Female Human Resources Research Articles

THE ROLE OF WOMEN FARMERS' HUMAN RESOURCES IN PRODUCTION ACTIVITIES IN CORN FARMING IN KARO DISTRICT, NORTH SUMATRA PROVINCE

The food crop commodity whose production continues to be increased to support national food needs is corn. Karo Regency is the largest corn producer in North Sumatra. In production activities on corn farming, the role ratio between the human resources of male farmers and female farmers is balanced, but the ratio of workers is more female farmers than male farmers. This research aims to analyze the role of female farmers' human resources in production activities and decision making in corn farming in Karo Regency. This type of research is a quantitative research method. The method for determining the research area was carried out purposively. The sampling method was carried out using Nonprobability Sampling using the Accidental Sampling technique. The data analysis method is in the form of qualitative and quantitative analysis based on the primary data and secondary data obtained. The research results show that the amount of labor provided by female farmers is higher than that of male farmers and the contribution of female farmers in decision making is very influential in production activities in corn farming in Karo Regency.

Comparative Analysis and Trends in Indonesian Population as National Resource Potential According to a War History Perspective

History teaches that every time a war occurs, one important factor that cannot be ignored is troop mobilization. In the wars that have occurred so far, whether World War I, World War II, or other wars, the majority of victories were determined by the number of troops the winning party had. Management of national resources, one of which is the population as troops, requires good handling and preparation in facing the threat of war. Both conventional wars which are currently occurring in other parts of the world, such as Israel-Palestine or Russia-Ukraine, as well as asymmetric wars which also threaten the security and safety of the nation. This article discusses the human resources that the Indonesian state has to prepare reliable personnel to face the threat of war. The analysis used is a comparative gender analysis between men and women and an analysis of trends in the population of productive age projected until 2030. So far, troops or human resources have often been interpreted as only men being able to face threats. Female human resources are also widely available and can work alongside men if they are trained and managed well.

Investigation of the reasons for female human resources not being able to take office in the top management levels in the context of glass-ceiling syndrome

İçinde yaşadığımız 21. yüzyılda dünya nüfusu 8 milyara ulaşmış olup yarıya yakın kısmını kadınlar oluşturmaktadır. İş dünyasında kadın çalışan sayısında artış olduğu gözlenmekle birlikte tepe yönetimi kadrolarına baktığımızda henüz aynı durumu görememekteyiz. Tepe yönetimi kademelerine ulaşamadan iş hayatından ayrılan veya önüne konan engeller nedeniyle ayrılmak durumunda bırakılan kadın çalışanların yetenekleri, nitelikleri ve tüm beşeri sermayeleri gibi katkılardan iş dünyası ve dolayısıyla da toplum mahrum kalmaktadır. Bu çalışmanın amacı özel sektörde çalışan kadın işgörenlerin tepe yönetimi kademelerine gelmelerine engel olan nedenlerin cam tavan sendromu bağlamında araştırılmasıdır. İş dünyasındaki kadın çalışanların maruz kaldıkları cam tavan engellerinin örgütsel bağlılık düzeyleri üzerindeki etkilerine bakılmış ve örgütsel bağlılık düzeyleri düşen kadın çalışanların kariyerlerinde ilerlemenin durması ve tepe yönetime gelemeden iş hayatından ayrılması veya bıraktırılması konusu araştırılmıştır. Araştırma üç bölümden oluşan anket uygulaması ile yapılmıştır. Birinci bölüm yaş, medeni durum, eğitim durumu, kurumdaki pozisyon ve mesleki deneyim durumu kişisel bilgileri içeren beş adet sorudan oluşmaktadır. İkinci bölüm cam tavan sendromu anketi olup otuz sekiz sorudan oluşmaktadır. Son olarak üçüncü bölümde on sekiz sorudan oluşan örgütsel bağlılık ölçeği anketi kullanılmıştır. Anket internet ortamında yönlendirilmiş olup ağırlıklı dört özel bankadaki tamamı kadın çalışanların oluşturduğu 390 çalışan tarafından doldurulmuştur.

