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Articoli di riviste sul tema "Women in workforce"

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Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 1 febbraio 2022

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1

Faidah, Suzan Nabeel, e Saddiga Al-Ghalib. "The Challenges Saudi Women Faced at the Workforce". International Journal of Psychosocial Rehabilitation 24, Special Issue 1 (28 febbraio 2020): 28–35. http://dx.doi.org/10.37200/ijpr/v24sp1/pr201130.

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Broderick, Elizabeth. "Women in the Workforce". Australian Economic Review 45, n. 2 (giugno 2012): 204–10. http://dx.doi.org/10.1111/j.1467-8462.2012.00682.x.

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Hartman, Rosanne L., e Emily G. Barber. "Women in the workforce". Gender in Management: An International Journal 35, n. 1 (25 gennaio 2020): 92–118. http://dx.doi.org/10.1108/gm-04-2019-0062.

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Purpose While women perform as well as their male counterparts at work, women are drastically underrepresented in the onboarding process to senior leadership. The link between occupational self-efficacy and the role it may play in how men and women make decisions about work has not been done. The purpose of this study is to examine potential differences of occupational self-efficacy, career aspirations and work engagement between women and men. Design/methodology/approach Online surveys were created and sent out as emails and on social network sites including Facebook, Twitter and LinkedIn. Findings Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace. Further, there was no statistically significant difference between occupational self-efficacy and work engagement between men and women. However, men were found to have statistically significantly higher career aspirations than women do. Research limitations/implications While men and women do not differ in occupational self-efficacy or work engagement, men do have higher career aspirations than women do. Although women may believe they can accomplish challenging tasks in the workplace, it does not mean this belief is acted upon. Practical implications The study highlights the importance of occupational self-efficacy and its relation to career aspirations. Individuals who are high in occupational self-efficacy may set their own path in advancing within their career. However, individuals who are low or moderate in occupational self-efficacy may require further encouragement and development using additional resources as a catalyst for advancement guidance. While no differences were found between men and women in occupational self-efficacy, human resource practitioners should develop those individuals who are low or moderate in occupational self-efficacy with coaching, training and/or mentoring to build leadership capacity, increase self-efficacy and career-planning acumen. Social implications Men and women behave differently when seeking career advancement and in their career aspirations. For men, advancement is linked to performance whereas women use a multi-pronged approach focusing on preparing for career success and building role competency. Differences in strategy for advancement mean men will actively engage in behaviors to advance even when they do not have the knowledge or experience to perform in the new role. Conversely, women seek to feel competent in a work role prior to seeking it out. Finding ways to mentor women toward higher self-efficacy for their next career advancement will benefit organizations overall. Originality/value Research examining the role of occupational self-efficacy and its relation to career aspirations does not exist in comparing men and women.

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Haughton, Betsy, e Alexa George. "The Public Health Nutrition workforce and its future challenges: the US experience". Public Health Nutrition 11, n. 8 (agosto 2008): 782–91. http://dx.doi.org/10.1017/s1368980008001821.

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AbstractObjectivesTo describe the US public health nutrition workforce and its future social, biological and fiscal challenges.DesignLiterature review primarily for the four workforce surveys conducted since 1985 by the Association of State and Territorial Public Health Nutrition Directors.SettingThe United States.SubjectsNutrition personnel working in governmental health agencies. The 1985 and 1987 subjects were personnel in full-time budgeted positions employed in governmental health agencies providing predominantly population-based services. In 1994 and 1999 subjects were both full-time and part-time, employed in or funded by governmental health agencies, and provided both direct-care and population-based services.ResultsThe workforce primarily focuses on direct-care services for pregnant and breast-feeding women, infants and children. The US Department of Agriculture funds 81·7 % of full-time equivalent positions, primarily through the WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children). Of those personnel working in WIC, 45 % have at least 10 years of experience compared to over 65 % of the non-WIC workforce. Continuing education needs of the WIC and non-WIC workforces differ. The workforce is increasingly more racially/ethnically diverse and with 18·2 % speaking Spanish as a second language.ConclusionsThe future workforce will need to focus on increasing its diversity and cultural competence, and likely will need to address retirement within leadership positions. Little is known about the workforce’s capacity to address the needs of the elderly, emergency preparedness and behavioural interventions. Fiscal challenges will require evidence-based practice demonstrating both costs and impact. Little is known about the broader public health nutrition workforce beyond governmental health agencies.

