Conceptualizing Intersectionality between Work-family Conflict and Career Progress of Married Women Employed in Nepalese Financial Sector

This study examines the intersectional relationship between work-family conflict and career progress of married women employed in the financial sector within Kathmandu Valley. Although both work and family are important dimensions of human life, in Nepalese context the intersectional relationship between gender roles, work and family responsibilities and career progress has been inadequately studied. Hence, this research aims to conceptualize work-family conflict by examining the intersectional relationship between socio-demographic factors, antecedents of work-family conflict and career progress of married women employees in the context of Nepalese Financial Sector. In this study intersectional research design has been used to analyze relationships between variables together with ninety (N=90) married women employees as research participants. Results of both descriptive and inferential statistics indicate that asymmetry still remains prevalent and permeable among married women employees regarding their work-family interfaces and involvements. Hence, antecedents of work family conflict intersect a predictive association with subsequent existential experiences, ambition gaps and perceptions that negatively influences career progress of married women. Based on the findings, this study recommends a sustainable corporate culture and human resources management practices that remains sensitive to gender issues and also assimilates complex and conflicting necessities of both work and family involvements. Keywords: Work-family conflict, Career progress, Sustainable corporate culture, Human resource practices

Job satisfaction of women employees of the public sector of Afghanistan

PurposeThis paper focuses on job satisfaction of women employees in the public sector of Afghanistan and identifies factors and challenges influencing women's job satisfaction in their workplace.Design/methodology/approachThe survey data were gathered from 92 employees working at the Ministry of Finance at different position levels.FindingsThe findings indicate that women employees highly prioritize salary increment and job promotion as their main job satisfaction factors while mentioning low salary, delay in salary payment and unsuitable workplace as the biggest challenges. Among recommendations, the research suggests to launch workshops for male employees to improve their behavior with women employees in the workplace, to promote employees based on their merit regardless of gender, to standardize salary scales, to develop a chart of female rights highlighting how they should be treated in their workplace and to support the female employees by eliminating gender discrimination and providing a secure work environment free of gender bias.Social implicationsThe findings and recommendations may help public sector organizations as well as the private sector of Afghanistan to improve women employees' job satisfaction.Originality/valueThis article represents an added value for the literature which lacks references about the satisfaction of women working in the public sector of Afghanistan.

Development and Validation of a Scale to Measure Glass Ceiling Among Women Employees in the Banking Sector

It is generally believed that when compared to men, women have slower career advancement prospects. Usually, women in the workforce face several obstacles, commonly referred to as glass ceiling (GC), that weaken their career advancement prospects. The present study aims to develop a scale to measure the GC obstacles faced by women employed in the banking sector. The scale was developed and validated through a three-step process: item development, scale development and scale evaluation. The items were generated through literature review and focus group discussions (FGDs). The items developed were fine-tuned in consultation with academic experts. The scale was developed and validated, through a study, covering 411 women employees working in different banks in the state of Kerala. Exploratory factor analysis (EFA) brought out seven dimensions of GC, namely family responsibilities (FR), discriminatory promotion practices (DPP), employee relations (ER), personality traits (PT), lack of organizational support (LOS), gender stereotypes (GS) and lack of training (LT). The scale was evaluated using reliability and validity measures, and it demonstrated adequate reliability, discriminant and convergent validity. The confirmatory factor analysis (CFA) was carried out using AMOS. Towards the end of the article, there is also a discussion on managerial implications, limitations of the study and directions for future research.

Predictors of subjective career success amongst women employees: moderating role of perceived organizational support and marital status

Purpose The purpose of this study is to examine the relationship between subjective career success (SCS) and proactive career behavior as well as family support, with a focus on women professionals in India. The study also investigates the moderating role of perceived organizational support and marital status on these relationships. Design/methodology/approach The sample consists of 363 women professionals working in the information technology-enabled services industry in India. The study is cross-sectional in design. Findings Findings from this study posit the positive moderating role of perceived organizational support on the relationship between proactive career behavior and SCS and on the relationship between family support and SCS. As a moderator, marital status has a positive impact on the relationship between proactive career behavior and SCS but has a negative impact on the relationship between family support and SCS. Practical implications The results from this study will help organizations understand the predictors of career success of women employees. Another practical implication is that this study establishes knowledge of perceived organizational support, a controllable organizational factor as a moderator in positively influencing the success of women’s careers. Leaders and managers can, therefore, use organizational factors to facilitate the success of women employees. Originality/value This study is perhaps the first to examine the relationship between antecedents of career success for women professionals in the context of India.

The Cyber Avatar of Sexual Harassment at the Workplace: Media Analysis of Reports During COVID-19

Background: Whether working at physical workplaces or from the seeming safety of home, women employees continue to be hounded by sexual harassment. During COVID-19, sexual harassment has taken on a cyber avatar and continues to enjoy the protections afforded by ambiguity and inept implementation. Objectives: The study explores how media reported cyber sexual harassment (CSH) during a 1-year period after COVID-19 in India. It explores the dominant discourses evident in such media reports, such as the ways in which CSH is manifested, psychosocial factors behind the same, action taken (if any), and organizational practices. Method: The present study involved content analysis of electronic print media content (newspapers and magazines) published in India, in the English language, between the period March 2020 and February 2021. A final pool of 24 articles was purposively arrived at through an Internet-based search, which was classified as news story, editorial, opinion piece, interview, column, and other. Content analysis of the articles was carried out to uncover the main themes. Within these themes, the researchers carried out open coding to identify subthemes. Results: Six broad themes emerged from the articles: manifestations of CSH, causes of CSH, outcomes of CSH, action taken by the victim, organizational practices, and barriers in seeking redressal. Manifestations included inappropriate behavior by boss/colleagues during meeting (30.6%), social media harassment (22.6%), video calls/meeting/work at odd hours (17.7%), inappropriate attire (14.5%), sexist behavior and comments (8.1%), and inappropriate jokes (6.2%). Some of the causes reported for CSH were blurring of personal and professional boundaries, lack of guidelines regarding virtual workplaces, job uncertainty, and notions of patriarchy. Only 29.2% articles highlighted any action(s) taken by the victim. Some of the barriers in seeking redressal were reported to be lack of awareness and/or clear guidelines, fear about the repercussions, difficulty in proving CSH, daunting appellate process, lack of privacy with family members around, and patriarchal culture. Conclusion: The study reiterates the need for clear and consistent communication on CSH, both in organizations and through the media. It is imperative not only to revive and modify the existing policies on CSH but also to implement them effectively. In the “new normal,” organizations need to formulate responses that are multilevel, swift, and coordinated across stakeholders, policymakers, technology specialists, and social scientists.