Percentage Of Female Employees Research Articles

The Influence of Board of Director Gender Diversity on Gendered Corporate Social Responsibility

This paper examines the impact of board of director gender diversity on organizational outcomes associated with gendered corporate social responsibility (GCSR). The study employs a sample of 458 companies reported in the 2018 RobecoSam sustainability report to examine the relationship between the board of director gender diversity (GD) to GCSR performance. In particular, it examines the influence of GD on the percentage of women hired by a company, female employee turnover, and recruitment of female managers. The study shows companies with high GD have a higher percentage of female employees and have greater female representation in managerial ranks. There was no support for higher GD and lower turnover among female employees.

When Women Work at the Iron Cage: Gendered Perceptions on Workplace Justice

Given the increase in the percentage of female employees in correctional institutions, it is important to note that female correctional officers often hold different values relative to justice and fairness than their male counterparts. The current study attempts to understand whether gender differences would affect correctional officers’ perceptions of organizational justice in Ghanaian prisons. Results indicate that women and men did differ in how they perceive distributive and procedural justice under a multivariate model controlling for demographics and job-related attitudes. This implies that the job model hypothesis might better explain female officers’ perceptions of workplace justice than a gender model hypothesis in Ghanaian corrections.

Port-City Development: The Spanish Case

The objective of this paper is to try to evaluate the port-city relationship from its onset, taking into account the challenges of port 4.0. Indicators such as the percentage of employees participating in training programs, the percentage of female employees in Galician ports, the percentage of merchandise moved by private operators and the percentage of companies with quality certification in Galician ports are evaluated. The fourth revolution is based on the transition from current fossil fuel-based energy models to alternative energy sources, changes in the logistics and transport parameters and finally, on the elimination of intermediation. The key component of the third pillar of new Economy 4.0 is complete digitalization. The optimum port-city solution must address the need of both the urban planner and the port manager to evaluate potential measures that would alleviate the pressure of dedicated port facilities on the city and vice versa to the greatest extent possible.

Prioritization of sustainability indicators using regression analysis: A case study

Abstract Sustainability helps us satisfy to the current needs without obstructing future generations to meet their demands. The idea of sustainability is composed of three pillars - economic, environmental and social, also known as triple bottom-line of sustainability. Sustainability emerged as a part of corporate ethics in response to perceived public discontent over the long-term harm originated by the focus on short-term gains. This study focuses on determining the influence of various sustainability indicators used by major Fast Moving Consumer Goods (FMCG) companies. The future for the FMCG sector is very bright due to its inherent capacity and favourable changes in the environment. The sustainability indicators namely CO2 emission, energy consumption, water consumption and the percentage of female employees have been examined in this study. The data was gathered from sustainability reports of the case companies, and classified based on the triple bottom-line of sustainability. Multivariate regression analysis approach was used to assess the influence of these indicators. Various models were tested by different hypothesis tests to understand the significance of the sustainability indicators in this study. The regression analysis suggests that among the four sustainability indicators namely total electricity consumption, total water consumption, total CO2 emission and female employee %,the indicator that does not affect the total production is female employee (%)

The relationship between job stress & job satisfaction evidence from female employees in the private banking sector in Sri Lanka

The purpose of this paper is to discuss and critically evaluate the stress factors affecting the female employees in the private banking sector in Sri Lanka and how it impacts their job satisfaction. The research encapsulated the problem domain, objectives and project aims and elaborated on previous related researches and pilot runs to formulate a conceptual framework to address and overcome the discussed problems. A self-developed research model was tested by considering job stress and job satisfaction as the independent and dependent variables respectively. Role Ambiguity, Role Conflict, Unhealthy work relationship, Workload Pressure and Work- Life imbalance was identified as the factors which describe “Job Stress”. The researcher adopted qualitative methods in conducting the research. Primary data was collected through the aid of questionnaires/ surveys and individual interviews from a sample of 50 female bankers. According to the results, it was revealed that female bank employees encounter Role conflicts, Unhealthy work relationships and Workload pressure which cause to reduce job satisfaction. The results also showed that a higher percentage of female employees were unambiguous regarding their role at work and also have less work- life Kumari & Tharanga (2020). Asian Journal of Research in Banking and Finance, imbalances, which have positively affected their level of Job Satisfaction. This research would add an important part in the areas of study relevant to the work-family interface, corporate psychology, managerial level problems, females in banking, stress factors and satisfaction. It would provide a descriptive base to further studies in branching areas.

일본 임금정체의 요인 분석과 정책적 시사점 (What’s up with Wage Growth in Japan?)

Korean Abstract: 2012년 말부터 최근까지 일본에서는 약 400만 개의 일자리가 창출되었고 실업률도 크게 하락하는 등 고용사정은 대폭 개선되었지만 임금은 기대만큼 오르지 않고 있다. 이 보고서에서는 고용여건 개선에도 불구하고 일본에서 임금정체가 지속되고 있는 요인을 다각적으로 분석하였다. English Abstract: Beginning from the end of 2012 and up to recently, approximately 4 million new jobs have been created in Japan and the unemployment rate has fallen to the low 2% range, showing a great improvement in employment conditions. At the same time, however, the average wage level of workers remains at pre-1997 levels. In this study we analyze the reasons why wage levels remain stagnant in the Japanese economy. Our analysis reveals the following reasons. The first is a change in the composition of the Japanese workforce. Female workers, elderly workers, and non-regular workers, who on average receive lower wages, now represent a larger proportion of the workforce and employment has increased in industries with lower wage levels. For instance, the percentage of female employees has increased from 32% in 1970 to 45% recently. The shares of non-regular workers increased from 20.2% in 1990 to 37.6% as of the 1st quarter of 2018. On average, non-regular workers and part-time workers receive 67% and 75% of the wages of regular workers, respectively.

