life balance has gained more concern due to the reason that an individual’s work life and personal life may present contradictory demands, while demand from both the spheres are equally important. This problem is more prominent among female employees. The research is made on the current issues of work-life balance of women bank employees to find the factors influencing their work life balance. The study is based on both the public and private sector bank employees positioned as clerk, cashier and officers. Bank employees deal with a wide variety of population daily at their working schedules. The study focuses on the causes and consequences of imbalance on the basis of demographics, Rewards, Career Development factors, family and HR factors to look at the challenges associated with managing professional and personal life of women employees of the banking sector. Keywords: Banking, Professional Life, Women Employees, Work-life balance
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Burke, Ronald J. "Sources of Job Satisfaction among Employees of a Professional Services Firm." Psychological Reports 78, no. 3_suppl (June 1996): 1231–34. http://dx.doi.org/10.2466/pr0.1996.78.3c.1231.
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Sources and levels of job satisfaction among employees of a large professional services firm were examined. Data were collected from 829 women and 766 men using anonymously completed questionnaires. The sample reported being only moderately satisfied. The men, who were at significantly higher organizational levels than the women, reported significantly greater job satisfaction. When hierarchical level was controlled, these differences disappeared. Women and men at higher organizational levels were more satisfied than those at lower levels. Implications for management and organizations based on the pattern of findings are drawn.
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Rathanaswami, Kiruthika, Enrique Garcia Bengoechea, and Paula Louise Bush. "Physical Activity in First Generation South Asian Women Living in Canada: Barriers and Facilitators to Participation." Women in Sport and Physical Activity Journal 24, no. 2 (October 2016): 110–19. http://dx.doi.org/10.1123/wspaj.2015-0019.
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The aim of this study was to understand the physical activity (PA) experiences of South Asian women employees and their perceptions of new immigrant South Asian women in regards to barriers and facilitators to participation. This was examined using an interpretive description approach where similarities and differences between South Asian Women’s Centre employees and their perception of new South Asian immigrants were explored. Eight South Asian women employees (Mean age = 45.57 years) working at a South Asian Women’s Centre in Canada participated in this study. Five South Asian women employees participated in a focus group, three in an individual interview and one participant from the focus group took part in a follow-up interview to better understand their PA experiences. Barriers found included: family responsibilities, upbringing, feeling guilty, immediate living environment, clothing, cost, and location of activity. PA facilitators found included: help at home, cultural sports events, group support, female only programs, design of PA facilities, health and self-image benefits, providing PA for children at the same time as adults and collaborations. The main differences found between South Asian Women’s Centre employees and their clients concerned time, language and their partners. For this population of women, programs need to be affordable, close to home, female only and allow their own choice of clothing. The results suggest the importance for those working with South Asian women to take into consideration the many factors between the individual and the environment that may inhibit or facilitate PA behavior change in this population.
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Vdovina, Margarita V. "Professional Role Functions of Women in Social Service: Results of a Sociological Survey in Moscow." REGIONOLOGY 29, no. 4 (December 30, 2021): 933–55. http://dx.doi.org/10.15507/2413-1407.117.029.202104.933-955.
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Introduction. Women predominate among the employees in the social service sector, they occupy various positions and perform relevant functions, but the specifics and problems of their work have not been sufficiently studied. Based on the materials of the conducted sociological survey, the article analyzes how social workers perform the main work tasks, how well they manage to combine professional role functions with family ones, which contributes to their satisfaction with their work. Materials and Methods. The applied research, conducted by the author in the autumn of 2020 in Moscow, used official documents, statistical data, her own sociological survey, and a comparative analysis of the results of secondary empirical studies. 107 employees of state social service organizations took part in the survey, almost equally representing the management staff, specialists, and ordinary employees. This made it possible not only to generalize various status and gender positions regarding the role of women in the implementation of social service in the relevant institutions, but also, based on the results of the analysis, to suggest possible ways to improve the professional qualifications of female employees for more effective implementation of their work functions. Results. A comparison of the responses of representatives of different status and gender groups showed that the range of professional functions of the object of this research is quite wide: from the head to the service personnel, from working with documents to providing specific social services to various groups of people in need or in a difficult life situation. At all the levels, women are represented in accordance with their professional and personal qualities. However, according to the self-assessment, combining professional and family responsibilities is most difficult for a female senior or middle-level manager. Discussion and Conclusion. The author proposes to create conditions for optimizing the workload, for preventing physical fatigue and emotional burnout of women providing social services, as well as for effective combining their professional roles with family ones, and for professional development. The article will be useful to employees providing social services, those who specialize in the field of gender issues of employment, senior personnel of the social protection system of the population at the regional level, teachers engaged in further vocational education.
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Samborskyi, Oleksandr, A. Samiilenko, M. Mikhailiuk, and Vadym Melnyk. "SOCIO-DEMOGRAPHIC FACTORS OF EMPLOYEES’ PROFESSIONAL MOBILITY AT UKRAINIAN ENERGY ENTERPRISES." Financial and credit activity problems of theory and practice 3, no. 44 (July 10, 2022): 308–16. http://dx.doi.org/10.55643/fcaptp.3.44.2022.3716.
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The article is devoted to the comparative analysis of the career growth dynamics, inherent to employees with different socio-demographic characteristics (women and men, persons involved and not involved in parental responsibilities) according to data on Ukrainian energy companies. To assess such dynamics, indicators of speed and amplitude of progress in the levels of the skill-occupational hierarchy have been developed. Comparing these indicators for different socio-demographic groups of staff (identical in other factors of career dynamics), the authors obtained comparative characteristics of the career opportunities, created by enterprises in the energetic sector for women and men, persons involved and not involved in parenting.In particular, women are significantly inferior to men in the dynamics of their careers, which is manifested in two main aspects, for which there is a formal confirmation of the statistical significance of differences:1) the share of women working in energy companies who do not make any transition to a higher qualification level (career amplitude is "0" for 10 - 20 years of work at the enterprise) is much higher than the share of men with similar stagnation career;2) During their employment at the energy company, women make on average a much smaller number of transitions to a higher level of occupational-skill hierarchy and face a much longer period of waiting for the next promotion.Employees of energy companies involved in childcare have even higher averages of the amplitude and speed of their careers than all respondents and respondents who are not involved in parenting. This can be explained by the greater career ambitions of people who have started family life and taken responsibility for the children.
