rights to enjoy benefit from social insurance of the femalelabor

Social insurance is the mainstay of the social security policy associated with employee. The right to have social insurance is the basic and specific right associated with female worker. This group right includes the right to enjoy the sickness benefit, maternity benefit, Work Injury and Occupational Disease Benefit, Old-age Benefit, Survivor’s Benefit, Medical Benefit (Health Insurance). The state has promulgated the Labor Code, the Law on Social Insurance and other legal documents to create an implementation guide in oder to build an effective legal corridor to protect the rights of female employee tin enjoying social insurance. However in reality, the right to enjoy social insurance of female employee is violated, and there is a gap between legal provisions and practical applications. This scientific paper evaluates the current status of legal provisions on the right to enjoy social insurance of female employees and the practical application of the law. From there, this paper proposes some solutions to improve the law on the right to enjoy social insurance of female employees.

Men in a women-dominated workplace: ten experiments on gender inequality

The authors use empirical research to identify how gender influences the interaction with female colleagues. The article describes the results of ten experiments conducted by two teams of researchers in 2020. The authors conclude that a women-dominated team is more tolerant of men’s unusual forms of behaviour and appearance. At the same time, a women-dominated team requires more from another female employee, which emphasizes the relevance of studying gender inequality still existing in many areas.

Impact of menstruation-related stigma and behavior on female employee performance in Bangladesh: mediating role of non-work related stress

PurposeThe purpose of this paper is to investigate how menstruation specific stigma and behavior impacts female employee performance in Bangladesh. Besides, it aims to investigate if nonwork-related stress has any mediating role in the menstruation-related stigma–employee performance and menstruation-related behavior–employee performance relationship.Design/methodology/approachA conceptual model is developed and tested using structural equation modeling (SEM) using Analysis of Moment Structures (AMOS) 25. A total of 400 respondents participated in a self-administered survey, of which 375 questionnaires were retained after discarding questionnaires with incomplete responses.FindingsStigma and behavior related to menstruation were found to have a significant negative effect on female employee performance. Menstruation specific nonwork-related stress was found to partially mediate between menstruation-related stigma–employee performance and menstruation-related behavior–employee performance relationship.Originality/valueThis is the first study to link menstruation specific stigma and behavior and female employee performance using SEM in the context of the Bangladeshi women employees. It is also the first study to investigate the mediating role of nonwork-related stress in the menstruation specific stigma–employee performance and menstruation specific behavior–employee performance relationship in the context of Bangladeshi women employees.

Motivação dos Bombeiros Militares de Mato Grosso do Sul em Relação ao Treinamento e Desenvolvimento

ResumoO presente estudo procurou relacionar Motivação com Treinamento e Desenvolvimento, procurando encontrar o grau de motivação para aprender em um grupo de colaboradores. A organização escolhida foi o Corpo de Bombeiros Militar de Mato Grosso do Sul. Foram aplicados 103 questionários a militares de ambos os sexos lotados em unidades do município de Campo Grande - MS. Notou-se que 74% dos Bombeiros estão motivados a frequentarem Cursos de Formação, visando promoção. O efetivo feminino apresentou uma motivação menor comparado ao efetivo masculino, 68% contra 75%, e relacionando ao grau hierárquico com a motivação, houve praticamente um empate, em que 75% dos Oficiais estão motivados e 74% das Praças estão motivados. Palavras-chave: DHO. Desenvolvimento Pessoal e Profissional. Organizações Militares. AbstractThe present study sought to relate Motivation with Training and Development, seeking to find the motivation degree to learn in a group of collaborators. The chosen organization was the Military Firefighters Corps of Mato Grosso do Sul. A total of 103 questionnaires were administered to soldiers of both sexes based in units of the municipality of Campo Grande-MS. It was noted that 74% of the firefighters are motivated to attend training courses, aiming at promotion. The female employee had a lower motivation compared to the male, 68% versus 75%, and relating the hierarchical degree to motivation, there was practically a tie, where 75% of the Officials are motivated and 74% of the Squares are motivated. Keywords: DHO. Personal and Professional Development. Military Organizations.

An ally you say? Endorsing White women as allies to encourage perceptions of allyship and organizational identity-safety among Black women

Black women often question their belonging in organizational environments, and exposure to an allyship cue, such as a White woman endorsed as an ally, may help mitigate such concerns. We examine whether ally endorsement can help a White female employee cue allyship, and in turn, serve as an effective organizational identity-safety cue for Black women high in stigma consciousness. We found that, relative to viewing a White female employee, Black women that viewed a White female employee endorsed as an ally reported greater perceptions of allyship, which had important downstream consequences for organizational identity-safety. Specifically, perceptions of allyship predicted greater anticipated trust and belonging within the organization among participants both high (Experiments 1 and 2) and low (Experiment 2) in stigma consciousness. The present studies demonstrate that ally endorsement effectively cues allyship, and in turn, signals organizational identity-safety for Black women across varying levels of stigma consciousness.

Workplace ostracism and work-to-family conflict among female employees: moderating role of perceived organisational support

Purpose Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees. Findings The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support. Originality/value To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

Job Satisfaction of Female Employees in Microfinance Institutions of Bangladesh

The purpose of this study is to examine the level of female employee satisfaction regarding their job of microfinance institutions in Bangladesh. Moreover, it focuses on the various factors that influence female employee job satisfaction of microfinance institutions. The study utilised quantitative research methods and used Herzberg’s motivation-hygiene theory (19590. A total of 24 structured questionnaires with five dimensions have been given to 100 female respondents of selected microfinance institutions in Bangladesh. The findings reveal that some variables (performance-based salary increment, available opportunities for promotion, satisfaction on job environment, colleagues help during huge workload, opportunity to interact with other employees on a formal level, use of skill, experience & qualification, recognition for good work, and learning opportunity) have significant impact on female employee satisfaction in the microfinance institutions. The limitation of the studied investment fund is that it invests in expanding and mature microfinance institutions (MFIs). So the results of this research can only be generalised to expanding and mature MFIs. This study aims at contributing for better female employees job satisfaction of the MFIs given that it has substantial implications on financial benefit, work environment, job security, decision making, training and resources of the MFIs.

The Half-Century Magazine

In 1916, Anthony Overton established the Half-Century Magazine as a venue to more effectively market Overton Hygienic Manufacturing Company products. To deflect charges of shameless self-promotion, Overton put forward a female employee as the owner, editor, and public face of this women-oriented periodical. Overton’s skullduggery included submitting anonymous editorials and publishing articles under a pseudonym (McAdoo Baker) to convey his beliefs regarding business enterprise, racial identity, and personal conduct. Above and beyond Overton’s deception, the Half-Century created a commercial environment where black female readers were not exposed to racially insulting personal care products ads. This advertising policy, along with Half-Century’s sponsorship of a contest extolling the beauty of African American women, enhanced Overton-Hygienic’s position in the marketplace.