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Background: Non-specific lower back pain (NSLBP) is prevalent among female police officers, influenced by genetic factors, aging, and occupational risks such as heavy lifting. This study evaluates a 6-week program combining core strengthening and hip mobility exercises to alleviate NSLBP. Objective: To assess the effectiveness of core strengthening and dynamic hip mobility exercises in reducing NSLBP among female officers. Methods and Material: The study involved 40 female officers aged 25-55 with NSLBP lasting at least 6 weeks using simple random sampling technique. Participants were randomly assigned to Group A (control) or Group B (experimental). Group B underwent a 6-week core strengthening and hip mobility exercise regimen, with pain intensity (NPRS) and low back disability (ODI) measured before and after. Results: Group B exhibited significantly lower pain intensity (3.5 ± 1.147 vs 7.3 ± 0.9234) and reduced low back disability (13.6 ± 2.909 vs 28.65 ± 2.207) compared to Group A. Conclusions: The study revealed that among female officers with NSLBP, core strengthening and hip mobility exercises proved more effective than traditional exercises in alleviating pain and reducing low back instability [ABSTRACT FROM AUTHOR]

This article aims to discuss the relationships between work-family conflict, organizational support, and gender through a narrative literature review. Unlike systematic reviews, the narrative approach adopted in this study does not follow strict procedures for selecting and analyzing studies. The selection of the literature was conducted more flexibly, allowing for a freer and more comprehensive discussion of the proposed topic. In light of discussions about the relationships between work-family conflict, organizational support, and gender, it is noted that despite the progress of women in the labor market, inequalities persist, fueling conflicts between work and family, especially for women. Organizational support strategies are essential in reconciling professional and family life, promoting healthier work environments and, consequently, successful organizations. [ABSTRACT FROM AUTHOR]

In 2020, the COVID-19 pandemic impacted the world through the necessity of mask mandates and stay-at-home orders, while marginalized communities continued to grapple with disproportionate outcomes of the pandemic due to systemic racism. Hence, some had to live in a double pandemic, such as minoritized healthcare professionals on the frontlines addressing the uncertainties of the health crisis. Importantly, Black women healthcare professionals relied upon sister circles as a mental health mechanism. Sister circles are support groups for and by Black women and are often informally formed within contexts such as education, work, and recreation. This qualitative study deepens the understanding of how during the double pandemic sister circles in the United States created a space for Black women healthcare professionals to support each other in managing stress, navigating workspaces, and sustaining their personal lives. Fifteen participants across different health professions, including nursing, social work, and therapy, participated in one-time interviews and focus groups to share their experiences as members of a sister circle. Four salient themes were: (1) mental health support, (2) mutual understanding, (3) guidance on how to engage in salary negotiations, and (4) professional knowledge. Additionally, the findings indicate that sister circles provided them a space for mental health support, rooted in mutual understanding, along with offering advice on salary negotiations and advancing their overall professional knowledge. [ABSTRACT FROM AUTHOR]

Considering that a sizable segment of the population spends significant amount of time at work, workplaces have been identified as practical platforms for health educational programs. Although employee wellness programs in high-income countries have shown measurable benefits in productivity and physical and mental health, evidence-based programs in low- and middle-income countries, such as Lebanon, are unavailable. The aim is to develop and implement a pilot workplace wellness program focusing on health-related areas to improve health knowledge and behavior among working men and women of reproductive age. In collaboration with March of Dimes, the National Collaborative Perinatal Neonatal Network developed a culturally sensitive health education program focusing on lifestyle, infection, nutrition and family planning. Sessions were delivered by a multidisciplinary team of specialists at a local bank in Lebanon. To assess the impact of the program, participants completed Knowledge and Behavior Assessment Questionnaire (KBAQ) before and after implementation. KBAQ was conducted 6 months after implementation to measure retention and continuing impact. Forty-seven participants completed the program, of whom 44.7% are male, 98% have university degree and 56.5% are married. Total knowledge score improved significantly from 64.2 to 74.3 and remained significant at 6 months post-implementation with a score of 71.7 (p  < 0.001). At 6-month follow-up, emotional score improved (p  = 0.028), while smoking decreased (p  = 0.008). Also, employees' health knowledge and behavior showed sustained and significant improvement. We plan to implement our program at other sites and among employees from different backgrounds to understand the impact of the wellness program on employees' knowledge and behaviors at a larger scale. [ABSTRACT FROM AUTHOR]

Background and Objectives: Clinical practice guidelines (CPGs) have significantly influenced medical practice worldwide. Nevertheless, the authorship of CPGs produced by several medical societies has not been representative of the field and population they address, as women and individuals from racial and ethnic minority groups have been underrepresented as authors. We hypothesized that women and individuals from minoritized racial and ethnic groups would also be underrepresented as authors of CPGs produced by the American Academy of Pediatrics (AAP). Methods: In this cross-sectional study, the gender, race, and ethnic composition of authors and subcommittee participants of AAP-produced CPGs published from January 2010 through May 2023 were analyzed and compared to the 2010 and 2021 U.S. population and 2010 and 2022 U.S. medical school pediatric faculty. Results: Women (39.7%, 127/320 of all positions, and 42.5%, 85/200 of named author positions) and women physicians (35.2%, 101/287 of all positions, and 36.4%, 64/176 of named author positions) were significantly underrepresented—while men and men physicians were significantly overrepresented—from their respective composition in the U.S. Census and pediatric faculty. Women and women physicians from all racial and ethnic groups and men and men physicians from minority racial and ethnic groups were significantly underrepresented—from their respective composition in the U.S. Census and pediatric faculty. No Black man was identified as an author. Conclusions: Medical societies that produce CPGs should be cognizant of these inequities and ensure appropriate authorship diversity. [ABSTRACT FROM AUTHOR]