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DAVYDYUK, О. О. "Integration of Women Into Law Enforcement Agencies in Ukraine: the Sociological Dimension." Demography and social economy, no. 4 (December 15, 2021): 116–33. http://dx.doi.org/10.15407/dse2021.04.116.
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The article reveals the main trends in the process of feminization of law enforcement agencies in Ukraine, the sociological study describes the features and contradictions of women’s professional activities in force structures and the state of gender stereotypes and guidelines of men and women in law enforcement agencies. The article aims to identify the socio-psychological consequences of increasing the number of women in force law enforcement agencies and the nature of the relationship between the formed views on the role and place of women in law enforcement agencies and the relationship between women and men in this professional environment. To achieve this goal, a sociological survey was conducted, during which 784 employees of law enforcement agencies of Ukraine were interviewed (46.9 % women; 52.7 % men). The novelty lies in the definition of the main types of sexism in the professional environment of law enforcement agencies, it is also established that in modern conditions of formation of the gender structure of Ukrainian law enforcement agencies, stereotypes and directives based on patriarchal notions are predominant in employees of both genders that determine the recognition of lower and more limited professional abilities of female employees, and in this regard, their auxiliary (contractual) role position in all types of professional activities of law enforcement agencies. At the same time, the tendency of transformation of gender stereotypes and attitudes is revealed, which is determined by the strengthening of egalitarianism and weakening of traditional stereotypes and attitudes of employees of both sexes. It was found that the resource of gender tolerance (when the respondent clearly indicated that gender does not matter) in force structures is in the range of 40-60 %, depending on the question. Respondents (both men and women) showed situational gender flexibility, using both traditionally male (masculine) and female (feminine) models in assessing the professional environment of law enforcement agencies for gender equality. It is determined that women rate their abilities, competence, efficiency in force structures higher than men. Characterization of the processes of feminization in force structures is necessary to make timely and adequate efforts to remove or mitigate the emerging contradictions.
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Ganesh*, Dr C. Naga, Dr Nagaraja P, and P. Sumalatha. "Work Life Balance of Women Employees of it Sector during Remote Working." International Journal of Management and Humanities 5, no. 7 (March 30, 2021): 62–65. http://dx.doi.org/10.35940/ijmh.g1267.035721.
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In this paper, an endeavor has been made to track down the professional and the personal difficulties and enhancers for work life balance among working women during work from home through a study of 100 ladies working in the IT area in India. The primary difficulties in professional life were discovered to be expanded working hours, travel time from home to work place, and additional tasks engaged by them. Where as in personal life, the primary anxieties were blame from elders for not being taken care of family. Most of the women would incline toward adaptable planning, flexi-time, and strong spouse, family, and companions just as a climate helpful for work at the workplace.
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Shan, Hongxia. "Complicating the entrepreneurial self: professional Chinese immigrant women negotiating occupations in Canada." Globalisation, Societies and Education 13, no. 2 (November 4, 2014): 177–93. http://dx.doi.org/10.1080/14767724.2014.934069.
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Suárez, Mario I., Mollie T. McQuillan, Harper B. Keenan, and Lee Iskander. "Differences in Trans Employees’ and Students’ School Experiences." Educational Researcher 51, no. 5 (June 2022): 352–58. http://dx.doi.org/10.3102/0013189x221100834.
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Little is known about the professional experiences of trans school workers. This brief describes the demographic characteristics of a non-random sample of 296 trans PK–12 school workers (i.e., teachers, administrators, staff) in the United States and Canada and reports their workplace experiences and the structural and social supports for trans employees compared to trans students. The analysis suggests that although most respondents are satisfied with their role, they experience high levels of discrimination and harassment, and there is a lack of administrative guidance for trans staff compared to trans students. The brief concludes with a discussion of the implications for school leadership and policy.
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Burke, Ronald J. "Management Practices, Employees' Satisfaction and Perceptions of Quality of Service." Psychological Reports 77, no. 3 (December 1995): 748–50. http://dx.doi.org/10.2466/pr0.1995.77.3.748.
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Economies in the industrialized world have increasingly moved from manufacturing to service industries. This study examined correlations between measures of management practices, employees' satisfaction, and perceptions of service quality among employees of a large professional services firm. 1608 women and men provided data by questionnaire completed anonymously. Employees describing management practices more favorably and employees reporting more positive affective responses perceived the firm as providing higher quality service and products to clients.
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Kowalczyk, Agnieszka. "Determinants of professional burnout of special school employees." Special School LXXXIII, no. 4 (October 31, 2022): 269–81. http://dx.doi.org/10.5604/01.3001.0016.1028.
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The aim of the research was to diagnose the phenomenon of professional burnout of special school employees. The research was conducted among employees of special schools in the Opolskie Voivodeship. The method used in the research was a diagnostic survey. The research tool was selected by adapting the Maslach's occupational burnout questionnaire for the research purposes. Considering all three dimensions of professional burnout, the results of the research show that the dominant group is the group of people with a low level of emotional exhaustion, low depersonalization and a high level of reduced sense of personal achievements. In all three dimensions of professional burnout, no statistically significant difference was observed between women and men working in special schools. Age, professional experience and the degree of professional promotion are factors correlating with emotional exhaustion and risk factors increasing the depersonalised approach to their charges. Special school teachers work at different levels of education, but this is not related to the professional burnout. The number of subjects they teach influences the symptoms of the burnout process. Employees of special schools are not a burned out group because none of the respondents meets the criterion of full-blown professional burnout, i.e. has a high level of emotional exhaustion, a high level of depersonalization and a reduced sense of personal achievements. At the same time, they are a group with a very reduced sense of personal achievements, as it is declared by as many as 98.10% of the respondents. Therefore, actions should be taken to change the perception of employees and teachers about their work or to look at the criteria that are used to evaluate (or self-evaluate) their work. If a different method of research were used, the conclusions could be slightly different, even completely different.
