Proportion Of Female Employees Research Articles

Analysis of Female Employment Situation Based on Data from Jilin Province in China

In recent years, Chinas GDP has continued to grow, yet the labor share has not increased in a consistent manner. This paper employs an empirical analysis based on data from Jilin Province, China. It uses questionnaires and econometric modeling methods to investigate the role of gender in economic life and the role of other factors (such as employment pressure, the role of unions, etc.) in this process. The questionnaire survey examines the current state of gender employment discrimination in China, focusing on the existence, causes, and influencing factors of employment discrimination. In constructing the econometric model, this paper assumes a negative relationship between the proportion of female employees and the labor share, while there is a positive relationship between female education level and the labor income share. The two hypotheses, based on common sense and literature, are then tested by an econometric model. The results indicate that the proportion of female employees is indeed negatively correlated with the share of labor income, suggesting that women face more significant employment challenges.

Evaluation of the Corporate Sustainability Performance of Manufacturing Companies in the BIST Sustainability Index with Multi-Criteria Decision Making Methods

This study aims to evaluate the corporate sustainability performance of manufacturing companies listed in the Borsa Istanbul (BIST) Sustainability Index using multi-criteria decision-making (MCDM) methods. For this purpose, by examining the literature, 11 criteria, including economic, social, and environmental, were determined and the criteria were weighted with method based on the removal effects of criteria (MEREC), one of the objective MCDM methods. According to the weights obtained through the MEREC method, the most important criteria were "return on equity", "operating profitability", and "asset profitability", while the least important criteria were "employee turnover rate", "training hours per employee" and "proportion of female employees". Subsequently, using the weights derived from the MEREC method, the companies were ranked using the CoCoSo (Combined Compromise Solution) method. According to the rankings, the companies demonstrating the highest corporate sustainability performance are Türk Traktor, Ford, Tofaş, and Otokar, while the companies with the lowest corporate sustainability performance are Kerevitaş, Coca-Cola, Petkim, and Tüpraş, respectively. Sensitivity analysis is carried out to test the consistency of the results obtained. Although these results contribute to the literature, in subsequent studies, MEREC and CoCoSo methods can be used to measure different performance criteria of companies. The fact remains that corporate sustainability performances of companies can be measured by using combinations of different MCDM methods.

적극적고용개선조치 실증분석 방법론에 관한 탐색적 연구

In this study, we explore the ways to capture the extent to which a given locale embodies the values of affirmative action, i.e. equal employment. In particular this study employs the concept of employment availability to figure out whether firms in a certain locale tend to comply with the affirmative-action guidelines. Given this concept, we define disparity as the proportion of female employees in the total locale population employed, deviated from the availability level. Along with this, we consider a measure of concentration, which refers to the extent to which the employment in a locale is occupied by a certain gender. By combining these two indices, we develop an analytical framework to evaluate the implementation of affirmative action. As an illustration of the analytical framework, we employ the database from the U.S Equal Employment Opportunity Commission (EEOC). Specifically, by using the data of the state of Florida, the availability is measured based on demographic statistics; the indices of dispatiy and concentration are calculated; then how the locales of Florida show their implementation of affirmative action is analyzed with these two combined indices. Based on the analyses and from the implications from them, we contend that the analytical framework for measuring the affirmative-action implementation can be used to evaluate how equal employment is achieved; particually, we suggest that this analytical framework is applicable to the Korean context.

Factors affecting the social insurance compliance of enterprises in Vietnam

This article aims to determine the factors affecting the social insurance compliance of enterprises in Vietnam. Based on the economic and behavioral approach, hypotheses on the determinants of insurance compliance are proposed. A sample of 240 enterprises with data on paying insurance premiums for employees in Vietnam from 2016 to 2018 is collected to carry out this research. According to the Probit regression model results, the enterprises' decision to comply with social insurance is significantly positively impacted by the number of employees, the proportion of female employees, the age of the managers, inspectors, and unions. On the contrary, the gender of managers, and non-state enterprises have a negative and statistically significant influence on compliance with social insurance regulations. Besides, the results in Tobit regression models reveal the proportion of female employees, seniority of participation, inspections, unions, and auditors have a positive impact on the level of social insurance compliance of Vietnamese enterprises, while foreign and non-state enterprises have a negative effect on the contribution rate of these enterprises. Most of the previous studies focused on the decision to participate in social insurance without considering the actual payment ratio compared to the regulations, and empirical studies on this topic are still limited in Vietnam. This study can be an empirical basis for managers to minimize the debt of social insurance of enterprises, and increase the responsibility of employers for government regulations related to the protection of workers' rights.

