Female Managers in the Healthcare Organizations

2022 ◽  
pp. 349-365
Author(s):  
Sema Üstgörül
Keyword(s):  
Board Member ◽  
Supervisory Board ◽  
Healthcare Sector ◽  
Healthcare Organizations ◽  
Business World ◽  
Men And Women ◽  
Management Culture ◽  
Female Managers ◽  
Family Balance ◽  
Work Family

In a globalized and complicated international economy, executives believe that management culture will be given new direction by management teams comprised of both men and women, and that these mixed teams will contribute to the diversity of ideas and perspectives in management. Despite the fact that there are as many female graduates as male graduates today, women continue to be significantly underrepresented in executive roles in the business world, particularly in top management (executive board, supervisory board). The most important factor preventing women from being managers is work-family balance. While women indeed tend to climb the ladder step by step, men make several jumps in their careers, and they meet with success. It makes no difference whether a candidate for a position as a board member, director, or divisional manager is male or female. The goal of this study is to try to demonstrate that female managers may be more effective in management because of their personalities and areas of competence in the healthcare sector.

Organizational Support Factors and Work–Family Outcomes: Exploring Gender Differences

2015 ◽  
Vol 38 (11) ◽  
pp. 1520-1545 ◽  
Author(s):  
Malissa A. Clark ◽  
Cort W. Rudolph ◽  
Ludmila Zhdanova ◽  
Jesse S. Michel ◽  
Boris B. Baltes
Keyword(s):  
Gender Differences ◽  
Family Support ◽  
Organizational Support ◽  
Intent To Quit ◽  
Men And Women ◽  
Family Outcomes ◽  
Working Adults ◽  
Family Balance ◽  
Work Family ◽  
The Relationship

The present study examines the relationship between a variety of organizational support factors and work–family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work–family balance. For example, having a supportive work–family supervisor was related to lower negative work–family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support—particularly supervisor work–family support—may benefit men and women through different mechanisms.

Revisiting copreneurial from a business perspective: theoretical developments

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Margarida Rodrigues ◽  
Mário Franco
Keyword(s):  
Success Factors ◽  
Business World ◽  
Content Type ◽  
Family Balance ◽  
Work Family ◽  
Business Succession ◽  
Business And Management ◽  
Practical Implications ◽  
Initial Research ◽  
Theoretical Developments

PurposeThe change in couples' personal ambitions concerning their careers, how they look after their family and how they deal with the work–family balance has revolutionized their position in the business world, specifically in family businesses. When couples embark on a joint business, the authors have copreneurial couples or copreneurs, the concept having existed for decades. This study provides mapping and a broad, holistic bibliometric analysis of copreneurs.Design/methodology/approachThe study presented here followed the literature review for scientific mapping of the topic under discussion.FindingsThe results obtained show that the vast literature on copreneurs refers to other social sciences rather than business and management. Furthermore, final refining of the initial research made indicates that the literature in these areas is still minimal, justifying the need for this study. Also shown is the need to continue to study copreneurs, as fundamental economic actors in the business sector.Practical implicationsOne of the study's main contributions lies in building a theoretical framework to explore empirically the success or failure of this business typology. The topics identified in this analysis highlighted copreneurial teams, copreneurial business and copreneurs' success factors.Originality/valueThe review presented here is wide-ranging and holistic, showing there is a shortage of research on the link between family business and copreneurs, whose conceptual difference lies in the construct of business succession since most researchers have studied psychological aspects, these couples' marital relationships and the factors contributing to conflict between work and domestic responsibilities.

scholarly journals Validasi Modul Kesetaran Peran Laki-Laki dan Perempuan untuk Mencapai Keseimbangan Kerja-Keluarga

2019 ◽  
Vol 18 (2) ◽  
pp. 173
Author(s):  
Arri Handayani ◽  
Padmi Dhyah Yulianti ◽  
Primaningrum Dian M.
Keyword(s):  
Quantitative Analysis ◽  
Qualitative Analysis ◽  
Quantitative Result ◽  
Expert Judgment ◽  
Expert Judgement ◽  
Men And Women ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Guilty Feeling

