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The participation and inclusion of women are vital for the growth and progress of any economy. Literacy in finance is crucial for financial inclusion and facilitates, the usage of formal services in finance and products that enhance the economic opportunities for women. The aim of the study is to examine the effects of personality characteristics on financial inclusion among 250 female employees in the major metropolitan cities of Pakistan. Quantitative approach is employed in the study through a survey questionnaire to gather the data. The sampling technique was purposive which was used to select the women employees, and the PLS-SEM technique was used to analyze the data. The empirical findings of the current study show that financial attitude, behavior, and influence positively impact financial inclusion, which is moderated by digital financial literacy. This study adds value to the existing literature on the factors that affect financial literacy, especially in the context of women in Pakistan, and has important implications for policymakers in the financial sector. The paper proposes measures to enhance women's engagement and inclusion in the financial sector and also provides future directions for research. [ABSTRACT FROM AUTHOR]

What exactly is gaslighting and how does it play out in the gendered context of women's entrepreneurship? We contribute to Stern's three-stage model of gaslighting by presenting a contextualised perspective through a 'twisted path' of gaslighting that maps out gaslighting interactions and consequences, reflecting how our findings coincide with, depart from and enrich this model; meanwhile identifying primary and subsequent (secondary and tertiary) gaslighting interactions. By examining gaslighting through the lens of epistemic injustice and testimonial injustice, we explain why some women entrepreneurs succumb to gaslighting, while others strategically employ testimonial smothering and infrapolitics as an empowered agential strategy rather than a disenfranchised consequence. Considering the lack of research on gaslighting in entrepreneurship, our geopolitical context emphasises the role of spatial position and identity within multiple systems of injustice, such as occupation and patriarchy, adding novel insights theorised and grounded in lived experiences. In doing so, we disrupt the influence of western feminism by embracing a postcolonial feminist perspective and promoting social justice through centring the voices of 40 internally displaced Palestinian women entrepreneurs. Policy implications underscore the need to raise awareness of gaslighting, facilitate its identification and promote preventive measures to hold gaslighters accountable. [ABSTRACT FROM AUTHOR]

Copyright of Revista Punto Género is the property of Revista Punto Genero and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We provide an application of machine learning to identify the distributional consequences of climate change in Malawi. We compare climate impact estimates based on drought indicators established objectively from the k‐means algorithm to more traditional measures. Young women affected by drought were 5 percentage points more likely to be married by 18 than those living in nondrought areas. Our approach generates robust results when varying the number of clusters and definition of treatment status. In some cases, we find the design using k‐means to define treatment is more likely to satisfy the assumptions underlying the difference‐in‐differences strategy than when using arbitrary thresholds. Projections from the estimates indicate future drought risk may lead to larger declines in labor productivity due to women's engagement in early age marriage than other factors affecting their participation rates. Under the extreme representative concentration pathway scenario, drought exposure encourages the exit of 3.3 million women workers by 2100. [ABSTRACT FROM AUTHOR]

The article highlights the importance of the United Nations (UN) in the realization and protection of women’s rights at the global level. In particular, the article focuses on the strategies that the United Nations develops and implements to improve the situation of women in different parts of the world, through its specialized institutions and other important mechanisms to support sustainable development. The article provides a detailed overview of the main innovations and programs of the UN, international legal acts on the protection of women’s rights, in particular, the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) of 1979, and reviews the achievements and challenges in the implementation of these initiatives. It analyzes how the UN provides legal support, technical assistance and strategic advice to member states, as well as the role of monitoring and reporting in ensuring compliance with international standards. Considerable attention is paid to examples of successful projects that have led to changes in the legislation of different countries and social practices. In addition, the main difficulties and barriers faced by the UN in its activities are discussed, and recommendations are offered to improve the effectiveness of its efforts to protect women’s rights in the future. In particular, the role of UN Women in issues related to the protection of the rights of women and girls is outlined. UN Women is the United Nations agency for gender equality and the empowerment of women. UN Women was created to advance the rights of women and girls and accelerate responses to their needs around the world. UN Women works to ensure that women and men are equal partners and beneficiaries of humanitarian action. UN Women focuses on crisis prevention, preparedness and response to reduce vulnerability, address risks, promote resilience and women’s leadership through normative support, assistance to member states and the United Nations in developing and implementing relevant policies, coordination between the United Nations system and the humanitarian community, and field programming. [ABSTRACT FROM AUTHOR]

Digital transformation is currently a topical and researched field. It includes basic processes, which are often closely related to production, and also affects human resource management (HRM) processes. Employee satisfaction is also reflected in the quality of management and the quality of setting up HRM processes. In contrast, the satisfaction itself can be different due to the gender diversity of employees. The article's main aim is to present the results of an analysis of the digital transformation in HRM processes from the perspective of gender diversity of employees in organisations in Slovakia. The current state was analysed through a research questionnaire, which was distributed online and in physical form. The research sample consisted of n = 556 respondents. The research questionnaire provided us with data for the evaluation of research questions and research hypotheses. As part of the research, we set two research questions focused on the differences between men and women in the perception of how their current job affects their future work skills and the employees' approach to developing their digital skills. Through the statistical evaluation of hypotheses, the differences between men and women in the perception of new technologies and the perception of which HRM processes are facilitated by digitalisation were tested. The presented research results can be used to make human resources management more efficient during the digital transformation. [ABSTRACT FROM AUTHOR]

Copyright of Kafkas University, Journal of Economics & Administrative Sciences Faculty / Kafkas Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of University of Kafkas, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

