scholarly journals Emerging Career Realities during the Pandemic: What Does it Mean for Women’s Career Development?

2021 ◽  
pp. 152342232110178
Author(s):  
Bhagyashree Barhate ◽  
Malar Hirudayaraj
Keyword(s):  
Career Development ◽  
Gender Stereotypes ◽  
Positive Impact ◽  
Work And Family ◽  
Organizational Leaders ◽  
Remote Work ◽  
Border Theory ◽  
Positive Experiences ◽  
Work Family ◽  
Hrd Professionals

The Problem Women must often overcome inequitable workplace policies and unsupportive family for career development. Although remote work allows women the freedom to manage both work and family domains, stigma rooted in gender-stereotypes dissuades women from utilizing remote work policies and working flexibly. The Solution Working from home during the pandemic, has led to some erosion of the stigma attached to remote work. Through the work/family border theory, we explore the new realities for employees working remotely and its positive impact on women’s career development. We argue, organizations can promote women’s careers by capitalizing on employee’s positive experiences with remote work during the pandemic, and support women’s career development even after the pandemic. The Stakeholders Stakeholders for this article include colleagues, supervisors, partners, and spouses, who have the power to influence women’s career development, as well as HRD professionals and organizational leaders who implement policies and practices supporting women’s career development.

Launching Diversity-Intelligent Strategies in Organizations

2021 ◽  
pp. 1-38
Author(s):  
Claretha Hughes
Keyword(s):  
Career Development ◽  
Training Programs ◽  
Diversity Training ◽  
Training And Development ◽  
Legal Issues ◽  
Career Goals ◽  
Effective Change ◽  
Ethical And Legal Issues ◽  
Positive Experiences ◽  
Hrd Professionals

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

When Family Calls: How Gender, Money, and Care Shape the Relationship between Family Contact and Family-to-Work Conflict

2019 ◽  
Vol 41 (8) ◽  
pp. 1188-1213
Author(s):  
Philip J. Badawy ◽  
Scott Schieman
Keyword(s):  
Work And Family ◽  
Financial Strain ◽  
Health Study ◽  
Border Theory ◽  
Work Conflict ◽  
Stress Amplification ◽  
Work Family ◽  
The Cost ◽  
Family Contact ◽  
Over Time

The fluid boundaries between work and family life and the dynamic ways these domains are shaped by communication technology represent an important area in work-family research. However, surprisingly little is known about how family contact at work affects functioning in the work role—especially how these dynamics may change and unfold over time. Drawing on longitudinal data from the Canadian Work, Stress, and Health Study (2011–2017), the present study examines the association between family contact and family-to-work conflict. We find that increases in family contact over time are positively associated with more family-to-work conflict, but gender and three salient family-related conditions—financial strain, providing care for family members, and difficulties with children—are key moderators of this focal relationship. We discover that the focal association is significantly stronger for women and for those with elevated levels of financial strain, caregiving responsibilities, and difficulties with children over time. We discuss these results by integrating border theory with stress amplification and the cost of caring.

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

2016 ◽  
Vol 9 (5) ◽  
pp. 100
Author(s):  
Manxiao Zhou ◽  
Biyan Wen
Keyword(s):  
Career Development ◽  
Family Conflict ◽  
Women Managers ◽  
Middle Managers ◽  
Hotel Industry ◽  
Work And Family ◽  
Work Family Conflict ◽  
Female Managers ◽  
Work Family ◽  
The Impact

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.

Launching Diversity-Intelligent Strategies in Organizations

2022 ◽  
pp. 1663-1692
Author(s):  
Claretha Hughes
Keyword(s):  
Career Development ◽  
Training Programs ◽  
Diversity Training ◽  
Training And Development ◽  
Legal Issues ◽  
Career Goals ◽  
Effective Change ◽  
Ethical And Legal Issues ◽  
Positive Experiences ◽  
Hrd Professionals

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

A resource-based perspective on work–family conflict: meta-analytical findings

2019 ◽  
Vol 24 (1) ◽  
pp. 37-73 ◽  
Author(s):  
Eko Yi Liao ◽  
Victor P. Lau ◽  
Ray Tak-yin Hui ◽  
Kaylee Hao Kong
Keyword(s):  
Career Development ◽  
Family Conflict ◽  
Meta Analysis ◽  
Work And Family ◽  
Role Overload ◽  
Conservation Of Resources ◽  
Resource Loss ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose The purpose of this paper is to provide an updated and theory-driven meta-analysis of work–family conflict (WFC). The authors quantitatively review the relationships between WFC and three pairs of antecedents and several consequences. Design/methodology/approach A meta-analysis was conducted to investigate the research model. Specifically, the authors adopt a resource-based perspective (i.e. conservation of resources (COR) theory) to investigate the relationships between three pairs of antecedents (demand/control, autonomy/hours spent at both work and family domains and role overload/flexibility) and WFC. While COR theory argues that resource loss perceptions would generate much more influential impact on individuals comparing to that of resource gain, both favourable and unfavourable antecedents, representing resource gain and resource loss, respectively, are incorporated in each pair of antecedents. This inclusion of contrary antecedents allows the authors to investigate the comparison of the relationships between the favourable antecedents – WFC relationships and the unfavourable factors – WFC relationships. In addition, the authors analyse how and to what extent WFC influences employees’ attitudes (i.e. commitment), behaviours (i.e. performance) towards both work and family, and their career consequences. Findings The meta-analytical findings generally support the hypotheses. Work and family demands are found positively related to WFC, while having a control at either work or family would be negatively related to WFC. Perceiving a high level of autonomy at work is negatively related to WFC, and hours spend at work has a positive relation with WFC. Role overload at both work and family are associated with WFC, while having flexibility from work schedule would be negatively related to WFC. In addition, WFC is negatively related to employee career development outcomes. Originality/value First, the authors adopt a resource-based view to organise both favourable and unfavourable antecedents of WFC. Second, this paper aims at extending the investigation on WFC consequences to performance at both work and family, commitment to both work and family, and employee career outcomes, because all of them are critical consequences but not fully explored in previous meta-analyses. Third, this paper has incorporated newly explored correlates of WFC (e.g. employee career development-related outcomes) and quantitatively reviewed their relationships with WFC.