This article examines the role of the female film editor in the production of German silent cinema, turning to the depiction of editing in a little-known short comedy from 1926, Wenn die Filmkleberin gebummelt hat (When the Film Editor Dawdled, dir. O. F. Mauer), also known as Tragödie einer Uraufführung (Tragedy of a World Premiere). This film, about a distracted editor who mixes revue film and newsreel footage to produce an avant-garde montage film, hands authority over the film to the editor while suggesting that the film she has produced is simply a mistake. Situating the film within discourse on silent-film production practices and Weimar-era montage techniques, the article uses the film as a magnifying glass through which to consider female labor and its relationship to mediation and aesthetic form. It shows how the film offers a remarkable—and relatively early—feminist theory of montage as disruption that hinges on unruly women workers. [ABSTRACT FROM AUTHOR]

This article contributes to the field of qualitative research by shining a light on the additional and invisible work demanded of female ethnographers undertaking research in male-dominated spaces. It draws on an 18-month ethnographic study exploring the potential of sport and physical activity as a tool to support the transition of male veterans from the military into civilian life. Previous literature has explored the experiences of female ethnographers, hinting at some of this additional necessary work. This study builds upon this, to highlight the invisible and additional management processes required of female ethnographers in male-dominated spaces, including the management of events, managing image and gender performance and the multi-layered demands of managing emotions. This article argues that a greater degree of effort and labour is demanded of female ethnographers, which should be acknowledged in academic writing alongside the provision of support when entering male-dominated research spaces. [ABSTRACT FROM AUTHOR]

Social 1 work was reintroduced to Hungary during the third wave of democratization in Europe. As an academic discipline, it is in a disadvantaged position: the domestic academic traditions prefer strict disciplinary boundaries to inter- or transdisciplinary integration. Ongoing reforms in the country highlight the economic gains and the societal mission of higher education, with a strong focus on internationalization and direct connections to professional practice. Unfortunately, in this new framework, social work is understood as an auxiliary profession. This, in combination with female academics' unfavorable position in Hungary, establishes a situation in which gender-based and disciplinary disadvantages result in a negative synergy. To explore the potential impacts, we maintain a dual focus throughout the paper and analyze academic women's position and the position of academics in social work. [ABSTRACT FROM AUTHOR]

Showing pride at work clearly communicates personal success (i.e., high competence) and boosts status; yet some evidence suggests it can also signal self‐focus and insensitivity to others (i.e., low warmth). Prior scholars have proposed gender differences explain mixed findings, but with limited support. We propose that the benefit‐cost tradeoff depends on the displayer's gender in conjunction with the social context of the display. We test the contextualized dual‐signaling model of employee pride displays, uniquely assessing how the signaler's gender and receiver's social motives (between‐person comparisons) change first‐impressions of competence and warmth after one or repeated exposures (i.e., within‐person comparisons). Study 1 was a 2 (signaler gender) by 2 (signal context) design obtaining judgments before and after seeing a dynamic pride display. Pride displays increased competence similarly across employee gender, but women saw significantly greater costs to warmth when displays were public (i.e., coworkers present), a violation of gender norms. In Study 2, we replicate this finding regardless of whether coworkers were collaborators or competitors (between‐person), and found repeated displays increase the warmth cost for women and the competence gains for men. In Study 3, we compare the costs for women of confirming gender norms for warmth (i.e., happiness display) or violating gender norms for warmth but conforming to leader norms for competence (i.e., pride display). Results suggest "happy" women are preferred as leaders over "proud" women despite higher competence. We clarify mixed findings and confirm the need for contextualized theory to understand gender differences in pride displays and career trajectories. [ABSTRACT FROM AUTHOR]

Genesis 3:16 is arguably the most troubling biblical verse for issues of gender relations and women's roles. It figures prominently in later Jewish and especially Christian sources, and discussions in those texts have influenced subsequent understandings of the verse and of the Eden narrative in which it is embedded. This article engages in a careful reading of the biblical text in order to elucidate its meaning apart from later traditions. Recognizing the poetic character of the four lines of this verse is an important part of the analytical process, as is situating it within the Eden tale. Also, because no text arises in a vacuum, considering the Iron Age context—the world of the Israelite populace, that is, the world behind the text, a world vastly different from our own—provides the requisite socio-historical sensitivity. An awareness of that ancient context means openness to a suggestion about what Gen 3:16 may have meant to its ancient audience. [ABSTRACT FROM AUTHOR]

Women in corporate sectors across South Africa are not adequately represented. Despite the influx of women in the workforce, they are still experiencing challenges in leadership positions compared to their male counterparts. Thus, the gender gap has caused most women to put extra effort into building their careers through personal efforts - mentorship, networking, and further training. This article analyzed quantitative data and discussed how access to higher education influences career choice and the advancement of women in the telecommunication industry in South Africa. One hundred and thirty-three (133) junior and middle women workers from a telecommunication company were chosen randomly to understand how they plan to build their careers and the challenges they have encountered. The finding indicates that the driving force among the respondents was the opportunities they had created for themselves to progress in their careers. [ABSTRACT FROM AUTHOR]

Haraway criticises Deleuze and Guattari for disparaging women and animals in their work on the notion of becoming-animal, but in doing so betrays the fact that she has not properly understood their concept. Her criticisms are disingenuous, though, because her own position on animals fails to live up to her proclaimed refusal of anthropocentrism. Her companion species project ignores or glosses over the extent to which human exceptionalism prevails in every aspect of the human–animal encounter, particularly where pets are concerned. [ABSTRACT FROM AUTHOR]