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Bashkireva, Tatiana, Anastasia Bashkireva, Alexander Morozov, Larisa Baykova, and Natalya Ermakova. "Functional behavior of workers and employees in the industrial disaster prevention system." E3S Web of Conferences 217 (2020): 08003. http://dx.doi.org/10.1051/e3sconf/202021708003.
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The study of the functional behaviour of workers and employees in the industrial disaster prevention system is a relevant research topic. Situations related to the human factor require the development of psychodiagnostic techniques that are sensitive to the state of the body and ensure the safety of the production process. Our research results show that men aimed at solving production problems solve them faster, more efficiently than they solve women faster, and more efficiently than women do. Men focused on emotions, experience significantly more emotional burnout in professional activities. Most men and women working in the workplace have an average level of coping with stress. In male workers, in fulfilling professional tasks, stable adaptation arises. They often find themselves in various extreme conditions/situations than male employees and contributes to the resistance of workers to a complex of stress factors of various nature.
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Akimova, Anna Yu, Elena N. Vasilyeva, and Oksana M. Isaeva. "Women in the structure of the Russian Boxing Federation: professional motivation and connection with psychological well-being." National Psychological Journal 41, no. 1 (2021): 149–59. http://dx.doi.org/10.11621/npj.2021.0112.
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Background. Russia is the world leader in the number of women who are members of management bodies in top achievements sports. At the same time, the professional motivation of women engaged in boxing activities and its connection with psychological well-being have not yet been object of a special study. However, targeted management of staff motivation could help to increase their professional efficiency, satisfaction with their performance in the professional sphere and, as a result, achieve sustainable psychological well-being. Objective. To study the peculiarities of professional motivation of women who are employees of the Russian Boxing Federation (RBF), and its connection with psychological well-being. Design. The survey involved 39 women aged 23 to 59 who hold positions in the FBF. The tools used were: the Questionnaire of professional motivation by E. Desi and R. Ryan (adapted by Osin E., Ivanovа T., and Gordeevа T.), and the Questionnaire of psychological well-being by K. Riff (adapted and modified by L.V. Zhukovskaya and E.G. Troshikhina). Results of the study made it possible to determine the attractiveness factors of activities in the FBF: the main ones are “interest in activities,” “opportunities for professional development”, and “team”. Internal professional motivation dominates, which is consistent with the data on the attractiveness of the activities performed in the RBF due to interest in it, the possibility of personal development, a sense of psychological well-being from the process and the results of activities. Positive correlation of autonomous professional motivation with psychological well-being has been established. Conclusion. The data obtained made it possible to describe the peculiarities of professional motivation of women-employees of the Russian Boxing Federation and its connection with psychological well-being.
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Burke, Ronald J. "Benefits of Promotion within a Professional Services Firm." Psychological Reports 76, no. 3 (June 1995): 859–66. http://dx.doi.org/10.2466/pr0.1995.76.3.859.
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This study examined perceived benefits of promotion by employees in a single large professional services firm. Women and men ( N = 1608) completed questionnaires anonymously. Respondents indicated the three main benefits of promotion to the next higher organizational level from a list of eight. Few differences between women and men and between organizational levels were found. The most common benefits were increased salary, personal satisfaction, and more interesting work; working with more senior managers and partners and higher status were the least common benefits of promotion. Possible reasons for these ratings as well as implications for career-development management and organization are offered.
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Baroroh, Laila, Purbayu Budi Santosa, and Muliawan Hamdani. "PENGARUH MOTIVASI DAN KOMPETENSI PROFESIONAL TERHADAP KINERJA PEGAWAI DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MODERASI ( Studi pada Pegawai Dinas Pemberdayaan Perempuan dan Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten." Magisma: Jurnal Ilmiah Ekonomi dan Bisnis 5, no. 1 (January 13, 2017): 38–46. http://dx.doi.org/10.35829/magisma.v5i1.4.
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The purpose of this study is to examine and analyze the influence of motivation and professional competence on employee performance moderated organizational commitment to employees of the Department of Women Empowerment, Child Protection, Population Control and Family Planning Batang District. The population in this research is all employees of Department of Women Empowerment and Child Protection, Population Control and Family Planning Batang Regency which amounted to 113 people. The sampling technique used is the census method. The data were collected through questionnaires. Hypothesis testing in this research is done by multiple linear regression analysis. Based on the results of the study note that work motivation positive effect on employee performance. Professional competence has a positive effect on employee performance. Organizational commitment has a positive effect on employee performance. Organizational commitment moderates the influence of competence on employee performance. Organizational commitment moderates the influence of professional competence on employee performance.
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Vojtek, Ivo, Vanessa Palsenbarg, and Joe Smyser. "65. Vaccine Confidence, COVID19, and the Influence of Peer Networks." Open Forum Infectious Diseases 7, Supplement_1 (October 1, 2020): S164. http://dx.doi.org/10.1093/ofid/ofaa439.375.
