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The purpose of the study is to examine the correlation between the work and life satisfaction of women working beyond eight hours a day in their respective workplaces. Participant sampling came from different working professions in the National Capital Region and Cavite, Philippines, consisting of 50 respondents aged 20 and above. Researchers used criteria-based purposive sampling in selecting the participants to help generate the target respondents for the study. Likert-scale survey questionnaires were utilized to gather the data needed for the study. Moreover, the study used a correlational research design to measure the relationship between life and work satisfaction among the respondents. Data were analyzed using one-way ANOVA to analyze the level of life satisfaction and work satisfaction when grouped according to the demographic profile of the respondents and the Pearson correlation coefficient (r) to better understand the correlation between the said variables. The findings of the study show that there is no significant difference in the levels of life satisfaction and work satisfaction when grouped according to the demographic profile. Moreover, there is a highly significant correlation in terms of the life and work satisfaction of female employees who work beyond eight hours a day. [ABSTRACT FROM AUTHOR]

Abstract Introduction: One of the most valuable assets of any organization is the women who work in , and their participation is considered a factor key in the growth and development of organizations. Therefore, it is necessary to examine the role of women in organizations and the limitations caused by the phenomenon of the glass ceiling, which is essential for advancement in the organization to leadership positions. The present study investigates the relationship between the glass ceiling and career advancement of female employees in the industrial units of Bafq Central Iron and Steel Company with the mediating role of the variable self-concept Methods: The research method used is correlational and based on structural equations. The data was collected using a questionnaire prepared by the researcher. For validity, the questionnaires were presented to the experts, expert opinions and factor analysis were used and reliability was checked using Cronbach's alpha. The results of the simultaneous structural equation tests in the PLS software indicated that the components of the glass ceiling, career advancement, and the self-concept of female employees are interdependent. Findings: The effect of the glass ceiling on career advancement was found to be well-matched by the mediating variable of self-concept. The glass ceiling has an inverse and significant effect on career advancement through the element of self-concept of female employees. Conclusion: In order to increase the job motivation and job advancement of women, it is suggested that more time and attention should be given to deal with the obstacles of women's job promotion to higher positions. In addition, attention should also be given to create the sense of their self-concept and strengthen it.

Objective: The incidence of work-related falls on the same level is increasing, particularly among middle-aged and older female workers. Vision is an important risk factor of falls. We investigated whether objectively measured visual acuity was associated with the incidence of falls. Methods: This cohort study included 7317 female employees aged 20-69 in Japanese supermarket stores. Monocular acuity measured during health checkups was classified into three levels (=0.7, 0.3-0.7, <0.3). Incidence rate ratios of work-related falls within 1 year were estimated. Results: Incidence rate ratios were 1.26 (95%CI: 0.92-1.72) in the 0.3-0.7 group and 2.27 (95%CI: 1.15-4.48) in the <0.3 group. Conclusions: Risk of work-related fall was higher in those with low visual acuity. Vision correction may contribute to fall prevention in workplaces. [ABSTRACT FROM AUTHOR]

The study aims to examine the presence of gender difference in Digital Financial Inclusion of Indian bankers reflected through Gender Digital Divide. UTAUT2 model was adopted to examine the Behavioral Intention of bankers to adopt Digital Banking. Structured questionnaires framed on 5-point Likert scale were distributed among 300 bankers, selected through random sampling, and received 260 completed questionnaires. Statistical data analysis was done using PLS-SEM. Findings reveal that five out of the eight UTAUT2 factors (Perceived Usefulness, Social Influence, Hedonic Motivation, Habit, and Price Value) have significant roles for men and three have significant roles for women (Perceived Ease of Use, Personal Innovativeness, and Facilitating Conditions). Research indicates that women are trailing behind in the use of digital banking, which is concerning because their internet banking adoption and usage can motivate other women to use digital media, thereby raising their Financial Inclusion level. [ABSTRACT FROM AUTHOR]

Finding an harmonious balance between work and personal life is a challenge for company management but also a competitive potential. This study investigates the effects of work-family conflict on work-life balance is mediated by work stress as an intervening variable in permanent and married female employees at BRI Kuta Branch. Conducted with a quantitative approach, this study involved 51 respondents using saturation sampling to determine the sample. The data in this research was gathered by a questionnaire and examined using SEM-PLS method with the assistance of Smart-PLS software. The findings proved that there is a negative and significant effect of work-family conflict on work-life balance. Furthermore, Work stress is able to mediate work-family conflicts that have a negative and significant effect on work-life balance of female employees of PT Bank Rakyat Indonesia (BRI) Kuta Branch.