Background and Aims: The emergence of the COVID‐19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study's objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID‐19 pandemic lockdown. Methods: A cross‐sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self‐reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi‐square tests, Independent t‐tests, one‐way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26. Results: The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed. Conclusions: The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID‐19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this study is to analyse silence in an organization and turnover intention taking into consideration the different motives of keeping silent in an organization and the role of the employee’s gender. Design/methodology/approach: The empirical material was obtained through a survey by means of a questionnaire. The survey was conducted in 2021 in the West Pomeranian province, Poland. 426 questionnaires were analysed. Findings: This research confirmed in the conditions of the Polish research sample that including voice mechanisms is an essential factor that contributes to a weaker wish to leave an organization. In the context of the analysed relation, the literature points to the significant role of defensive silence and pro-social silence. In this context, this research highlights the importance of acquiescent silence (in both gender groups) and the relative force of a relation between the analysed variables among women for defensive silence and opportunistic silence. Research limitations/implications: The analysis is based on respondents’ subjective declarations. Practical implications: In order to limit staff turnover, we need to take all possible steps to build voice mechanisms into the organization’s management system. One needs to adjust the spectrum of activities to the employee’s gender, with a particular focus in the women’s group on actions to counteract defensive and opportunistic silence. Originality/value: The research in world literature does not usually take into account, however, the specific motives that determine silence in an organization and gender differences in the scope discussed. Additionally, such research has not been carried out on a Polish sample, thus it is a pioneering investigation in national literature. [ABSTRACT FROM AUTHOR]

Copyright of University of Health Sciences Journal of Nursing is the property of Saglik Bilimleri Universitesi 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: Peri-menopause period is a milestone in a woman's life, with accompanying bodily changes and symptoms that can have a profound effect on her body image. Aim of the study: To examine the effect of application of Roy adaptation model on coping with peri- menopausal symptoms and self-body image among employee women. Subjects and Method: Study design: A quasi-experimental design was used. Setting: Study was conducted at Menoufia University administrative building, Menoufia Governorate Egypt. Study Subjects: A convenient sample of 100 administrative employed women at menopausal age (45-55 years) who working in administrative building. Tools: Self Administered Socio-demographic & Reproductive Characteristics Questionnaire, Menopausal Rating Scale, Roy Adaptation Model Scale. Results: Highly significant improvement in the percentages of "Effective Adaptation behavior" responses, in each of the four subunits. Physiological mode, self-concept mode, Role function mode and Interdependence mode. Finally, a high significant positive correlation between total score of Roy Adaptation behavior and post intervention total score of body self-image. Conclusion: Implementation of educational intervention based on Roy adaptation model has positive consequences on improving women's coping ability regarding peri-menopausal period and its related risk factors. Recommendation: Re- implementation of the study at different settings including women across their life span to promote self-body positivity, Raising awareness about menopause and its impact on women. [ABSTRACT FROM AUTHOR]

This article examines the disparate impacts of Chinese import growth on US workers according to gender and age. I show that Chinese import growth generates larger employment losses for less skilled women than men in manufacturing. The gendered effects vary by age and are most concentrated among middle‐aged workers. The motherhood career interruption may explain the gender‐age disparities. Trade shocks depress labor outcomes more for women with children than for their male counterparts. Moreover, I find that the gender‐age differential effect is alleviated when trade shocks hit industries with longer female job tenure. [ABSTRACT FROM AUTHOR]

In the early 1900s, telephone operation was among the most common jobs for American women, and telephone operators were ubiquitous. Between 1920 and 1940, AT&T undertook one of the largest automation investments in modern history, replacing operators with mechanical switching technology in over half of the U.S. telephone network. Using variation across U.S. cities in the timing of adoption, we study how this wave of automation affected the labor market for young women. Although automation eliminated most of these jobs, it did not reduce future cohorts' overall employment: the decline in operators was counteracted by employment growth in middle-skill clerical jobs and lower-skill service jobs, including new categories of work. Using a new genealogy-based census-linking method, we show that incumbent telephone operators were most affected, and a decade later more likely to be in lower-paying occupations or no longer working. [ABSTRACT FROM AUTHOR]

The purpose of this study was to compare the workload of a maximal treadmill test (TREAD) and a fire suppression task (BURN) in firefighters and to examine their relationships to fitness as measured by body mass index (BMI), percent body fat (BF%), and peak aerobic capacity (VO2PEAK). The amount of time spent in the heart rate (HR) intensity ranges of 50–59% HRMAX (ZONE1), 60–69% HRMAX (ZONE2), 70–79% HRMAX (ZONE3), 80–89% HRMAX (ZONE4), and ≥90% HRMAX (ZONE5) quantified the workload as the Edward's Training Impulse for TREAD (ETRIMPTREAD) and BURN (ETRIMPBURN). The ETRIMPTREAD was significantly less than ETRIMPBURN. For TREAD, ZONE5 > ZONE2 and ZONE3. For BURN, ZONE4 > ZONE1, ZONE2, and ZONE5 > ZONE1, ZONE2, and ZONE3. A lower BF% and greater VO2PEAK were related to a greater ETRIMPTREAD and unrelated to ETRIMPBURN. For BURN only, a lower BF% and greater VO2PEAK were related to less time in ZONE5. BMI was unrelated to all workload measures. Laboratory-based maximal exercise testing does not adequately reflect the workload of simulated fire suppression and therefore may not be indicative of firefighter readiness to meet job demands. Less-fit firefighters rely on higher cardiovascular intensities to complete the same workload, and practitioners should consider this when selecting strategies to reduce job-associated cardiovascular risk. [ABSTRACT FROM AUTHOR]

The aim of this study is to identify women's perceptions of the main reasons for discrimination at work. Furthermore, the aim is to analyse the effects of public working time policies on gender equality and their impact on discrimination at work and on women's career paths. This article presents a framework for the topic through an analysis of documents and literature, as well as an exploratory study carried out in Portugal. Working time policies since 2011 in Portugal are examined and through an empirical study, the impact of overtime on women's work and careers is analysed. The documentary analysis carried out in Portugal shows the difficulties women face in reconciling work with family and personal life. While most studies focus on job satisfaction and women's willingness to work long hours for better career progression, this paper examines gender discrimination at work associated with working time policies. Gender equality and women's empowerment are among the goals set by the 2030 Agenda for Sustainable Development. This study, based on a survey completed by female employees, concludes that women feel discriminated against in their careers due not only to the persistence of gender stereotypes but also to long working hours. Studying women's perceptions of the reasons for discrimination at work, as well as the relationship between working time and equality at work, can be important for understanding the under-representation of women in leadership positions and can help enrich public policies in this area. [ABSTRACT FROM AUTHOR]

