Women's Career Research Articles

Gender-Based Challenges in Women's Leadership Careers: A Literature Synthesis

The international community's initiatives to promote sustainable development, with a particular emphasis on gender equality under SDG 5, have garnered substantial recognition for women leadership. Women who hold leadership positions offer distinctive viewpoints that contribute to workplace positivity, innovation, and decision-making. Nevertheless, they encounter significantobstacles, such as underrepresentation, bias, and restricted opportunities for advancement. This study examines the challenges faced by women in their leadership careers and the influence of organizational practices. This investigation employs a library research methodology to investigate a variety of reference sources, such as books and prior research, in order to establish a theoretical framework regarding women's leadership. Content analysis is employed to synthesize and interpret pertinent data from sources published within the past decade, thereby guaranteeing the reliability of the information through expert commentary and inter-library checks. The article's objective is to investigate the internal and external challenges that women encounter in their pursuit of professional advancement, as well as the impact of organizational biases and stereotypes on their leadership roles. It suggests that these factors create barriers and imply implications for increasing the number of women leaders by reviewing literature on management and career studies. The results indicate that women's career advancement is substantially hindered by gender biases, stereotypes, and structural obstacles. Women's leadership aspirations are impeded by societal and organizational expectations, despite the progress made in gender equality. The study underscores the necessity of comprehensive strategies to eliminate these biases and foster inclusive leadership environments.

The Evolution of Women's Roles and Status in Chinese Modern-Themed Films and Television Shows Between 2014 and 2024

Abstract: This paper devotes to study the changes in the role status and positioning of female characters in the context of modern Chinese film and television shows in the last ten years. This paper is based on the literature research method, case study, and comparative analysis method. Papers in related fields are studied to analyze the differences in the status and positioning of female characters in film and television works in various periods. In conclusion, this research finds that the evolution of female roles in modern Chinese film and television is a testament to the awareness and appreciation of gender diversity and female empowerment. As society continues to develop, future productions will embrace and celebrate the richness of women's careers and family lives. The film and television industry will continue to challenge and redefine traditional gender roles. The industry's response to audience feedback and the need for more realistic representations of women will elicit further innovation and diversity in the representation of female characters on screen.

Playing the Game Differently: How Women Leaders in Academia Are Challenging Neopatriarchy

AbstractDespite Australian and New Zealand Universities pledging to address gender inequities, the patriarchal history of universities continues to impact the careers of women in academia. Under-representation of women in senior leadership and a culture of masculinity can lead to a lack of resources for feminist leadership and a devaluing of women’s work. We investigate how women in academic leadership are playing the game differently, making strategic moves to navigate leadership in the neoliberal neopatriarchal academy. We explored the experiences of 22 women in academic leadership through online qualitative surveys and reflexive thematic analysis of the data, taking inspiration from Bourdieu’s work on habitus and doxa. Although women leaders were able to successfully make strategic moves to advance their careers, these were shaped by parenting status, race, culture, and age. The women’s leadership approaches were counter to the masculine doxa of the academic field, leading instead relationally. We do not suggest that there is a specific ‘female’ style of academic leadership, but that successful authentic leadership can be founded on a feminist ethics of care in contrast to neopatriarchy. Adoption of such approaches across the academy might unshackle academics across genders from their positioning in academic leadership hierarchies.

Application of artificial intelligence in career development of women in STEM field: Counseling, network construction and recruitment