BACKGROUND: Disasters such as the COVID-19 pandemic have serious traumatic effects on people, who may experience sleep problems, anxiety, and fear in the face of such a stressor. OBJECTIVE: This study is conducted to examine the relationship between sleep quality and fear of COVID-19, anxiety, and personality traits in working women. METHOD: This research was a descriptive study between June to August 2021. The study was conducted with 425 participants. The Pittsburgh Sleep Quality Index, COVID-19 Fear Scale, Beck Anxiety Scale, and the revised Eysenck Personality Questionnaire-Short Form were applied to the participants. T-test, ANOVA, and Pearson correlation analysis, were used. RESULTS: In the study, it was found that the total average score of the Fear of COVID-19 Scale was 18.83±5.5, while the score of sleep quality was 5.40±3.3 and the anxiety score was 14.01±12.4. On the other hand, the score of Extraversion was determined as 3.73±1.7, Neuroticism was 3.79±1.8, and Psychoticism was 1.97±1 in the study. Moreover, a statistically significant positive correlation was found between sleep quality and fear of COVID-19, anxiety, and neuroticism in working women (p < 0.05). CONCLUSION: Sleep quality, sleep latency, sleep disturbance; daytime dysfunction, use of sleep medication, sleep duration, sleep latency with anxiety; sleep latency, sleep quality, daytime dysfunction, sleep duration were found to be linked to neuroticism, and use of sleep medication and sleep duration were found to be linked to psychoticism. It was concluded that there was a relationship between sleep quality and fear of COVID-19, anxiety, and personality traits in working women. [ABSTRACT FROM AUTHOR]

BACKGROUND: Education is crucial for empowering women in the labour market. However, the choice of occupation may not always necessarily be determined by their level of education. OBJECTIVE: The present study seeks to answer two important questions: (1) Does education help in determining occupational choices of women working in the informal sector? (2) How do factors like number of dependents in the family, woman staying with family, migration status of a woman and the use of networks in the job-search process, affect the occupational choices of women working in the informal sector? METHOD: The study utilised the data collected from 476 women, working in the urban informal sector of three northern States of India. We have estimated multinomial Probit model to analyse the data. RESULTS: This paper argues that education level cannot be the sole premise for a woman to have a better occupational choice within the informal sector. Other factors play a relatively significant role in determining the choice of occupation by a woman. CONCLUSION: Working women in the urban informal sector have less autonomy in the choice of their occupation and the education levels alone cannot help in providing access to more hygienic, career enriching and well-paying options to them. [ABSTRACT FROM AUTHOR]

In this study, we analyze the happiness levels of working and homemaker women in Türkiye. For this purpose, we utilized individual-level data from the Life Satisfaction Survey (LSS), covering a 19-year period from 2004 to 2022 with over 344,000 observations. Our findings reveal that even after controlling for various background factors, working women report significantly lower happiness levels than homemakers. The study examined the roles of social norms, work-related issues, and home-related issues. Social norms against women are not overwhelmingly prevalent, as nearly 80% of women does not report significant social pressure due to gender. However, gender-related social pressures partly explain the happiness gap between working women and homemakers. Problems in the work domain do not significantly drive this differential in happiness. Instead, issues in the home domain contribute to the happiness disadvantage, particularly in financially better-off households. This suggests that while societal norms play a role, the balance between work and home responsibilities, especially in wealthier households, is crucial for understanding lower happiness levels among working women. The findings underscore the importance of addressing home-related challenges to improve the well-being of working women. [ABSTRACT FROM AUTHOR]

The study aimed to reveal the degree of practice of servant leadership by female heads of departments in the Department of Education and its relationship to the administrative creativity of female employees. Its data were collected through a questionnaire that was built and designed based on the literature and previous studies, and its validity and reliability were confirmed. The results showed that the degree to which female heads of departments practiced the dimensions of servant leadership from the point of view of female administrative employees in general was high, as indicated by the arithmetic mean (3.94) and standard deviation (0.767). It also showed that the reality of the administrative creativity of female employees from their point of view was high, with an arithmetic mean of 3.89 and a standard deviation of 0.938. The results also showed that there is a strong correlation between all dimensions of servant leadership with all dimensions of administrative creativity, and that servant leadership directly affects the level of administrative creativity. Based on these results, the study recommended a number of recommendations, the most important of which are: Enhancing the style of servant leadership for all heads of departments in education departments in the Kingdom, and empowering female employees through their participation in decision-making and solving problems that arise at work. [ABSTRACT FROM AUTHOR]

The implementation of market-based top-down climate mitigation policies is resulting in the expropriation of emission rights of non-polluters while fuelling accumulation by powerful actors. Redirecting political energy from African feminism to alternative non-extractivist climate solutions requires the recognition of the role of women's unpaid reproductive labour in enabling the production and extraction of an emerging commodity in the scramble for African resources: carbon credits1. Uncovering the injustices behind false solutions and top-down green policies also requires collaborative and intersectional work among different social movements. [ABSTRACT FROM AUTHOR]

Thomas Heywood’s play The Wise-woman of Hogsdon (1604) offers a unique dramatic representation of women’s informal labor that departs significantly from contemporary theatrical portrayals of working women. While city comedies of the period typically ridiculed or morally condemned women’s commercial activities, Heywood’s sympathetic portrayals of The Wise-woman – who openly profits from multiple trades and successfully resolves the play’s conflicts through her entrepreneurial skills – suggests an emerging theatrical discourse that recognized the economic and social value of women’s informal work. Through the Wise-woman’s character, Heywood’s play not only documents the vital role of women’s underground economy in early modern London but also challenges the period’s dominant dramatic conventions that relegated working women to roles of either comic relief or moral corruption. [ABSTRACT FROM AUTHOR]

ABSTRACT Indian nurses coming to the U.S. on H‐1B visas that tie them to employers are often the breadwinner for spouses and other family members on dependant visas, where the dependant spouses do not have the ability to work due to visa regulations, thus upsetting complex gender dynamics in the household. In this paper, we investigate how Indian immigrant nurses in the U.S. navigate their status as the primary migrant and, family breadwinner with the incessant feminizing discourse of immigrant nurses as selfless healers. The paper is based on in‐depth interviews with 30 Indian migrant nurses and their husbands, 10 immigration experts such as lawyers, legislators and activists, 3 years of ethnography in nursing conferences that Indian nurses in the U.S. attended, and in the homes and churches that the nurses and their families attended. Using the construct of “the caring self” our analysis shows that the nurses are continuously subjected to the discourse of nursing work as healing work in formal and informal contexts such as, by recruitment agencies, at nursing conferences, by superiors and peers at work, in their churches and at home. The internalization of the discourse of immigrant nurses as healers often prevent the nurses from processing and verbalizing their gendered and racialized experiences at work, demands of caregiving at home and the community at large. Nursing work as healing work becomes their path toward making of the caring self in the new country. As such, we argue that immigrant nurses operate in a “migrant care work regime” which is bolstered by the intersections of migration policies and a feminized and racialized discourse of migrant nursing work, creating the trope of the constant care worker that shapes the material realities of nurses as immigrant women care workers in the U.S. [ABSTRACT FROM AUTHOR]