From 2011 onward, jewelry advertisements in India have witnessed a surge in multimedia campaigns of branded work wear gold and diamond jewelry. These commercials target the urban Indian working woman with an affinity for fine, workwear jewelry marketed as versatile, cool and chic. This study takes up discourse analysis of 23 select commercials released on television channels and over the top (OTT) platforms between 2017 and 2022 to unravel the many contesting and contradictory displays of women’s apparently empowered personas. In doing so, it also seeks to unravel the rather complicated connections between the jewelry business and the gendered cultural habitus of working women in contemporary urban India. Most women depicted in the advertisements possess high economic and cultural capital and are seen as ‘doing urbanity’ in choosing workwear jewelry. Ironically though these possessors of refined habitus are perfectly adjusted in performing traditional gendered roles and relegating their own self-hoods, a much saleable business trope for advertisers. Such portrayals of urban Indian working women subtly and paradoxically dovetail in valorizing ideals of traditional femininity. This paper further argues that jewelry advertisements become sites where the projection of the ‘urban Indian working woman’ becomes a conduit for legitimizing a more mutated and reflexive patriarchy. [ABSTRACT FROM AUTHOR]

This paper explores mainstream print media depictions of women’s work during COVID-19 and associated lockdowns in India. Specifically, it aims to understand perceptions of educated upper- and middle-class women regarding remote working arrangements during the pandemic. It delineates two broad themes that emerge from an analysis of selected articles in four national dailies; first, many women regarded these arrangements as mutually beneficial for women employees as well as their workplaces, and its counternarrative characterised by women having to juggle paid and care work with little support from the family, market or state. The paper then unpacks the arrangement of work from home that emerges in the media analysis and offers a critique of the simplistic and binary understanding of flexibility, choice, and agency sustained by the neoliberal and postfeminist framing of pandemic work arrangements. Our analysis provides a feminist critique of these dominant perceptions that invisibilise the complexity and heterogeneity embedded within women’s experiences. Finally, the paper reiterates the urgent need to consider the structural factors that undermine gender equality across work and home; and pushes for a rethink of neoliberal and postfeminist notions of ‘flexibility’, ‘choice’ and ‘agency’ through the intersecting lenses of gender, labour, care work, and time. [ABSTRACT FROM AUTHOR]

The oil palm plantation industry is inseparable from the involvement of women as an important part of clearing land, conducting oil palm nurseries, planting seedlings, fertilizing, and spraying. Given this, it was suggested by the management of a company in the industry to form a gender committee. Data were obtained through in-depth interviews with informants and key informants by purposive sampling, field observations, and focus group discussions. This study aim ed to explore the gender committee in palm oil companies and the mechanisms for its formation, the work function of the gender committee in relation to gender equality, and the implementation of the gender committee work program. The results found that the gender committee was formed through a decision letter from management with a structure that varies according to the needs of the company but the management was based on appointment. There is no gender committee; it can be seen from the work programs that have been carried out or will be carried out only in the form of routines such as meetings and monthly meetings whose discussions are not about evaluating work programs. [ABSTRACT FROM AUTHOR]

Background: Rates of exclusive breastfeeding fall below recommended levels, particularly among women in paid employment. In Mexico, more than half of women are in informal employment, meaning they lack many of the protections that may support breastfeeding. Methods: In-depth interviews with 15 key informants representing government agencies (n = 6 organizations), NGOs (n = 4), international organizations (n = 2), and academia (n = 2) in Mexico. Interviews were conducted between March and June 2023. To understand and describe barriers to breastfeeding among informally employed women in Mexico according to key informants and the current and potential policies to address these barriers, we conducted a qualitative thematic analysis. Results: Current policies to promote, protect, and support breastfeeding predominantly apply to all employed women, but respondents expressed concern that they did not provide adequate protection for women in informal employment. Additional themes concerned the need for relevant programs to be institutionalized and coordinated, discussions of breastfeeding as a right, and the legal equivalence (whether true in practice or not) of formal and informal workers. Conclusions: Women employed in Mexico's informal sector face a dearth of maternity protections. According to key informants, few policies exist to promote, protect, and support breastfeeding among employed women, in general, but the economic vulnerability and challenging working conditions of women in informal employment exacerbates their situation. The lack of access to formal labor protections, such as paid maternity leave, creates a significant barrier to breastfeeding for women in the informal sector. Recommendations include short-term policies to fill gaps in social protection for informally employed women, as well as longer-term solutions such as the development of universal social protection programs and supporting formalization. [ABSTRACT FROM AUTHOR]

Re‐entering the workforce after a career interruption is a common work/family transition for women with caregiving responsibilities. Despite the frequency of these transitions over women's careers, extant scholarship has tended to be descriptive of the motives and barriers behind these transitions and has not built a more theoretically‐informed understanding of re‐entry transitions. In this study, we draw upon identity theory to explore women's subjective experiences of re‐entry transitions as we examine how women's identities evolve from being “just a mom” to a (re)activation of their work identity. Our findings highlight how, through a combination of psychological and relational mechanisms, women distance themselves from their stay‐at‐home identity and begin to reactivate a dormant or lingering work identity. Our work contributes to understanding of work/family transitions and identity theory as we theorize how this transition occurs and the mechanisms that support this identity transition process. We also call for changes in the practices of organizations and government agencies to better support this identity reactivation through improvements in processes related to supporting women in preparing for re‐entry following a career break and recruitment of women at this important transition point. [ABSTRACT FROM AUTHOR]