The effect of within-firm vertical pay disparity in occupational safety

Greater vertical pay disparity is associated with compensation schemes that reward relative performance. Considering tournament theory as a leading framework for those schemes, along with boosting productivity, they are likely to increase workers’ willingness to exert effort at the risk of injuries or occupational sickness. We find evidence of such pervasive effect on a novel database that includes more than 110,000 Chileans firms. For workers in the bottom half of the wage distribution, an increment of one standard deviation in within-firm vertical pay disparity is associated with an increase of around 10% in the number of injuries and almost 19% in the number of days lost. These results are negatively moderated by the proportion of female employees and state ownership.

Voices of the Gatekeepers: Examining the Olympic Channel Production Through a Gendered Lens

ABSTRACT This study aims to explore the content production at the Olympic Channel through a lens of gender. The eleven interviews with the Olympic Channel professionals suggest that (a) sports media professionals claimed considerable agency, with individual personality and perspectives heavily influencing their journalism practice; (b) regarding content selection, the Olympic Channel seeks to strike a balance between Olympic values and commercial pursuits; and (c) the considerable proportion of female employees play an important role in facilitating a female-friendly workplace in sports newsrooms. This study illustrates the degree to which employees at an International Olympic Committee’s (IOC) official sports media platform value gender equality in their journalism practice.

Highs and lows in implementing work-life balance at companies in the Basque Country

This paper analyses the implementation of work-life balance measures by companies and discusses their links with certain business features (such as area of activity, company size and the proportion of female employees) using linear regression techniques. The results of a survey conducted on companies from various sectors based in the Basque Country highlight that it is businesses in the services sector and larger companies that tend to provide more work-life balance measures. In addition, there tend to be fewer work-life balance measures in female sectors. This may be related to the job insecurity of the women involved.

The impact of within-firm pay disparity on workplace accidents

Based on a detailed and novel database including more than 40,000 firms and more than 2.4 million employees, we analyze the impact of vertical pay disparity on the magnitude of workplace accidents. Greater pay disparity has been associated with higher- powered incentives to compete for better-paid positions, which may increase workers’ willingness to take risks. We find that the number of days lost –as consequence of workplace accidents– is increasing in the level of pay disparity and that this relationship is negatively moderated by the proportion of female employees and by the state-ownership of companies, showing that the willingness to take risks varies by gender and by the incentives implied in different ownership structures. Our results also show that different wage layers respond differently to pay disparity. We highlight the need to consider costs that are usually hidden when analyzing the benefits of different compensation structures and to analyze the effects of these structures at different organizational layers.

Work-unit social capital and long-term sickness absence: a prospective cohort study of 32 053 hospital employees

ObjectiveThere is a lack of studies investigating social capital at the workplace level in small and relatively homogeneous work-units. The aim of the study was to investigate whether work-unit social...

The Effect of The Proportion of Women and The Family-Friendly System on The Turnover Rate of Male and Female Employees