Abstract Background Public health and working life are closely related. Even though Norway is one of the world’s most equality-oriented countries, working life is still divided by gender. Women have a lower rate of participation in working life than men, they work more part-time and they have a higher sickness absence. Research has mostly focused on structural and cultural reasons for gender differences, rather than on the fact that women and men have different biology and face different health challenges. The aim of this project was to explore experienced associations between women’s health and female participation in working life. Methods Qualitative methods were chosen for investigating women’s experiences. We carried out in-depth interviews with 11 female high school teachers and supplemented the material with a focus group with five managers from the same organisation. The interviews were recorded and transcribed verbatim. We used the six steps of reflexive thematic analysis for consistency in the analysis process. Results The teachers shared a variety of experienced health issues within the field of women’s health and perceived barriers in the work environment. Four main themes were identified: (1) invisibility of women’s health at work, (2) complexity and lack of recognition of women’s health at work, (3) women’s health in work environment and (4) women’s health and role conflicts. There were few contradictions between the two informant groups. We found that health, work and total life intertwine and that complexity, lack of recognition and invisibility of women’s health appear at different levels in a mutual influence: for the women themselves, in the organisation and in society. Conclusion Lack of recognition and invisibility of women’s health in the work environment is suggested to influence women’s work participation. The complexity of female health is not captured by gender-neutral structures in the work environment meant to protect and promote employees’ occupational health. Recognition of women’s health in the work context can therefore contribute to a gender-equal, health-promoting and sustainable working life.

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]

Introduction: Sexual harassment is a significant problem in workplaces all over the world. Women’s reactions to sexual harassment are influenced by various factors. The aim of the current study was to investigate how women respond sexual harassment in the retail clothing industry. Methods: In-depth face-to-face interviews were conducted with 16 women aged 23–44 years (mean 29.18 years) employed for at least 3 years in clothes shops in Shiraz, Iran. A grounded theory approach was used to analysis the data and raise hypotheses. Results: The main perpetrators of sexual harassment for female saleswomen were male customers. The women experienced conflict-induced stimulation (core phenomenon) when they were faced with sexual harassing behaviors (causal conditions). Such stimulation prompted three types of coping strategies: silence, avoidance, or confrontation. Intervening factors like the characteristics of the Iranian society (including family mores, state-imposed hijab regulations, patriarchal culture, educational system, and regulatory monitoring) and contextual factors (including individual and environmental factors and particularly employer expectations) were found to influence the selection of strategies used as well as their potential consequences in challenging situations. Conclusion: The current study used a grounded theory approach to produce an explanatory storyline that can be tested. Sexual harassment induces conflict-induced stimulation and responses are influenced by intervening conditions, contextual factors, selected strategies, and the perceived consequences of the response. The findings of the grounded theory study suggest that there are negative consequences, particularly in terms of lack of employer support and losing one’s job, shame, and family disapproval which act as barriers for female saleswomen to counteracting sexual harassment from male customers. Such an understanding can also be applied to develop educational policies to support women as well as ameliorate the prevalence of this essentially illegal problem. [ABSTRACT FROM AUTHOR]