Workplace incivility has been touted as a form of modern discrimination with serious negative consequences for the target. The increasingly unequal gender distribution in STEM workforce has also been attributed to workplace incivility. This study examines the lived experience of this covert mistreatment for women employees in STEM workplaces. Data from STEM women employees revealed a typology of STEM incivility, mapping onto ostracism, hostility, undermining, and sexual incivility. Further, the gendered nature and STEM-specific phenomenology of incivility against women employees, based on instigator characteristics, incivility frequency, and the general climate of STEM which aided or fostered interpersonal mistreatment was found. Drawing on affective events theory from organizational sciences and grounded in the STEM industry, this research examined the person-centric, emotional consequences of being a target of STEM incivility. Three broad themes that describe the first-person, felt-experience impact of mistreatment were as follows: discrete emotions, emotion regulation, duration of emotion experience. Upon encountering uncivil interpersonal experiences, participant reactions fell among one of four discrete emotional states: anger, fear, sadness, and surprise. Emotion regulation emerged as a key feature of the affective response. Specifically, STEM demands were tied to participant utilization of the regulation strategy of suppression to hide the felt emotion initially and reappraisal and response modulation over time. Importantly, although understood as a mild event, the emotional consequences of incivility were long-lasting such that they continued beyond the episode, lasting anywhere from two hours to a week. The STEM context was central to the emotion trajectories. Results are discussed with respect to work performance, attitudinal, and health-related consequences for women employees in STEM jobs. Practical implications are discussed with a special grounding in STEM context with an eye toward best practices for managing incivility for women in STEM. [ABSTRACT FROM AUTHOR]

Narratives about women and girls are often used to illustrate abuses in global trade. The article begins by amending the Narrative Policy Framework (NPF) to include the agency of (women) characters and to take into account North–South asymmetries. The framework then serves to study NGO gender narratives in ethical trade campaigns, based on advocacy documents and semi-structured interviews on the recent campaigns for the European Union's new Corporate Sustainability Due Diligence Directive (CSDDD). The results show that the successful campaigns have focused one-sidedly on women workers in the global South, portraying them as mere victims of corporate greed. NGOs diverted attention away from women’s responsibility as consumers and citizens for grievances in transnational supply chains. The solution presented by activists was consequently to demand gender-sensitive policy interventions from outside. Campaigns missed opportunities for narratives of women as agents of change and potential for mutual solidarity. [ABSTRACT FROM AUTHOR]

Background: Sickness absence has been linked to short and long, as well as poor, sleep in a few studies. Such studies have started from a baseline measurement and followed up on subsequent sickness absence. In the present study, however, we focused on the change in biennial reports of sickness absence and sleep measures (using work-related variables as possible modifiers). We also searched for an interaction between predictors and gender since women report more sleep problems. Methods: A total of 5377 individuals (random sample from the Swedish working population) participated across five biennial points of measurement. Data were analyzed using mixed-model logistic regression. Results: The multivariable analysis of variation across the five time points showed that the significant sleep-related predictors of sickness absence (at least one occurrence during the preceding year) were sleep duration during days off (OR = 1.16, 95% Cl = 1.08;1.24) and sleep problems (OR = 1.42, 95% CI = 1.33;1.51). These also remained significant after the addition of psychosocial work factors. Sensitivity analyses indicated that a 9 h sleep duration during days off may represent a critical level in terms of increased sickness absence and that late rising contributed to the association between sickness absence and long sleep duration during days off. Women reported a higher sickness absence than men (OR = 2.16, 95% CI = 1.74;2.68) and had a higher probability of sickness absence for long sleep during days off and during the workweek than men. Conclusions: It was concluded that increases in sleep problems and sleep duration during days off are longitudinally associated with changes in sickness absence and that women have a closer link between the two. This suggests that treatment for sleep problems may reduce the risk of sickness absence. [ABSTRACT FROM AUTHOR]

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco 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.)

This article examines experiences of workplace precarity and employment vulnerability among resettled refugees in the United States. Our study, which draws on eight months of participant observation at a refugee resettlement agency and in-depth interviews with refugees, provides important insights into the ways that refugees navigate (un)employment after initial resettlement and the precarities they encounter while on the job. Our findings suggest that the confluence of specific workplace experiences, familial expectations, and resettlement case processing creates distinct vulnerabilities for refugee men and women. Moreover, we find gender to be especially crucial to both work-family pressures and negative workplace encounters, limiting men’s employment opportunities and undercutting women’s labor market potential. We discuss associated vulnerabilities and gendered pressures and conclude by highlighting avenues for future work. [ABSTRACT FROM AUTHOR]

Background: A rapid increase has been observed in aesthetic surgery procedures in recent years and it has been determined that females have more aesthetic procedures. While different groups of female groups were taken as a sample in the studies, no study on female nurses was found. In this study, it is thought that psychological reasons such as stress, anxiety, desire to be liked and lack of self-confidence that lead women to plastic surgery will reduce the professional performance of nurses and this situation will create additional workload for other colleagues. Therefore, the aim of the study is to reveal the effect of desire to be liked and social appearance anxiety on the acceptance of female nurses to plastic surgery. Methods: The population of the cross-sectional study consisted of 243.565 nurses working in public, private and university hospitals in Turkey. A questionnaire form was used as a data collection tool in the study. In the first part of the form, there are statements aiming to reveal the socio-demographic characteristics, social media usage levels and aesthetic surgery experiences of nurses, and in the second part, there is a desire to be liked scale, social appearance anxiety scale and aesthetic surgery acceptance scale. The 1004 questionnaire forms collected as a result of the study were subjected to percentage, frequency, correlation and regression analysis. Results: 41.2% of the nurses have had aesthetic procedures before and 68.4% of them want to have aesthetic procedures when there is an area they do not like in their body. A strong positive relationship was found between the desire to be liked, social appearance anxiety, and aesthetic surgery acceptance (r > 0.500, p < 0.01). Aesthetic surgery acceptance is affected by the desire to be liked and by social appearance anxiety. Conclusion: In the study, it was determined that social appearance anxiety and the desire to be liked led female nurses to plastic surgery. According to the results of similar studies conducted in different groups, it may be recommended that awareness training be organized both in schools and through digital media about the consequences of unnecessary plastic surgery. [ABSTRACT FROM AUTHOR]