Background: Global warming is raising increasing concerns about its impact on worker productivity, particularly in industries like construction where outdoor physically demanding jobs are prevalent. This study aimed to perform a meta-analysis to assess the existing evidence on the impact of heat exposure on productivity loss among construction workers. Methods: We conducted a comprehensive literature search across six databases—Web of Science, PubMed, Embase, Scopus, ScienceDirect, and IEEE—covering the period from database inception to September 18, 2024. The Joanna Briggs Institute (JBI) critical appraisal checklist was used for quality assessment. A random-effect model meta-analysis was performed, and publication bias was evaluated by Egger's and Begg's tests. Results: From an initial pool of 1209 studies, 14 met the inclusion criteria, representing data from 2387 workers. Our findings indicate that 60% (95% CI: 0.48–0.72, p < 0.01) of construction workers exposed to elevated temperatures experienced significant productivity loss. Productivity loss was more pronounced when the Wet Bulb Globe Temperature (WBGT) exceeded 28 °C or when ambient temperatures surpassed 35 °C. Furthermore, workers aged over 38 (proportion = 0.61, 95% CI: 0.49–0.72) and teams with female workers (ratio = 0.74, 95% CI: 0.60–0.87) were more susceptible to productivity loss. Conclusions: This review highlights heat exposure as a significant factor affecting productivity in the construction industry. We recommend prioritizing the protection of vulnerable groups such as women and older workers, developing innovative technologies and equipment for working in hot conditions, and improving the working environment to safeguard workers' health and productivity. Further research is needed to investigate the long-term health impacts of heat exposure and develop strategies for optimizing microclimate management in construction settings. [ABSTRACT FROM AUTHOR]

In the first decade of the twentieth century, very few of London’s women workers were organized in trade unions. In contemporary discourse, female labourers appear alternately as bad workers, ‘natural blacklegs,’ ‘masculine,’ and immodest. Women union leaders sought to resolve these discursive tensions between work and femininity by framing collective action as a collaborative project defined by sisterhood. This article interrogates their efforts by examining the discourse of sisterhood in the trade journal, the Woman Worker. It demonstrates that outsid observers defined working-class women’s lives in terms of misery and poverty as well as female camaraderie and solidarity. Industrial women workers, on the other hand, imagined more expansive worlds for themselves and their families. Their published stories and their actions depict a range of affective experiences, from joy and desire to frustration, disappointment, and ambivalence. By highlighting the female labourer, this article recentres emotions, workers’ subjectivity, and women’s individual stories in historical narratives about gender, work, and Britain’s early labour movement. [ABSTRACT FROM AUTHOR]

Background: Research to date suggests that physical activity (PA) can buffer menopausal symptoms and support well-being, but there is limited evidence on the link between PA and menopausal symptoms in the United Kingdom, and no study has assessed how PA affects well-being through menopausal symptoms and three psychosomatic factors (i.e. depression, anxiety and stress). Objectives: This study investigated whether PA affects well-being through menopausal symptoms and psychosomatic factors. This study focuses on how PA influences working women with menopause. Design: A cross-sectional design based on the STROBE (i.e. Strengthening the Reporting of Observational Studies in Epidemiology) checklist was adopted. Methods: The participants were 324 working women in England. An online self-reported questionnaire was utilised to gather data through Qualtrics. The data were analysed with path analysis through structural equation modelling, and sensitivity analyses were performed to avoid or reduce statistical bias. Results: PA had a negative effect on menopausal symptoms (β = −0.21; p < 0.001) but a positive effect on well-being (β = 0.19; p < 0.001). Menopausal symptoms had a negative indirect effect on well-being, but PA had a positive indirect effect on well-being through menopausal symptoms and the three psychosomatic factors. Conclusion: PA was positively associated with well-being but negatively associated with menopausal symptoms. Menopausal symptoms may lower well-being through anxiety, depression and stress, but PA can be associated with better well-being through depression, anxiety and stress. Plain language summary: The influence of physical activity on well-being through menopausal symptoms, depression, anxiety, and stress Why was the study done? Studies have assessed the potential influence of physical activity on menopausal symptoms among women, but no study in the United Kingdom has examined this relationship. Although the positive effect of physical activity on well-being is well researched and documented, no study has explored how it is mediated by menopausal symptoms and psychosomatic factors (i.e. stress, anxiety, and depression). Evaluation of this potential mediation is needed to improve stakeholders' understanding of the best ways to manage menopause at work. What did the researchers do? The researchers designed an online survey and used Qualtrics to distribute it among 324 working women with menopause in England. They used the appropriate statistical analysis technique to ascertain how the effect of physical activity on well-being is mediated by menopausal symptoms and the psychosomatic factors. What did the researchers find? Women who reported higher physical activity experienced fewer menopausal symptoms. Women with higher physical activity reported better well-being through fewer menopausal symptoms and lower stress, anxiety, and depression. Physical activity may help to improve well-being among working menopausal women by lowering menopausal symptoms, stress, anxiety, and depression. What do the findings mean? Working women can maintain well-being and experience less menopausal symptoms, stress, anxiety, and depression if they participate in physical activities. Organizations can manage menopause by rolling out workplace programmes encouraging employees to regularly participate in physical activities. [ABSTRACT FROM AUTHOR]

The 'local' as a site of peacebuilding and as a subject position has played a significant role in scholarly debates on peacebuilding and international intervention, and increasingly so in work on the implementation of the Women, Peace and Security agenda. Local women are called upon to represent the conflict experience, and localisation of the Women, Peace and Security agenda is becoming part of the rhetoric around implementation. This article examines the impacts of this focus with reference to peacebuilding and women's inclusion initiatives in Iraq in locations previously held by the Islamic State in Iraq and the Levant. The article analyses three programmatic case studies situated in Ninewa, a governorate in northern Iraq. The analysis offers a four-part typology of local women participants – local women as peacebuilders, a-political (and a-sectarian), non-elite and intermediary – and uses these types to explore how the participation and presence of local women is constructed within peacebuilding programming. By introducing these types, this article makes visible the practical and conceptual impact of the focus on the 'local' on the Women, Peace and Security agenda, its implementation in post-conflict contexts, and on how local women and their contributions are perceived in Women, Peace and Security-focused peacebuilding interventions. [ABSTRACT FROM AUTHOR]

