Career Barriers of Women Professionals: Measuring the Impact of Organisational and Individual Barriers on the Career Advancement of Generation Y Women Professionals in India

2018 ◽  
Vol 11 (3) ◽  
pp. 63-77
Author(s):  
Shivani Inamdar ◽  
Asha Nagendra
Keyword(s):  
Generation Y ◽  
Women Professionals ◽  
Career Advancement ◽  
Career Barriers ◽  
The Impact

Work-Family Challenges and Their Impact on Career Decisions: A Study of Indian Women Professionals

2009 ◽  
Vol 34 (1) ◽  
pp. 31-46 ◽  
Author(s):  
Sanghamitra Buddhapriya
Keyword(s):  
Women Professionals ◽  
Career Advancement ◽  
Career Decisions ◽  
Work Life ◽  
Middle Level ◽  
Full Potential ◽  
Family Responsibility ◽  
Family Responsibilities ◽  
The Family ◽  
The Impact

A broad review of existing literature on barriers to women's career advancement suggests that one of the most important reasons inhibiting women's rise to the top positions in management is the work-life conflict that women professionals experience because of their strong commitment to family responsibilities. The primary objective of this study is to understand the impact of family responsibilities on the career decisions of women professionals and also to find out the type of work-life support they would require from their employers to balance their work and life in a better manner. The study is conducted with 121 women professionals working in government services, public sector, private sector, and in NGOs across different levels. The perception of women professionals regarding the barriers against their career advancement is studied. The impact of demographic factors like managerial level, marital status, and family structure on all the above-mentioned issues are also analysed. Following are some of the major findings of the study: Apart from other factors, ‘commitment to family responsibility’ and ‘lack of gendersensitive policies by the employer’ are considered as important barriers which affect the career advancement of women professionals to senior positions. Senior and middle level professionals believe more strongly than the junior level women professionals that commitment to family responsibility hinders women professionals' advancement. Family responsibility considerably affects the career decisions of women professionals. It is generally expected that the female spouse should take care of the family responsibility. Women professionals agree that children's responsibility hinders their ability to advance. They think that they are not able to utilize their full potential and at times they have to make career trade-offs because of the family responsibilities. They also believe that putting career ahead of family leads to social disapproval and rejection and at the middle level of their career, the pressure for conforming to the societal norms could be more. The research reveals the expectations of the women professionals in terms of the support that organizations can provide to help them in achieving better work-life balance and advance in their career. A significant percentage of respondents have shown their strong preference for provisions like flexible working hours, childcare facilitates and emergency care for children and elders, support for non-work commitment, wellness, and personal development programmes. Half of the women professionals agree that “flexibility in work location” (working from home⁄telecommuting) can be taken up as an additional support provision. The requirement for all these work-life provisions are felt more at the middle and junior level rather than at the senior level.

scholarly journals The Fragility of Women’s Work Trajectories in Chile

2021 ◽  
Vol 10 (5) ◽  
pp. 148
Author(s):  
Rosario Undurraga ◽  
Jóna Gunnarsson
Keyword(s):  
Labor Market ◽  
Qualitative Study ◽  
Social Development ◽  
Gender Equality ◽  
Market Segmentation ◽  
Women Professionals ◽  
Women's Labor ◽  
Labor Market Segmentation ◽  
The Impact ◽  
Chilean Women

How are the work trajectories of Chilean women? This qualitative study analyzes the female work trajectories through interviews and biograms in a sample of 50 Chilean women, professionals and non-professionals, between the ages of 24 and 88. The article proposes an original typology of female work trajectories and relates type of work trajectory with Piore’s theory of labor market segmentation. The paper discusses the challenges and weaknesses of the Chilean women’s labor outcome and presents recent data to extrapolate the impact of the COVID-19 pandemic on vulnerable work trajectories. It considers the type of State and possible actions to achieve greater welfare and social development regarding gender equality.