Introduction: With women's advancement in education and status, they drive corporate and social progress. However, traditional gender roles burden female employees with more family responsibilities, challenging work-life balance and affecting job performance. Organizations should supporting female employees to address these challenges. Thriving at work, a core aspect of positive work engagement, helps maintain enthusiasm and effciency. This study explores the impact of family-supportive supervisor behavior (FSSB) on the thriving at work of female employees in China, considering generational differences in their work-family balance needs and the mediating mechanisms involved. Methods: The methodology adopted in this study utilized Amos 26.0 and SPSS 25.0 to analyze data obtained from a sample of 279 female employees in China. Specifically, the study examined the direct impact of FSSB on thriving at work, alongside the mediating influence of work-family balance. Moreover, the research aimed to discern variations in these effects across different generational cohorts. Results: This study highlights the direct impact of FSSB on female employees' thriving at work across different generational cohorts. Notably, the "post-90s" generation displayed the strongest direct effect of FSSB on thriving at work. Additionally, the impact of FSSB on work-family balance varied by generation, with the "post-90s" generation showing the weakest effect. Furthermore, the mediating role of work-family balance differed among generations, with complete mediation observed in the "post-80s" generation but no mediating effect in the "post-90s" generation, reflecting their distinct work-life balance priorities and needs. Discussion: This study uses a generational difference perspective to explore the main and mediating effects of FSSB on thriving at work, enriching the theoretical research on generational differences and providing valuable insights for future research. Practically, organizations should focus on the needs of different generations while encouraging FSSB, fostering a supportive work environment and enhancing outcomes. [ABSTRACT FROM AUTHOR]

Gender inequalities of women working in the popular economy (PE) are often marked by unpaid care tasks, the modality of their economic income and by their educational credentials. This paper studies the case of living and working conditions of women fairground workers belonging to the Movement of Excluded Workers (MTE) of Santiago de Estero (Argentina), with special attention to the impact of covid 19. The methodology applied is qualitative, conducting indepth interviews in July 2022 with 5 women between the ages of 27 and 54 with family and community care burdens, and with a career of more than 5 years in their stalls as fair vendors in Barrio Villa de Carmen and Reconquista of the capital city of Santiago de Estero (Argentina) and linked to the "Potenciar Trabajo" Program. The results confirm the unequal overload of care work borne by women in the popular economy, and that one of their strategies is to form networks of collaborative solidarity in the community. [ABSTRACT FROM AUTHOR]

Following the recent acknowledgment of and debates around transgender people in the United States, there has emerged a small but growing literature on the economic implications of being transgender. However, most economic research on gender fails to account for major components of gender by only including sex and gender identity, which may entail drastic mischaracterizations of transgender labor market outcomes. This article accounts for how people express their gender and how one's voice is perceived by others using the Behavioral Risk Factors Surveillance Systems 2014–7, which finds compelling evidence of transgender women facing labor market penalties for having a feminine gender expression and voice perceived as feminine, whereas transgender men are rewarded for having a masculine gender expression and voice perceived as masculine. HIGHLIGHTS Masculinity associates with a labor market premium. Feminine trans men and women have labor market outcomes similar to feminine ciswomen. Masculine trans men and women have labor market outcomes similar to masculine cismen. Gender incongruence associates with labor market penalties. [ABSTRACT FROM AUTHOR]

Using role adjustment/boundary management theory, this paper uncovers the nuances of role-control as underexamined phenomena and the emotional consequences, around working women's conflicts between work and life. Thirty-four semi-structured interviews around 210 captured photographs, enabled active, participant-led, and collaborative data collection leading to in-depth, detailed, and rich insights of women's experiences. Findings revealed that woman applied various types of role-control negotiations (role-integration; segregation), through different individualised/organisational means. Individualised role-control enabled protection of work through temporal (creating space at different daily-times) and contingent (resource-access) solutions, with negative emotional consequences. Alternatively, role-control accessed through HR organizational policies, underpinned decision-choice and psychological factors (e.g., [un]willingness) based on women's flexibility in separating from work, for family and personal-time, with also positive emotional consequences. The paper serves an awareness-raising purpose for HR/workplaces, of the not-so-obvious work-life conflict pressures facing women and the need for greater organisational-wide transparency/management awareness of women's nonwork role-conflict consequences and requirements. [ABSTRACT FROM AUTHOR]

Utilizing the case of factory- and home-based women workers in an enclave-shaped area within Pringapus, a suburb of the Semarang Metropolitan Region in Indonesia, this study endeavors to empirically investigate the intricate connections between the evolution of garment industries, urbanization, and the roles of women workers within households. Employing descriptive statistics, data from 200 respondents who participated in a questionnaire survey were analyzed. The findings suggest that beyond contributing to urban sprawl, large garment factories serve as magnets for rural migrant women and catalyze the growth of ancillary businesses and services. This includes the establishment of home-based garment industries, which offer additional employment opportunities for local married women. Both factory-based and home-based women workers expressed satisfaction with their current employment, reflecting an alignment between their workplace and individual characteristics. Moreover, both groups exhibited a positive level of bargaining power within their households, encountering minimal resistance from family or community members. This is particularly noteworthy given the prevailing patriarchal norms prevalent within Java Island. This study raises awareness about the need for pro-women policies in industries like the garment sector, where women make up the majority of the workforce. [ABSTRACT FROM AUTHOR]

The identity of women entrepreneurs illuminates discursive struggles given the masculine norms of entrepreneurship. Applying relational dialectics theory (RDT), this study explored competing discourses surrounding understudied Chinese women entrepreneurs and the interplay of their identification and masculine discourses. I conducted narrative interviews with 34 Chinese women. Contrapuntal analysis of this non-Western data however identified that discursive struggles happened when voicing/speaking/expressing was not prioritized. Hence, I turned to new materialist perspectives to (re)work discourses as boundary-making practices producing local things/beings-in-relations and agents as anyone/anything participating in the dynamism. In two themes as competing discourses (discourses of misalignment vs. legitimacy), I focused on local movements and interferences when/where women in their entrepreneurial becoming encountered various human and nonhuman agents, and therefore demonstrated how discursive struggles involved various bodies/things, more than just talk/voices. Ultimately, this study diffracted RDT by engaging with new materialisms and proposing a new uttered-embodied dimension of discursive struggles. [ABSTRACT FROM AUTHOR]

