Number Of Female Employees Research Articles

The Strategies of Turkish Female Managers to Break Glass Ceiling

The number of female employees in the business world is increasing daily; however, managerial positions have disadvantages. They are not significantly represented in corporate leadership positions. The fragile and transparent but real barrier that prevents qualified women from advancing to senior management positions has been conceptualised as the glass ceiling in the literature. This study aims to identify and conceptualise Turkish female managers' strategies to break the glass ceiling through the qualitative research method within the framework of elements that create a glass ceiling, such as gender discrimination and gender prejudices in society, organisational culture, some female-specific behavioural faults, personal compromises and encouragers for a career. Content analysis of the interviews conducted with senior female managers was carried out using the MAXQDA software program. As a result of the study, it has been determined that Turkish female managers apply different strategies in three areas: work-life and family balance, professional life, and career path. These are inspiring strategies for women at all management levels, which they can use to advance their career paths. Among these strategies, the approach that the organisation can support will also be a guide for human resources management practitioners, managers and leaders, and organisational structure and culture designers.

Measuring sustainability performance with SWARA-MEREC-COBRA multi-criteria model: A case study of Anadolu insurance company

The aim of this study is to assess and rank Anadolu Sigorta Company's sustainability performance between 2018 and 2022 using the hybrid SWARA-MEREC-COBRA model. The sustainability performance evaluation criteria's importance weights were determined using both subjective and objective methods. The SWARA algorithm was used to determine the weights subjectively based on expert opinion, while the MEREC algorithm was used to determine them objectively. The final importance weights were obtained by combining the results of both methods. When evaluating the sustainability performance of Anadolu Sigorta Company, the most important criterion was total paper consumption, while the criterion with the least impact was the number of female employees. The COBRA ranking algorithm was used to rank the alternatives, and it was determined that the company's best sustainability performance was in 2022, while the worst was in 2018. Different sensitivity analyses were used to test the consistency of the proposed model.

Analisis Faktor–Faktor yang Mempengaruhi Penghasilan Karyawan Wanita di PT Pal Indonesia Kota Surabaya Pada Tahun 2017–2021

This research is entitled "Analysis of the Factors Affecting the Earnings of Women Workers at PT Pal Indonesia from 2017 to 2021 in the City of Surabaya". The purpose of this study was to measure and analyze whether the level of education of women (X1), tenure of female employees (X2) and the number of female employees (X3) partially and simultaneously have a significant effect on the income of female employees (Y) at PT Pal Indonesia, Surabaya city. From a total of 65 observations, a sample of 13 divisions was used in this study. This research uses literature study and documentation study to collect data. The multiple linear regression model, or OLS, is the analytic approach used in this study. The results of the data analysis show that the variables of female education level (X1), female employee tenure (X2) and number of female employees have a partial and simultaneous significant effect on the variables income of female employees (Y). Other results show that the contribution or contribution of the Education Level of Women (TPW), Years of Service of Female Employees (MKW) and Number of Female Employees (JKW) together have an influence on the Income of Female Employees (PKW), which is equal to 60.2380%. While the remaining 39.7620% is caused by other factors not examined in this study.

What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality

In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees’ attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees’ satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees’ satisfaction with their supervisor, we analyze the moderating role of an employee’s beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees’ satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.

YEREL BASINDA KADIN ÇALIŞANLARIN SORUNLARI

Toplumsal normlarla birlikte şekillenen yapı ile birlikte medya sektöründe de erkek egemen bir çalışan profili söz konusudur. Yaygın basındaki bu yapı, yerel basında da benzer şekilde görülmektedir. Bu araştırmada yerel basında kadın çalışanların yaşadıkları sorunlar ele alınmıştır. Örneklem olarak seçilen Zonguldak ve Bolu illerinden seçilen 4 yerel gazeteci ile görüşme yapılmıştır. Görüşmelerden elde edilen verilere göre düşük ücretle çalışmak, eğitimsiz personelin varlığı, çıkar karşılığı haber yapılması, önemsiz haberlerde görevlendirilmek gibi konular ön plana çıkmıştır. Sonuç olarak küçük nüfuslu yerleşim yerlerinde görev yapan kadın çalışanların sayısı erkeklere göre azdır. Kadın gazeteciler daha çok geri planda görev almaları istenmekte ve önemsiz haberlere yönlendirilmektedir.