S-30-6: PROMOTION OF DIVERSITY AND INCLUSION (D&I) BY THE JAPANESE SOCIETY OF HYPERTENSION (JSH): JSH ASAHIKAWA DECLARATION

The JSH D&I Committee has been developing various activities related to D&I since 2012. In 2018, we published JSH Statement: Asahikawa Declaration in Promotion of Diversity by the Japanese Society of Hypertension - the JSH Asahikawa Declaration in Hypertension Research. We would like to summarize the activities so far and make use of them in future activities. First, we conducted a questionnaire on the web, grasped the current situation, and set numerical targets. Since then, we have promoted various activities in response to the needs of our members. (1) JSH Women Investigators Award presentation since 2015, (2) Setting up a committee booth at annual meetings to disseminate information, (3) As part of nurturing the next generation, cooperation with the nursery room, start of academic conference tours for children, and cooperation in plans for low-salt education, (4) Promoting website creation and publicity activities, (5) Holding unique lectures at annual meetings, (6) Discovering female human resources, and (7) Appointing medical professionals other than doctors to the committee. Compared to 2014, the number of female members, medical specialists, councilors, chairpersons, speakers, committee chairs, etc. has increased. In this way, D&I activities at JSH have started and are developing. As an activity for ISH2022, we will introduce the contents of a recent member awareness survey. We will continue to listen to the opinions and requests of our members, and we would like to develop it as a meaningful committee through concrete measures and initiatives.

Understanding the functions and objectives of women's human resource management in the higher education sector

This research was carried out to obtain scientific evidence showing the development of female human resources in the context of education and also the world of work. Today, gender balance is still an issue that gets the parties' attention. We have obtained data from several journals and books published between 2010 and 2022, which we obtained electronically by searching for us to review in establishing findings as answers to studies and hypotheses. We carry out the research process under a phenomenological approach, namely a method for getting answers from several existing data to obtain phenomenal findings in a study context. The review involves, among other things, the data coding system, the interpretation of the data, and the conclusion drawn on the principles of high validity and reliability. After discussing the results, we understand that the goals and functions of developing female human resources at the higher education level are mandated by the constitution of the republic of Indonesia following the declaration of world nations where the study of gender equity is ongoing. Hopefully, these findings will benefit efforts to develop studies on gender equality in education and will help develop similar studies in the future.

ANALISIS POTENSI PENGEMBANGAN SEKTOR PETERNAKAN BERBASIS PEMBERDAYAAN PEREMPUAN DI KABUPATEN BATANG

This study aims to determine the potential for developing livestock resources, especially land resources, human resources (HR) and the use of livestock technology in Batang Regency. The study used a qualitative descriptive approach. The results of this study indicate that the development of the livestock sector based on women's empowerment is very potential to be carried out in Batang Regency. This is evidenced by the existence of adequate carrying capacity, among others: First, 63,610.99 hectares or 80% of the total area of Batang Regency is used as agricultural land, indicating that the availability of feed ingredients derived from forage grass is very fulfilled so that the potential for developing livestock land is very open. . Second, the availability of female human resources which reached 401,328 people with 281,879 people included in the working age category and a total of 4,177 people in 2021 being female job seekers, indicating that female human resources in Batang Regency have the potential to be empowered in order to develop the livestock sector based on women's empowerment. Third, the use of livestock technology that is only limited to feed processing technology and temperature regulation technology in chicken farms opens opportunities and has the potential to be developed in the management of the livestock sector in Batang Regency in the future.