IntroductionSexual harassment is a significant problem in workplaces all over the world. Women's reactions to sexual harassment are influenced by various factors. The aim of the current study was to investigate how women respond sexual harassment in the retail clothing industry.MethodsIn-depth face-to-face interviews were conducted with 16 women aged 23–44 years (mean 29.18 years) employed for at least 3 years in clothes shops in Shiraz, Iran. A grounded theory approach was used to analysis the data and raise hypotheses.ResultsThe main perpetrators of sexual harassment for female saleswomen were male customers. The women experienced conflict-induced stimulation (core phenomenon) when they were faced with sexual harassing behaviors (causal conditions). Such stimulation prompted three types of coping strategies: silence, avoidance, or confrontation. Intervening factors like the characteristics of the Iranian society (including family mores, state-imposed hijab regulations, patriarchal culture, educational system, and regulatory monitoring) and contextual factors (including individual and environmental factors and particularly employer expectations) were found to influence the selection of strategies used as well as their potential consequences in challenging situations.ConclusionThe current study used a grounded theory approach to produce an explanatory storyline that can be tested. Sexual harassment induces conflict-induced stimulation and responses are influenced by intervening conditions, contextual factors, selected strategies, and the perceived consequences of the response. The findings of the grounded theory study suggest that there are negative consequences, particularly in terms of lack of employer support and losing one's job, shame, and family disapproval which act as barriers for female saleswomen to counteracting sexual harassment from male customers. Such an understanding can also be applied to develop educational policies to support women as well as ameliorate the prevalence of this essentially illegal problem.

Objective: This study assessed the utilization and perceived spousal involvement in contraceptive use among female employees of child-bearing age in a private university in Nigeria. Methods: This was a descriptive cross-sectional study of 270 women who were selected using a purposive sampling method. A structured interviewer-administered questionnaire was used to elicit data. Contraceptive utilization was assessed as ever or never utilized. Perception of male involvement was graded as good or poor using items on the questionnaire. Data analysis was done using IBM SPSS version 22 and presented as tables. P< 0.05 was taken as statistically significant. Results: Participants' mean age was 35.3± 5.9 years. Most 236 (87.4%) of them had tertiary education. Four-fifths- 219 (81.1%) had ever been counselled on family planning or utilized contraceptives 216 (80.0%). The majority 232 (85.9%) of the women had good perceived spousal involvement scores, while 38 (14.1%) of the women had poor perceived spousal involvement scores. There were statistically significant associations between receiving family planning counselling, spouse involvement in contraceptive choices, fear of side effects, and spousal refusal with the utilization of contraceptives and perception of spousal involvement (p

Context: Given the dramatic decline in Japan's labor force, promoting women's participation in the workforce is essential. Aims: We aimed to take a Hiroshima company as an example and analyze the influencing factors of health literacy (HL) to clarify the issues of the active participation of female employees. Methods and Materials: From February to March 2023, a cross-sectional study was conducted by a company in Hiroshima prefecture that contained many male employees. A total of 1,114 valid respondents were received. Employees' demographics, menstrual-related concerns, women's activity promotion support, and HL were investigated in this study. Statistical Analysis Used: The Chi-square test and logistic regression using SPSS statistical software version 25 were used. Results: There were significant differences between high and low HL with age, women's menstrual problems, and women's activity promotion support. The participants who were unaware of women's menstrual-related problems and their company's implementation of women's activity promotion support were more likely to have high HL. In addition, female employees (including female management) and male management have significantly different cognitions about women's activity promotion support. Conclusions: This study found that overall HL among employees in male-dominated companies is low, even among participants who were aware of women's menstruation-related health issues and the company's women's activity promotion support. Increased women's representation in management can bridge policy perception gaps. Male-dominated companies should enhance HL via career programs, health education, and improved communication for active female engagement.

Abstract Background This study aimed to analyze, by grouping young adult workers by gender and employment status, the model that states that the tendency for impatience in situations such as “stagnation in career exploration,” “low evaluation from affiliation,” “upward comparison of careers between friends and acquaintances,” and “lack of work–life balance” leads to turnover intention through career urgency such as the “feeling of being pressurized,” having the “urge to develop one’s career,” and having “concern for one’s career.” Methods An online survey was conducted targeting 400 young adult workers. A simultaneous multi-population analysis was performed. Results For both male and female regular employees, the tendency for impatience when their career exploration stagnated led to their turnover intention by the “feeling of being pressurized.” However, for both male and female non-regular employees, although the tendency for impatience promotes the “feeling of being pressurized” upon stagnation in career exploration, it does not lead to turnover intention. Further, the results showed that in the case of female non-regular employees, the tendency for impatience when comparing their own career to those of friends and acquaintances, who are in a more desirable state than their own, leads to turnover intention through “concern for one’s career.” Conclusions Future research should consider marital status and the presence or absence of children in addition to gender and employment. Future studies should consider whether non-regular employees are of the involuntary type and whether they wish to change their status as regular employees.