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Spaights, Ernest, e Ann Whitaker. "Black Women in the Workforce". Journal of Black Studies 25, n. 3 (gennaio 1995): 283–96. http://dx.doi.org/10.1177/002193479502500301.

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Jarvis, Suzanne. "Valuing women in the workforce". Veterinary Record 184, n. 19 (9 maggio 2019): 569. http://dx.doi.org/10.1136/vr.l2112.

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Worthington, Amber, Talia Shirazi e Erin Burke. "Supporting Women in the Workforce". Obstetrics & Gynecology 135 (maggio 2020): 16S. http://dx.doi.org/10.1097/01.aog.0000663060.32071.42.

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Das, Runumi. "Women Workforce Participation: An Analysis of North Eastern Region of India". Journal of Advanced Research in Dynamical and Control Systems 11, n. 0009-SPECIAL ISSUE (25 settembre 2019): 1173–78. http://dx.doi.org/10.5373/jardcs/v11/20192688.

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TULLO, ALEX. "High-Tech Workforce Needs Women, Minorities". Chemical & Engineering News 78, n. 30 (24 luglio 2000): 10. http://dx.doi.org/10.1021/cen-v078n030.p010.

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Brodribb, Wendy E. "Breastfeeding Women in the Paid Workforce". Breastfeeding Medicine 10, n. 6 (luglio 2015): 349. http://dx.doi.org/10.1089/bfm.2015.29000.

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Sen, Sujit, e Shailendra Saxena. "Harnessing the Potential of Female Workforce". Paradigm 2, n. 1 (luglio 1998): 22–27. http://dx.doi.org/10.1177/0971890719980104.

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Workforces in organisations across the world increasingly are having sizeable percentage of women employees. And this trend is steadily gathering momentum. This paper examines the extent of this phenomenon and its implications particularly with an emphasis on harnessing the true collective potential of female workforce. Relevant national and international statistics have been furnished in the paper and there is a discussion on instituting “enabling measures or mechanisms” for women employees in order to enhance their contributions commensurate with their true potential. Sensitivity on the part of all managers in general, and HR professionals in particular, to gender issues has been discussed.

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Saltzman, Amanda, Kristi Hebert, Ashley Richman, Samantha Prats, Joanna Togami, Leslie Rickey e Melissa Montgomery. "Women Urologists: Changing Trends in the Workforce". Urology 91 (maggio 2016): 1–5. http://dx.doi.org/10.1016/j.urology.2016.01.035.

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Watson, R. "More women in the workforce reduces mortality". BMJ 324, n. 7350 (8 giugno 2002): 1352b—1352. http://dx.doi.org/10.1136/bmj.324.7350.1352/b.

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Sandhu, Bhupinder, Ceri Margerison e Anita Holdcroft. "Women in the UK academic medicine workforce". Medical Education 41, n. 9 (settembre 2007): 909–14. http://dx.doi.org/10.1111/j.1365-2923.2007.02825.x.

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Hyland, Marie, Simeon Djankov e Pinelopi Koujianou Goldberg. "Gendered Laws and Women in the Workforce". American Economic Review: Insights 2, n. 4 (1 dicembre 2020): 475–90. http://dx.doi.org/10.1257/aeri.20190542.