근로자의 이직은 근로자의 재교육 비용을 발생시키며 특히 여성의 경우 경력단절을 유발 시킨다는 점에서 중요한 이슈이다. 본 연구는 여성의 노동시장참여 증가에 따른 여성친화적인 조직환경의 변화가 근로자의 이직에 어떤 영향을 미치는지 살펴보고자 한다. 구체적으로 조직 단위에서 조직 내 여성 비율, 특히 여성 중간관리자 비율, 여성 상위관리자 비율이 남녀근로자의 이직률에 미치는 효과를 확인하고, 가족친화제도 도입과 활용, 초과근무시간이 남녀근로자의 이직률에 어떠한 영향을 미치는지 살펴보고자 하였다. 이를 위해 한국노동연구원의 사업체패널자료 중 2011년과 2013년 사업체 패널 자료를 분석에 활용하여 남녀근로자의 이직에 대한 검토를 하였다. 분석 방법은 위계적 회귀 분석을 적용하였다. 연구 결과, 여성 비율의 증가와 가족친화제도 및 초과근로시간은 여성 근로자의 이직률을 낮추지 못하는 것으로 확인되었다. 오히려 전체 여성 비율의 경우 여성비율이 증가할수록 여성 이직률이 증가하는 양상을 보였다. 남성이직률의 경우 여성중간관리자 비율, 여성 상위관리자 비율의 증가는 남성이직률을 모두 증가시키는 것으로 확인되었다. 가족친화 제도 도입은 여성이직률을 감소시키는 효과는 없었으나 남성 이직률을 감소시키는 것으로 나타났다. 마지막으로 초과근로시간과 이직률의 관계는 남성과 여성 모두에서 유의하지 않은 것으로 확인되었다. 이러한 분석결과는 향후의 여성비율과 가족친화정책에 관한 연구가 남성 및 여성근로자를 함께 고려하여야 할 필요가 있음을 시사한다. 연구의 결과 및 한계점은 논의에 제시하였다.Since the study of Kanter(1977), there has been an increased interest in how the proportion of female employees in the workplace shape their behavior and career advancement opportunities. In addition, the effects of women-friendly organizational climates on female employee turnover have been gaining attention. In this study, we examine the effect of female workforce participation ratio within organization on the turnover rate of female and male employees in the workplace. Moreover, we examine the introduction and implementation of family-friendly system and the impact of overtime on employee turnover rate. In order to carry out this study, we utilized the Korean Labor Institute’s Workplace panel data collected in 2011 and 2013. We applied hierarchical regression analysis. Our study showed that the increase in the proportion of women in the workplace did not result in higher turnover rates of women. Introducing family-friendly system and employee overtime also did not reduce female turnover rate. However, the proportion of women in managerial positions increased male turnover rates. Furthermore, the adoption of family-friendly system were found to reduce the turnover rate of men. Finally, the relationship between overtime and male turnover rate was not significant. The results suggests that family friendly system and proportion of women affect not just female employees, but also male employees, and that the effect of family friendly initiatives or gender equity initiatives should be examined for both male and female employee.

Gender discrimination and firms’ profit: evidence from Brazil

Purpose This paper investigates discrimination against women within the Brazilian labour market using firm-level data from the World Bank Investment Climate Survey. The purpose of this paper is to determine whether the female employees in the Brazilian labour market are paid less than their productivity warrants due to the existence of discrimination. Design/methodology/approach Based on employer discrimination model proposed by Becker (1971) that considered the proportion of female employees as a proxy for the extent of discrimination, the authors estimate the profit function using OLS analysis, and regress it on the proportion of female employees and other firm characteristics. To address the endogeneity problem caused by unobservable productivity shocks, the authors employed the methods proposed by Olley and Pakes (1996) and Levinsohn and Petrin (2003), respectively. Findings The results indicate that the proportion of female employees has positive effect on firms’ profit in 2002, but has no effect in 2007. This finding gives evidence of the existence of discrimination against female employees within the Brazilian labour market in the early 2000s, while the gender discrimination was reduced overtime. Originality/value This paper’s main contribution is to provide an approach that differs from that of previous research to determine whether discrimination exists within the Brazilian labour market. This paper also provides policy insights for Brazilian labour market.

Men's and Women's Health as a Function of Gender Composition in Work Teams

This research contributes to the ongoing debate about the relationship between gender and health by shedding light on the role of team gender diversity. In Study 1 the relationship between gender diversity in teams and individual-level health symptoms of men and women was examined in two consecutive years in 220 work teams from a German public administration (Year 1, N = 4538; Year 2, N = 5182). As expected, we found that individual- level gender was not related to health symptoms but that team gender composition determined this relationship. Specifically, controlling for several confounding variables (e.g., group size, task complexity, job level), we found that women reported more health symptoms as the proportion of female employees in the team increased, while men’s self-reported health symptoms remained invariant. This effect was stable over two years. In a second study, including 304 employees working in 61 teams in an Israeli financial services organization, we found that team gender diversity had a...