Spanish Validation of the Shorter Version of the Workplace Incivility Scale: An Employment Status Invariant Measure.

Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure such adverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter’s four-item Workplace Incivility Scale (2016) with Spanish workers (N = 407) from different sectors. Participants’ mean age was 38.73 (SD = 10.45) years old and the percentage of female employees was 59.2%. Confirmatory factor analysis using AMOS 19.0 was carried out, presenting a good fit. The internal consistency, convergent and concurrent validity of the scale were examined. Results show good scale reliability and expected high correlations with social undermining. Moreover, the scale related to propensity to leave a job, job satisfaction, and psychological well-being in the expected way. After configural invariance across groups was established, testing for metric invariance and scalar invariance was performed. Considering Δχ2 and ΔCFI tests for two nested models, the 4-item scale was invariant when the employment status is considered (permanent vs. temporal, full-time vs. part-time, and supervisor vs. non-supervisors). Overall, our findings showed good psychometric properties of the shorter version of the WIS in Spain. Theoretical and practical implications of this study are discussed.

Information technology sector in India and gender inclusivity

Purpose – This paper aims to address the issue of gender inclusivity in the information technology (IT) sector of India. The main objective of the paper is to find out the factors influencing female participation in the IT industry. It proposes some policy initiatives to support involvement of women in adequate proportion in the workforce. Design/methodology/approach – The study uses a unique set of data from 63 IT companies from three big cities of Delhi-National Capital Region (NCR), Bengaluru and Kolkata. An ordered logit model is applied to find out the determinants of female absorption in the IT industry. ANOVA is used to study the variations between and within the IT industry of female labor force participation. Findings – Result reveals that the percentage and mobility of female employees in an organization does not depend on the turnover or the total number of skilled employees in the organization. It depends on the location. Research limitations/implications – The main limitation of the paper is that many IT companies do not want to reveal data about the percentage of female employees. If more companies could have been included, more accurate results could have been found. Practical implications – The study discusses the aspect of gender inclusivity in the IT sector as well as the impact of higher skill on gender. The paper proposes some policy initiatives which can increase the number of female employees in the IT sector. Originality/value – The study fulfills the need to know about the gender inclusivity aspect of the IT sector in India.

Gender inequality in the information systems workforce: challenges and implications for management in Botswana

This paper reports on a research that examined the types of gender-based inequalities of information systems (IS) personnel in Botswana. Questionnaires were distributed to 243 IS employees in 48 organisations in Botswana who are employed at levels of computer programmer and above. One hundred and four questionnaires were completed and returned. The results show that the percentage of female employees in IS is smaller compared to the national average of women employees. Female employees also think that they are not fairly treated in promotions and that their employers do not value their contributions. Female employees are also unhappy with many other issues about their career and the percentage of those who might quit their jobs at the earliest opportunity is higher than that of male employees. Challenges and implications for management are also discussed.

The adoption of family‐friendly HRM policies

Several authors have tried to explain the variation across firms in the implementation of work‐family programmes in terms of the employment strategy of these firms and institutional pressures. But most of these studies have been done in the US context. This study replicates these studies in Spain, which has a very different legal, cultural, and labour market context and where the diffusion of work‐family programmes has only recently started. Using data from a sample of 131 Spanish, mostly private firms, tests five hypotheses that may explain the adoption of family‐friendly human resources management policies. Finds that even in this particular context both the employment strategy and some institutional pressures play an important role. The size of the firm, the percentage of female employees, the presence of a high‐commitment work system and the tightness of the labour market are associated with the implementation of a work/family programme. With the increasing participation of female workers and the ageing of the population expects that work/family programmes will continue to diffuse in Spain.

The relationship between organizational characteristics and the adoption of workplace smoking policies.

Organizational-level variables that are hypothesized to influence the level of smoking policy restrictions and the prevalence of smoking control activities were tested in a sample of 1 14 worksites that participated in the Working Well Trial, a national trial of worksite health promotion. Predictors related to more restrictive policies included smaller size, larger percentage of white-collar workers, larger number of complaints about environmental tobacco smoke, less complexity, more formalization, and having a CEO who valued health and employees' well-being. The number of smoking control activities offered in a worksite was predicted by having a larger blue-collar workforce, a higher percentage of female employees, higher levels of workforce stability, and a CEO who valued health and employees' well-being. Efforts to identify predictors of companies' adoption and implementation of workplace-based policies and interventions are an important part of tobacco control efforts and will enhance future intervention and research efforts.

Keys to action: Understanding differences in organizations' responsiveness to work‐and‐family issues

AbstractThe authors address the question of what factors influence the corporate response to work‐and‐family issues, using data from a written survey of companies. They hypothesized that various demographic, organizational, and other characteristics might affect the degree of a business's response. Among their findings are (1) that the percentage of female employees was unrelated to the responsiveness measure when other factors were controlled; (2) that industry and geographic effects were significant; and (3) that companies which regularly survey their employees tended to be more responsive. © 1993 by John Wiley & Sons, Inc.

New Roles for Professional Women: Skills for Change

The article suggests that general goals for women be developed on an incremental basis utilizing U.S. Census data for base criteria. An informal utilization analysis can be conducted by comparing an organization's percentage of female employees with the following census categories: female population (optimal utilization), female labor force (significant utilization), single females (acceptable utilization), or families with female heads (minimal utilization). Significant underutilization would be revealed by a female work force representing less than the percentage of single women in the geographic area. In such cases, the organization's recources would most productively be spent on affirmative efforts to locate and/or train women for jobs where they are not represented, rather than a more extensive utilization analysis.