With the rapid development of science and technology, the application of artificial intelligence (AI) in STEM (science, technology, engineering and mathematics) is increasingly extensive, which provides a new idea for solving the challenges of women's career development in STEM. This paper deeply discusses the application of AI in counseling, network construction and recruitment of women's STEM career development, aiming at promoting gender equality and women's career growth. In career counseling, AI technology provides customized career advice and development path for women through deep learning and big data analysis. According to personal education background, skill level, hobbies and career goals, the system intelligently recommends suitable career directions, and updates industry trends and job market data in real time to help women make more informed career choices. The AI tutoring system also enhances women's professional self-confidence through functions such as simulated interviews and career planning exercises. In terms of network construction, AI helps women to expand their professional networks more effectively through intelligent recommendation system. Based on user behavior data and preferences, AI accurately recommends industry seminars, technical exchange activities and online communities to promote women to establish contacts with like-minded professionals. AI also assists women in managing and maintaining network relationships, ensures the continuity of network interaction through intelligent reminding functions, and identifies key nodes and influential people to enhance network quality. In the recruitment process, AI technology reduces gender bias and improves the fairness and transparency of recruitment through automatic resume screening, standardized interview process and competency-based evaluation model. AI system can analyze a large amount of data, accurately match the skills and job requirements of female candidates, and improve the employment rate of women in STEM field. At the same time, through transparent algorithm decision-making process and fairness check, the potential gender bias problem in AI algorithm is overcome. The research in this paper provides theoretical support and practical guidance for using AI technology to promote women's career development in STEM field, and helps to build a more equal and inclusive scientific and technological working environment.

The gendered effects of parenthood on career outcomes: Do family gaps explain gender differences along the science pipeline?

This study, based on data from 2225 faculty members at a Portuguese research-intensive university, investigates the combined impact of gender and parental status on academic rank and salary. Parenthood significantly influences women's concentration at lower tenure-track ranks, leading to wage gaps that disadvantage mothers. However, the impact of family status on women's career progression shows that while having young children initially hinders their transition to the tenure track, it does not significantly reduce their chances of earning tenure or reaching higher academic ranks. Lower wages for mothers result from slower academic grade advancement, not within-rank disparities, which poses barriers to progression. The study illuminates the interplay of gender and parenthood, shifting the focus from individual factors to gendered institutional processes shaping career trajectories, providing valuable insights into the mechanisms underlying the persistent gender gap in academia.

The impact of robots on unemployment duration: Evidence from the Chinese general social survey

The issue of the impact of robot applications on unemployment duration remains relatively unexplored. Using individual-level data from the Chinese General Social Survey (CGSS), we shed new light on the effects of robots on unemployment likelihood and duration. Major findings include that: (1) robots prolong the duration of unemployment, particularly for workers in routine occupations compared to those in non-routine occupations. This phenomenon can be understood as a form of structural unemployment; (2) workers with low skills, low economic and occupational status, and parenting responsibilities suffer more from the robot shock. In particular, robots adversely affect women's careers, and traditional perceptions amplify this effect to dampen their willingness and efforts to find job searching, resulting in longer periods of unemployment. These heterogeneous impacts of robots on unemployment duration highlight the need for greater support and policy interventions for vulnerable groups; (3) access to information from digital channels plays a pivotal role in alleviating the adverse impacts of robots on vulnerable groups. Reducing information asymmetry and nurturing job search capabilities help the vulnerable better adapt to evolving labor market conditions, thereby mitigating the negative consequences of robots.

Reinterpreting Iddah for Career Women: Najmuddin Tufi�s Maqashid Sharia Approach

This study aims to reinterpret the concept of iddah (waiting period) for career women using a maqashid sharia approach based on Najmuddin Thufi�s thought. Iddah is an Islamic ruling intended to protect family and societal welfare, yet it presents challenges for modern career women. The traditional rules of iddah, which restrict activities outside the home, can impact women�s social and economic well-being, particularly for those who work. This research employs Najmuddin Thufi�s approach, which emphasizes public interest (maslahah), to explore whether the rules of iddah require adjustment for career women without compromising the fundamental objectives of Islamic law. Using a qualitative methodology with a library research approach, this study gathers data from literature on Islamic law, maqashid sharia and Najmuddin Thufi�s theory. The study finds that reconstructing iddah for career women is feasible by applying maqashid sharia principles, particularly through Thufi�s emphasis on maslahah. In the context of working women, traditional iddah rules�which limit activities outside the home�present challenges, especially concerning economic and social well-being. Based on the principle of maslahah, the iddah rule can be adapted without disregarding the core objectives of sharia, allowing career women to continue working during the waiting period as long as they uphold personal dignity and adhere to Islamic legal regulations. This approach offers a contextual and adaptive interpretation of Islamic law that aligns with modern developments while preserving the objectives of Sharia. The study concludes that iddah for career women can be reconstructed to bridge the gap between religious obligations and contemporary socio-economic needs.