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This paper offers for the first time a global picture of gender discrimination by the law as it affects women's economic opportunity and charts the evolution of legal inequalities over five decades. Using the World Bank's newly constructed Women, Business and the Law database, we document large and persistent gender inequalities, especially with regard to pay and treatment of parenthood. We find positive correlations between more equal laws pertaining to women in the workforce and more equal labor market outcomes, such as higher female labor force participation and a smaller wage gap between men and women. (JEL D63, J16, J31, J71, J78, K31, K38)

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Barfield, Whitney L., Jennifer L. Plank-Bazinet e Janine Austin Clayton. "Advancement of Women in the Biomedical Workforce". Academic Medicine 91, n. 8 (agosto 2016): 1047–49. http://dx.doi.org/10.1097/acm.0000000000001274.

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Pacey, Laura. "Investigation: Have women changed the dental workforce?" British Dental Journal 216, n. 1 (gennaio 2014): 4–5. http://dx.doi.org/10.1038/sj.bdj.2013.1266.

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Srivastava, Shalini. "Women in Workforce: Work and Family Conflict". Management and Labour Studies 32, n. 4 (novembre 2007): 411–21. http://dx.doi.org/10.1177/0258042x0703200401.

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R, Aswini Dutt, Tejaswini V.K e Shobith Bangera. "Does Present Lifestyle Affect the Health Status among Productive Workforce and Menopausal Women?" International Physiology 5, n. 2 (2017): 61–68. http://dx.doi.org/10.21088/ip.2347.1506.5217.4.

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Khan, Zarmina, e Danish Ahmed Siddiqui. "Antecedents 0f Women WorkForce Conflict and Turnover: The Role of Culture and Environment". Human Resource Research 4, n. 1 (30 aprile 2020): 176. http://dx.doi.org/10.5296/hrr.v4i1.16798.

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Resolving workforce conflict and turnover issues have being a great concern. Even a greater challenge is to know how this conflict takes place. Organizations working to overcome gender inequality find it even more difficult to cope up with this situation when conflict arises in the Women Workforce. This study aims to explore the reason for Women Workforce conflict and turnover, and particularly explore the role of culture and environment. We proposed a theoretical framework explaining this phenomenon. We hypothesized that various factors such as Psychological work factors, lack of Diversity, incivility, Discriminatory HR planning, no identity separation, and Gender inequality negatively affect both work both culture and environment. And this would ultimately lead to women workforce turnover and conflicts. We establish its empirical validity by conducting a survey using a close-ended questionnaire. Data was collected from 314 individuals and analyzed using confirmatory factor analysis and structured equation modeling. The results showed that Diversity, and Identity Separation have a positive whereas Gender Inequality, and Discriminatory HR Planning have a negative significant effect on the Work Environment. Moreover, the work environment in turn positively affects Women Workforce Turnover and Workforce Conflict. Psychosocial work Factors also positively affect work culture, which subsequently affects both and Women Workforce Turnover, and Conflict. Hence work environment, and culture both play an effective mediatory role in-between these factors and Women Workforce Turnover, and Conflict. Findings imply that Culture and work environment should have been considered in a professional and well-directed manner.

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McCabe, Barbara Coyle, e Christopher Stream. "Diversity by the Numbers". Public Personnel Management 29, n. 1 (marzo 2000): 93–106. http://dx.doi.org/10.1177/009102600002900107.

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The tools used to diversify workforces in state and local governments have come under attack and, in at least one state, have been rescinded by voter initiative. The current backlash against these policies begs the question of whether diversification has occurred, and, if so, how the workforce has changed. In this study, we examine demographic changes in the composition of state and local bureaucracies from 1980 to 1995, looking specifically at the share of representation of both women and men as well as of African Americans and whites. We find significant gains have been made by a combination of white and, especially, black women. Overall, as we enter the next decade, we find a state and local government workforce that is moving towards a more equal gender split.

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Akhtar, Rulia, Muhammad Mehedi Masud e Md Sohel Rana. "Labour Force Participation and Nature of Employment Among Women in Selangor, Malaysia". Environment and Urbanization ASIA 11, n. 1 (marzo 2020): 123–39. http://dx.doi.org/10.1177/0975425320906285.