Has Canada's 21st‐Century Grand Gender Convergence Stalled? Male and Female Income and Human Resource Stock Distributions Viewed Through an Equal Opportunity Lens

AbstractThe increasing similarity of male and female labor market roles in advanced economies over the past 50 years, dubbed the “Grand Gender Convergence” by Goldin (2014), appears to have stalled. Given commonality of preferences for work and human resource acquisition across the gender divide, women and men with similar human resources and efforts should have similar income distributions in a non‐discriminatory equal opportunity equilibrium. However, income convergence is a necessary but not sufficient condition for a “Grand Gender Convergence” as similarities in incomes could be achieved with differences in human resources and efforts given discriminatory rewards. In this study, using new tools for examining distributional convergence processes, the progress of Canada's 21‐st Century “Grand Gender Convergence” is examined in the context of an equal opportunity paradigm. While income convergence is almost universally apparent, human resource stock distributions appear to be diverging, with women having increasingly superior resources to men, evidence that the grand convergence is not progressing.

Women’s Leadership in Quality Management Development and Gender Equality within the Context of Nahdlatul Ulama Universities in Indonesia

To date, the women’s leadership in Indonesian Universities (Higher Education Institutions) is still far from equal. However, there is a new history in the placement of women’s leadership in the development of quality management at the Nahdlatul Ulama Universities (PTNU). Using an exploratory research method, this study aims to reveal the experiences of women leaders in the development of quality management and gender equality at PTNU. Data collection was carried out by in-depth interviews with 8 female leaders who held structural positions as Vice Rector, Chair of LPM, Dean, and Head of Undergraduate Program. The results of this study indicate the following 3 important points: (1) The experience of women's leadership at PTNU shows that women's leadership has gained important positions in structural positions because of (a) considerations of competence and performance, (b) the cooperative and patient attitude of female leaders which makes them to earn appreciation from all academicians, and (c) the track record of female leaders who have increasingly improved their leadership achievements in the development of quality management; (2) Supporting factors in women's leadership, influenced by support from colleagues and adequate facilities; and (3) Inhibiting factors for women's leadership in developing quality management are difficulties in dealing with different commitments from each employee, still limited competent human resources, and it is still difficult to cultivate quality. Meanwhile, the obstacles to the efforts in gender equality are the limited female human resources, the lack of willingness of women to become leaders, and overlapping jobs. Recommendations from the results of this study can be used as a basis for university leaders, especially PTNU in making policies in the domain of quality management and gender equality.

DEVELOPING THE KHMER FEMALE HUMAN RESOURCES IN TRA VINH PROVINCE

The paper uses primary and secondary data from expert, descriptive statistics, comparative, analytical and synthetic methods to survey the development of Khmer female human resources in the period of 2014 – 2018. The results of the study show that the development of Khmer female human resources in Tra Vinh Province is lower than the development of female human resources in Tra Vinh Province in general. Based on the results, the researcher proposes policy implications as reference for stakeholders in planning development strategies of Khmer female human resources in Tra Vinh Province in the coming time.

여행사 직원의 유리천장 인식이 조직공정성 지각에 미치는 영향

This study is to identify the relationship between the perception of glass ceiling and organizational justice perceived by employees of travel agency. Through various theoretical approaches to glass ceiling, the concept was established to set up a research model, and the significant differences and influences between the recognition and organizational justice of glass ceiling were to contribute to the travel agency's right personnel organization culture and provide basic data on human resources management. Questionnaires were distirbuted a total of 200 copies from January 30 to 30 March, 2019. The number of collected copies was 177 in total, from which 23 ineffective copies were excluded. Total 177 copies were used for an emprical analysis with SPSS 22.0 and hypotheses were examined using multiple regression analysis. The theoretical background of the study and the results of the study through empirical analysis are as follows. Analysis of the impact relationship between the perception of glass ceiling and organizational justices of travel agents showed that 'procedural justice' had a negative effect on the 'welfare' factor and 'distributive justices' had a negative effect on the 'promotion' factor, respectively. The results of this study suggest practical implications by providing basic data on how travel agents should utilize and develop female human resources and what they need to do so.

An evaluation female human resource in public administration with study case in the Mekong Delta

An evaluation female human resource in public administration with study case in the Mekong Delta

EBV Associated Breast Cancer Whole Methylome Analysis Reveals Viral and Developmental Enriched Pathways.