Abstract Background Physical activity in female employees is a healthy behavior and increases strength, endurance, improves flexibility, improves the feeling of vitality and freshness, improves health, and ultimately increases life expectancy. Health messages are one of the most effective ways to engage people and motivate them to perform healthy behaviors. The purpose of this study was to the study of the effectiveness of education based on message framing through mobile phone (whatsapp) on the physical activity of women employees of universities and higher education institutions in Ahvaz city. Method In this interventional study, 90 of female employees of three universities and higher education institutions of Ahvaz city were selected by random sampling and randomly divided into three groups (30 participants) receiving gain framed messages, receiving loss framed messages and the control group. The tools of data collection were demographic information questionnaire and international physical activity questionnaire (IPAQ). The participants of the intervention groups received educational messages about physical activity behavior in two different gain and loss framed messages through whatsapp for one month. Data were collected from three groups at the beginning of the study, immediately and two months after the intervention, and were analyzed using SPSS version 26. Results The results showed that there was a significant increase in the average physical activity score after the intervention in two interventional groups. by comparing the increase of this score, 53% improvement in physical activity is observed in the gain message group and 15% in loss massage group but there was no significant increase in the control group. Conclusion The results of this study showed that the design and implementation of education programs based on message framing, especially gain framed messages through online education (Whatsapp) can improve and promote physical activity behavior in women employees.

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The effect of 12 weeks of calistenic exercises in the workplace on body composition indices and some blood factors of middle-aged female employees Ghaffari M 1[1], Nazari Sarmaze M 2, Bani Talebi E 3, Naderi Ashkeftaki KH 4 1 Assistant Professor, Sports Physiology Department, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. 2 Master's degree in applied sports physiology, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. 3 Professor, Sports Physiology Department, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. 4 Master's degree in applied sports physiology, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. Abstract Introduction: Various inactivity affects the life of employees, including their physical health, disrupts the natural process of people's lives, reduces their efficiency and lifespan. One of the solutions to reduce the effects of inactivity is physical activity. In this research, the effect of 12 weeks of calisthenic exercises in the workplace on composite indicators and some blood factors of middle-aged female employees is investigated. Materials and Methods: In this research study, 30 people were randomly divided into two experimental groups (15 people) and control group (15 people). 12 weeks of calisthenics exercises were performed by the experimental group. Body composition indices and some blood factors were evaluated before and after the exercises. In order to make intra-group comparisons, the correlation T-test was used and for inter-group comparisons, the independent T-test was used and it was used at a significance level of 0.05 using spss software. Results: The findings showed that calisthenics exercises in the work environment significantly improved body composition indices including weight (P=0.011), body mass index (P=0.026), waist circumference (P=0.0 001), hip circumference (P=0.025) and waist to hip ratio (P=0.036) in the experimental group compared to the control group. Also, a significant improvement in blood sugar (P=0.006), systolic blood pressure (P=0.024) and flexibility (P=0.019) was observed in the experimental group compared to the control. However, no significant difference was observed in diastolic blood pressure (P=0.199), HDL (P=0.184) and LDL (P=0.902). Conclusion: 12 weeks of calisthenic exercises in the workplace caused significant improvement in body composition indicators, flexibility, blood pressure and blood sugar. But it had no significant effect on HDL and LDL. As a result, these exercises in the workplace can have small effects on the health of female employees and improve their physical health.