Introduction: Women worldwide have been practising milk expression for various reasons through different methods and tools. Nevertheless, references on milk expression among working Malaysian women are limited. Materials and methods: The present study explored working Malaysian women's views and experiences on breastmilk expression practices using a feminist phenomenological approach. This study conducted in-depth interviews with 19 working mothers of infants between three and 12 months old who were practising milk expression. Purposive and snowball sampling were employed during data collection. The information obtained was analysed systematically to establish themes and subthemes. Results: The participants employed hand, breast pumps, and suction cups to express their milk. The principal themes that emerged from the data obtained were reasons for practising milk expression, factors influencing milk expression method selection, and milk expression experiences. Conclusion: The reasons for breastmilk expression demonstrated the participants' determination to continue providing breastmilk despite facing various challenges. The conditions influencing the milk expression method selected and the participants' experiences in expressing breastmilk could assist practitioners in providing guidelines for breastfeeding mothers when choosing a milk expression approach. [ABSTRACT FROM AUTHOR]

Double poverty refers to the lack of both time and income. This study analyses precarious workers' double poverty, focusing on the case of South Korea, where the characteristics of its labour market perpetuate the risk of double poverty. This study set less than two-thirds of the median free time and less than two-thirds of the median income as poverty lines. Using Korean Labour & Income Panel Study data, this article identifies the double poor, experiencing both time and income poverty in the Korean labour market. It then examines the effects of occupational class, employment type, company size, social wage, trade union membership, and gender on double poverty. It is found that double poverty impacts women workers, low-skilled service workers, and non-regular workers. This study contributes to the discussion of precarious work by analysing the double poverty of time and income of precarious workers. Time poverty limits workers' capacity to escape income poverty as they are unable to work longer and invest in household production or human capital. Consequently, the workers' lack of time deepens their precarity. [ABSTRACT FROM AUTHOR]

The gender discourse in Maoist China can be summed up in Mao's famous motto 'men and women are the same'. Images of women operating various technologies were massively propagated in the 1950s and 1960s, illustrating that men and women were not only equal in political status but also in physical strength with the help of technology. In reality, however, women working in technical jobs were not on the same footing as their male counterparts. Taking female projectionists as the research subject, this article investigates how new professional women, assigned by the state, overcame gender bias in rural areas where a patriarchal culture prevailed. By examining the inconsistency between the Chinese Communist Party's gender policies that encouraged women's public participation and the rural culture that derided women in public space, this article contends that female projectionists' experiences of performing screening techniques played a significant role in opening up new spaces for women's repositioning in the patriarchal society. While operating technology did not naturally give women the same social status as men, it was through female projectionists' bodily practices that the socialist ideas of gender equality were disseminated in rural areas. [ABSTRACT FROM AUTHOR]

This article investigates whether in Cape Town and South Africa, clerical work went from being a male occupation to one dominated by women a few decades later, as it did in other places in the early twentieth century. It explores women's involvement in clerical and office employment from 1900 to 1960. In the USA and Canada, clerical work remained a 'white' occupation until the 1960s and was linked to notions of middle‐class respectability. This work expects this trend to be more pronounced in South Africa and finds that while clerical work feminised amongst white workers, it defeminised for other races. [ABSTRACT FROM AUTHOR]

Background: Middle-aged working women represent most patients attending fertility clinics for in vitro fertilization (IVF) treatment. In this study, we aimed to identify the association of women's working status with clinical pregnancy and miscarriage in the first trimester after IVF treatment. Materials and Methods: In this single-centre cross-sectional study at a private clinic in Kazakhstan, we reviewed electronic medical records of all IVF with intracytoplasmic sperm injection (ICSI) and fresh embryo transfer (ET) cycles from January 2018 to December 2019 (n=654). 300 cycles in patients with normal ovarian reserve and registered working status of a female partner in the medical records were selected for the analysis. The study's primary outcome measures were clinical pregnancy rates and clinical miscarriage in the first trimester. Results: 204 women were employed, while 96 were not employed before the start of treatment. The mean age of all patients was 32.2 ± 4.8 years, ranging from 23 to 46 years. Two-thirds of working women had office-based occupations employed as doctors, school and university teachers, accountants, clerks, and managers. One-third of the study participants had manual labor jobs, including service positions and plant workers. There was no association between women's working status and clinical pregnancy rate adjusted for age, antral follicle count, history of pelvic adhesiolysis, and embryo development stage at embryo transfer. However, working women had almost five times the risk of the first trimester miscarriage compared to non-working women [adjusted odds ratio (aOR) 4.56, 95% confidence interval (CI): 0.52 to 4.96] adjusted for age and number of retrieved oocytes. Conclusion: Women who work before commencing IVF treatment can be reassured of having equal chances of conception following the treatment compared to non-working women. The observed risk of first trimester miscarriage in working women necessitates further research before drawing any conclusions from medical and public health points. [ABSTRACT FROM AUTHOR]

Over the COVID-19 pandemic, the impact of enduring mental health on healthcare workers has become increasingly evident. This review focuses on post-pandemic mental health challenges faced by healthcare personnel in Latin America. This highlights the persistent burden on healthcare workers, especially women, which is exacerbated by economic disparities, inadequacies in the healthcare system, and ongoing occupational stressors. Our literature review, utilizing databases such as PubMed, Scopus, and Google Scholar, scrutinized the mental health status of healthcare professionals in the region after the pandemic's peak. The analysis indicated sustained levels of psychological distress, with frontline workers and women continuing to be affected disproportionately. These findings emphasize the urgent need for personalized interventions to effectively address the complex mental health challenges in this context. This review advocates strategic interventions, including tailored psychological support, innovative diagnostics, and technological solutions, integrated into patient-centered care models. Such approaches aim to enhance the mental resilience and overall well-being of healthcare professionals across Latin America in the post-COVID era. [ABSTRACT FROM AUTHOR]