Unsafe abortion and its complications: A silent and unprecedented catastrophe happening in our society

The term abortion often connotes criminal induced abortion in the context of our local setting. The socio-cultural and religious perceptions associated with having an abortion make the practice almost a taboo such that the procedure is often performed clandestinely with unimaginable and sometimes fatal consequences. The restrictive abortion laws in Nigeria, unmet needs for contraceptives, widening poverty and illiteracy, paved the way for unskilled personnel and quacks to dominate abortion services making the practice quite unsafe. In this editorial, we x-ray some reported abortion cases and how these challenges impact the health and reproductive careers of young women in Nigeria.

Career Duality and Work Performance: Insights from Women in Bangladesh

This study looks into how women's professional success in Bangladesh is affected by career dualism, work-life balance, and cultural expectations. Data were gathered from thirty women in Dhaka who worked in the public, private, and self-employed sectors using a qualitative study methodology. The research utilized semi-structured interviews and theme analysis to effectively capture the intricacies of the participants' perspectives, underscoring the subjective aspect of work-life balance. The participants brought to light considerable difficulties in juggling dual responsibilities as careers and professionals, which are made worse by inflexible gender stereotypes and restricted access to childcare facilities. The results show that women's ability to balance conflicting demands is greatly aided by family support, especially that provided by mothers and spouses. However, respondents said that the lack of maternity benefits, childcare services, and flexible schedules were substantial barriers, and that workplace regulations frequently lacked the flexibility required to meet women's multiple obligations. The study also looks at the post-pandemic trend towards remote employment, which brought difficulties since it blurred the lines between home and professional life even while it offered flexibility. The critical need for institutional reforms-including the implementation of family-friendly workplace practices like paid parental leave, on-site daycare, and remote work options-is highlighted by this study. It also emphasises how crucial cultural changes are to easing the burden on women who want to advance professionally but are under pressure to live up to conventional norms. To investigate the effects of career duality on professional women's long-term career growth and well-being, longitudinal research approaches should be used in future studies.

Stress Dynamics: A Comparative Study of Housewives and Career Women

Purpose: Stress is a prevalent psychological phenomenon occurs within individuals form various demographics, with women often facing stressors related to their roles as housewives or career women. This study explores the stress dynamics experienced by the two groups of women. Method: This study employs quantitative methodology and qualitative methodology. Quota sampling technique used, with characteristic of women age between 20-40 years old, those career women and housewives, with samples of 110 of each groups, located in sub-district of Pasuruan Regency. Stress Scale used to measures stress levels and Questionaires used to collect the source of stressors and the coping mechanism. Result: The inter-group t-test analysis showed that in average, Housewives experienced more stress than Career Women. 78% of Housewives and 58% of Career Women experiencing external stressors. The coping mechanism used by Housewives are 61% emotional-focused, and 52% of Career Women used problem-focused. Concusion: In conclusion, while in average Housewives shows more stress than Career Women, both groups experiencing higher external stressors such as expectations from family and society, than internal stressors. The topic of stress and how women cope, requires more personal and casuistically approach.

The construction of esports careers in France: Are there gender-based inequalities right from the start?

This article examines the construction of esports careers for French esports players, emphasizing gender-based socialization. We used an online questionnaire administered to both men and women recreational and amateur esports players ( n = 343) to understand and identify potential barriers or levers to participation by men and women, especially for the stage of “Commitment” which is embodied in participation in esports competitions. The theoretical approach centred around the concept of career is mobilized to sequence the careers of men and women esports players and identify the differences between men and women within the different stages of an “esports career.” Key findings reveal that male figures often introduce players to video games, with men generally experiencing more “autonomous” and diversified” initiations than women. They also lag behind men players in terms of years of experience, and they face negative criticism from their peers, impeding their “commitment.” These insights underline the barriers women face at the onset of their esports careers and call for further research into social mechanisms to enhance women's inclusion in esports.

Cultural Barriers to Women's Progression in Academic Careers: A France-Brazil Comparison Through the Lens of the Queen Bee Phenomena.