Background: Nowadays, more and more women are getting into the different professions. They are expected to maintain the balance or make adjustments at their work place and home as well. In a way, such situation may negatively affect their quality of life. Many of the recent studies have shown the higher vulnerability of poor mental health and poor quality of life in the working women. This study aimed at analyzing the quality of life of working women. In this regard, the objective of this study was set to assess the quality of life in the working women. Methods: A cross-sectional study was conducted from July 2019 to June 2020. Stratified random sampling was done in female employees in Jawaharlal Nehru Medical College, Aligarh Muslim University, Aligarh. A pre-tested semi-structured proforma was used. The study was being done on 378 participants. All the data were entered and analysed in SPSS-20.0. Conclusion: About more than half (n=210; 55.6%) of the study participants reported to perceive their quality of life as "neither poor nor good." Majority of the participants (43.4%; n=164) reported to be satisfied with their health. On WHOQOL BREF Scale, Psychological domain had the lowest mean score (59.28 ± 11.598). [ABSTRACT FROM AUTHOR]

The story of carriage cleaners has been sadly neglected in the history of railway workers. The work has low pay, it is sometimes unpleasant, and it is also physically tough. This panorama paper explores some of the literature surrounding the history of carriage cleaners from the earliest records in the nineteenth century, through the two world wars, up to the early days of privatisation. The focus is on female carriage cleaners, exploring the reasons why their work has been hidden from history and putting forward an argument as to why more attention should be drawn to it. Despite its low pay and poor working conditions, cleaning work is found at an important nexus of the railway economy, ensuring that the spaces of railway travel remain sanitary and functional. Given their importance for the operation of the railway transport system, it is surprising that cleaners remain largely invisible. [ABSTRACT FROM AUTHOR]

Context: Given the dramatic decline in Japan's labor force, promoting women's participation in the workforce is essential. Aims: We aimed to take a Hiroshima company as an example and analyze the influencing factors of health literacy (HL) to clarify the issues of the active participation of female employees. Methods and Materials: From February to March 2023, a cross-sectional study was conducted by a company in Hiroshima prefecture that contained many male employees. A total of 1,114 valid respondents were received. Employees' demographics, menstrual-related concerns, women's activity promotion support, and HL were investigated in this study. Statistical Analysis Used: The Chi-square test and logistic regression using SPSS statistical software version 25 were used. Results: There were significant differences between high and low HL with age, women's menstrual problems, and women's activity promotion support. The participants who were unaware of women's menstrual-related problems and their company's implementation of women's activity promotion support were more likely to have high HL. In addition, female employees (including female management) and male management have significantly different cognitions about women's activity promotion support. Conclusions: This study found that overall HL among employees in male-dominated companies is low, even among participants who were aware of women's menstruation-related health issues and the company's women's activity promotion support. Increased women's representation in management can bridge policy perception gaps. Male-dominated companies should enhance HL via career programs, health education, and improved communication for active female engagement. [ABSTRACT FROM AUTHOR]

The Impact of Combined Exercises in the Workplace on Body Composition and Some Psychological Indices of Female Employees After the COVID-19 Pandemic Naderi Ashkeftaki KH 1, Ghafari M[1]2, Bani Talebi E 3 1 Master's degree in applied sports physiology, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. 2 Assistant Professor, Sports Physiology Department, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. 3 Professor, Sports Physiology Department, Faculty of Literature and Human Sciences, Shahrekord University, Chaharmahal and Bakhtiari, Iran. Abstract Introduction: After the covid-19 pandemic, the immobility of people and the reduction of their physical activities increased. It seems necessary to maintain the motivation of employees to perform physical activity after this period because an employee's job in normal conditions is characterized by inactivity and inactivity. As a result, it affects the physical and mental health of the person, and following this event mentioned features intensified. The purpose of this research is to investigate the effect of combined exercises in the workplace on the fat profile and psychological indicators of female employees after the end of the Covid-19 disease. Materials and methods: This study is semi-experimental and applied, which was conducted on female employees of Shahrekord University in 1401. Thirty people were divided into two experimental (15 people) and control (15 people) groups randomly by inviting cooperation. The 12-week sports intervention was carried out three times a week, and each session lasted from 30 minutes to a maximum of one hour. The psychological indicators before and after the exercises, were evaluated by the relevant questionnaires. To measure the biochemical variables, blood samples (5 cc) were taken before and 48 hours after the end of the intervention. A correlation T-test was used for intra-group comparisons. An independent T-test was used for inter-group comparisons at a significance level of 0.05 using SPSS software. Results: The findings showed that combined exercises in the work environment significantly improved the quality of life (p=0.001), sleep quality (p=0.001), mental well-being (p=0.001), belonging to work (p=0.001) and resilience (p=0.011) in the experimental group compared to the control. Also, no significant difference was observed in HDL (P=0.184), LDL (P=0.902), cholesterol (P=0.511), and triglyceride (P=0.268). Conclusion: Workplace combined exercises can significantly improve the employees' quality of life, sleep, and psychological issues. These results are important for managers and organizations to consider programs to maintain employees' mental and physical health, especially where viral diseases such as Covid-19 impact employee health. But it did not affect blood lipids (HDL, LDL, triglycerides, and cholesterol), which may be due to the low intensity and duration of the exercise and lack of control over the subjects' nutrition.