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There is an honest nexus between women’s participation in the workforce and national economic growth. However, the participation of women in the workforce in developing countries is still lagging behind compared to developed nations. Hence, the fundamental question that arises here is what are the key determinants to influence women to participate in the workforce with a special reference to Malaysia? To answer this research question, this study aims to identify the influencing determinants that motivate women to participate in the labour market in Malaysia. Based on data that have been collected from primary and secondary sources, logit model is used to analyse the factors affecting female labour force participation. The findings reveal that education, household income, financial condition of the households, family size and family background play a substantial role for female participation in the workforce. It implies that educated women and those who belong to joint families are more willing to participate in the workforce due to financial obligation. Based on the positive findings of this study, policymakers can take substantive steps to accelerate women’s participation in the workforce in Malaysia.

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Pudner, Heather, e Mair Francis. "WOMEN IN THE WORKFORCE: ALTERNATIVE CHOICES FOR WOMEN FROM COALMINING AREAS:". Equal Opportunities International 13, n. 3/4/5 (marzo 1994): 50–61. http://dx.doi.org/10.1108/eb010625.

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Dukhaykh, Suad. "Women are Taking Over Saudi Arabia’s Workforce with 130% Spike in their Workforce Participation". Academy of Management Proceedings 2018, n. 1 (agosto 2018): 12557. http://dx.doi.org/10.5465/ambpp.2018.12557abstract.

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Zheng, Jing, Yuxin Pei e Ya Gao. "Social Media as a Disguise and an Aid: Disabled Women in the Cyber Workforce in China". Social Inclusion 8, n. 2 (28 aprile 2020): 104–13. http://dx.doi.org/10.17645/si.v8i2.2646.

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Existing literature shows that people living with physical impairment are systematically disadvantaged in the workforce and their voices are often silenced. With a perspective of intersectionality, this article looks into how disabled women suffer from multiple forms of discrimination and how social media may emerge as a tool of empowerment for them in both the workforce and their everyday lives. Drawing on five cases of Chinese disabled women in the cyber workforce, the study finds that the booming Internet economy enables more disabled women to financially support themselves. Social media appears as a cover for these women to disguise their disability identity and get more job opportunities. It serves as an aid in many cases to allow these women to increase social participation, to project their voice, and to form alliances. The risks and challenges that disabled women often encounter in the cyber workforce are also discussed.

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Banks, Suzanne. "Menopause and the NHS: caring for and retaining the older workforce". British Journal of Nursing 28, n. 16 (12 settembre 2019): 1086–90. http://dx.doi.org/10.12968/bjon.2019.28.16.1086.

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Menopause is a natural transition affecting most women between the ages of 45 and 55. Three-quarters of women will experience mild to moderate menopausal symptoms and a further quarter will report them as severe. Symptoms can include night sweats, hot flushes, poor concentration, tiredness, poor memory and lowered confidence. The workplace can exacerbate these symptoms and for some women can influence their decision to stop working earlier than previously intended. The need for support and understanding from managers is crucial and can make a major difference to how a woman deals with her menopause. Many women enter the menopause at the peak of their productive lives. These women have valuable skills, knowledge and experience that employers need to retain, so they should be developing resources to help navigate this normal and natural stage of the ageing process.

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Potter, Sharyn J., e Victoria L. Banyard. "The Victimization Experiences of Women in the Workforce: Moving Beyond Single Categories of Work or Violence". Violence and Victims 26, n. 4 (2011): 513–32. http://dx.doi.org/10.1891/0886-6708.26.4.513.

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The examination of the co-occurrence of different types of victimization in the lives of women in the workforce appears infrequently in the literature. We examine multiple types of victimization in women’s lives across a range of employment and income levels. Our research indicates that more than two-thirds of women in the workplace experienced at least one type of violence against women (VAW). These women hold positions at various workforce levels, indicating that victims of VAW are not limited to the lower employment rungs. This research is a step toward highlighting the scope, prevalence, and interconnectedness of different forms of VAW in the lives of women in the workforce.

