scholarly journals Employee work stress based on gender differences during the COVID-19 Pandemic

2020 ◽  
Vol 1 (2) ◽  
pp. 30-37
Author(s):  
Syafrizaldi Syafrizaldi
Keyword(s):  
Gender Differences ◽  
Work Stress ◽  
Mean Value ◽  
Male Gender ◽  
Male And Female ◽  
Female Employees ◽  
Female Subjects

This study aims to see employee work stress reviewed from gender differences during the Covid-19 Pandemic. This research involved employees at PT. Saka Mitra Sejati Medan. The results showed that there was a difference in work stress between male and female employees. The statistical calculations of empirical mean scores showed that subjects of the male gender had a lower average empirical mean score of 29.67, while the average empirical mean value of female subjects was 30.47. Thus, during the Pandemic, female employees had higher levels of work stress compared to male employees.

scholarly journals Suicide Notes: Exaggerations by Males and Females

2020 ◽  
Vol 1 (1) ◽  
pp. 1-10
Author(s):  
Purbo Kusumastuti ◽  
Aulia Apriana ◽  
Yazid Basthomi
Keyword(s):  
Gender Differences ◽  
Gender Stereotypes ◽  
Language Production ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Male And Female ◽  
Suicide Notes ◽  
Males And Females ◽  
The Difference ◽  
Female Subjects

Touching into the gender differences between males and females in expressing the use of exaggeration expressions, this study analyzes the relevant data using the LIWC tool, the HIP method, and the deficit and difference theories. This study found that in relation to the gender stereotypes, both males and females speak differently, yet also demonstrate similarities. Both the male and female subjects express emotions equally in the language production; yet, the negative emotions are dominated by the males, and the positive emotions are dominated by the females. The difference of emotion productions influences the differences in the males’ production of exaggeration expressions, such as empty adjectives, italic expressions, and hyperbole by the female subjects.  

Gender and Organizational Citizenship Behavior

2016 ◽  
Author(s):  
Tammy D. Allen ◽  
Seulki "Rachel" Jang
Keyword(s):  
Gender Differences ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Report ◽  
Citizenship Behavior ◽  
Future Research ◽  
Male And Female ◽  
Gender Egalitarianism ◽  
Female Employees ◽  
Males And Females

The current chapter reviews theory and findings with regard to relationships between gender and organizational citizenship behavior (OCB). Based on self-report OCB studies, female employees tend to report that they perform more communal OCB (e.g., altruism) than do male employees, whereas male employees tend to report that they perform more agentic OCB (e.g., sportsmanship) than do female employees. However, supervisors do not appear to rate male and female employees differently on OCB performance. Our review also suggests that even with the same amount of OCB performance, female employees tend to be disadvantaged with regard to career-related outcomes (e.g., promotion) relative to male employees. For future research, we encourage researchers to distinguish between actual and perceived OCB performance and examine associated gender differences. Measurement invariance of OCB across gender, different career success outcomes between males and females, and the effects of gender egalitarianism in cultures also need further investigation.

Exploratory Investigation of Perceptions of Influences on Best-Friend Relationships

1980 ◽  
Vol 50 (2) ◽  
pp. 379-386 ◽  
Author(s):  
N. L. Ashton
Keyword(s):  
Gender Differences ◽  
Physical Attractiveness ◽  
Social Psychological ◽  
Same Sex ◽  
Male And Female ◽  
Female College ◽  
Psychological Literature ◽  
Best Friend ◽  
Exploratory Investigation ◽  
Female Subjects

24 male and 24 female college undergraduates (aged 18 to 50 yr.) responded to close-ended and open-ended questions concerning a relationship with a male or female best friend. Subjects rated important variables derived from theory and previous attraction-friendship research. There was no evidence for gender differences except that “shared interests” and “stability of relationship” were more important for friendships with a male, and female subjects rated “boost each other's egos” as more important than males did. Physical attractiveness was more important for other-sex relationships than for same sex. Self-generated characteristics suggested important variables not included in social psychological literature.

Gender Differences in Quality of Work Life

2020 ◽  
Vol 10 (4) ◽  
pp. 52-59
Author(s):  
Shivani Agarwal
Keyword(s):  
Gender Differences ◽  
Data Collection ◽  
Work Life ◽  
Quality Of Work Life ◽  
Male And Female ◽  
Quality Of Work ◽  
Significant Difference ◽  
Female Employees ◽  
Males And Females

The purpose of this study is to investigate gender differences in the level of the quality of work life between male and female employees in IT industries. The sample comprised of 150 people, out of which 90 were males and 60 were females from IT industries. Quality of work life was measured through a seven-dimensioned quality of work life (QWL) scale developed by Angus S. McDonald. Following data collection, significant differences regarding quality of work life were examined by using t-test. The findings indicated significant difference in the exhibition of most of the facets of quality of work life between the two groups. These insights can be used for the improved level of quality of work life between males and females in IT industries. This paper presents data and provides insights into the level of quality of work life of the employees.