The impact of ‘Generation Y’ occupational therapy students on practice education

2011 ◽  
Vol 59 (2) ◽  
pp. 156-163 ◽  
Author(s):  
Caroline Hills ◽  
Susan Ryan ◽  
Derek R. Smith ◽  
Helen Warren-Forward
Keyword(s):  
Occupational Therapy ◽  
Generation Y ◽  
Occupational Therapy Students ◽  
The Impact ◽  
Practice Education

The Influence of Social Networks on the Choice of a University Brand by Generation Y

2021 ◽  
Vol 4 (62) ◽  
pp. 5-22
Author(s):  
Nargiza Aliyeva ◽  
Gaukhar Mukhamediyeva
Keyword(s):  
Social Networks ◽  
Social Media ◽  
Brand Equity ◽  
Generation Y ◽  
Word Of Mouth ◽  
Social Space ◽  
Electronic Word Of Mouth ◽  
The Impact ◽  
Positive Effect ◽  
University Brand

Social networks are actively penetrating into all spheres of our society. The influence of social media is strongly affected by the younger generation, who spends a lot of time in the virtual social space. The purpose of this study was to study the influence of social networks on the choice of a university brand by representatives of generation Y. The data was collected through an online survey using the Google forms service. The results obtained indicate that social media engagement has a positive effect on brand image. Firm-created and user-generated social media communication have a positive effect on brand equity in Higher Education Institutions. Brand equity positively influences Brand choice intention. The value of this study lies in the fact that it considered the influence of various factors on the formation of the intention of representatives of generation Y to choose brands of universities, taking into account the moderate effect of electronic word of mouth. The results obtained complement the scientific literature on the impact of social media on consumer behavior. The results of this study can help in understanding the choice of students of educational organizations, taking into account the influence of social networks and electronic word of mouth, which can help university marketing departments to promote brands more effectively in the social media space.

Understanding Career Barriers of Women Executives

2019 ◽  
pp. 200-217
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

scholarly journals Corporate social responsibility impact on talent retention among Generation Y

2020 ◽  
Vol 27 (4) ◽  
pp. 369-392
Author(s):  
Intan Azurin Zainee ◽  
Fadilah Puteh
Keyword(s):  
Corporate Social Responsibility ◽  
Generation Y ◽  
Employee Retention ◽  
Research Model ◽  
Accounting Firms ◽  
Content Type ◽  
Gen Y ◽  
Talent Retention ◽  
Corporate Social ◽  
The Impact

PurposeAs the new emerging workforce, Generation Y (Gen Y) is said to be demanding, influential and possessing strong bargaining power. This study examines the impact of corporate social responsibility (CSR) on employee retention among Gen Y in the accounting profession. CSR is widely researched subject due to its applicability in multidisciplinary fields and industries. This research intends to investigate the nexus between CSR and human capital disciplines. It employs Carroll's pyramid of CSR as the main theoretical framework to establish its relationship with talent retention among Gen Y employees. This study has a threefold aim: (1) to determine the level of CSR awareness, (2) to determine the relationship between CSR dimensions and talent retention and (3) to examine the effect of CSR dimensions on talent retention.Design/methodology/approachThe paper opted for an exploratory study using the structured questionnaire. A total of 377 Gen Y accountants who are currently working in accounting firms located in Klang Valley, Malaysia, were involved as respondents. Data were analyzed using descriptive, correlation and regression analyses to answer the research objectives.FindingsThe paper provided empirical insights about the impact brought by CSR practices in financial-based firms on employee retention. It was found that all CSR elements, as suggested by Carroll, have a significant relationship with employees’ retention. The interaction between the CSR elements and employee retention accounts for 16% of the research model. Based on the multiple regression analysis, it was found that only two CSR elements are the significant predictors of employee retention among Gen Y in the case of financial-based firms in Malaysia.Research limitations/implicationsThis research covers Gen Y employees in accounting firms; thus, generalization is not applicable to other generations. Besides, the predictors of the research study utilize Carroll’s pyramid of CSR. Therefore, future research studies are encouraged to validate the research model into other sectors. Other models of CSR could also be used.Practical implicationsThis paper includes implication for the organization to understand employee retention practices on Gen Y who are currently dominating the workforce.Originality/valueThis paper fulfills an identified need to study how CSR practices could enhance employee retention among Gen Y in the organization.

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