Background: Physical activity in female employees is a healthy behavior and increases strength, endurance, improves flexibility, improves the feeling of vitality and freshness, improves health, and ultimately increases life expectancy. Health messages are one of the most effective ways to engage people and motivate them to perform healthy behaviors. The purpose of this study was to the study of the effectiveness of education based on message framing through mobile phone (whatsapp) on the physical activity of women employees of universities and higher education institutions in Ahvaz city. Method: In this interventional study, 90 of female employees of three universities and higher education institutions of Ahvaz city were selected by random sampling and randomly divided into three groups (30 participants) receiving gain framed messages, receiving loss framed messages and the control group. The tools of data collection were demographic information questionnaire and international physical activity questionnaire (IPAQ). The participants of the intervention groups received educational messages about physical activity behavior in two different gain and loss framed messages through whatsapp for one month. Data were collected from three groups at the beginning of the study, immediately and two months after the intervention, and were analyzed using SPSS version 26. Results: The results showed that there was a significant increase in the average physical activity score after the intervention in two interventional groups. by comparing the increase of this score, 53% improvement in physical activity is observed in the gain message group and 15% in loss massage group but there was no significant increase in the control group. Conclusion: The results of this study showed that the design and implementation of education programs based on message framing, especially gain framed messages through online education (Whatsapp) can improve and promote physical activity behavior in women employees. [ABSTRACT FROM AUTHOR]

Background: This study aimed to analyze, by grouping young adult workers by gender and employment status, the model that states that the tendency for impatience in situations such as "stagnation in career exploration," "low evaluation from affiliation," "upward comparison of careers between friends and acquaintances," and "lack of work–life balance" leads to turnover intention through career urgency such as the "feeling of being pressurized," having the "urge to develop one's career," and having "concern for one's career." Methods: An online survey was conducted targeting 400 young adult workers. A simultaneous multi-population analysis was performed. Results: For both male and female regular employees, the tendency for impatience when their career exploration stagnated led to their turnover intention by the "feeling of being pressurized." However, for both male and female non-regular employees, although the tendency for impatience promotes the "feeling of being pressurized" upon stagnation in career exploration, it does not lead to turnover intention. Further, the results showed that in the case of female non-regular employees, the tendency for impatience when comparing their own career to those of friends and acquaintances, who are in a more desirable state than their own, leads to turnover intention through "concern for one's career." Conclusions: Future research should consider marital status and the presence or absence of children in addition to gender and employment. Future studies should consider whether non-regular employees are of the involuntary type and whether they wish to change their status as regular employees. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Babylon Center for Humanities Studies is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)