Adanya kesetaraan peran antara laki-laki dan perempuan membuat perempuan merasa nyaman ketika bekerja di luar rumah, sehingga pada akhirnya mampu mencapai keseimbangan kerja-keluarga. Akan tetapi ketika terjadi pembagian kerja antara suami dan istri di wilayah domestik, timbul perasaan tidak nyaman pada istri ketika melihat suami melakukan tugas tersebut, Dengan demikian akhirnya istri mengambil alih tugas tersebut, dan seringkali perempuan posisi dirinya lebih rendah daripada laki-laki. Berdasarkan situasi tersebut, permasalahan yang muncul adalah apakah ibu mengalami dan merasakan kesetaraan peran antara laki-laki dan perempuan sehingga tercapai keseimbangan kerja-keluarga? Penelitian ini bertujuan untuk membuat modul dan melakukan uji validasi isi modul “Kesetaraan Peran Laki-laki dan Perempuan” sehingga ibu bekerja dapat memahami dan menerapkan kesetaraan peran laki-laki dan perempuan dan mencapai keseimbangan kerja-keluarga. Validasi isi dilakukan oleh 4 orang expert judgment di bidangnya, yaitu psikologi keluarga, psikologi industri, litbang himpaudi dan ahli media. Metode pelatihan dengan experiental learning. Analisis data menggunakan analisis deskriptif kualitatif dan kuantitatif. Hasil analisis kuantitatif dari para expert judgement menunjukkan skor total rentangan 64-67 dalam kategori baik. Sedangkan hasil kuantitatif dari expert judgement di bidang media menunjukkan skor 55, juga dalam kategori baik. Hasil analisis kualitatif menunjukkan bahwa modul layak digunakan dengan beberapa perbaikan minor. Secara umum modul kesetaraan peran laki-laki dan perempuan dapat digunakan untuk tahap selanjutnya.[Gender role equality between men and women has made women no longer need to feel guilty to work out of home. This absence of guilty feeling makes women are able to achieve work-family balance. However, in reality, when there is task sharing, particularly about domestic chores between a husband and a wife, there is inconvenient feeling felt by the wife when she sees her husband does the chores. As a result, she will take over the task. It is common that women feel their position is lower than men. Regarding this issue, a question arises. Do mothers experience and feel the equal role between men and women in order to achieve work-family balance? This research aimed to create a module and conducting validity test for the content of the module, “Role Equality of Men and Women”. This module is expected to be able to give full comprehension for working mothers so that they can fully understand and perform equal role between men and women which help them to achieve work- family balance. Content validity was conducted by 4 expert judgment  in the field, namely family psychology, industrial psychology, Himpaudi’s research and development and media expert. The training method was experimental learning. The data were analyzed using descriptive qualitative analysis and quantitative analysis. The result of quantitative analysis from the expert judgment shows total score ranging from 64-67 in good category. Meanwhile, quantitative result from expert judgment in media field shows score 55, also in good category. The result of qualitative analysis shows that the module is viable with some minor revision and improvement. In general, this role equality module can be used for the further step.]

scholarly journals Gender Differences in Work-Family Balance Factors

2015 ◽  
Vol 1 (1) ◽  
pp. 34-45
Author(s):  
Chai Sian Yi ◽  
Zaiton Hassan ◽  
Abang Ekhsan Abang Othman
Keyword(s):  
Gender Role ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Men And Women ◽  
Family Work ◽  
Family Balance ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family ◽  
Family Work Conflict

Influx of women in the paid labor force had been identified as one of the important factors in raising awareness about work-family balance in organizations in developed countries in the west. The same phenomenon also occurs in Malaysia. Malaysia is considered as having traditional gender role ideology, whereby men and women have separate role in the workplace and in the family. Specifically, this study aims to identify whether there are differences in perception between men and women in public sector towards factors associated with work-life balance. Work-life balance factors examined in this study are work demands, supervisor support, organization’s family-friendly policies, family demands, work-family conflict (WFC) and family-work conflict (FWC). Sixty questionnaires were administered to employees in a government health training institution in Sarawak, Malaysia. Data were analyzed using SPPS version 17 and independent t-Test was employed in testing the hypotheses. The study found that men and women are significantly different in terms of supervisor support, work-family conflict and family demands. However, there was no significant difference between men and women employees with regard to work demands, family-work conflict and utilization of family-friendly policies. In line with previous Western findings, women experienced higher level of work to family conflict (WFC) than men employees. In addition, women also reported higher family demands than men. These findings strengthened the traditional gender role ideology ascribed by majority of Malaysians and lend support to the gender role theory. Therefore, the organization could provide relevant training, such as, time and stress management. Supervisors could be trained to be more aware of work-family balance issues faced by their employees and assist them accordingly.Keywords: work-family conflict; family-work conflict; gender

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.

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