Impediments to women accountants' career progression in Malaysia

2006 ◽  
Vol 3 (2) ◽  
pp. 57
Author(s):  
Zubaidah Zainal Abidin ◽  
Frances Penafort Ponnu ◽  
Marzlin Marzuki
Keyword(s):  
Job Stress ◽  
Gender Discrimination ◽  
Family Policy ◽  
Career Progression ◽  
Career Barriers ◽  
Family Responsibility ◽  
Family Policies ◽  
Corporate Policies ◽  
Job Demand ◽  
Work Family

This study examines women in the accounting profession, their perceptions of their own career barriers in their organization, and identifies possible reasons why they leave their organizations and ways to retain them. Seven measurable constructs were established: exclusionary environment;family responsibility; workplace benefit; job jlexibility; corporate policies; job stress; and job demand. A multiple regression analysis is used to explain the effects ofwomen accountant s perception of impediments on career progression. Except for elements ofjob stress, where they appear significant in isolation with career progression, most of the findings disclosed no correlations with career advancement ofwomen accountant. Incidentally, marital status is significantly positively related to career progression. The reasons for leaving the organization indicated by the women accountants' are job demand, work family policy, gender discrimination and etc. Work-family policies such as child care and flexi-time are the most consistent benefits quotedby respondents that will enhance retention of employees.

scholarly journals Conceptualizing National Family Policies: A Capabilities Approach

2020 ◽  
pp. 141-167
Author(s):  
Jana Javornik ◽  
Mara A. Yerkes
Keyword(s):  
Conceptual Framework ◽  
Family Policy ◽  
Policy Research ◽  
Capabilities Approach ◽  
Family Policies ◽  
Policy Area ◽  
Theoretical Understanding ◽  
National Family ◽  
Similarities And Differences ◽  
Work Family

AbstractComparative family policy research has advanced significantly in recent years. The growing availability of more and better data have improved our understanding of cross-national similarities and differences in family policies, as well as how they shape the lives of different families. Despite these advancements, comparative family policy research continues to face difficulties. The multifaceted nature of family policies makes cross-country comparisons complex. Conceptualizing our theoretical understanding of which policy aspects matter and why as well as operationalizing them into measurable indicators, often remains problematic for comparative analyses. Using examples of British and Swedish policies on childcare, a policy area particularly prone to conceptual challenges, we discuss the difficulties involved in conceptualizing family policies in comparative research. We argue that taking a capabilities approach provides a useful way forward in the field and show how such a conceptual framework allows us to more meaningfully analyze both work-family policies and their outcomes.

scholarly journals Domestic work stress and self-rated psychological health among women: a cross-sectional study in Japan

2019 ◽  
Vol 24 (1) ◽  
Author(s):  
Eri Maeda ◽  
Kyoko Nomura ◽  
Osamu Hiraike ◽  
Hiroki Sugimori ◽  
Asako Kinoshita ◽  
...  
Keyword(s):  
Job Stress ◽  
Work Stress ◽  
Psychological Health ◽  
Domestic Work ◽  
Job Control ◽  
Paid Work ◽  
Family Conflicts ◽  
Cross Sectional ◽  
Job Demand ◽  
Work Family

Abstract Background Despite the huge burden of domestic work on women in Japan, its effects on their health have been poorly investigated. We aimed to assess the association between domestic work stress and self-rated psychological health among women. Methods We conducted a cross-sectional survey using an online social research panel in February 2018. Participants were 2,000 women with paid work (the “workers” group) and 1,000 women without paid work (the “homemakers” group), aged between 25 and 59 years old and living with a partner. Self-rated psychological health (Mental Health and Vitality scales of the Japanese SF-36), occupational and domestic work stress (the Brief Job Stress Questionnaire), the 10-item Work–Family Conflict Scale, and sociodemographic factors were assessed. Results The workers had lower domestic job control and higher support from a partner and their parents than the homemakers (p < 0.001), whereas domestic job demand and psychological health were similar between the groups. After adjustment for the covariates using multiple linear regression models, better psychological health was significantly associated with lower domestic job demand, higher domestic job control, and having a young child in both groups. In addition, work–family conflicts and occupational job stress among the workers and caregiving among the homemakers showed negative associations with psychological health. Conclusion Self-rated psychological health in women was associated with domestic work stress regardless of employment status. To promote women’s health, we need to take into account the effects of domestic work, work–family conflicts, and social support from families, as well as occupational factors.

Organisational Justice and Work-Family Policies

2005 ◽  
Vol 16 ◽  
pp. 30-39 ◽  
Author(s):  
Jarrod Haar ◽  
Chester S. Spell ◽  
Michael P. O'Driscoll
Keyword(s):  
New Zealand ◽  
Family Policy ◽  
Future Research ◽  
Perceived Fairness ◽  
Family Policies ◽  
Organisational Justice ◽  
Family Balance ◽  
Self Interest ◽  
Government Organisation ◽  
Work Family

AbstractBased in a local government organisation in New Zealand, this paper links the literature on work-family balance to the literature on organisational justice, by examining the predictors of perceived fairness in work-family polices. The study also expands an earlier study in Grover (1991), by considering work-family policy sets, rather than single policies only. Perceptions of the fairness in work-family policies were partly predicted, positively, by a combination of management seniority, perceived benefits in work-family policies, and own usage of those policies. These findings suggest the influence of both group values and self-interest. In terms of organisational justice, the findings raise a question for future research, namely how fairness attitudes relate to the sustainability of work-family initiatives.

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

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