Pregnant Revisions Information Center for Maternal and Child Welfare in the Baghdad City about Benefit of Colostrum toward the New Born Baby

Background and aim: The first food for the baby after birth is colostrums. Therefore, the study aims to lays the importance of research in the identification information on the pregnant mother to the importance of colostrum, which is the first vaccine for her baby, which shields them from more than 28 diseases. Materials and method: purposive sample study included 150 pregnant mothers who visiting the center of maternity and child care in the Sheikh Omar and care center in Al- Elwya Teaching Hospital, and Baghdad Teaching Hospital where the sample collected way Randomly and interview style dish and apply the Questionnaire form designed for this purpose based on scientific sources and previous studies for the period from 8/11/2011 to 15/1/2012. The validity through a panel review of experts. Data were analyzed using frequency distribution and percentage. Results : the results show that 96% of respondents are housewives, while the proportion of female employees make up only 4%.Accounted pregnant women at the first time revisions ratio of 24% of respondents while the percentage delivered women, the 76%. As for the place of birth for the delivered women only figure was 38% for the birth of the house as well as the same percentage for the birth of the hospital. Conclusion: The study that breastfeeding is the best source of nutrition for a healthy term infant. Human milk is human specific and contains nutrients that are essential for the proper growth and development of the newborn. For more, breast milk is beneficial to both infant and mother. Key word: Pregnant women, benefit of colostrum, colostrum, New Born baby.

Les employeurs, un autre acteur de la politique familiale ? [Un état des lieux de leur participation dans la conciliation vie familiale-vie professionnelle

This article considers the aid afforded employees by their employers to reconcile work and family life, an issue rarely treated quantitatively. The authors begin by developing an overview of the various measures proposed in France before analysing their variations according to the characteristics of employer establishments (size, sector, proportion of female employees, public/ private sector, etc.). The measures contributing to the work-family balance have two main features which are not necessarily cumulative : the possibility of flexible working hours on the one hand and benefits (monetary or in kind) on the other. Cash and non-cash benefits tend to be cumulative, in particular in large-scale establishments, although working hours are less flexible. The overall observation is that reconciliation policies are more prevalent in the public sector. The proportion of women among employees also has a positive effect on services offered, albeit less so on working time flexibility, which depends strongly on organisational constraints.

Equal opportunities and collective bargaining in the Netherlands: a good case in contract catering

Are there good practices of collective bargaining on equal opportunities in the Netherlands and, if so, what can we learn from them? The article answers these questions by means of extensive reference to a case-study on the Dutch contract catering sector, which has a collective agreement including detailed provisions on childcare and steps to tackle sexual harassment. Contract catering, a relatively new sector in the Netherlands, underwent rapid expansion in the nineties. The sector is characterised by a high proportion of female employees (75%), three quarters of whom are employed in a part-time capacity, and a relatively low degree of organisation. As in the rest of the Netherlands, industrial relations in this sector are strongly institutionalised and the whole process of preparation, bargaining and implementation of collective agreements takes place in a consultative body for labour and management, namely the Contract Catering Joint Committee. The attention paid to equal opportunities dates from the first bargaining round conducted in the catering sector at the end of the eighties. In that period societal attention to the topic was combined with strong economic growth in the sector and the employers'wish to attract female employees. Especially re-entering women were expected to combine the right service-directed attitude with the willingness to work flexible hours. An infrastructure of (female) experts on equal opportunities from within the trade unions activated personal involvement of some (male) negotiators in the topic. During consecutive bargaining rounds framework agreements were concluded on affirmative action, parental leave, child-care provision and sexual harassment. Especially the fact that working groups of labour and management were set up on the last two topics contributed to the relatively successful outcome in respect of these arrangements.

Factors influencing the infant mortality rate in Sri Lanka.

SummaryThis study examines by multiple regression analysis the factors influencing district variation in infant mortality rate in Sri Lanka in a given year (1971). It shows that 83% of the district variation is explained by differences in the proportion of the population that is Indian Tamil, the proportion of female employees, and the proportion of females aged 15–19 with at least 5 years of education.