Copyright of Scientific Journal of Finance & Financial Law Studies is the property of Scientific Journal of Finance & Financial Law Studies 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 cross-sectional quantitative study explores the influence of perceived overqualification (POQ) on work performance (WP) with the mediating effect of job crafting (JC) and the moderating effect of perceived organizational support (POS). Data were collected from a sample of 276 female corporate executives working in different organizations in Bangladesh. SPSS version 25 was used to analyze the demographic information. The relationships among the constructs were determined through regression analysis. Mediating and moderating effects are explained using Hayes' SPSS Model 4 and Model 1 process macro, respectively. The results show that POQ has a negative influence on the WP of female corporate employees in Bangladesh. Moreover, JC has a mediating effect on the overqualification and WP relationship, whereas POS did not show a substantial moderating effect on the relationship between POQ and JC. We suggest that human resource managers should be cautious before employing overqualified employees and look for avenues to take advantage of the overqualified employees through empowerment, delegation, recognition, flexibility, and family-friendly policies. Given the mixed evidence of the effect of POQ on employee attitudes and behavior, it attempts to verify the POQework performance relationship through JC, which is an unexplored avenue of research. Furthermore, exploring the moderating role of POS in the POQework performance connection is a novel endeavor. [ABSTRACT FROM AUTHOR]