Despite significant improvements, women are still underrepresented at high levels in academia. Most research on these inequalities is conducted within a specific national academic system, without taking into account its cultural roots. The aim of the present study was to analyze the extent to which the cultural context acts as a barrier on women's career progression. Specifically, we focused on psychological processes described under the metaphor of Queen Bee Phenomenon that may reflect the ways in which female academics conform to male-gender roles encoded in androcentric social and academic culture. Two samples of women academic, one French (N = 73), the other Brazilian (N = 88), were compared through the lens of two dimension of the Queen Bee Phenomena: self-group distancing and gender hierarchy legitimation. Brazilian women identify more with their female peer group than their French counterparts. French women are more hostile to quotas and more inclined to adhere to meritocratic discourses than their Brazilian counterparts. Both academic contexts tend to perpetuate gender inequalities, but in different ways: by maintaining gender-stereotypical expectations in Brazil and meritocratic ideology in France. The implications for policies to promote a more egalitarian university context are discussed herein.

Determinants of Fertility Intentions among South Koreans: Systematic Review and Meta-Analysis.

(1) Background/objectives: This study aims to systematically review and conduct a meta-analysis of factors influencing fertility intentions among South Koreans. This research is crucial given South Korea's lowest-in-the-world fertility rate of 0.72 in 2023, necessitating rapid and effective policies to address this demographic challenge; (2) Methods: Articles published from database inception through April 2024 were collected from five Korean databases using keywords based on the PEO (Population, Exposure, Outcome) framework. Following PRISMA guidelines, 35 articles were selected. The effect sizes and network of predictors related to fertility intention were analyzed using the R statistical package; (3) Results: A meta-analysis of the effect sizes of factors influencing fertility intentions revealed that the husband's involvement in parenting (ESr = 0.131), women's education level (ESr = 0.127), socioeconomic status (ESr = 0.116), and the expected gender of the child (ESr = 0.068) showed statistically significant positive effects. Conversely, women's age (ESr = -0.175), parental stress (ESr = -0.146), and household labor ratio (ESr = -0.117) showed statistically significant negative effects. The network analysis further elucidated the complex interrelationships among these factors; (4) Conclusions: This study suggests the need for multifaceted policy approaches to address Korea's low fertility, emphasizing promoting men's participation in parenting, supporting women's education and career development, reducing parenting stress, supporting work-family balance, and ensuring economic stability. These findings provide important insights for policymakers and researchers addressing the complex issue of low fertility in South Korea and may inform more effective interventions to boost fertility rates.

Exploring the careers of women with disabilities: a systematic review and implications for human resource management

PurposeAlthough many organisations and governments internationally acknowledge that a diverse workforce is essential for improved decision-making, employee well-being and organisational performance and competitiveness, women with disabilities and their (potential) participation and contributions within organisations continue to be overlooked and under-researched. Examining the careers of women with disabilities through the lens of human resource management (HRM) allows for the development of policies and practices that support their inclusion and progression in the workforce and helps lay the foundation for legislative, institutional and organisational changes that address the unique challenges faced by this cohort.Design/methodology/approachWe conducted a comprehensive, systematic scoping review that analyses various career-related aspects for women with disabilities across different cultural and geographical contexts internationally. A two-stage review (Stage 1 – Title and abstract screening and Stage 2 – Full-text review) of the extant literature on the careers of women with disabilities yielded 80 relevant empirical articles.FindingsOur review identified four key career-related themes pertaining to women with disabilities: (1) Educational interventions and support for positive career outcomes of women with disabilities; (2) Workplace discrimination and workplace accessibility of women with disabilities; (3) Factors influencing the career development and advancement of women with disabilities and (4) The role of gender in the career exploration and decision-making processes of women with disabilities.Originality/valueThis systematic scoping review contributes to the nascent scholarly discourse on enhancing career-related outcomes of women with disabilities and offers evidence-based insights to guide future HRM research on the intersection of gender and disability/ies in careers.