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Abstract Background An increased appreciation for vaccines could be expected due to COVID-19. However, surveys show a polarization in opinions with about 20% of Americans preemptively rejecting any COVID-19 vaccine, partly due to inconsistent risk communication. While Health Care Professionals (HCPs) will be heavily relied upon to encourage uptake of a COVID-19 vaccine and 70% of Americans receive their vaccine information from HCPs, 84% also rely on peer networks. Understanding that HCPs have an important, but not exclusive, influence on health decision making can signal a new approach. This study provides data on where women, the main decision-makers regarding immunization in most families access information about vaccination. Methods Through an online survey conducted in UK, Brazil, Germany, Italy and Canada from 10 to 19-March 2020, we collected data on where, and from whom, women aged 25–54 years access information about vaccination. We set 1000 respondents/country quotas to reflect regional differences with data weighted as necessary. Results 5,036 women who met inclusion criteria responded: from the UK (1,003), Brazil (1,002), Germany (1,008), Italy (1,007), and Canada (1,016). Though most likely to receive vaccination info via their HCP: in Germany, women are least likely to be influenced by HCPs, with those aged 25–34 years more likely to turn to family members or online sources; in the UK, they are more likely to find info via a health authority’s website; and in Brazil, they are more likely to see info in traditional media and on Facebook. Only 50% ranked vaccine efficacy and disease risk in the Top 5 factors influencing their vaccine decisions, alongside the opinion of an HCP, recommendation of a Public Health Authority and impact of the disease. Conclusion HCPs, families and peers are important sources of info regarding vaccination. COVID-19 is unlikely to improve vaccine confidence as the issue becomes increasingly polarized and communications more inconsistent. We can respond by investing in health promotion and harmonized communications through peer networks. Since caregivers, their families and peers have increased weight in vaccination decisions, then they should have increased weight in preventive health strategies. Disclosures Ivo Vojtek, PharmD, PhD, MSc, FRSM, RPh, GSK Vaccines (Employee, Shareholder) Vanessa Palsenbarg, MA, GSK Vaccines (Employee, Shareholder) Joe Smyser, PhD, Public Good Project (Board Member, Employee)
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Yap, Margaret, Wendy Cukier, Mark Robert Holmes, and Charity-Ann Hannan. "Career Satisfaction: A Look behind the Races." Articles 65, no. 4 (February 9, 2011): 584–608. http://dx.doi.org/10.7202/045587ar.
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Previous studies have largely focused on the career success of white employees (Heslin, 2005). Using recent survey data, this paper examines the career satisfaction levels of white/Caucasian and visible minority managerial, professional and executive employees in the information and communications technology [ICT] and financial services sectors in corporate Canada. Given that the demographic makeup of organizations in Canada is drastically changing with the aging population and the increasing participation of visible minorities in the labour force, it is crucial for managers and organizations to understand their employees’ level of career satisfaction. Studies have found that employees who are more satisfied with their careers are more engaged and thus are more likely to actively contribute to the organization’s success (Peluchette, 1993; Harter, Schmidt and Hayes, 2002). Findings from this paper showed that the average career satisfaction scores were lower for visible minority employees than for white/Caucasian employees. In addition, variations were found between white/Caucasian employees and Chinese, South Asian and Black visible minority employees. While Black employees were 13.0% less satisfied than white/Caucasian employees, Chinese employees were only 8.3% less satisfied than their white/Caucasian counterparts, and the difference between South Asian and white/Caucasian employees was found to be insignificant. Decomposition analyses show that over 58% to 82% of the difference in career of satisfaction scores, depending on the ethnic group, can be accounted for by factors included in this paper. Of the unexplained portion, most of the differences in career satisfaction between white/Caucasian and minority groups are attributable to higher returns to white/Caucasian employees’ human capital and demographic characteristics.
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Burke, Ronald J. "Organizational Tenure and Cultural Values: Does Familiarity Breed Contempt?" Psychological Reports 81, no. 1 (August 1997): 288–90. http://dx.doi.org/10.2466/pr0.1997.81.1.288.
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This study examined the relationship of organizational tenure and perceptions of cultural values among employees at four hierarchical levels in a single large professional services firm. Data were collected from 1608 women and men using anonymously completed questionnaires. Organizational tenure was related to perceptions of cultural values only among professional staff; professional staff having longer organizational tenure had more negative perceptions of cultural values.
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R, Dr Sunitha. "Work life balance of women employees of teaching faculties in karnataka state." Journal of Management and Science 10, no. 4 (December 31, 2020): 40–42. http://dx.doi.org/10.26524/jms.10.9.
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The role of working women has changed throughout the world due to economic conditions and social demands. This has resulted in a scenario in which working women have tremendous pressure to develop a career as robust as their male counterparts while sustaining active engagement in personal life. The ever- increasing work pressure is taking a toll on the working women leaving them with less time for themselves. The increasing responsibilities on the personal front with the technological blessings like advanced mobile phones, notepads, etc. that keeps work life integrated with personal life also creates stress on personal and professional fronts in this knowledge age. This affects the person’s physical, emotional and social well-being. Thus, achieving work life balance is a necessity for working women to have a good quality of life. This paper is an attempt to explore the tough challenges faced by working women in maintaining a balance between their personal and professional life. The various factors affecting the work-life balance of married working women have been examined in this study. The tool used for the study is the manual on work–life balance of The Industrial Society (now the Work Foundation) by Daniels and McCarraher. Data were subjected to descriptive statistics and it was found that the problems faced by the working women of ts in terms of work-life balance are quite high. The results also indicate that the work-life balance of individuals affect their quality of life.
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Burke, Ronald J. "Career Priority Patterns among Managerial Women: A Study of Four Countries." Psychological Reports 86, no. 3_suppl (June 2000): 1264–66. http://dx.doi.org/10.2466/pr0.2000.86.3c.1264.
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This research examined career priority patterns among samples of managerial and professional women in Bulgaria, Canada, Norway, and Singapore. Data were collected using questionnaires. Women in all four countries shared similar career priority patterns, endorsing patterns that combined both career and family.
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Burke, Ronald J. "Career Priority Patterns among Managerial Women: A Study of four Countries." Psychological Reports 86, no. 3_part_2 (June 2000): 1264–66. http://dx.doi.org/10.1177/003329410008600334.2.
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This research examined career priority patterns among samples of managerial and professional women in Bulgaria, Canada, Norway, and Singapore. Data were collected using questionnaires. Women in all four countries shared similar career priority patterns, endorsing patterns that combined both career and family.
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Livingstone, D. W. "Proletarianization of Professional Employees and Underemployment of General Intellect in a "Knowledge Economy": Canada, 1982–2016." Labour / Le Travail 84, no. 1 (2019): 141–66. http://dx.doi.org/10.1353/llt.2019.0035.
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Zhigulina, M. A., and A. N. Kononov. "Professional Burnout as an Object of Research in Psychological Science." Bulletin of Irkutsk State University. Series Psychology 35 (2021): 29–44. http://dx.doi.org/10.26516/2304-1226.2021.35.29.