"Exploring Job Resources for Female Employees’ Job Strain: The Case of U.S. Federal Employees"

"It becomes critical to the success of organizations to figure out how to effectively remedy female employees’ stress, given the sheer number of female employees in most organizations. The present study aimed to enhance our understanding of female employees’ strain, and suggest job resources to reduce their stressful feelings at work. With a sample of U.S. federal employees, female employees were compared with male counterparts in terms of their satisfaction about diverse work environments and the effects of work environment on stressful feelings. According to the findings, the strain of female employees was significantly higher than that of male counterparts. Work-life balance became a significant job resource for both male and female employees. Some work environment factors, such as public support and relationship with outside organizations, showed different effect on job strain, depending on the gender. Keywords: female employees, job resources, strain, employee stress, gender, stressful feelings."

Empowering Saudi women in leadership positions in the Ministry of Hajj and Umrah (1443 AH-2021 AD): تمكين المرأة السعودية في المناصب القيادية في وزارة الحج والعمرة (1443هـ-2021مـ)

Purpose - The purpose of this study is to assess the level of administrative empowerment of women and leadership positions in the Ministry of Hajj and Umrah, identify the most important challenges, and obstacles facing women working in leadership administrative positions. from the point of view of a sample of female employees and officials in the Ministry of Hajj and Umrah in the Kingdom of Saudi Arabia. Design/ Methodology/ Approach - To achieve the objectives of this study used the descriptive analytical method. The study population consisted of a number of female employees and officials in the Ministry of Hajj and Umrah, based on the intentional sampling method. Findings-The researcher reached the results show a high degree of concordance between the study vocabulary regarding the dimensions of empowerment in various jobs (74.18%), participation and qualification (72.06%), compared to the neutrality of consensus about the obstacles facing women’s empowerment in leadership positions (65.49%). With a varying level of agreement on the sub-items of those dimensions, which requires the need to establish the concept of women’s empowerment Administrative and leadership positions. In addition to the absence of statistically significant differences in the trends of the study vocabulary about the dimensions of administrative empowerment according to the educational level, social status and administrative experience. while there were statistically significant differences between the average estimates of the study sample members of the female employees to the degree of empowerment of Saudi women in leadership positions in the Ministry of Hajj and Umrah attributed for the functional status variable. The results also showed the obstacles to achieving women's empowerment in administrative work and leadership positions. The study recommended working on upgrading the role of women in the work environment and believing in their ability to achieve success in the operational job roles that they perform, directing their characteristics and their view of advantages to be used in reaching leadership positions, attracting women leaders with experience to work in departments and branches, benefiting from Technical development and electronic communication and its adaptation to develop women's work through remote work.

The Impact of Menstrual Periods on Performance of Female Workers

In line with legislative future vision, number of female employees has been increasing in Saudi Arabia. Female workers experience challenges that male counterparts may not face such as monthly physiological and hormonal changes. Consequentially, raising the question; would this affect female work performance? Hence, this study aimed to survey menstrual cycle effects on performance, physical condition and habits of workers for Princess Nourah bint Abdulrahman University (PNU). Target subjects included variable departments and different ages to ensure representatives sample as much possible. Next, data was collected using self-reported surveys approaching convince sampling method. Then, data were coded to SPSS and analysed in forms of descriptive frequencies and percentages with P value less than 0.05 deemed to be significant. 395 useful questioners were analysed. 95% of workers thought that their physical activity decreases during period. 67% of them usually suffer from back pain and 33% reported abdominal pain. Almost halve (47%) feel depressed through their period. More than halve (60%) believed their focus and concentration level is not decreased during menstruation and 73% have never needed to request vacation due to menstrual pain neither permission to leave work 36%. Also, (73%) do not require assistance from colleagues to perform office duties. 50% will take Panadol as analgesic for period pain. As well, 10% will use water bags in workplace to relive menstruation pain, while (66%) will use herbs to manage period pain. Finally, the study concluded that menstruation do affect PNU workers Physical condition and habits. Yet, they believe their cognitive and focus level is not affected.