Background: Breast cancer (BC) ranks among the most common cancers in Sudan and worldwide with hefty toll on female health and human resources. Recent studies have uncovered a common BC signature characterized by low frequency of oncogenic mutations and high frequency of epigenetic silencing of major BC tumor suppressor genes. Therefore, we conducted a pilot genome-wide methylome study to characterize aberrant DNA methylation in breast cancer.Results: Differential methylation analysis between primary tumor samples and normal samples from healthy adjacent tissues yielded 20,188 differentially methylated positions (DMPs), which is further divided into 13,633 hypermethylated sites corresponding to 5339 genes and 6,555 hypomethylated sites corresponding to 2811 genes. Moreover, bioinformatics analysis revealed epigenetic dysregulation of major developmental pathways including hippo signaling pathway. We also uncovered many clues to a possible role for EBV infection in BC.Conclusion: Our results clearly show the utility of epigenetic assays in interrogating breast cancer tumorigenesis, and pinpointing specific developmental and viral pathways dysregulation that might serve as potential biomarkers or targets for therapeutic interventions.

Female human resource professionals’ job embeddedness in relation to commitment foci: An exploratory study

Orientation: Managers and human resource practitioners who are concerned about managing talent as a critical resource need to recognise how employees’ job embeddedness relates to their commitment foci within the organisation. By understanding this relationship, gaps can be identified and talent can be managed optimally.Research purpose: The purpose of the study was, firstly, to establish whether a significant relationship exists between job embeddedness and a set of commitment foci and, secondly, to identify the variables that contribute the most to the relationship.Motivation for the study: Organisations increasingly devote more attention to initiatives that enhance the commitment and job embeddedness of their employees in order to assist in the design of a sound talent management plan to close the talent gaps.Research approach, design and method: A quantitative approach was used in this study, utilising a cross-sectional survey design to achieve the objective of the study. Descriptive statistics, Pearson’s product-moment correlations and canonical correlation analysis were conducted. The participants were primarily black women at an early stage of their career, who were employed in the human resource management field in a professional capacity.Main findings: The results indicated that job embeddedness significantly and positively accounted for the variance in organisational and occupational commitment foci of the participants.Practical and managerial implications: Human resource practitioners and managers need to consider how the job embeddedness of employees – specifically female employees – affects their commitment foci in developing talent management plans as part of the organisational strategy.Conclusions: The findings of the study provided empirical confirmation of theoretical views on the psychological aspects that keep employees embedded in their jobs and how these aspects relate to their commitment foci.

An Empirical Study about the Impact of Work-family Conflict on Female Staff’s Career Development in Hotels

Hotel industry is a labor-intensive industry for women and the proportion of women in the hotel industry is large while the number of women managers has also increased. However, the traditional gender, social support and work-family conflict and other various factors make the career development of women managers in hotels relatively more resistance. Work-family conflict has significant impacts on both work and family. Therefore, the paper chose the female middle managers in hotels as the research object, and used literature research and questionnaire method to gather data. Then, the reliability of scales was measured by SPSS19.0, and we performed the principal component analysis to measure the reliability of variables.After that, we conducted variance analysis to clarify the different stages of work and family lives as well as different departments whether have different influences on female middle managers. The paper analyzed the objective existence of universality, causes and the effects of work-family conflict for female middle managers in hotels. On this basis, the paper proposed some ways to ease the work-family conflict, such as implementing flexible management to weaken the time conflict, paying attention to females’ demands and take the mission of helping employees to achieve a balance, and designing family supporting programs for female managers to promote female advantages of middle managers, to promote the development of hotel female human resources and alleviate the negative impact of work-family conflict on female managers’ career development.