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The article presents the original periodization of the study of professional burnout based upon the analysis of Russian and foreign studies. 338 employees working for social welfare facilities of the Southern Administrative District of Moscow (251 women, 87 men, age of participants ranged from 22 to 64 years old, the average age was 44,9±10,7 years old) have been examined. The Spearman’s rank of correlation coefficient has revealed significant links at the level p≤0,01 and helped form 4 groups: general work satisfaction; job satisfaction; employees’ relationship satisfaction; a fully functioning person. The study revealed key relations among professional burnout of professional social workers, the level of work satisfaction, and indices of a fully functioning person.
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Balamurugan, G., and M. Sreeleka. "A STUDY ON WORK LIFE BALANCE OF WOMEN EMPLOYEES IN IT SECTOR." International Journal of Engineering Technologies and Management Research 7, no. 1 (February 22, 2020): 64–73. http://dx.doi.org/10.29121/ijetmr.v7.i1.2020.499.
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Work life balance of women employees plays the major role because they have to manage their personal life for their good quality of life. The employee’s satisfaction is based on the employee to be happy and deliver the level best. Even in the Worst scenario the employee is very loyal to their organization because of the employee Satisfaction. The quality of life is based on the professional life of each and every women employee who are coming forward to support to their family. The problem of the women employee’s face is health condition, Pregnancy discrimination, Sexual harassment, no equal pay, etc. This paper says that how the women employees are balanced and Satisfied in IT sector and the factors that affect the work life balance of women employees are working hours, Job satisfaction, working condition, etc. and find out the women employee job satisfaction were analyzed by using statistical method that is Chi-square and Correlation test.
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Campos-García, Irene. "Wellbeing of female employees: What workplaces do women love?" Intangible Capital 18, no. 3 (November 22, 2022): 469. http://dx.doi.org/10.3926/ic.2046.
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Purpose: Previous research has highlighted that employee wellbeing in the workplace is closely linked to equity, achievement, and interactions. However, gender inequality in employment opportunities, work-life imbalance, the gender pay gap, and the existence of the glass ceiling are workplace realities and generate failures that can reduce women’s happiness and wellbeing. Based on the theories of organisational justice, affective events, and transactional stress, this research attempts to identify the initiatives or actions that can act as true levers to promote equality and to contribute to the creation of inclusive and enchanting workplaces for female employees.Design: This study was carried out using the Delphi method. The panel consisted of a group of Spanish experts from the academic and professional fields who had close relationships with the topic of research.Findings: Parity objectives and flexibility measures are actions that can be effective in achieving gender equality in companies. Factors related to equitable, fair, and non-discriminatory treatment are the main determinants of female wellbeing in the workplace. The quality of female employment and having leaders capable of creating inclusive environments increases the attractiveness of organisations for women.Originality/value: This research yields interesting findings on the responsibility and role of companies in fulfilling the demands of female employees and in making women fall in love with the workplace. It may be especially relevant in the COVID-19 scenario.
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Polushkina, Anna O. "Information technologies in corporate training: trends and approaches." RUDN Journal of Informatization in Education 18, no. 3 (December 15, 2021): 238–47. http://dx.doi.org/10.22363/2312-8631-2021-18-3-238-247.
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Problem and goal. Within the framework of the study, based on the data of the Workplace Learning Report study, specialists from the USA, Canada and other countries, the transformation of corporate training over the past decades was analyzed, the main problems and challenges of companies/enterprises in the process of additional professional training of employees and ways to solve them were identified. The main problems of corporate training at the present time, as in the past, include budget deficit and search for free intervals in the schedules of employees for educational sessions. And the solution was the growth of online training, the use of online platforms, which made it easier to find time in the sche- dule of employees for training, create opportunities for flexible editing of educational content, and for managers it was easier to evaluate additional professional training thanks to the control tools built into online platforms. Methodology. However, it turned out that not all age categories of employees are ready to expand online training: older age workers prefer traditional or mixed training, as opposed to young people. Results. The study found that the degree of digitalization correlates with the size of the company: the comparative effectiveness of digital tools for additional professional education increases with the scale of the system in which they are applied: a deployed digital educational platform requires very few resources to expand to new branches and employees, rather than classical educational formats that require personal participation of teaching staff. Conclusion. The main trends in the development of corporate training in the coming years are described.
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Draper, London. "Pregnant Women in the Workplace." AAOHN Journal 54, no. 5 (May 2006): 217–25. http://dx.doi.org/10.1177/216507990605400505.
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The Bureau of Labor Statistics reported in 2001 that 51% of married women return to the work force before their children are 1 year old (Rojjanasrirat, 2004). Women's roles in the United States are rapidly changing, and the workplace environment is also changing to meet the added demands of women in the work force. Many women assimilate the multiple roles of wife, mother, and working professional into a cohesive unit; however, this is often difficult. Occupational health nurses play a vital role advocating for women in the work force. A critical area of advocacy (and education) focuses on providing necessary support to pregnant employees.
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Latif, Ruby, Wendy Cukier, Suzanne Gagnon, and Radia Chraibi. "The diversity of professional Canadian Muslim women: Faith, agency, and ‘performing’ identity." Journal of Management & Organization 24, no. 5 (May 21, 2018): 612–33. http://dx.doi.org/10.1017/jmo.2018.18.
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AbstractThis article examines how identities are constructed and performed by a sample of Muslim women in the Canadian workplace. This research will provide new insights on how Muslim women disclose or ‘perform’ their identities in different contexts. This study will build upon previous research on identity construction of ethnic minorities in the workplace and intersectionality and the workplace experiences of Muslim women by conducting interviews with 23 professional Muslim women in Canada. The findings have important implications for understanding Muslim women’s identity work in broader contexts of discrimination, as well as accommodation and inclusion in organizations.
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Prati, Francesca, Michela Menegatti, Silvia Moscatelli, Corine Stella Kana Kenfack, Sara Pireddu, Elisabetta Crocetti, Marco Giovanni Mariani, and Monica Rubini. "Are Mixed-Gender Committees Less Biased Toward Female and Male Candidates? An Investigation of Competence-, Morality-, and Sociability-Related Terms in Performance Appraisal." Journal of Language and Social Psychology 38, no. 5-6 (April 23, 2019): 586–605. http://dx.doi.org/10.1177/0261927x19844808.