The Impact of Menstrual Periods on Performance of Female Workers

In line with legislative future vision, number of female employees has been increasing in Saudi Arabia. Female workers experience challenges that male counterparts may not face such as monthly physiological and hormonal changes. Consequentially, raising the question; would this affect female work performance? Hence, this study aimed to survey menstrual cycle effects on performance, physical condition and habits of workers for Princess Nourah bint Abdulrahman University (PNU). Target subjects included variable departments and different ages to ensure representatives sample as much possible. Next, data was collected using self-reported surveys approaching convince sampling method. Then, data were coded to SPSS and analysed in forms of descriptive frequencies and percentages with P value less than 0.05 deemed to be significant. 395 useful questioners were analysed. 95% of workers thought that their physical activity decreases during period. 67% of them usually suffer from back pain and 33% reported abdominal pain. Almost halve (47%) feel depressed through their period. More than halve (60%) believed their focus and concentration level is not decreased during menstruation and 73% have never needed to request vacation due to menstrual pain neither permission to leave work 36%. Also, (73%) do not require assistance from colleagues to perform office duties. 50% will take Panadol as analgesic for period pain. As well, 10% will use water bags in workplace to relive menstruation pain, while (66%) will use herbs to manage period pain. Finally, the study concluded that menstruation do affect PNU workers Physical condition and habits. Yet, they believe their cognitive and focus level is not affected.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

Impact of Flexible Work Arrangements on Job Satisfaction Among the Female Teachers in the Higher Education Sector

A remarkable growth of female participation has been observed in the job market of Bangladesh over the past few years. The number of female employees and their contribution is likely to increase further with the pace of the country’s development in terms of the literacy rate and employment scope. Among the several thriving sectors of the country, the significance of the education sector especially in the tertiary level is highlighted by the noble contribution they make to the economy. Due the rapid increase in the number of private universities over the past few years in the country, quite a large number of women have chosen to embark on this field with the hopes of establishing themselves as academicians. However, one of the existing impediments which obstructs several women to reach their zenith professionally is rigid company policies specifically lack of flexibility. The importance of Flexible Work Arrangements (FWA) has recently gained the attention of academicians as well as practitioners to improve employee performance. Since participation of women in a noble sector like education is highly desired; hence, the present study aims to investigate the relationship between Flexible Work Arrangements (FWA), Employee Job satisfaction and Work-life Balance of the female teachers in the higher education sector of the country. Based on the analysis of diverse literature from the secondary data, hypotheses were developed and in order to test those, primary data had been collected, responses from 203 female teachers were analyzed through SPSS. The findings have confirmed that FWA have positive and significant impact both on Employee Job Satisfaction and Work-life Balance as well as Work-life Balance has a positive impact on Job Satisfaction. However, one of the elements of FWA, namely, Compressed Workweek, is found to have values lower than the significance level after performing regression analysis. Keywords: Flexible Work Arrangements (FWA), Work-life Balance, Job Satisfaction, Female employees and Education Sector DOI : 10.7176/EJBM/11-18-11 Publication date :June 30 th 2019