A journey into women's managerial career development through the social cognitive career lens

This article presents a computational literature review that aims to disentangle the themes that have marked the academic debate on women's career development in management positions through the lens of social cognitive career theory. Relying on the novel methodology of topic modeling, the research inductively conceptualizes 12 topic-based themes that have contributed to academic debate in the last decades. In interpreting the landscape that emerged, the topics have been aggregated into three main categories: individual characteristics and learning experiences, contextual factors, cognitive mechanisms, and regulation of behavior. The fine-grained conceptualization of the topics and the derived framework contribute to systematizing the literature and to emphasizing the different facets of women's career journeys in attaining leadership positions. Through a discussion of the contributions and limitations identified in each category, the study provides recommendations for future research.

Optimizing Career Woman's Financial Management Through Monthly Budget and Fintech

General Background: The financial management landscape for career women has evolved significantly in the digital era, particularly with the rise of financial technology (fintech). Specific Background: The integration of fintech facilitates budgeting and expense tracking, allowing career women to manage their finances more effectively. However, while fintech offers convenience, it may also contribute to impulsive spending behavior due to easy access to funds. Knowledge Gap: Existing literature lacks a comprehensive understanding of how career women utilize fintech for financial management and the implications of this technology on their budgeting practices. Aims: This study aims to explore the financial management strategies employed by career women in the digital era, focusing on budgeting, the application of accounting in household finances, and the impacts of fintech on their financial behaviors. Results: Career women effectively manage their finances through monthly budgets, reducing stress and achieving financial goals, but the convenience of fintech can increase wasteful expenditure. Novelty: This research contributes new insights into the intersection of career women's financial management, accounting practices, and fintech, addressing a critical gap in the literature. Implications: The study emphasizes the need for financial education for career women, emphasizing balanced practices to maximize fintech benefits and reduce impulsive spending, promoting financial stability and empowerment. Highlights: Budgeting aids career women in spending control and goal achievement. Fintech simplifies transactions, improving financial management efficiency. Ease of use may lead to impulsive spending behavior. Keywords: financial management, career women, fintech, budgeting, digital era

Part-Time Paradox: The Rise of Female Part-Time Employment and Its Impacts on Germany's Labor Market

Despite an employment rate of 76.6% for women in Germany, significant issues persist with regard to the labour market situation of women in the country. These include the prevalence of part-time work, the under-representation of women in senior management positions and the existence of pay gaps. This article employs data from the German Statistical Office spanning the period from 2000 to 2022 to examine the growth in part-time employment among women and its ramifications. The paper demonstrates that part-time work is a prevalent phenomenon in female-dominated sectors such as health and education. This is driven by a combination of economic conditions, the necessity to reconcile work and family life, and legal regulations. This situation consequently results in women facing lower remuneration and constrained career prospects. The necessity to balance work and family responsibilities represents a significant challenge for women, impeding their career development and negatively impacting their job performance and workplace commitment. These dynamics serve to perpetuate gender inequalities in the labour market, thereby preventing women from realising their full potential at work. This article makes a significant contribution to the existing literature on the relationship between part-time work and gender inequalities in the German labour market by providing a detailed analysis of this complex relationship. The article offers valuable insights into the potential of legal regulations, such as the Temporary Part-Time Work Act enacted in 2019, to alleviate the adverse effects of part-time work on women. The research is distinctive in its comprehensive examination of the socio-economic dynamics of part-time work, its legal framework, and its impact on gender equality, based on an extensive data analysis conducted over an extended period. By offering a detailed and nuanced understanding of these issues, the study draws attention to the ongoing challenges women face in the labour market and suggests potential policy interventions to promote gender equality. This article emphasises the necessity for targeted measures to facilitate women's career progression and offset the adverse consequences of part-time employment, thereby contributing to a more equitable labour market.

Career women's mental wellbeing in the era of population decline: the effects of working environment and family environment on the mental wellbeing.