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The present research investigated the spontaneous reference to the criteria of competence, morality, and sociability in descriptions made by professional committees evaluating female and male employees’ work performance. We examined whether professional committees used different criteria in their performance appraisal of male and female employees and how gender of committee members influences this outcome. The evidence showed that men were primarily evaluated on the basis of their competence, while women were evaluated on the basis of their performance in all the three (evaluative) criteria. Interestingly, using mixed compared with same gender committee members resulted in higher use of competence-related terms rather than sociability and morality ones, regardless of gender of employees. Overall, the evidence reveals that mixed-gender committees provide similar appraisals of male and female employees based on competence, suggesting that they might be an effective way to reduce gender bias in the performance appraisals.
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Veilleux, Catherine, Nardin Samuel, Han Yan, Victoria Bass, Rabab Al-Shahrani, Ann Mansur, James T. Rutka, Gelareh Zadeh, Mojgan Hodaie, and Geneviève Milot. "Cross-sectional analysis of women in neurosurgery: a Canadian perspective." Neurosurgical Focus 50, no. 3 (March 2021): E13. http://dx.doi.org/10.3171/2020.12.focus20959.
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OBJECTIVEAlthough the past decades have seen a steady increase of women in medicine in general, women continue to represent a minority of the physician-training staff and workforce in neurosurgery in Canada and worldwide. As such, the aim of this study was to analyze the experiences of women faculty practicing neurosurgery across Canada to better understand and address the factors contributing to this disparity.METHODSA historical, cross-sectional, and mixed-method analysis of survey responses was performed using survey results obtained from women attending neurosurgeons across Canada. A web-based survey platform was utilized to collect responses. Quantitative analyses were performed on the responses from the study questionnaire, including summary and comparative statistics. Qualitative analyses of free-text responses were performed using axial and open coding.RESULTSA total of 19 of 31 respondents (61.3%) completed the survey. Positive enabling factors for career success included supportive colleagues and work environment (52.6%); academic accomplishments, including publications and advanced degrees (36.8%); and advanced fellowship training (47.4%). Perceived barriers reported included inequalities with regard to career advancement opportunities (57.8%), conflicting professional and personal interests (57.8%), and lack of mentorship (36.8%). Quantitative analyses demonstrated emerging themes of an increased need for women mentors as well as support and recognition of the contributions to career advancement of personal and family-related factors.CONCLUSIONSThis study represents, to the authors’ knowledge, the first analysis of factors influencing career success and satisfaction in women neurosurgeons across Canada. This study highlights several key factors contributing to the low representation of women in neurosurgery and identifies specific actionable items that can be addressed by training programs and institutions. In particular, female mentorship, opportunities for career advancement, and increased recognition and integration of personal and professional roles were highlighted as areas for future intervention. These findings will provide a framework for addressing these factors and improving the recruitment and retention of females in this specialty.
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Miotto, Giorgia, and Sandra Vilajoana-Alejandre. "Gender equality: a tool for legitimacy in the fast fashion industry." Harvard Deusto Business Research 8, no. 2 (July 15, 2019): 134. http://dx.doi.org/10.3926/hdbr.244.
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Gender equality is an extremely important issue for all businesses, nevertheless the fast fashion industry, which targets mainly the female population, faces major challenges related to women wellbeing and labor rights, employees professional and personal development. The objective of this paper is to analyse how three leading fast fashion companies include gender equality in their sustainability reports as part of their communication strategy and as a tool for legitimations. The main findings show that fast fashion industry focuses the communication based on gender equality issues explaining the improved working conditions and professional development opportunities for the female employees from all around the world along the entire Supply Chain Management.
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Witkowska, Dorota. "Childcare and eldercare and Polish employees’ remunerations." Przegląd Statystyczny 66, no. 2 (December 30, 2019): 125–41. http://dx.doi.org/10.5604/01.3001.0013.7609.
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Providing care for one’s relatives is always a sacrifice, which, aside from the reduction of income, often entails the worsening of one’s professional position and, consequently, a lower pension in the future. The aim of the paper is to establish if the phenomenon of the loss of income by family caregivers (care penalty) is observable in the Polish labour market, and if it is, whom it affects. The research was carried out on the basis of the data from the Polish Labour Force Survey (LFS) 2009Q1. Factors affecting employees' income were identified using regression models which contained explana-tory variables describing the employees and the structure of their families as well as the characteristics of their workplaces. The analysis was performed separately for all the respondents, according to the respondents’ sex, and for female employees aged 25–54. The parameters of the models of monthly and hourly wages which used various sets of variables reflecting the family structure were estimated using the OLS method. Introducing variables representing the structure of households made it possible to observe that both the phenomena of the loss of income by working mothers (motherhood penalty) and of the loss of income by caregivers of elderly relatives (eldercare penalty) do apply to the Polish labour market. The study also demonstrated that the reduction of caregivers' income, especially that of the caregivers of the elderly, affects mostly women aged 25-54. The results of the research indicate that a vast number of Polish families function according to the traditional model, where it is mostly women who combine the role of a caregiver with their professional career.
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Androsyuk, Viacheslav, and Oksana Voloshina. "Primary socialization as a formation factor of gender stereotypes of professional activity of the security sector employees of the Ministry of Internal Affairs of Ukraine." Law Review of Kyiv University of Law, no. 4 (December 30, 2020): 26–29. http://dx.doi.org/10.36695/2219-5521.4.2020.02.