For a Saudi woman living in times of rapid socioeconomic transformation, working in a low-paid job may feel both obligatory and shameful. This paper argues that Saudi women – torn between traditionalism and modernity – are deeply impacted, though in ambivalent ways, by the recent empowerment discourse. It examines how the corporate world adopts the empowerment narrative to promote progress, modernity, and openness at the expense of women's needs, preferences, and values. Through interviews with a diverse cohort of 20 employed women aged 20–45 years, this study seeks to unravel the motivations that drive women to pursue work in a patriarchal society where the conventional role of men entails assuming financial responsibility for women. Through an exploration of the motivations underlying women's decisions to work – a few of which are the desire for recognition, financial independence, and self-worth – this paper investigates issues of visibility, space, and social responsibility. These key issues emphasize the struggles encountered by working women in attaining empowerment, autonomy, and self-worth despite their participation in the labour market and their financial independence. By examining low-skilled sectors in which women struggle with challenging working conditions, this paper aims to give voice to disadvantaged women who, in the empowerment plans, are left unheard and their future obscured. [ABSTRACT FROM AUTHOR]

In Vietnam garment factories are increasingly moving to rural areas, encouraged by government incentives and labour shortages. Many factories predominantly employ women, and in this article we examine the experiences of 12 women working at a factory in their home village in northern Vietnam. Factory work, because it is in the formal sector, has made visible to the women's families and their communities that they are 'workers', in contrast to the invisibility of domestic and family agriculture work. Taking an empowerment approach to frame this study, we argue that their new financial resources and visibility as workers led them to challenge gendered roles in their households in important ways, including around financial decision-making and the distribution of domestic work. They also felt their status within the community was elevated. However, our findings show that empowerment is conditional, incremental and constrained by patriarchal familial dynamics and gendered societal scripts. As with elsewhere, the tensions between factory work as a form of empowerment and as a form of exploitation are inherently linked, and women's gendered identities shape the ways factory owners are able to create a cheaper factory workforce in rural Vietnam. [ABSTRACT FROM AUTHOR]

Purpose: The main aim of this study is to investigate the role of fathers and mothers in the intergenerational educational persistence for sons and daughters under two dimensions that characterize the clusters of countries: redistributive policy and governance. Design/methodology/approach: Data from the Global Database of Intergenerational Mobility (GDIM), hierarchical cluster analysis on principal components and panel regression are used in this study to estimate intergenerational educational correlation and to investigate its determinants related to the parents' and descendants' education variables in 93 countries grouped in four clusters. The empirical analysis is differentiated by gender combinations of parents and descendants. Findings: In the clusters of countries characterized by high inequalities and poor governance, our findings show that the role of the fathers is stronger than that of the mothers in educational transmission; fathers and mothers are more influential for the daughters rather than for the sons; parental educational privilege is the main driver of intergenerational educational persistence; there is an inverse U-curve in the association between educational inequality of the parents and educational correlation for the sons. Differently, in the countries characterized by high income, low redistributive conflict and better governance, the role of the mothers is stronger and education mobility for the daughters is higher than that for the sons. Social implications: The authors' results remark on the importance of social welfare policies aimed to expand a meritocratic public education system including schooling transfers for lower social class students and narrowing the gender gap in educational mobility between daughters and sons. Social welfare policies should also be oriented to spread high quality child care systems that help to foster greater women equality in the labor market, because the strength of educational persistence depends on the position of the mother in the economic hierarchy. Originality/value: The distinctiveness of the paper can be found in the fact that this study investigates the parental role differentiating by gender and coupling hierarchical cluster analysis on principal components with panel regression models. This allows us to have a sample of 93 countries aggregated in four groups defined in two dimensions: redistributive policy and governance. Amongst the determinants of educational transmission, we consider not only education's years of the parents but also other determinants, such as educational inequality and privilege of the parents. We also identify the effects of investment in human capital and educational inequalities for the descendants on education mobility. [ABSTRACT FROM AUTHOR]

This paper is a preliminary attempt to examine the experience of two groups of women cleaning/domestic workers in two cities in Kerala grappling with vulnerabilities induced by natural disasters and the pandemic. The groups are similar to each other in several crucial respects, as assetless or asset-poor workers of oppressed caste social origins who perform stigmatised work and carry burdens of social reproduction. However, they relate to their work in distinctly different ways. The first is of paid cleaning/domestic workers who entered work and negotiated for wages individually in the city of Kochi; the second is of workers who entered paid cleaning/domestic work as part of a local women's collective aided by the local government in the city of Thiruvananthapuram. We found that though the first group secured better wages than the second, the latter tided over pandemic-induced vulnerabilities far better. Through this comparison, the paper demonstrates the relevance of collective bargaining and state welfare support in helping vulnerable women workers absorb and adapt to various shocks. However, the paper cautions against both romanticising the resilience capacities of informal collectives of women workers which can be rendered fragile by capitalist interventions, as well as treating them as necessarily anti-patriarchal. [ABSTRACT FROM AUTHOR]

Background: The employment rates of women are on the rise in numerous countries worldwide. Likewise, the level of self-compassion, personality capacity, and psychological capital that women possess might play a significant role in determining their status in today's society. Thus, the present study was conducted to compare self-compassion, character strength, and psychological capital between working women heads of households and housewives. Methods: The research was a causal-comparative study. The study population included all working women who were heads of households and housewives in Tehran City, Iran, from July to September 2023. Purposive sampling was used to select 116 samples. The data collection tools included Self-Compassion Scale-Short Form (SCS-SF), the Psychological Capital Questionnaire (PCQ), and Values in Action-Inventory of Strengths (VIA-IS). Data analysis was performed using an independent t-test and one-way analysis of variance (ANOVA) by SPSS software. Results: The difference between groups for the self-compassion variable was significant (P < 0.001) and the F value was equal to 79.261. Likewise, the difference in the average character strength variable of the two groups was significant (P < 0.001) and the F value was equal to 135.650. Moreover, the observed difference in the mean of the psychological capital variable of the two groups was significant (P < 0.001) and the F value was equal to 79.875. Conclusion: The research showed that women could conquer their obstacles by employing three factors: self-compassion, personal qualities, and psychological resources. In addition, relevant professionals should teach and strengthen women's psychological abilities, including self-compassion, character strength, and psychological capital. [ABSTRACT FROM AUTHOR]