scholarly journals It’s Always a Women’s Problem! Micro-Entrepreneurs, Work-Family Balance and Economic Crisis

2018 ◽  
Vol 8 (4) ◽  
pp. 74 ◽  
Author(s):  
Francesca Maria Cesaroni ◽  
Maria Gabriella Pediconi ◽  
Annalisa Sentuti
Keyword(s):  
Economic Crisis ◽  
Gender Stereotypes ◽  
Women Entrepreneurs ◽  
Work And Family ◽  
Men And Women ◽  
Family Work ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Psychological Balance

Gender inequality in the division of family work is vastly corroborated and work–family balance is an important topic in the female entrepreneurship field of research. Even if work–family balance should be a necessity indiscriminately perceived by all women and men who have a paid job, it is a particularly pertinent issue for women, called to find equilibrium between work and family. This study analyses the situation of men and women entrepreneurs in order to investigate how the economic crisis affected the work–family balance. A survey was conducted on a sample of 218 men and women sole-proprietors. Findings show that the work–family balance of women entrepreneurs does not seem to have been particularly affected by the crisis. However, some differences between men and women remain. Concerning balance, as expected, only women stated that they personally take care of the house and family. Different perceptions of the crisis between men and women also emerged, as a consequence of gender stereotypes. Women entrepreneurs have greater difficulty in having an internal psychological balance of the double role than men, who are more involved in the implementation of external balance and focus on corporate and social provisions.

Balancing the Spheres of Life During Professional Economic Education

2020 ◽  
Vol 26 (8) ◽  
pp. 886-900
Author(s):  
O. A. Zolotina ◽  
M. A. Serpukhova
Keyword(s):  
Professional Education ◽  
Master's Degree ◽  
Work And Family ◽  
Economic Education ◽  
Sociological Research ◽  
State University ◽  
Family Balance ◽  
Part Time ◽  
Master’S Degree ◽  
Work Family

Aim. The presented study aims to determine the key employment parameters that allow bachelor’s and master’s degree students to combine work with professional education in the optimal way and help people enrolled on further professional education to maintain a balance between work and family functions.Tasks. The authors analyze surveys of bachelor’s and master’s degree undergraduates and graduates of continuing professional education (CPE) programs of the Faculty of Economics of Lomonosov Moscow State University (MSU).Methods. This study uses general logical methods: dialectical, logical, comparative, and systems analysis; methods of sociological research, including public surveys.Results. The authors identify major employment characteristics that help working students maintain high academic performance and positively affect the work-family balance of older people receiving further professional education.Conclusions. Increased flexibility of the labor market in the form of more part-time job offers could make a significant contribution to maintaining and improving the quality of training of students who combine work and studies, which is especially relevant for bachelor’s degree students. Diversifying the available forms of employment can positively affect the decision to gain intitial professional experience while studying at the university. Due to the development of remote employment, the forms of occupation available to students need to be further studied in detail.

Patterns of Paternal Involvement of Korean Fathers: A Person-Centered Approach

2021 ◽  
pp. 0192513X2110309
Author(s):  
Kwangman Ko ◽  
Youngin Kang ◽  
Jieun Choi
Keyword(s):  
Family Conflict ◽  
Father Involvement ◽  
Maternal Employment ◽  
Work And Family ◽  
Future Research ◽  
Level Of Involvement ◽  
Parenting Satisfaction ◽  
Work Family ◽  
Person Centered Approach ◽  
Stress Work

Given roles and expectations of father involvement in South Korea are in transition from traditional breadwinner to an involved caregiver to children, it is plausible that Korean fathers show diverse involvement behaviors in the contexts of work, family, and parenting. Using a person-centered approach, we explored if there were groupings of Korean fathers who could be identified from their involvement with their children. We also examined if those subgroup memberships were related to various factors in work, family, and parenting domains. With a sample of 212 married working fathers and the 12 items of involvement behaviors, we found four heterogeneous subgroups of people: low-involved, accessibility-focused, involved-but-less-accessible, and highly involved fathers. Significant differences among the four profiles were also found regarding various factors such as job stress, work and family conflict, work schedule, maternal employment, parenting satisfaction, and perceived level of involvement. Suggestions for future research, practitioners, and policymakers were discussed.

scholarly journals Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

2021 ◽  
Author(s):  
Andreas Hirschi ◽  
Nicola von Allmen ◽  
Anne Burmeister ◽  
Hannes Zacher
Keyword(s):  
Goal Attainment ◽  
Self Regulation ◽  
Active Role ◽  
Work And Family ◽  
Family Role ◽  
Individual Level ◽  
Family Social Support ◽  
The Usa ◽  
Work Family ◽  
Role Demands

AbstractPursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface. We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with samples from the USA and Germany, based on a newly developed and validated measure to assess AR-WF. Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support. In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment. AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs. However, AR-WF was also positively related to increased work-to-family conflict. We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface.

Sign in / Sign up

Export Citation Format

Share Document