Female aspirant human resources’ entrepreneurial orientation

Purpose– The main purpose of the study was to assess the entrepreneurial orientation based on personality and attitude of female aspirant human resources in India.Design/methodology/approach– For collecting primary data, the scale on entrepreneurial attitude orientation developed by Robinsonet al.(1991) was used. Statistical tools such as correlations, analysis of variance, means, grand means, standard deviations and percentages were used for the analysis of the primary data gathered from 500 female respondents.Findings– The results showed the highest score of the female respondents on the achievement motivation as compared to other three personality descriptors and lowest but positive score on the self-esteem dimension. Among attitude components, the cognition had emerged as highest. MBAs showed comparatively less entrepreneurial orientation than other categories of female aspirants. Results indicated that lower age, lower educational qualifications and high socioeconomic status supported the entrepreneurship.Research limitations/implications– The study was limited to only four personality traits and three attitude components. Another limitation of the study was that the data were collected from North India that could have been collected from the wider area.Practical implications– The study will be helpful to the female aspirant participants to decide whether to choose managerial or entrepreneurial careers. By taking cues from this study, educators can build curriculum and develop programs to encourage and empower future female entrepreneurs.Originality/value– Inclusion of Indian female aspirants of different backgrounds will definitely add value to the existing knowledge, management theory and practice.

De-formazioni in corso. Mutamenti nella struttura religiosa del cattolicesimo italiano

During the last forty years Italian Catholicism has experienced a deep change. It can be directly observed focusing on the Catholic religious authority structure in Italy (CRASI). It shows both a quantitative as well as a morphological change. From the quantitative point of viewCRASI has lost a lot of organizations and a lot of clerical (male and female) human resources. From the morphological point of view the CRASI has become more centralized, more verticalized and – at the same time – its top/down channels are now multiplied and strongly diversified each from the other. Finally, the change in the CRASI has been interwined with deep changes occurring in nonreligious areas of Italian Catholicism. Among others, Italian political Catholicism offers only the best example of the radical demise in the extra religious relevance of Italian Catholicism.

Turismo y género: desempeño laboral de la mujer en los organismos turísticos públicos del estado Nueva Esparta

Womens labor performance was evaluated in public institutions related to tourist activity in Nueva Esparta State. The methodology was descriptive, of field research type, based on the bibliograph- ical review, as well as interviews applied to the managers or representatives of these institutions, and a questionnaire applied to the women who work there. Some laws and regulations that refer to the partici- pation of women in these organisms were reviewed. It is concluded that with respect to the labor profile of women, they hold important positions in administrative and managerial areas; with labor experience in the organisms related to tourist activity, with equal degree of participation as men. The representatives of these organisms consider that the contribution of the female human resource is positive, which they demonstrate through efficient information handling and abilities to perform the functions related to their jobs.

Female Human Resource in the Korean Informal Labor Market

Female Human Resource in the Korean Informal Labor Market

Equal, but different?

PurposeThe purpose of this paper is to analyze how the status and functional responsibilities of female human resource (HR) directors vary cross‐nationally and how gender egalitarian cultural values affect role differences between female and male HR directors.Design/methodology/approachA cross‐country comparison of HR directors involving 22 countries based on the 2004 Cranet survey.FindingsConsistent with the hypotheses, gender egalitarian values reduce sex‐role differences for strategic integration and for traditionally female‐stereotyped HR functions. However, there is no support for the notion that egalitarian values influence sex differences for male‐stereotyped HR functions. Since, the data indicate higher levels of involvement of female HR directors in male‐stereotyped HR functions in 12 out of 22 countries, unequal distribution of functional responsibility is interpreted as an indicator for sex differences in administrative workload.Originality/valueMacro cultural factors matter for sex‐role differences in strategic integration and functional responsibilities of HR directors. The effects of gender egalitarian values have greater impact on reducing vertical differences than horizontal differences.

Differential effects of gender on perceptions of teleworking by human resources managers

This paper anayzes the differences of male and female human resource (HR) managers’ perceptions on the benefits, barriers and feasibility of teleworking adoption in a sample of Spanish companies. The results indicate that teleworking is seen as more feasible where there are a large number of female employees, and that female HR managers perceive teleworking differently than male HR managers. Women tend to be more positive about the potential of teleworking.