The international literature on women and work calls on scholars to consider geographical, sociocultural, and institutional contexts governing women's employment dynamics over their life course. In Indonesia (and other lower middle‐income regions in Southeast Asia), female labor force participation is lower in urban areas than rural areas. The largest drop‐off occurs after marriage and childbearing. In this article, we argue that class and spatial context matters in examining the relationship between gender norms, gendered mobilities, and employment outcomes in mega‐urban settings. Using qualitative research, we probe beyond conventional demographic studies to explore the dynamics of married women's (decisions to stay, leave, change, or return to) employment in Greater Jakarta, Indonesia's largest urban core. Our participants were discouraged from employment participation by norms that prioritize married women's role as primary caregivers, and spatial and workplace/regulatory constraints. Our analysis underscores how the participants' employment‐related decisions consistently revolve around the concept of opportunity costs, defined as conflicts and tensions arise from mother's time away from children due to gender norms, lack of childcare and flexible formal employment options, and the long working and commuting hours in Greater Jakarta. Economic pressures for women to participate in the labor market are not matched by work–family policies, which are still rooted in entrenched ideals of women as wives and mothers. [ABSTRACT FROM AUTHOR]

It is well documented that motherhood influences gendered outcomes in work institutions. However, how paid work influences women's private sphere and sense of self remains unclear and could vary across societies. This article focuses on identity construction among 28 college‐educated stay‐at‐home mothers in Shanghai. The findings from semi‐structured, in‐depth interviews reveal tension negotiation and reconciliation within these mothers' multiple self‐identities. Despite choosing to voluntarily leave their paid jobs and become stay‐at‐home mothers, participants differentiated between their maternal identity and their stay‐at‐home mother identity; in particular, they perceived motherhood as more valuable and socially acceptable than the choice to be a stay‐at‐home mother (i.e., participants readily identified as mothers but hesitated to describe themselves as stay‐at‐home mothers). To avoid this tension and protect their self‐image, participants incorporated aspects of their previous working identity into their stay‐at‐home mother identity, such as taking part‐time jobs and framing their childrearing experience as a future career asset. The results help explain how the notion of work shapes women's self‐image, even when they leave the labor market. Overall, the findings reinforce mothering imperatives and identities and the need to understand them from a cross‐cultural perspective in relation to societal prevailing gender norms. [ABSTRACT FROM AUTHOR]

Despite ongoing efforts in Europe to tackle discrimination against women in the labor market and societal roles, gender inequality remains entrenched. This study shifts focus from the design of pension systems to explore other key factors impacting women's careers. By examining life cycle demographics, career paths, and childcare support systems, we utilize clustering to categorize European countries based on factors influencing women's pension capital accumulation, excluding pension design. Our innovative approach highlights the significance of these factors in the gender pension gap. Findings suggest demographic and social similarities across countries do not necessarily equate to equitable retirement scenarios for women compared to men, underscoring the potential of pension system design to mitigate disparities. Using Ward's method and the silhouette index for country classification on 10 variables, our analysis reveals distinct differences in gender pension gaps across Southern, Northern, Western, and Eastern Europe. This divergence, alongside observed differences in retirement outcomes for women affected by prior pension regulations, points to increasing challenges for younger European women in achieving pension parity with past generations. [ABSTRACT FROM AUTHOR]

The COVID‐19 pandemic led to far‐reaching detrimental impacts, with challenges weighted toward women, who experience a double‐burden of paid work and care/domestic work. Professional lives were enacted in new spaces, as many were ordered to work from home. This was particularly testing for women, who found themselves servicing additional expectations each day, such as complex relational work and home‐schooling. For many, this caused stress, damage to career, and strained relationships. Yet, as women academics, we were surprised to see that some of our peers were reporting they had positive experiences during lockdowns. Drawing on interview data from 23 women academics based in the United Kingdom, we found that participants did not report damage to their professional identities; indeed, in some cases the pandemic provided new ways to expand academic identities, for example through skill development and international networking. Furthermore, participants reported the pandemic as a chance to choose how to focus their energies, withdrawing from relationships and activities that did not contribute to the achievement of the selves they sought to become and capitalising on those that did. This paper is therefore valuable in revealing the techniques and resources (narrative and otherwise) that can enable women to report positive experiences, even when facing adversity. [ABSTRACT FROM AUTHOR]

How do culture and development interact to determine women's empowerment? I develop a simple model of women's labor supply in which economic development simultaneously reduces the stigma against women working and relaxes the consumption constraint that often forces poor women to work. The model predicts that women's labor supply will follow a U‐shaped relationship, falling and then rising as development proceeds. In addition, in countries with more patriarchal values, women's labor supply will be lower, fall over a greater income range, and then rise more slowly on the upward sloping portion of the curve. I investigate and confirm these predictions in a broad sample of countries employing six different measures of historical patriarchy as well as a composite measure of patriarchal history. These findings indicate that as economic development proceeds, women's labor supply will diverge across countries as differences in the intensity of patriarchal values play an ever larger role in the allocation of women's labor. [ABSTRACT FROM AUTHOR]

Pakistan has extremely poor breastfeeding indicators: fewer than half of infants under 6 months are exclusively breastfed, only 20% of infants are breastfed within the first hour of life, and nearly half are never fed colostrum. The country's high infant morbidity and mortality is in part due to this suboptimal infant feeding. A network of lady health workers (LHWs) employed by the government facilitate maternal and child health programs, including breastfeeding support in their communities. This study describes LHWs' perspectives and experiences regarding breastfeeding. We conducted semi-structured interviews with 14 LHWs and used thematic qualitative analysis to code and analyze the data. Our research revealed that LHWs use their role as members of the community and involve influential members of the family to build trust. Frequent home visits beginning prenatally help them address misconceptions about infant feeding. While they have strong knowledge about the benefits of breastfeeding and the importance of colostrum, they demonstrate gaps in their knowledge regarding breast conditions, the safe preparation of human milk substitutes, the physiology of milk production, and supporting mothers who are separated from their baby. Future training should address these areas where LHWs lack knowledge to help mothers facilitate early and exclusive breastfeeding. With adequate training, LHWs are uniquely positioned to use their role as trusted members of the community to effectively counsel families on the importance of breastfeeding and support the clinical needs of women during the perinatal time. [ABSTRACT FROM AUTHOR]

