DEMOGRAPHIC CHARACTERISTICS, PROFESSIONAL STATUS AND QUALIFICATION OF DENTAL TECHNICIANS IN BULGARIA

The profession of "dental technician" appeared relatively late. The first dental technicians were trained by dentists and worked for them. Gradually, they separated as master owners of the studios and began to hire and train apprentices and journeymen. This time has long been forgotten. After 1997, a dental technician became a person who acquired the right to practice the profession after three years of college education. At the end of the 19th and the beginning of the 20th century, the profession began with private initiative, passed through state and municipal ownership of dental laboratories, in order to return, for the most part, back to private initiative. Our goal is to study and present demographic characteristics, professional status and qualifications of practitioners in the specialty. To achieve this goal, we studied literature sources, regulations and conducted a sociological survey involving 360 dental technicians. The respondents are from 25 regional colleges of the Bulgarian Association of Dental Technicians, from which we received permission to hold it. We found that the class is relatively aging, which is in line with the demographic problems in our country and in the countries of the European Union. The profession is dominated by men, managers of dental laboratories, who for the most part are registered as Independent Medical and Technical Laboratories. A relatively large number of dental technicians periodically attend postgraduate courses to meet the ever-increasing demands of dentists and patients.

Structural Regularities of Victim-Style Parameters of Managerial Activity in the Educational Space

The problem end purpose. This article is devoted to the identification of structural patterns of leadership styles and propensity to victim behavior in male and female managers in educational institutions. Theoretical analysis of scientific sources has shown that the authoritarian management style is most important for the occurrence of victimization in the workplace, which leads to a significantly higher number of symptoms of psychological stress in employees. However, no research has been found on the specifics of gender-role characteristics of the relationship between victim parameters and management styles in the educational space, which was the purpose of the study. Methodology. In accordance with the goal, the study of leadership style, managerial functions and propensity to victim behavior was conducted in 166 managers of educational organizations in Novosibirsk and Kemerovo, including 100 men and 66 women. The age range was M = 44.2 years. Results. The obtained correlations (the R-Spearman criterion) demonstrate that there are twice as many relationships between management styles of managers and parameters of victim behavior in the female sample as in the male sample, while in the former there is a predominance of negative statistically significant relationships. It was found that the maximum structuring and organization of the main victim-style parameters of managers takes place in women to a greater extent than in men-managers. Conclusion. Based on the results of the study it was concluded that the effectiveness of management activities in the field of higher education is determined not only by severity of management style and how he connected with the floor Manager, the victimization of the individual and the internal organization of the structure of their interactions. This means that structural effects are more important and effective in the management activities of heads of educational organizations.

Gender climate in Indian oncology: national survey report

IntroductionThere is evidence of under-representation of women in leadership roles and publications in oncology. However, there is little knowledge about their perceptions of professional environment, unique challenges and opportunities compared with male counterparts. The problem is more prominent in lower-income and middle-income countries like India and merits exploration.Materials and methodsA survey, ‘Exploratory Study on the Challenges of Female Oncologists in India’, was conducted among oncology professionals. We included questions on demography, working team details, role at work, perceived challenges for advancement of career, gender-related values brought into the team and the measures for improvement of gender disparity. Lead authorship data were collected from two Indian oncology journals.ResultsOf the 324 respondents, 198 (61.1%) were women. Majority of the respondents were medical oncologists (46.3%), ≤45 years old (69.4%) and working in universities and corporate hospitals (71.6%). One hundred eighty-nine (58.3%) respondents worked in teams with male majority, 50 (15.4%) in women-majority teams, while 85 (26.2%) worked in teams with gender equality. Of the 324 respondents, 218 (67.3%) had men managers, while 106 (32.7%) had women managers. Men led 160 (84.7%) male-majority teams; 45 (52.9%) gender-equal teams; and 13 (26%) female-majority teams (p<0.00001). Age >45 years was found to be associated with a leadership role (43% vs 25%, p=0.0012). The most significant barrier perceived for advancement of career for women was finding a work–life balance. Most respondents suggested provision of flexible training programmes to improve the disparity. Of the 558 journal publications inspected, 145 (26%) articles had a female first or corresponding author.ConclusionsThe study brought out the current figures regarding gender climate in oncology practice and academia across India. We identified lead thrust areas and schemes to improve the gender bias. There needs to be action at international, national and personal levels to bring about an efficient gender-neutral workforce.

Employees' Emotional Labor and Emotional Exhaustion: Trust and Gender as Moderators

In order to obtain a comprehensive insight into the nature of service employees' emotional labor, we examined the effect of gender and employees' trust in colleagues on the relationship between their emotional labor and emotional exhaustion. We focused on two emotional labor strategies: surface acting and deep acting. Participants comprised 679 Chinese service employees. The results showed that trust in colleagues strengthened the negative relationship between employees' deep acting and emotional exhaustion but also exacerbated the positive relationship between employees' surface acting and emotional exhaustion. The exacerbating effect of trust was especially strong for female surface actors. The findings suggest that women have a propensity for risk aversion and are more sensitive to the establishment of trust relationships than are men. Managers should consider surface acting as part of the makeup of the psychological well-being of employees.

Gender‐based analysis of leadership differences in Turkey

PurposeThe purpose of this paper is to investigate differences of leadership styles of Turkish men and women managers in team‐oriented and participative leadership dimensions. In addition, the purpose of this resarch is to find out the differences of leadership styles and also the effect of pre‐managerial and managerial experiences on leadership style in a gender‐based context.Design/methodology/approachA web‐based questionnaire was used for the study. Four main hypotheses were tested by ANOVA and structural equation modeling. Research was conducted via a total of 276 managers, composed of 124 women and 152 men, employed by medium‐sized private sector companies in Turkey. The Globe Leadership scale was used in the questionnaire to measure the managers' leadership styles.FindingsIt was found that men and women managers have no differences in team‐oriented and participative leadership styles. Besides, significantly, the pre‐managerial and managerial experiences of the women managers have a bigger effect on leadership styles than those of men managers.Research limitations/implicationsThe sampling frame consists of only participants from medium‐sized companies; therefore the results show the opinions of women and men managers from these organizations.Practical implicationsSince it is better able to transfer the pre‐managerial and managerial experiences of women managers on collaborative leadership styles than those of men managers, it requires priority to be given to women managers in these conditions. Consequently, managerial positions that relate to participative and team‐oriented styles may be designed with respect to women managers' strength regarding accelerating the process.Originality/valueThe study adds significantly to the published body of knowledge. Its findings reflect the valuable contribution that managerial experience makes as a vital indicator for gender‐based analysis of leadership styles in Turkey.

Collective and Individualistic Coping with Stress at Work

In the present study, coping was viewed as both an individualistic and a collective phenomenon, and the investigation assessed how use of collective and individualistic coping strategies was related to sex of respondent and organizational level. These strategies were measured by responses to Swedish versions of the Strategic Approach to Coping Scale and the COPE Inventory. Data were collected by means of an Internet-based questionnaire completed by 950 female ( n = 502) and male ( n = 448) employees at both the managerial ( n = 171) and nonmanagerial ( n = 764) levels, working in customer service in a Swedish telecom company. The mean age of the participants was 47 yr. ( SD = 9.7). Analysis showed women more often used collective strategies, but so also did both women and men managers. Men did not use problem-focused individualistic coping strategies more often than women. No interactions between sex and organizational level were found. Separate analyses for women and men indicated that coping was more related to organizational level than to sex.