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The article displayed the results of a legal and sociological study of some gender-related problems in the security sector of theMinistry of Internal Affairs of Ukraine. A survey of employees of the National Police of Ukraine, the National Guard and the State BorderGuard Service revealed the most relevant phenomena of gender inequality and intolerance in the relationship between women andmen within the scope of their official duties and in everyday life. The study proved the absence of a critical state of gender-related problemsin the security sector of the Ministry of Internal Affairs of Ukraine, not only in the everyday life of employees, but also at theplace of execution of official duties. In particular, almost all of the interviewed employees, women and men, support the opinion aboutequal opportunities in professional development, and more than half of the male law enforcement officers believe that women and menwith the same qualifications will cope with their official duties equally well. Also, the majority of respondents feel quite comfortableworking with female colleagues not only at the same level of subordination, but also under the guidance of female colleagues. At thesame time, 40 % of the women surveyed stated that they and their colleagues face certain forms of discrimination within the securitysector. The overwhelming majority of both men and women counteract sexual harassment among workers in the sector, since half ofthe women surveyed reported their experience of sexual harassment or actions of a sexual nature in public places. That’s why, 80.5 %of men and 94.3 % of women among the polled law enforcement officers support the need to adopt a law that would recognize sexualmisconduct or sexual harassment in public places as a crime. In the families of security sector employees, one in five women experiencedphysical violence by a partner, and 10.3 % of men admitted to having committed it. The role of the experience of primary socializationof security sector employees in childhood in the formation of inadequate gender stereotypes is stated. The necessity of implementationof legal, organizational, personnel, psychological and pedagogical measures for the prevention of gender problems in theactivities of the Ministry of Internal Affairs of Ukraine is substantiated on the basis of an adequate perception of human rights, mutualrespect and tolerance.
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Elizabeth, Hartney. "Evaluation of a public service Coaching Summit as an organisational professional development activity." Coaching Psychologist 17, no. 1 (June 2021): 48–57. http://dx.doi.org/10.53841/bpstcp.2021.17.1.48.
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Introduction:This article outlines the key findings of an evaluation of a Coaching Summit, which took place as a professional development activity in the public service of a province in Western Canada. The summit provided a combination of coaching learning opportunities through formal presentations and facilitated experiential exercises, with direct experiences of coaching practice focused on specific areas of focus relevant to public service work.Methods:Borton’s (1970) framework guiding reflective activities was used to develop a ‘what – so what – now what?’ approach to reflective activities used in evaluating the summit. This was used to develop questionnaires, which included five-item Likert scales, which were completed for all presentations and activities. Qualitative data were collected confidentially through open-ended comment sections on the questionnaires, and on a large wall mural.Results:The findings show that the summit was an effective approach to employee engagement for participants, introducing the practice of coaching through experiential professional development, and providing a positive impact on work through tools and ideas for improving team functioning.Discussion:The findings were consistent with coaching research with public service employees in other jurisdictions, in particular, the role of coaching in developing trust within the organisation. Limitations include the self-selected nature of the participants who attended the summit and those who provided written evaluations.Conclusion:The Coaching Summit format is a promising approach to engaging employees in a large public service organisation and can provide coaching-oriented professional development opportunities to a large number of employees in a relatively intimate setting.
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Sandoval-Lucero, Elena, Tamara D. White, and Judi Diaz Bonacquisti. "Mentoring and Supervision for Women of Color Leaders in North American Higher Education." International Journal of Bias, Identity and Diversities in Education 5, no. 1 (January 2020): 18–45. http://dx.doi.org/10.4018/ijbide.2020010102.
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Reflecting on their mentoring and supervision experiences as Latina and Black women leaders in higher education, this article proposes that Women of Color employees are more effective when supervisors give them space to draw upon their own rich histories and cultural wealth in their professional lives. Viewed through the lens of Relational Cultural Theory, which grew out of the work of Jean Baker Miller and colleagues providing culturally relevant, affirmative supervision is a growth-fostering experience for both employee and supervisor. The tenants of RCT include authenticity, growth-fostering relationships, mutual empathy, and mutual empowerment as aspects of supervision that are particularly effective for employees with multiple intersected identities working in higher education spaces. The authors make recommendations for supervisor training that would allow supervisors to draw upon the cultural capital of their diverse employees to provide healing from oppression and build resilience through validation of cultural assets and approaches to leadership.
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Blace, Nestor Pabiona. "The Relevance of Public Administration Education: Towards Professional Development of Men and Women in Public Organizations." Public Administration Research 4, no. 2 (October 28, 2015): 52. http://dx.doi.org/10.5539/par.v4n2p52.
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<p>This study investigated several factors on the need and continuing relevance of the public administration education. Primary data were gathered through the questionnaires administered to the Maser in Public Administration (MPA) graduates, their immediate heads, and their co-employees. The data gathered were analyzed through frequency distribution, percentage, mean and t-test. <br />The findings of the study revealed that the degrees earned by the respondents before taking the MPA degree vary. This implies that the decision to enroll in the MPA degree is not determined by the degrees that they possess, but by their employment in the government agencies or institutions. The findings further revealed that the MPA degree earned by the graduate-respondents had helped them in terms of job advancement, promotions and movement in employment. The knowledge, skills and values that the respondents should acquire and practice as government employees have been inculcated in them through the public administration education that they pursued.</p>
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Folke, Olle, Johanna Rickne, Seiki Tanaka, and Yasuka Tateishi. "Sexual Harassment of Women Leaders." Daedalus 149, no. 1 (January 2020): 180–97. http://dx.doi.org/10.1162/daed_a_01781.
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Sexual harassment is more prevalent for women supervisors than for women employees. This pattern holds in the three countries we studied – the United States, Japan, and Sweden – where women supervisors are between 30 to 100 percent more likely to have been sexually harassed in the last twelve months. Among supervisors, the risk is larger in lower- and mid-level positions of leadership and when subordinates are mostly male. We also find that harassment of women supervisors happens despite their greater likelihood of taking action against the abuser, and that supervisors face more professional and social retaliation after their harassment experience. We conclude that sexual harassment is a workplace hazard that raises the costs for women to pursue leadership ambitions and, in turn, reinforces gender gaps in income, status, and voice.
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Johnson, Elizabeth R., and Katherine A. Tunheim. "Understanding the Experiences of Professional Women Leaders Living and Working in Sweden." Advances in Developing Human Resources 18, no. 2 (April 11, 2016): 169–86. http://dx.doi.org/10.1177/1523422316641894.