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Addressing issues of gender inequality is ongoing and important in the context of broader employment relations at work. Scholars within the Australian industrial relations community work toward the continuance of research and analysis that highlights the perennial issues impacting women in the labor market, to address historical and systemic barriers and identified inequalities. This article provides a review of the major developments and activities undertaken toward addressing gender inequality based on recent changes to industrial relations legislation. The article focuses on the Workplace Gender Equality Act 2012 and the amendments made via the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) 2023 Bill. The Fair Work Act 2009 amendments via the Secure Jobs, Better Pay 2022 and Closing Loopholes 2023 are also discussed. This article reviews these recent changes in answer to this special issue's call for a review of the key issues and developments made toward addressing gender inequality, useful for both academics and practitioners of employment relations. [ABSTRACT FROM AUTHOR]

Purpose: Gender equality is an important issue targeted all around the world, see, for example, the Gender Equality Strategy articulated by the European Union (EU). These goals were hindered by COVID-19, which caused a well-documented she-cession: females were hit harder than males. This paper shows that a "sisterhood behaviour" can mitigate the effects of the she-cession: female decision-makers were more likely to favour other females in recruitment and retention. Design/methodology/approach: Motivated by theories from psychology and industrial demography, we hypothesise a so-called sisterhood effect or homophily: female decision-makers are more likely to favour other females in recruitment and retention. We use firm-level survey data from 19 European countries collected before and during the first wave of the COVID-19 pandemic, and we apply a difference-in-differences methodology to test the hypothesised sisterhood behaviour. Findings: Our study finds that in firms where the top manager was a woman, gender discrimination was less likely or even not at all presented, i.e. COVID-19 did not decrease the proportion of female employees. Practical implications: The results suggest that promoting gender equality in leadership dimensions can also moderate discrimination at the level of the employees. Therefore, in a wider context, gender equality goals are interrelated. Originality/value: To the best of the author's knowledge, this paper is the first attempt to analyse the existence of the theories mentioned before in a manager – employee relationship using firm-level data from the COVID-19 period. [ABSTRACT FROM AUTHOR]

Returning to work after a diagnosis of breast cancer-related lymphoedema (BCRL) can present significant challenges for cancer survivors. Understanding these challenges across cultures is important to developing support interventions. This qualitative study sought to discover the shared and unique challenges across four diverse cultural groups. Three survivor groups in the US (urban, rural/small-town, and southern Texas region) and urban Ghana were interviewed about their experiences in returning-to-work, with 46 participants interviewed. A cross-case, thematic analysis of the interviews was conducted to identify shared and unique themes of the breast cancer survivor's experience in self-managing BCRL while navigating return-to-work. Reflective and analytic memoing was completed by the researchers and used to triangulate results. Analytic memo-ing is a parallel process with coding that allows the researchers to reflect on all aspects of the analytic process in order to recognize how thoughts, words, biases, and actions shape process decisions. These memos provide a rich source of decision-making data towards answering the research question and creating the results narrative. Shared themes of limited awareness and individual creative adaptation were identified. Survivors identified unique themes of self-resilience, support relationships, co-worker perceptions, and stigma and distress. The results provide additional insight into the BCRL self-management experience across diverse cultural groups to support the development of individualised care support and provide direction for future research efforts. [ABSTRACT FROM AUTHOR]

Does the way in which people do gender influence their career advancement strategies? Based on semi-structured interviews with Saudi women senior managers and drawing from the postcolonial feminist theory, we discover in this study that it does. We show that Saudi women choosing to do gender well, the Sailing Through cohort, achieve career advancement by amplifying their commitment to family responsibilities, enacting respectful femininity, and invoking family associations to build winning alliances. We describe this form of resistance as crafty agency. In contrast, Saudi women choosing to do gender differently, the Trailblazing cohort, achieve their advancement goals by acting in a serious, composed, and competitive manner, investing in their human and professional capital, and effectively using self-promotion and self-advocacy. We describe this form of resistance as determined agency. Overall, our study demonstrates that Saudi women's agency is not fixed, or definite, or passive but rather it is fluid, multifaceted, and transformational. This article contributes to gender studies by showing how different stances on doing gender drive the reinvention of gender identities and pursuit of alternative career advancement strategies. It also provides a nuanced understanding of how Saudi women attain senior management positions as they navigate the messiness and contradictions of gender roles and gendered contexts, agency, doing gender well and doing gender differently, and career advancement strategies. [ABSTRACT FROM AUTHOR]

Reports of sexism in sport are ever-growing despite the potential for sexism to impact the well-being of everyone negatively. Relatively little research has investigated this phenomenon, meaning we do not have a clear picture of women's experiences and are far from implementing relevant solutions. We explored women's experiences of sexism while working in sport to gain an understanding of how multiple ecological layers intertwine to influence these experiences. A survey, based on the Everyday Sexism Survey, was completed by 105 women; qualitative data was abductively thematically analysed using LaVoi and Dutove ecological model to make sense of women's experiences. Higher-order themes represented the intrapersonal, interpersonal, organisational, and sociocultural levels at which participants experienced sexism. Clear evidence of sexism at all levels of the ecological model demonstrates that organisations and policymakers must consider the social and personal change necessary for women working in sport. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the stress and pressure experienced by individuals working in human resources, focusing on the unique challenges that this work entails. This research is therefore guided by the question: what are the characteristics of work-related stress and burnout for individuals working in human resources? This study employed a mixed-methods approach, incorporating both qualitative and quantitative research methods. Initially, semi-structured interviews were conducted with eight human resources professionals, comprising an equal number of women and men. Subsequently, a survey was administered to a broader group of human resources personnel. The quantitative analysis utilized the "Copenhagen Burnout Inventory" as a measurement tool, alongside background questions regarding the participants' gender, age, job title, field of work, and seniority. The findings from both the qualitative and quantitative research indicate that employees in human resource roles exhibit significant stress symptoms. A majority of the interviewees reported experiencing mental and/or physical symptoms attributable to work-related stress. Specifically, the quantitative data revealed that 65.7% of the participants sometimes or often feel mentally exhausted, while 40.3% report similar levels of physical exhaustion. Notably, despite these challenges, only 8.7% of the participants identify as being burnt-out in their roles. The quantitative results also highlight gender as a significant factor affecting the mental and physical well-being of human resources employees, with women reporting lower levels of well-being compared to men. [ABSTRACT FROM AUTHOR]