Gender Differences in Quality of Work Life

2022 ◽  
pp. 1922-1930
Author(s):  
Shivani Agarwal
Keyword(s):  
Gender Differences ◽  
Data Collection ◽  
Work Life ◽  
Quality Of Work Life ◽  
Male And Female ◽  
Quality Of Work ◽  
Significant Difference ◽  
Female Employees ◽  
Males And Females

The purpose of this study is to investigate gender differences in the level of the quality of work life between male and female employees in IT industries. The sample comprised of 150 people, out of which 90 were males and 60 were females from IT industries. Quality of work life was measured through a seven-dimensioned quality of work life (QWL) scale developed by Angus S. McDonald. Following data collection, significant differences regarding quality of work life were examined by using t-test. The findings indicated significant difference in the exhibition of most of the facets of quality of work life between the two groups. These insights can be used for the improved level of quality of work life between males and females in IT industries. This paper presents data and provides insights into the level of quality of work life of the employees.

scholarly journals A Study on a New Index of Vascular Stiffness: Gender Difference and Risk Factors

2021 ◽  
Author(s):  
Jianxiong Chen ◽  
Xiuqin Wu ◽  
Yongqiang Hong ◽  
Yuchen Xie ◽  
Fuyou Liang ◽  
...  
Keyword(s):  
Risk Factors ◽  
Gender Differences ◽  
Logistic Regression ◽  
Arterial Stiffness ◽  
Cardiovascular Events ◽  
Volume Index ◽  
Chinese People ◽  
Male And Female ◽  
Overweight Subjects ◽  
Female Subjects

Abstract Background: Previous studies have found that the gender differences have important influences on cardiovascular events, and arterial stiffness is an independent risk factor for cardiovascular events. The arterial pressure volume index (API) is a new indicator for the noninvasive assessment of muscular arterial stiffness. This study was aimed to preliminarily investigate on the gender differences and influencing factors of API from Chinese people, and to discuss the practical application implications of it.Methods: A total of 11118 outpatients were randomly selected and divided into 5 groups according to the age from low to high quintile (Q1: < 37 years old group, Q2: ≥ 37 years old group, Q3: ≥ 51 years old group, Q4: ≥ 61 years old group and Q5: ≥ 69 years old group). The API was obtained by using the cuff oscillation wave for every subject. API≥31 was defined as high API, and body mass index (BMI)≥24 kg/m2 was diagnosed as overweight. The differences of API and high API incidence between male and female subjects in the five groups were compared by Pearson correlation analysis. The risk factors of high API incidence were analyzed by multivariate logistic regression. Results: ①The differences in API and systolic blood pressure(SBP) between the 5 groups were statistically significant, and they increased with age (all P<0.001).②In the Q1 groups, the API of female was lower than that of male, while the API of female subjects was greater than that of male in the Q3 to Q5 group (P<0.05). The incidence of high API was higher in male than in female (P<0.05) in the Q1 group, but the incidence of high API was higher in female than in male (P<0.05) in the Q3 to Q4 groups. ③Logistic regression model indicated that the risk of high API for male subjects was 0.712 times that of female subjects (95%CI: 0.584, 0.840) (P<0.05). The risk of high API for overweight subjects was 1.327 times that of normal weight subjects (95%CI: 1.236, 1.418) (P<0.05). Conclusion: Among Chinese people of different ages, API differed between male and female; in the whole subjects, the risk of high API is higher for female subjects and overweight subjects.

scholarly journals Gender differences in organizational commitment and rewards within Japanese manufacturing companies in China

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Keisuke Kokubun ◽  
Misako Yasui
Keyword(s):  
Gender Differences ◽  
Organizational Commitment ◽  
Multinational Enterprises ◽  
Management Practices ◽  
Future Research ◽  
Manufacturing Companies ◽  
Male And Female ◽  
Content Type ◽  
Female Employees ◽  
Worker Support

PurposeThe purpose of this paper is to investigate gender differences in organizational commitment (OC) and the relationship between OC and rewards among employees who work for Japanese manufacturing companies within China.Design/methodology/approachThis study utilized hierarchical regression analysis to examine survey data obtained from 27,854 employees who worked for 64 Japanese manufacturing companies within China.FindingsThe results reveal that autonomy and role clarity had a stronger influence, and co-worker support had a weaker influence, on OC for male employees than for female employees. These differences may be because more male employees than female employees prefer working with higher autonomy and well-defined roles than with co-worker support. After all, male employees, who place a great emphasis on independence, competition, decision-making and challenges, rely on intrinsic rewards more than social rewards.Research limitations/implicationsThis study used data collected from Japanese manufacturing companies to understand the differences between OC and rewards in local male and female Chinese employees. We recommend that future research uses other national affiliates to clarify the characteristics of male and female Chinese workers more objectively and to test the validity of this research.Practical implicationsThe results of this study support revising human resource management practices within multinational enterprises to enable female and male host-country workers to contribute to their companies on a long-term basis by taking into account the differences between the cultures of the home and host countries.Originality/valueAlthough previous research has elucidated the OC–rewards relationship in particular countries, it has not met the requirements of foreign managers from different corporate cultures who face differences in the OC–rewards relationship between their male and female employees. In this sense, this research is the first attempt to tackle this theme and contribute to the literature.

scholarly journals Identifying the Factors of a Happy Worker: Case of Private Banks of Bangladesh

2016 ◽  
Vol 5 (1) ◽  
pp. 19-26
Author(s):  
Zerin Tasnim ◽  
Afreen Ahmad Hasnain
Keyword(s):  
Work Stress ◽  
Personal Development ◽  
Psychological Wellbeing ◽  
Direct Impact ◽  
Male And Female ◽  
Private Banks ◽  
Female Employees ◽  
Work Family ◽  
A Company

A happy worker at workplace has a direct impact on the overall quality of his/her life and therefore it’s very important to understand what makes us happy or unhappy at work. Also a happy worker is an important factor for all organizations development and to enhance its productivity. A company should focus on workers to be happy because of their own improvement. But, surprisingly, there is an absence of sound framework for understanding such an important issue from both workers’ and organization’s perspective. This study focus on various kinds of workplaces of Bangladesh and for this purpose a survey is done among 200 employees of six private banks within both male and female employees. The present study focuses on five particular phenomena related to identify the dimensions of a happy worker as psychological wellbeing, peer behavior, work family conciliation, work stress, management cooperation and personal development.

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