The 19th century was a period of extensive reforms of the Ottoman Empire. Besides the reforms that held in this century, the Empire had to deal with economic and political crises. These crises have affected every aspect of life and disrupted many steps to be taken. Prisons in this study is discussed as a part of modernization process. However, neither prison or working conditions of the prison staffs couldn’t be found enough as well as other areas that were modernized before. In this study, the emergence of women's prisons and the working conditions of women guardsfrom the late period of Ottoman Empire to the beginning of the Turkish Republic are aimed to be discussed. In this context, the negativities experienced due to the lack of grant and the labour rights of the women guards were discussed and the conditions of the female guards were focused on the last period of the Empire in our study [ABSTRACT FROM AUTHOR]

The unequal division of cognitive labor within households, and its potential association with mental load and stress, has gained substantial interest in recent public and scholarly discussions. We aim to deepen this debate theoretically and empirically. First, going beyond the question of whether the division of cognitive labor is gendered, we connect cognitive household labor with existing stress theories and ask whether men and women typically perform cognitive labor tasks that involve different levels of stress. We then discuss whether women perform these stressful tasks more often, making them more prone to higher levels of family–work conflict. Second, we test the association between the division of cognitive labor and family–work conflict empirically using large-scale survey data from 10 European countries within the Generations & Gender Programme (GGP). Results based on logistic regressions confirm that a high share of cognitive labor increases women's family–work conflict, but not men's. We discuss future directions in the conceptualization and measurement of cognitive labor in the household and its implications for mental load. Through its contributions, this paper lays the foundations for a comprehensive understanding of the implications of an unequal division of cognitive labor in the household for gender inequality. [ABSTRACT FROM AUTHOR]

The expansion of wildlife ranching has been broadly linked to conservation benefits, job creation, and economic contributions. However, a more nuanced understanding of the socioeconomic contributions of wildlife ranching accounting for the enterprise diversity in the sector remains a major limitation to assessing its potential to contribute to sustainable development. We assessed several important socioeconomic contributions of diverse wildlife‐based business models, defined by their main revenue‐generating activities, within the South African wildlife ranching industry, and the financial viability of these models. Owners and managers of privately‐owned wildlife ranches and conventional agricultural farms (for comparative purposes) were interviewed in the Eastern Cape (112 ranches; 24 farms) and Limpopo provinces (152 ranches; 4 farms). We used a hierarchical clustering analysis to delineate six wildlife ranching business models. These included three more specialized models: ecotourism, trophy hunting, and wildlife breeding, and three more mixed models: mixed hunting (i.e., both meat and trophy hunting), mixed wildlife‐agriculture, and trophy hunting‐game meat. In general, ecotourism‐focused ranches employed more people in total and per hectare (median = 23 jobs; 0.008/ha), and a higher proportion of women and skilled employees (41% and 45% of employees, respectively) than the other ranching models (median = 7–21 jobs; 0.002–0.005/ha) and conventional agriculture (median = 12 jobs; 0.004/ha). Trophy hunting‐focused ranches employed the second highest number of people per hectare (0.006) although on average, a third of these jobs were seasonal. Trophy hunting ranches tended to be more profitable (median profit margin = 33%) than ecotourism (−10%), wildlife breeding (0%) and mixed‐hunting (12%) ranches, though ecotourism ranches showed very high variability (interquartile range = −32% to 14%). These findings advance our understanding of the distinct socioeconomic contributions of diverse wildlife ranches, which benefits policy discourse and implementation surrounding the industry, promoting improved industry sustainability and inclusive growth. [ABSTRACT FROM AUTHOR]

This article uses the Women's Co-operative Guild's evidence to the 1912 Royal Commission on divorce to explore working-class women's views about, and experiences of, marriage and divorce in the early twentieth century. Unlike any other evidence presented to the Commission the Guild's was directly based on testimony from working-class women. These had been collected in letters from members to the Guild's General Secretary, Margaret Llewelyn Davies, who testified on its behalf to the Commission. The bulk of the letters were from wives and mothers who generally came from better off sections of the working class. They confirm Guild members' overwhelming support for some degree of reform to current laws, along with more limited backing for Davies' radical proposals for divorce on grounds of mutual consent. The article demonstrates that these letters provide vivid detailed testimony of the impact of domestic abuse, of wives' financial dependence on their husbands, and of the gender inequality enshrined in contemporary divorce laws. It argues that support for reform was often combined with a Christian conviction that marriage should be a 'sacred bond', and highlights a common vision of marriage as a relationship of equals. [ABSTRACT FROM AUTHOR]

Research on reconciling family and employment debates if maternal part-time employment works as 'stepping stone' to full-time employment or as gateway to a long-term 'mommy track'. We analyse how mothers' transition from part-time to full-time employment is shaped by changing reconciliation legislations and how this is moderated by reconciliation-relevant factors like individual behaviours and macro conditions. We extend the literature on work–family reconciliation by investigating mothers' employment behaviour after the birth of their last child, i.e., after the family formative phase. We draw upon Germany with its considerable regional and historical heterogeneity. Using event history methods on SOEP-data, we observe mothers who (re)enter part-time employment (i.e., up to 30 weekly working hours) after their last childbirth. Results suggest that the impact of reconciliation legislations depends on the moderation by other factors. Recent reconciliation-friendly legislations may have contributed to the polarization of maternal employment patterns: more and less employment-oriented mothers diverge sooner after childbirth than before. Legislations co-occur with increases both in childcare institutions and part-time culture, but their moderation effects compete. Hence, boosting part-time work as either a 'stepping stone' or a 'mommy track' requires a deep understanding of the mechanisms behind legislations as well as more explicit policy incentives. [ABSTRACT FROM AUTHOR]