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Kanchan, Shubhada R. "Demography and Workforce: Women Contribution on the Rise". International Journal of Applied Science and Engineering 4, n. 1 (2016): 15. http://dx.doi.org/10.5958/2322-0465.2016.00002.2.

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Blackwell, Kay. "Women on Red Clydeside: The Invisible Workforce Debate". Journal of Scottish Historical Studies 21, n. 2 (1 novembre 2001): 140–62. http://dx.doi.org/10.3366/jshs.2001.21.2.140.

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Alonso-Almeida, María del Mar. "Women (and mothers) in the workforce: Worldwide factors". Women's Studies International Forum 44 (maggio 2014): 164–71. http://dx.doi.org/10.1016/j.wsif.2014.01.010.

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Normile, D. "GENDER EQUITY: Japan Mulls Workforce Goals for Women". Science 308, n. 5721 (22 aprile 2005): 483b. http://dx.doi.org/10.1126/science.308.5721.483b.

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Caouette, Therese M. "Thailand's Hidden Workforce: Burmese Migrant Women Factory Workers". Gender & Development 21, n. 1 (marzo 2013): 208–9. http://dx.doi.org/10.1080/13552074.2013.767539.

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Arcand, Carolyn. "Women in Construction and the Workforce Investment Act". Labor Studies Journal 41, n. 4 (19 settembre 2016): 333–54. http://dx.doi.org/10.1177/0160449x16664416.

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This article examines whether women’s representation among senior-level construction jobs increased over time during a long-term, large-scale construction project in Boston, Massachusetts, and whether enactment of the Workforce Investment Act (WIA) has fostered support and connection to construction career opportunities for women in this metropolitan area. Results show that the proportion of hours worked by women in senior-level positions on the project was relatively high for a few years, followed by a general decline across all job types, and the WIA did not significantly enhance opportunities for women in construction.

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Mishel, Emma. "Discrimination against Queer Women in the U.S. Workforce". Socius: Sociological Research for a Dynamic World 2 (8 gennaio 2016): 237802311562131. http://dx.doi.org/10.1177/2378023115621316.

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Pearson, Ruth, e Kyoko Kusakabe. "Thailand’s Hidden Workforce: Burmese Migrant Women Factory Workers." Journal of Social Issues in Southeast Asia 28, n. 2 (2013): 371. http://dx.doi.org/10.1355/sj28-2m.

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Arnold, Dennis. "Thailand’s Hidden Workforce: Burmese Migrant Women Factory Workers". Journal of Contemporary Asia 44, n. 1 (3 giugno 2013): 171–73. http://dx.doi.org/10.1080/00472336.2013.802615.

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Levin, Sharon G., e Paula E. Stephan. "WOMEN AND UNDERREPRESENTED MINORITIES IN THE IT WORKFORCE". Journal of Women and Minorities in Science and Engineering 11, n. 4 (2005): 345–64. http://dx.doi.org/10.1615/jwomenminorscieneng.v11.i4.30.

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Lewis, Joanne, Lynette Mackenzie e Deborah Black. "Workforce participation of Australian women with breast cancer". Psycho-Oncology 29, n. 7 (21 aprile 2020): 1156–64. http://dx.doi.org/10.1002/pon.5392.

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Luce, Edward A. "THE ROLE OF WOMEN IN THE SURGICAL WORKFORCE". Plastic and Reconstructive Surgery 114, n. 7 (dicembre 2004): 1992–93. http://dx.doi.org/10.1097/01.prs.0000143946.36354.0d.

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Patrickson, M., e L. Hartmann. "Older Women: Retailing Utilizes a Neglected Workforce Resource". Asia Pacific Journal of Human Resources 34, n. 2 (1 dicembre 1996): 88–98. http://dx.doi.org/10.1177/103841119603400209.