美 · 日 경찰 체력검사 제도의 고찰 및 시사점

Starting from 2019, the system will be first implemented for male and female applicants for the National Police University and the National Police Agency, and it is expected that a combined selection of new police officers will also take place. Therefore, the study wanted to see the status of the U.S. police system, which applies the criteria for gender-unified physical fitness tests in most states, and the Japanese police`s physical fitness test system, which limits the number of female and female police officers, and dual standards for physical fitness tests. Unlike Korea and Japan, which restricts the number of women who hire police officers, in the United States, no policy has been implemented since the 1960s and 1970s to limit the number of female employees. Since it is very difficult to prove whether a Bona Fide Occurational Qualification (BFOQ) in the performance of police duties, the government has abolished the gender limit policy. If the number of female police officers is not limited by the abolition of gender separation, it is important to see whether the standard of employment, especially the standard of physical fitness test, will be equal. The claim that the standard of one-sided physical fitness test will adversely affect women`s acceptance rate has been used as a basis for the recruitment of gender separation. The United Kingdom and Australia, including more than 70 percent of the U.S. National Police Agency, apply the fitness test standards independently of gender. If the government abolishes the policy on limiting the number of female employees, it will apply the one-size-fits-all standard because controversy over reverse discrimination in the physical fitness test standards is growing. JAPPA, a Japanese police official`s physical fitness test system, does not have a standard for each age group of police officers and applies the same standard for all male and female police officers.

Work- Life Balance as an Indicator of Job Satisfaction Among the Female Bankers in Bangladesh

A noteworthy growth of participation of women has been observed in the job market of Bangladesh over the past few years. With the development of the country, its literacy rate and scope of employment, the number of female employees and their contribution is likely to increase further. Among the flourishing sectors of the country, banking is seen to be one of the prominent and fast growing employment sectors where a lot of women are establishing their careers. However, one impediment still remains which obstructs several female bankers to reach the summit of their careers which is the lack of a suitable work-life balance. Hence, this study aims to investigate the importance of work-life balance and the factors that influence their job satisfaction level. Factor Analysis was carried out using SPSS, on the data collected from 128 respondents, which eventually resulted in the extraction of 8 factors, including, Nature of Work, Workplace Support, Work-Life Balance Programs, Healthy & Stress-free Mind, Salary, Other Monetary Benefits and Job Satisfaction. The study further tested the correlation between the variables identified, followed by a regression analysis to identify the relationship between Work-life Balance and Job Satisfaction for the female bankers in Bangladesh. It is important to note from the findings that Work-life Balance has definitely a substantial impact on Job Satisfaction. However, one predictor variable namely ‘Available Personal Time’ is found not to have a significant relationship with Job Satisfaction. Keywords: Work-Life Balance, Job Satisfaction, Female Employees and Banking. DOI : 10.7176/EJBM/11-6-03

Women's health and health care in Vietnam

Women made up more than half of the Vietnam's population (nearly 47 million or 50.7% of the total population in 2016). The number of female employees in Vietnam in 2016 was 26.4 million accounting ...

Gender diversity and organizational performance: a study of IT industries in Bangalore

Humans are considered to be different from each other with their acumen and intelligence. The working condition in IT sector has changed over the past few decades. There has been a drastic increase in the number of female employees towards the development of IT sector over the past few years. Gender diversity is creating a wide range of awareness and helps understand the importance of gender identity. IT industry which is a dominant industry in India has reckoned gender diversity as a major tool to ensure it stands on criteria of being competent and innovative in the ever changing dynamic business environment. The main objective of this paper is to analyze the relationship between acceptance of gender diversity among the employees, diversity practices and programs adopted by the IT industries and barriers to the same.

The View From The Female Principal's Desk

More than in past years, females are enrolling in educational administration programs and aspiring to beto school principals, central office administrators, and superintendents. Efforts to increase the number offemale employees by businesses, industries, and public agencies encourage women to work towardadvanced degrees and apply for administrative positions typically regarded as male positions. Successfulwomen are written about in newspaper articles and magazine features more often than ever before. Thesewomen leaders serve as role models to inspire other women to follow in their professional wake.Aburdene and Naisbitt (1992) write that "the women's movement has reached "˜critical mass,' the point atwhich a trend becomes a megatrend." If this trend continues, opportunities for professional advancementand increased salaries for women will result.