Purpose: Studies have so far focused on learning in organizations, factors affecting learning, learning effectiveness and so on but the concept of learning in a hybrid work arrangement is yet unexplored. The purpose of this study is to measure the perception of faculty members in higher education institutions towards learning in a hybrid work arrangement and also to measure the differences of perception towards hybrid work arrangement based on employees' gender and organization type. Design/methodology/approach: The data was collected from a sample of 390 faculty members composing of Assistant Professors, Associate Professors and Professors, purposely chosen from two of the premier higher education institutions (one private and one public) located in Punjab, India. A self-structured questionnaire was administered to the faculty members who are working on a regular basis and have minimum of two years of work experience with the chosen university. For analysing the collected data exploratory factor analysis and other descriptive statistics have been applied. Findings: The findings of the survey show that in terms of gender differences, it is the female employees who are more satisfied with different aspects of hybrid/remote work arrangement as compared to male employees. In regard to organizational differences in the perception towards learning in a hybrid work arrangement it is found that public university employees have a more positive attitude so far as individual factors are concerned, but in terms of organizational factors, it is the private university that is scoring better than the public university. Research limitations/implications: The study is limited to only two higher education institutions, and its findings to be applicable in all higher education institutions, further studies may be required on a larger canvas. Future studies may be undertaken using advanced statistical tools like structural equation modelling to explore various variables associated with learning in a hybrid work arrangement. Originality/value: Applicability of hybrid work arrangement is very high in higher education institutions and to the best of the authors' knowledge, this is the first study which adds to the literature on perception of employees towards organizational learning in a hybrid work arrangement. [ABSTRACT FROM AUTHOR]

This research aims to determine the relationship between work motivation and the performance of female employees who play a dual role in Sleman Regency's local government agencies. This dual role phenomenon is challenging for women, as they must fulfil their obligations as housewives and workers, potentially affecting their motivation and performance. This study used a quantitative approach with a correlational method. The research subjects were married female employees aged between 20-57 years who work in government agencies in Sleman Regency. The sampling technique used was purposive sampling with specific criteria. Data were collected using a Likert scale measuring work motivation and employee performance. The data analysis using SPSS 25 showed a significant positive relationship between work motivation and the performance of female employees in dual roles (r = 0.480, p = 0.000). This finding indicates that the higher the work motivation, the higher the performance displayed by female employees, even though they also have responsibilities at home. This research contributes to understanding how work motivation can influence women's performance in the face of dual role demands and provides recommendations for policies that support women's well-being in the workplace. [ABSTRACT FROM AUTHOR]

Contrary to expectations about solidarity and sisterhood between women, women managers sometimes distance themselves from junior women in the workplace when facing identity threat, that is, the feeling that one's social identity—such as race or gender—is devalued or undermined. For example, women managers might distance themselves from lower status junior women by seeing themselves as more masculine and career committed than their junior women colleagues. To advance our understanding of how to combat self‐group distancing, the present research proposed and tested whether taking the perspective of junior women would attenuate these ingroup‐distancing tendencies in women managers. Findings from a field study and an experimental study indicated that women managers reported greater self‐distancing from junior women (on masculine trait perceptions) compared to women employees. As predicted, this effect was attenuated for women managers with high levels of perspective‐taking (Study 1) and for women who were experimentally led to take the perspective of junior women (Study 2). For ratings of career commitment and support for affirmative actions, we did not replicate the self‐ingroup distancing effect reported in the literature. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Background and AimMethodsResultsConclusionFear of childbirth is a common problem that affects women’s health and wellbeing. A variety of interventions have been used in research and clinical settings, but it remains unclear how interventions should be designed to be as effective and acceptable as possible. Additionally, the experiences of psychologists working to support women fearing childbirth are sparsely documented and therefore unavailable for researchers and clinicians. This qualitative study aimed to bridge this gap by exploring and describing the experiences of perinatal psychologists working clinically with women suffering from fear of childbirth.Focus group interviews with eleven psychologists, analysed with reflexive thematic analysis with an inductive and semantic approach.We identified four main themes, with three to four subthemes each. It was described as essential to meet the woman where she stands: to listen, validate, explore, and tailor interventions. Depending on the needs of each woman, the psychologists had a smorgasbord of core interventions to offer. They also described how they could help the woman and her partner or support person to prepare for childbirth. Finally, they addressed the importance of multiprofessional engagement and cooperation. A list of recommendations based on the findings is presented.The findings add to the existing literature on how to treat and support women with fear of childbirth and should be considered as one of many sources of information guiding the development of future interventions, care strategies, and clinical pathways for women fearing childbirth. [ABSTRACT FROM AUTHOR]

Currently, Woman breadwinner is considered one of the most social classes of society in need of care and support to be able to perform her role towards her families and society. Woman breadwinner face a variety of social, economic, psychological, health and legal problems; which is a threat to their psychological and social balance, towards satisfying their needs; in order to obtain a better life, and hence the importance of the role of non-governmental organizations in society; in order to satisfy their educational needs to empower them socially and economically to achieve social and economic security for them and their families, and integrate them into various development processes; Accordingly, the current research aimed to put the features of a proposed vision to activate the role of non-governmental organizations in satisfying the educational needs of Woman breadwinner. The current research used the descriptive method in analyzing the literature and previous studies; In order to theoretically establish the concept of non-governmental organizations and the woman breadwinner, and to identify the most prominent problems facing the woman breadwinner in Egyptian society, the questionnaire was also used as a primary tool for collecting data and information that cover the dimensions of the research topic and help achieve its main objective; a questionnaire was designed and presented to the study sample, represented by officials and workers in non-governmental organizations working in the field of woman breadwinner in Dakahlia Governorate; to identify the reality of the availability of educational needs provided to the the woman breadwinner by non-governmental organizations and the degree of their importance; and then to reach the features of a proposed vision to activate the role of non-governmental organizations in .satisfying the educational needs of the woman breadwinner. [ABSTRACT FROM AUTHOR]