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Rostiyanti, Susy F., Seng Hansen e Steven Harison. "Understanding the barriers to women’s career in construction industry: Indonesian perspective". International Journal of Construction Supply Chain Management 10, n. 4 (31 dicembre 2020): 267–83. http://dx.doi.org/10.14424/ijcscm100420-267-283.

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Women’s involvement in the Indonesian construction industry is considerably low accounting for less than 3% of the total workers. Construction as a male-dominated industry becomes a barrier for women to join the workforce. The increase in the need for workforces is proportional to the growth in construction development. The needs cannot only be provided by male workers. Women's participation in the construction industry will contribute to the shortage of human capital demand. The aim of this research is to find the factors that impede women to pursue their careers in the construction industry. 21 factors are gathered from an extensive literature review. After conducting expert interviews, the factors are developed into a questionnaire and distributed to women who are already in the workforce. The analysis based on the Relative Important Index shows that the most influential barrier to women in construction is the lack of worksite security. The factor analysis found five critical barriers to women’s careers in the construction industry. Developing these barriers to a framework gives a broader perspective about the sources of each critical barrier. Internal as well as external elements including worksite, organization, and the industry itself have been the cause that prevents women to pursue their careers in the construction industry.

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GÜNAY, Gülay, e Burcu SAVAŞ ÇELİK. "In Vıew of Women: Why Women Do Not Partıcıpate in The Workforce". Econder International Academic Journal 2, n. 2 (30 dicembre 2018): 179–99. http://dx.doi.org/10.35342/econder.475429.

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Hinojosa-Alcalde, Ingrid, Ana Andrés, Pedrona Serra, Anna Vilanova, Susanna Soler e Leanne Norman. "Understanding the gendered coaching workforce in Spanish sport". International Journal of Sports Science & Coaching 13, n. 4 (20 dicembre 2017): 485–95. http://dx.doi.org/10.1177/1747954117747744.

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The present study focuses on the demographic and labor characteristics of coaches in Spain. Kanter’s theory on occupational sex segregation will be used as a guiding framework. The study was conducted with 1685 coaches (82.3% men and 17.7% women) from different sports and performance domains. The results show that there is an underrepresentation of women as coaches in Spain and data highlight that coaches’ gender is related to three structural factors: opportunity, power, and proportion. The present data reveal that women are younger, less likely to be in a marriage-like relationship, less likely to have children, and more likely to have competed at a high level as an athlete when compared to their male counterparts. However, fewer women than men access and participate in coach education in Catalonia and the working status of women was different to that of men. To expand, women worked less hours, were more likely to be assistant coaches, and had less years of coaching experience. Understanding of how gender influences women’s access, progression, and retention in coaching in Spain illustrates the need for gender sport policies and practices in sport organizations. This approach can benefit not only women, but the diversity and enrichment of the coaching system.

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Pruthi, Nicholas, E. Sophie Spencer, Matthew Lyons, Peter Greene, Matthew Edward Nielsen, Raj Pruthi, Mathew Raynor, Eric Wallen, Michael Woods e Angela Smith. "Feminization of the workforce in urologic oncology: Socioeconomic, workforce, and quality-of-life issues." Journal of Clinical Oncology 33, n. 7_suppl (1 marzo 2015): 72. http://dx.doi.org/10.1200/jco.2015.33.7_suppl.72.

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72 Background: In recent years, the proportion of women in urology has been increasing, from <0.5% in 1981 to approximately 10% today. Nearly 25% of students matching in urology are now female. Our objective was to characterize the female workforce in urologic oncology and compare income, workload, and job satisfaction to the male counterpart and a non-oncology career. Methods: We queried the American Urological Association (AUA) domestic membership of practicing urologists regarding socioeconomic, workforce, and quality of life issues. A total of 6,511 valid survey invitations were sent via e-mail, and 848 responses were collected for a total response rate of 13%. Results: The percentage of females in the urology workforce is 11%, and only 4% of urologists with an oncology focus are female. Of those with a primary focus that is non-oncology, 13% are female. Demographics, income, and practice characteristics between these groups are shown in the Table below. Conclusions: Females appear to be relatively under-represented in urologic oncology, with lower income among women both in oncology and non-oncology fields. [Table: see text]

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Lim, Wee Ling, e Roziah Mohd Rasdi. "“Opt-out” or pushed out?" European Journal of Training and Development 43, n. 9 (4 novembre 2019): 785–800. http://dx.doi.org/10.1108/ejtd-04-2019-0063.