In recent years, it has become increasingly evident that the population in many countries has been declining. China, which was previously the world's most populous nation and is often categorized as an emerging economy, officially entered an era of population decline in 2022. The advent of this era has make China's economic development more uncertain and aging of population more pronounced. To address the population decline, the Chinese government implemented the "Three-Child Policy" to encourage childbirth, aiming to reverse the negative population growth. However, this policy has not achieved the expected goals. Instead, it has increased the pressure on women to bear children, particularly for career women, where such pressure may conflict with their existing work and family environments, subsequently affecting their mental wellbeing. A survey was conducted to investigate the mental wellbeing status of career women in Changchun City, Jilin Province, Northeast China. It analyzes the impact of working and family environments on the mental wellbeing of these women. Based on the survey, this study draws five conclusions: A. The mental wellbeing status of career women varies across different ages, industries, and childbirth statuses. B. The perceived adverse impact of childbirth on the working environment may negatively affect the mental wellbeing of career women. C. The perceived adverse impact of childbirth on the family environment may negatively affect the mental wellbeing of career women. D. Career women are not satisfied with the effectiveness of current policies in protecting women's rights. E. Compared to working environments, there is a greater demand for career women in the family environments, particularly in reducing various family burdens. The pro-natalist policies introduced in response to negative population growth can worsen the mental wellbeing of career women, while the deterioration of their mental wellbeing could further accelerate population decline. Given the current challenges, this study suggests that effectively improving the mental wellbeing of career women requires building psychological resilience among childless career women, reducing the burden of family on career women, and continuously improving policies and regulations that protect the rights of career women.

The Scientific Production of Women and their Presence in Management Position in Science and technology careers in the Ecuadorian Higher Education System

Aim. This paper analyzes the scientific production and the management positions in the universities of the Ecuadorian higher education system from a gender parity perspective, considering STEM careers as the central point of the analysis. Three perspectives was consider,: the underrepresentation of women in STEM careers, the underrepresentation of women in scientific production and in classic managerial positions, and the Norwegian paradox of equality. Methods. This article used two databases: the first one was built from Ecuadorian scientific production, within the period 2010-2018, by the indexing platform SCOPUS. The second one, evaluates the presence of women in management positions and was built from the databases that universities and polytechnic schools report to the educational Ecuadorian autority. Theoretical perspectives are discussed to explore the singularities of the Ecuadorian case, through an analytical and quantitative perspective. Results. In the case of Ecuadorian scientific production men showed a greater presence in all fields, except for pedagogy and psychology. This results replicate for the case of higher education management positions (30% women, 60% men, on average). Conclusions. The underrepresentation of women is generally confirmed, both in scientific production measured by publications, as well as in access to management positions, especially in science and technology. Also, in scientific publications, women are more likely to collaborate only with men, precisely because of the structures created around science, which not only have to do with the greater number of men involved, but probably with gender discrimination practices that are not visible in the mechanisms adopted for the analysis.

Navigating the Glass Ceiling: Women's Career Challenges in Nepal's Banking Sector

Background: Glass ceiling factors, such as organizational, social, and psychological barriers, continue to hinder women's career advancement, particularly in managerial roles. Despite increasing efforts to promote gender equality in the workplace, these factors still limit opportunities for women’s development, especially in traditionally male-dominated industries like banking in Nepal. This study investigates how these factors influence women’s perceptions of career development and whether they significantly impact their progress. Methods: The research employed a quantitative approach using a structured questionnaire distributed to 51 respondents in the banking sector. The survey measured perceptions of organizational, social, and psychological factors impacting women’s career development. Multiple regression analysis was used to assess the impact of these factors on personal factors related to career growth. Descriptive statistics and correlation analyses were also performed. Results: The findings indicate that social factors significantly influence personal factors (B = 0.257, p = 0.035), suggesting that social barriers are key determinants of women's career development. Organizational and psychological factors, while positively related to personal factors, did not show statistically significant effects (OFFF: B = 0.159, p = 0.164; PSFFF: B = 0.144, p = 0.275). The model explained 29.5% of the variance in personal factors, highlighting that additional unexamined factors may influence women’s career perceptions. Conclusion: Social factors have a significant impact on women's perceptions of career barriers, underscoring the need to address societal norms and biases that prevent women from advancing. Organizational and psychological factors, although relevant, were not statistically significant in this context. The study contributes to understanding the dynamics of the glass ceiling, particularly within Nepal’s banking sector, and provides insights for policy and organizational change. Novelty: This study offers a unique perspective on the glass ceiling in the Nepalese banking sector, providing empirical evidence of how social factors predominantly influence women's career progression. The findings suggest targeted interventions to address these barriers and promote more equitable career advancement opportunities for women in managerial roles.