Continued export trade, screening-matching and gender discrimination in employment

The screening mechanism of export trade facilitates enterprises to increase their recruitment threshold, which in turn has a biased impact on the employment of heterogeneous individuals. Incorporating export trade, screening-matching and gender discrimination in employment into a unified analysis and applying propensity score matching estimation on the basis of the theoretical framework of micro-enterprise and the optimized behavior of job seekers, this paper examines the relations between export trade of industrial enterprises and female labor employment levels in China during 2005–2007. The results indicate that: (1) the number and ration of female employees are increasing with the size and growth of the enterprise export, regardless of enterprise exports continuity. It demonstrates that export expansion does play a critical role in mitigating gender discrimination in employment. (2) For the enterprise with higher export continuity, there is a significant effect toward improving the number and proportion of female employees, conversely the worse effect. Thus, it is significantly meaningful to mitigate gender discrimination in employment by ensuring the continued export capacity of enterprises. (3) Comparing to the promoting effect of growth in the number of female employees, export has limit effect up on increasing the proportion of female employees. Therefore, it is rather difficult to resolve the issue of gender discrimination in employment by relying completely on exports expansion. Based on research findings, this paper discusses the policy implications in terms of easing gender discrimination in employment and promoting employment equity.

Development of the Social Inventory Database in Thailand Using Input–Output Analysis

The social life cycle assessment (S-LCA) is a technique for assessing social impact and potential impact that aims to evaluate the social and socio-economic aspects of products and their potential for both positive and negative impacts along their life cycle. The lack of a quantitative inventory data for social issues is a weakness of the S-LCA methodology to calculate social impacts. This study aims to establish a social inventory database in Thailand using input–output (IO) modeling. The 2005 economic IO table of Thailand is used in this study. The six different social issues are calculated for both direct and indirect social intensity. The social issues include employment, number of female employees, working hours, wages and salaries, and non-fatal and fatal occupational cases. The results indicate that the primary sector has the highest social intensity in terms of employment, female employment, and working hour intensity. Meanwhile, the secondary sector was higher in non-fatal occupational cases intensity than other sectors. For wages intensity, the results show that the government sector was higher than other sectors, it being labor intensive and of low economic value. In addition, the fatal occupational cases shows the highest intensity in the non-metallic mining, fertilizer and pesticides, and construction sectors. In terms of total social impacts or social footprints, the wholesale and retail trade sector had the highest impact for almost all social issues due to the higher final demand in this sector.

An Investigation of Women’s Early Career Experiences in the Textile and Apparel Industries

The experiences of female graduates of textile and apparel programs in the early stages of their industry careers were examined using two methods: (1) a questionnaire completed by textile and apparel companies, and (2) interviews with women employed in industry jobs for < 5 years. The questionnaire results revealed that the number of female employees was highest in wage/staff and midlevel positions and the number of male employees was highest in salaried and high‐level positions. Interview data showed that participants had a high level of job satisfaction and valued the knowledge gained by acquiring a degree in textiles and apparel. About half of the participants found their first full‐time job through internships. Others said that informal networking led to their first job. Participants stressed the importance of understanding “politics” in the workplace. Those in smaller companies reported assuming greater responsibilities and having more freedom to make decisions.

Development and Evaluation of a Women's Health Support System at a Japanese Company

This research was designed to evaluate a work environment in which all female employees can work safely and comfortably by developing a health support system for women in the workplace. With consent from management, the occupational health nurse invited an OB/GYN physician, contracted from outside the company, to act as a specialist adviser. Because health-related concerns unique to women are sometimes difficult to differentiate from mental health issues, a health management system was developed to ensure that the psychological health of workers is promoted and maintained. After development of this system, case studies were reviewed and evaluated for menstrual disorders, perinatal health management, and menopausal disorders. Intraoffice cooperation and support were garnered from the Personnel Department, the Sexual Harassment Measures Committee, the industrial physician, and the Health and Safety Committee. In addition, through the review of the case studies, the roles for care on every level were clarified. The number of female employees who opted for early retirement due to menstrual disorders, miscarriage, or menopausal disorders was also reduced. It is believed that as a result of this study, a health management system for health-related concerns unique to women and based on mental health care measures in the workplace was developed and supportive measures were practiced. In the future, it will be important to continue to comprehensively view and create a work environment in which all female staff members can work safely and comfortably.