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Purpose The purpose of this study is to explore the challenges faced by married women professionals in the private sector and the factors affecting their decisions in leaving the workforce. Design/methodology/approach A qualitative approach was used in this study. Data were obtained using a purposive sampling method in selecting ten married women professionals based on the inclusion criteria for this study. Semi-structured interviews were conducted and the whole interview sessions were audio recorded. Thematic analysis using the constant comparative method was used in interpreting the data. Findings The findings of this study revealed that majority of the married women professionals leaving workforce are affected by “pushed out” factors such as workplace inflexibility, long working hours, high volume of work than “opt-out” factors, which focus on the biological and psychological “pulls” that lure women back into their traditional roles of motherhood. Most of the married women professionals interviewed had no intention to return to the workforce and had lost confidence to join back the workforce. Research limitations/implications This study involved married women professionals in the private sector only. As a qualitative study, it limits to voice and views of these particular subjects only and could not be generalised to other group of women. Practical implications The findings from this study shall enlighten all parties involved such as women professionals, HR managers and private sector organisations in strategies and plan of action towards minimising the talent drain of women professionals. Originality/value This paper offers new insight into debating the opt-out or pushed out factors influencing married women professionals’ decisions in leaving the workforce. It provides voice and views of women professionals who faced a predicament in making a decision about their career development.

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Au, Wee Chan, Uracha Chatrakul Na Ayudhya, Yan Soon Tan e Pervaiz K. Ahmed. "The work-life experiences of an invisible workforce". Equality, Diversity and Inclusion: An International Journal 39, n. 5 (11 dicembre 2019): 567–83. http://dx.doi.org/10.1108/edi-02-2019-0059.

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Purpose The purpose of this paper is to explore the work-life (WL) experiences of live-in women migrant domestic workers (MDWs), who represent a significant proportion of migrant workers globally. MDWs play a key role in enabling the work-life balance (WLB) of others, namely the middle-class households that employ them. Yet, their experiences have largely been invisible in mainstream WL literature. The authors draw on an intersectional approach to frame the WL experiences of this marginalized group of women at the intersection of being secondary labour segment workers, with significant legal and employment restrictions as migrant workers, who work and live in the same place as their employers. Design/methodology/approach Qualitative interviews were conducted with 13 women MDWs from Indonesia and the Philippines working in Malaysia. The women talked about the meaning of work as MDWs, how they maintain familial connections whilst working abroad, and how they negotiate their WLB as live-in workers. Thematic analysis of the interviews focused on the intersection of the women’s multiple dimensions of disadvantage, including gender, class and temporary migrant-foreigner status, in shaping their accounts of the WL interface. Findings Three thematic narratives highlight that any semblance of WLB in the MDWs’ lived experience has given way to the needs of their employers and to the imperative to earn an income for their families back home. The themes are: working as MDWs enables the women and their families back home to have a life; the co-existence of WL boundary segmentation and integration in relation to “real” and “temporary” families; and the notion of WLB being centred around the women’s ability to fulfil their multiple duties as MDWs and absent mothers/sisters/daughters. Research limitations/implications The study is based on a small sample of live-in women MDWs in Malaysia, intended to promote typically excluded voices and not to provide generalizable findings. Accessing potential participants was a considerable challenge, given the vulnerable positions of women MDWs and the invisible nature of their work. Practical implications Future research should adopt a multi-stakeholder approach to studying the WL experiences of women MDWs. In particular, links with non-governmental organizations who work directly with women MDWs should be established as a way of improving future participant access. Social implications The study underscores the existence of policies and regulations that tolerate and uphold social inequalities that benefit primary labour segment workers to the detriment of secondary labour segment workers, including women MDWs. Originality/value Extant WL literature is dominated by the experiences of “the ideal work-life balancers”, who tend to be white middle-class women, engaged in professional work. This study offers original contribution by giving voice to a taken-for-granted group of women migrant workers who make other people’s WLB possible. Moreover, the study challenges WL research by underscoring the power inequities that shape the participants’ marginal and disadvantaged lived experience of work, life, family and WLB.