Personal protective equipment (PPE) is worn in a range of industrial environments by women and men alike. However, the majority of PPE is designed around male anthropometrics and the impacts of this on women are largely undocumented. Reflexive thematic analysis was used to develop themes from in-depth interviews with 30 women working in diverse roles in industrial environments, around their experiences of wearing PPE. Four themes developed: ‘There's nothing here for me’; ‘Collateral damage’; ‘Organisational culture and the burden of responsibility’; and ‘Personally protective women’. The findings significantly expand upon previous literature concerning: the reduced range of PPE available for women when compared with men; considerable fit and comfort issues; and physical, day-to-day and health-related consequences. This work evidences the increased PPE-related burden on women, and demonstrates fundamental links between women wearing ill-fitting or inappropriate PPE and their reduced sense of belonging, confidence and morale. [ABSTRACT FROM AUTHOR]

High temperatures and air pollution exposure are individually known risks to human health, with amplifying adverse health effects during periods of co-exposure. This study compared co-occurring individual-level exposures to particulate matter (PM5, aerodynamic diameter of ≤5 μm) and heat among women in residential and agricultural settings in Guatemala. We measured personal and ambient exposure to PM5, temperature, and humidity among 21 female sugarcane workers in the fields and on their off days. We measured similar exposures among a group of 30 community members not involved in sugarcane work. We collected 171 personal PM5 measurements across 18 sampling days. The median workday personal PM5 concentration was 271 µg/m3, which was 3.6-fold higher than ambient area levels in the fields. The median personal PM5 concentration was 95.8 µg/m3 for off-work days and 83.5 µg/m3 for community days. The average workday individual-level temperature and humidity were 39.4 °C and 82.4%, respectively, with significantly lower temperatures on off-work and community days. The women workers and community members were exposed to high levels of PM5 and heat in both occupational and residential settings. Research needs to consider individual-level exposures at both work and home to help tailor more effective comprehensive prevention efforts to reduce risks. [ABSTRACT FROM AUTHOR]

Purpose: Working women often experience difficulties associated with balancing family and career, particularly if they choose to have children. This systematic literature review aimed at investigating women's experience in returning to work after maternity leave. Methods: The review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. The literature search led to the identification of 52 articles, which underwent data extraction and qualitative analysis. Results: Results were organized in 5 categories: (1) Work-life balance; (2) Women's mental and physical health; (3) Job-related wellbeing and working experience; (4) Breastfeeding. Women's both mental and physical health seem connected to a longer maternity leave and a greater coworkers' and supervisors' support. Returning to work seems to constitute one of the most important barriers for exclusive breastfeeding or breastfeeding continuation. A shorter duration of maternity leave, a higher workload and the lack of occupational policies supporting breastfeeding seem to be hindering factors. Partner and family support, and the opportunity for fathers to work under a flextime system after childbirth seem to increase both breastfeeding initiation and duration. Women who continue breastfeeding after returning to work seem to experience more family-to-work conflict and overload. Conclusions: This paper show that there are still many understudied aspects in exploring women's experience of returning to work after maternity leave. This represents an important gap in the literature, since returning to work represents a particularly critical time in women's personal and occupational life, in which challenges and barriers may arise, potentially affecting their experience in the immediate future and years to come. [ABSTRACT FROM AUTHOR]

Governments across Europe began to implement systems of state-regulated female prostitution during the nineteenth century. Starting in the 1830s authorities in British-protected Corfu and Greek Syros marshaled the bureaucracy of the modern state to protect public health—both biologically and morally—from the so-called public woman. Women working as prostitutes on both islands were registered with local authorities inspected regularly and hospitalized at the discretion of police and health inspectors. Despite moral and legal prescriptions prostitution in the Greek world was a highly permeable trade. These women who came from a variety of socioeconomic backgrounds not only moved into and out of prostitution but also traversed the changing political boundaries of the eastern Mediterranean living and working among its various port cities. Indeed they were a central component of a transforming yet still integrated region demonstrating the persistence of a connected Mediterranean world from the early modern into the modern period. [ABSTRACT FROM AUTHOR]

This article interrogates the impacts of different types of family benefits expenditures on the positive relationship between female employment and fertility rates in developed welfare states. It does this by theorizing how these family benefits align with welfare state regimes' preferences for different normative gender-role ideologies. Rather than treating family benefits as a monolith, this article investigates the impact of disaggregated expenditures in the Organisation for Economic Co-operation and Development (OECD) family policy database (1. services and in-kind benefits, 2. child-related cash benefits and 3. tax-based financial support for children) on both female employment and fertility rates. This is done using pooled time-series analysis covering the period 2000–9. The analysis yields evidence that expenditure most reflecting a 'full egalitarian' gender ideology including service and in-kind benefit provision has the most positive association with female employment and fertility due to an emphasis on defamiliarization. The picture for child-related cash benefits is mixed due to the presence of cash transfer provisions not employment-contingent captured in the indicator. In contrast, tax-based financial support for children harms female employment, reflecting a maternalistic 'traditional' ideological orientation, but is positive for fertility rates indicating a moderate pro-natal effect of tax-based financial support for children. [ABSTRACT FROM AUTHOR]

Female employees often face unique challenges in the workplace, especially when they have dual roles as workers and housekeepers. Dual role conflict can cause work stress, which impacts their performance at work. This study aims to analyze the effect of dual role conflict and work stress on the performance of female employees with work motivation as a mediator. This study uses a quantitative research method. The data collection method used in this study is to reveal the research variables using a scale. The data analysis method used in this study uses the help of the JASP Statistics application. The results of the study showed that there was a significant effect of dual role conflict on the performance of female employees. In addition, this study also showed that work stress had a significant effect on the performance of female employees in the educational institution. Furthermore, work motivation was proven to have an effect on the performance of female employees at YSM. This study revealed that dual role conflict affected the performance of female employees with work motivation as a mediator, and work stress also affected the performance of female employees with work motivation functioning as a mediator. The implications of this study indicate the importance of management paying attention to dual role conflict and job stress to improve the performance of female employees. In addition, the results of this study can serve as a basis for organizations in designing support programs that can increase work motivation and employee well-being. [ABSTRACT FROM AUTHOR]