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The Problem Women working across the globe have struggled to achieve positions of leadership while also taking parental leave, accessing affordable child care, and maintaining work–life balance. Alternate models are needed, in particular those relevant to the development and retention of women in the workplace. The Solution Scandinavia is leading the world in gender equality (World Economic Forum). Of these progressive Nordic countries, the United Nations Commission has identified Sweden as one of the best countries in the world for women to live and work (World Economic Forum). The purpose of this article is to gain a deeper understanding of the lived experiences of professional women leaders living and working in Sweden. The Stakeholders With implications for employee retention and pay equity, this research may be useful for human resource development professionals, leadership developers, and educators. It may also be informative to women across the globe, hoping to learn how other countries treat and support their female and male employees, especially during parental leaves.
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Chaudhary, Gargi, and Dr Ashok Dr. Ashok Kumar. "Study of Work-Life Balance of Women Journalists in Print Media Industry." Technoarete Transactions on Advances in Social Sciences and Humanities 1, no. 1 (February 24, 2022): 1–4. http://dx.doi.org/10.36647/ttassh/01.02.a001.
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Balancing work and life is a major challenge for female media journalists these days. This research paper is an attempt to study the working life balance of women journalists in the media industry. Female journalists work long hours without enough rest, which creates a difficult environment for them to maintain a balance between personal and professional life. Therefore, achieving a working life balance in the print media industry is a requirement for working women to have a good standard of living. The study was conducted with a systematic questionnaire of 50 female respondents to get their perspective so they know the balance between work and health This study analyzed the impact of work-life balance of women journalists on their personal and professional lives. It also discussed how managers should set specific goals that will help female employees balance their personal and professional lives. This paper is an attempt to explore the complex challenges that working women face in maintaining a balance between their personal and professional lives. This study examined various factors that affect the working life balance. The results also show that the working life balance of women journalists affects their quality of life. Keyword : Balance of working life, personal health, professional health Media Industry, Technology, Female Journalists. Time Management.
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Townsend, Janice A., Marcio A. da Fonseca, Tobias E. Rodriguez, and Charles W. LeHew. "Gender Differences in Pediatric Dentistry Chairs in the United States and Canada." Journal of Clinical Pediatric Dentistry 44, no. 5 (September 1, 2020): 323–31. http://dx.doi.org/10.17796/1053-4625-44.5.6.
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Objective: To analyze gender differences in personal and professional demographics, job perceptions and work satisfaction between male and female pediatric dentistry academic leaders in the United States and Canada. Study Design: A 40-question survey was sent electronically to department chairs requesting information about demographics, current circumstances of the position, professional history, and opinions about the position. Data was analyzed by the sex of the respondent. Results: Eighty-eight surveys were distributed electronically and 55 chairs responded (response rate: 62.5%). Women comprised 29.5% of the sample, were younger and had less leadership training than men. Men had served longer in the position (t(41)=2.02, p=0.05) and had higher ranking academic titles. Women spent more time managing personnel (p=0.026), creating courses and programs (p=0.029), and teaching (p=0.006) than men. Female chairs perceived to have a difficult relationship with the faculty (p=0.027), felt they received less faculty support (p=0.002), and were significantly more dissatisfied in the job (p=0.037). Men were more stressed about a heavy workload than women (p=0.001). Conclusion: Gender was significantly related to the demographics, experience, perceptions of the skills and abilities required for job performance, time management and job satisfaction for pediatric dentistry department chairs in American and Canadian institutions.
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Mishra, Deepti, Sushma Mishra, and Sofiya Ostrovska. "Women’s Professional Career and Culture: Software Organizations in India." SAGE Open 12, no. 1 (January 2022): 215824402210821. http://dx.doi.org/10.1177/21582440221082135.
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In this work, we conduct an investigation on perspectives and existing barriers for women trying to pursue a career in the Indian software industry. The study is focused on three dimensions: organizational policies and practices, workplace environment, and social-familial factors. Another goal is to compare the perception of male and female software professionals concerning the impact of these dimensions on the careers of female software professionals. The study reveals that formally organizations provide gender-neutral policies, and currently the emphasis needs to be placed on their implementation. It has been observed that, on the whole, there is a favorable work environment and unbiased attitude toward female software employees. At the same time, we conclude that, despite significant progress, hurdles - mainly coming from the society and family traditions—still exist restraining flourishing careers of women in the software sector.
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Escartín, Jordi, Denise Salin, and Álvaro Rodríguez-Carballeira. "Conceptualizations of Workplace Bullying." Journal of Personnel Psychology 10, no. 4 (January 2011): 157–65. http://dx.doi.org/10.1027/1866-5888/a000048.
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Two studies were conducted to examine the significance of gender for how employees define workplace bullying and how severe they rate different forms of bullying to be. The first study showed that female employees emphasized emotional abuse and professional discredit more than male employees in their definitions of bullying, while men emphasized abusive working conditions more than women. The second study showed that female employees rated the severity of many types of negative acts as somewhat more severe than men did. These studies question the prevailing assumption that bullying is a gender-neutral phenomenon and instead provide converging support for the notion that perceptions of bullying are gendered. The discussion addresses implications for interventions and HR practice.
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Small, Gillian, and Gillian M. Raab. "On-the-Job Training in Scotland: Its Contribution to Social Exclusion." Journal of Adult and Continuing Education 8, no. 2 (May 2003): 132–46. http://dx.doi.org/10.7227/jace.8.2.2.
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Recent results from the Scottish Household Survey show that at any one time over 18 per cent of Scottish employees are engaged in some form of on-the-job training. The majority of this training is unaccredited and is not recorded in any official education statistics. Overall rates for men and women are similar. After initially high rates of training for the youngest employees, rates for men decline steadily whereas those for women remain stable into middle age, perhaps as a result of retraining for returners. The employees who receive most on-the-job training are full-time, in managerial or professional occupations and already have some formal qualification. The self-employed, the part-time, the unskilled and the unqualified miss out. Training on-the-job could have a role in promoting social inclusion for the least-advantaged employees. But more research is needed to learn what training is being delivered and what policy levers could be pulled to influence who receives it.