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Medical Workforce Advisory Committee (AMWAC), Australian. "Toward gender balance in the Australian medical workforce:some planning implications". Australian Health Review 23, n. 4 (2000): 27. http://dx.doi.org/10.1071/ah000027.

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Men and women doctors participate differently in the workforce. As the proportion of women in the workforceincreases, gender-based differences in workforce participation are raising important planning questions. For example,how will differences in hours worked per week impact on the number of trainee doctors required to meet futuredemand, why do some disciplines attract more women, what will be the impact on the practice of medicine if thesetrends continue and how does the training environment impact on variation in career decision. In this paper wesummarise and discuss the findings of recent research undertaken by the Australian Medical Workforce AdvisoryCommittee and outline some public policy responses.

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Kim, Yujin, e Jiyeun Hong. "The relationship between female workforce participation and corporate bond credit ratings". Investment Management and Financial Innovations 17, n. 4 (30 ottobre 2020): 33–43. http://dx.doi.org/10.21511/imfi.17(4).2020.04.

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The topic of gender diversity in the workforce has received an increasing amount of attention and even resulted in developing a new term, sheconomy, which describes an economy in which women are the main economic players. This study examines the relationship between female workforce participation and corporate bond credit ratings. Using an ordered logit regression model and a sample of listed companies on the Korea Exchange, the results show that the higher the number and proportion of women in the workforce (based on female directors and female employees), the higher the credit rating. However, for chaebol companies, where female directors’ positive role is limited by chaebol owners, a negative (–) moderating effect is observed in the relationship between female workforce participation and credit ratings. Besides, female directors who are members of the owner’s family and were appointed as a means of succession negatively affect a company’s value. The findings contribute to accounting and finance research on the relationship between governance and credit ratings in terms of gender diversity. Policy implications regarding the recent system changes in Korea, including introducing a gender quota system, can be derived from the study.

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Skues, Jennifer, e Robert J. Kirkby. "Women, Work and Health". Australian Journal of Primary Health 2, n. 4 (1996): 54. http://dx.doi.org/10.1071/py96055.

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Work stress is costly, not only to the well-being of the individual but also to the efficiency of the employing agency and ultimately to the community at large. Although the last half century has seen a substantial increase in women in the paid workforce, investigations into work stress has focused predominantly on the effectiveness and health of males. Although it appears that, in general, women benefit from paid employment, working women can suffer from the increased responsibilities of maintaining both employment and the expected role in the home. Epidemiological data have indicated that not only do women in the larger community have lower mortality and higher morbidity than do men, but also that this pattern holds for those in paid employment. It has been reported that, in particular, health workers are vulnerable to occupational stressors. Given the high proportions of females working in health care, these findings have important implications for these professions. It is hoped that future research workers will pay increased attention to the particular needs of women in the workforce to manage stress.

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Stanko, Brian, e Gerald J. Miller. "Sexual Harassment and Government Accountants: Anecdotal Evidence from the Profession". Public Personnel Management 25, n. 2 (giugno 1996): 219–36. http://dx.doi.org/10.1177/009102609602500208.

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The changing gender of the United States workforce has forced employers to confront issues as never before. Twenty years ago women were just beginning to enter the workplace in numbers large enough to make them visible. Today women comprise 44 percent of the workforce and fill nearly one-third of managerial positions.

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