Efforts aimed at providing the most inclusive workplace possible have come to the forefront in the past few decades. The goal of these measures is to improve equity and equality in the workplace for women by applying a comprehensive approach based on organizational psychology studies. The present study aims to explore women's experience of gender discrimination in the workplace (Perceived Gender Discrimination) and its effect on their self-appraisal of their achievements and success (Subjective Career Success). Another question the present study poses is whether women's career-related expectations, values, and priorities play a role in the relationship between the two mentioned variables. Overall, this research investigates the relationship between Perceived Gender Discrimination and Subjective Career Success among female employees, studying a sample of 181 women, with a focus on Career Anchors as a potential moderator. The results confirm the significantly negative effect of Perceived Gender Discrimination on Subjective Career Success, and it seems that Career Anchors play a moderating role in this relationship. ‌ Keywords Perceived Gender Discrimination, Subjective Career Success, Career Anchors, Female Employees, Technical Competence, Stability and Security, Women Careers. ‌ ‌Introduction In recent years, academics and scholars have made significant efforts to establish workplace equality for women. The reasons for these attempts are complex and vary among organizations and countries. It can be argued that the female workforce is a valuable resource of talent and capabilities, and global measures are being taken to address its underrepresentation in the workplace. The World Economic Forum (2016) recognizes that gender inequality is a major economic threat that impairs global economic growth by undervaluing the potential contributions of the female workforce. Subjective career success, also known as job satisfaction or internal career success, is a significant construct in the literature. According to a considerable body of research, subjective career success also plays an important role in the personal lives of employees. Specifically, individuals with higher subjective career success tend to have higher levels of life satisfaction (LS) and well-being (Hall, 2002). Therefore, given the significance of subjective career success, it is essential to thoroughly evaluate this construct and identify the individual and organizational factors that impact it. Methodology The present study aims to examine the relationship between three variables: women's perceived gender discrimination as the independent variable, their subjective career success as the dependent variable, and career anchors as the moderator. The primary relationship (between the independent and dependent variables) and the interactive relationship (considering the moderating role) will be analyzed through multilevel regression. Findings ‌Analyzing the data collected through the study and based on the research hypothesis, it could be concluded that: - There is a statistically significant negative relationship between women's subjective career success and their perceived gender discrimination in the workplace. In other words, women who perceive higher levels of gender discrimination in their workplace generally have lower subjective career success. - Career anchors have a moderating effect on the relationship between women's subjective career success and their perceived gender discrimination. The relationship between subjective career success and perceived gender discrimination is always negative, but career anchors exacerbate this relationship to different extents. - Technical Competence (TF) has the strongest effect on the relationship between perceived gender discrimination and subjective career success. On the other hand, Lifestyle and Security (SE) have the weakest effect on this relationship. - The effect of Entrepreneurial Creativity (EC) on the relationship between perceived gender discrimination and subjective career success could not be thoroughly analyzed due to sampling restrictions and insufficient data. ‌ ‌ References Abessolo, M., Rossier, J. & Hirschi, A. (2017). Basic values, career orientations, and career anchors: Empirical investigation of relationships. Frontiers in Psychology, 8, 1556. Alipour, A., Aarab Sheibani, K. (2010). Relation of hopeness and happiness with job satisfaction among teachers. Journal of Modern Psychological Researches, 6 (22), 65-78. (In Persian) Askari, A., Azizi, R. & Rahmatjou, R. (2019). Psychometrics of schein’s career anchors among the managers of Iranian Gas Transmission Company Managers. Journal of Psychological Methods and Models, 11(40), 193-210. (In Persian) Babashahi, J., Mohammadi, M., Gharaeipour, R. & Rashvand, B. (2014). Using best practices theory to interpret trust causal relationships and organizational culture. Biannual Journal of Psychological Research in Management, 1(1), 135-157. (In Persian) Ekmekcioglu, E. B., Erdogan, M. Y. & Sokmen, A. (2020). Career commitment and subjective career success: The moderating role of career-enhancing strategies. International Journal of Manpower, Emerald Group Publishing Limited, 41(8), ‌1287-1305. Farahi, A., Soltani, M. & Nasrollahi, M. (2017). Provide a career path pattern. Journal of Research in Human Resources Management, 1(2), 139-150. (In Persian) García-González, J., Forcén, P. & Jimenez-Sanchez, M. (2019). Men and women differ in their perception of gender bias in research institutions. PloS One, 14(12), e0225763. Goldman, B. M., Slaughter, J. E., Schmit, M. J., Wiley, J. W. & Brooks, S. M. (2008). Perceptions of discrimination: A multiple needs model perspective. Journal of Management, 34(5), 952-977. Herrbach, O. & Mignonac, K. (2012). Perceived gender discrimination and women’s subjective career success: The moderating role of career anchors. Relations Industrielles/Industrial Relations, 67(1), 25-50. Iraji Rad, A. & Malekzadeh Nasrabadi, E. (2017). The study of the effect of psychological capital with the mediation of achievement motivation on students’ creativity. Journal Innovation and Creativity in Human Science, 6(4), 51-70. (In Persian) Lent, R. W. & Brown, S. D. (2019). Social cognitive career theory at 25: Empirical status of the interest, choice, and performance models. Journal of Vocational Behavior, 115, 103316. Park, S. G., Kang, H. J., Lee, H. R. & Kim, S. J. (2017). The effects of LMX on gender discrimination and subjective career success. Asia Pacific Journal of Human Resources, 55(1), 127-148. Pascoe, E. A. & Smart Richman, L. (2009). Perceived discrimination and health: A meta-analytic review. Psychological Bulletin, 135(4), 531-554. Ren, S. & Chadee, D. (2020). Influence of guanxi on hospitality career performance in China: Is more necessarily better? International Journal of Hospitality Management, 91(102420). Rodrigues, R., Guest, D. & Budjanovcanin, A. (2013). From anchors to orientations: Towards a contemporary theory of career preferences. Journal of Vocational Behavior, 83(2), 142-152. Salehi, R., Abedi, M., Baghban, I. & Abedi, A. (2014). Developing a theoretical model of academic counseling based on the effective factors on academic success. Biannual Journal of Applied Counseling, 4(1), 19-48. (In Persian) Samiee, F. & Rezvanian, F. (2016). Objective & subjective career success: Role of career aspirations, personality and spirituality. Binnaual Journal of Applied Counseling, 6(1), 23-36. (In Persian) Sanchez, J. I. & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: is diversity management a luxury or a necessity? Academy of Management Journal, 39(3), 704-719. Shockley, K. M., Shen, W., DeNunzio, M. M., Arvan, M. L. & Knudsen, E. A. (2017). Entangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods. Journal of Applied Psychology, 102(12), 1601-1635. Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A. & Unite, J. (2019). Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), 105-122. Spurk, D., Hirschi, A. & Dries, N. (2019). Antecedents and outcomes of objective versus subjective career success: Competing perspectives and future directions. Journal of Management, 45(1), 35-69. ‌‌‌‌

Covid-19 pandemisi işgücü piyasalarında esneklik temelli bir dizi değişikliğe yol açmıştır. Nitekim çalışma hayatının hızlı bir şekilde dijitalleştiği, geleneksel yerinde çalışmanın yerine tamamen uzaktan veya hibrit çalışma modellerinin getirilmesinin tartışıldığı bir dönemde, pandemi bu geçişi kimi işkolları için kolaylaştırmış ve hızlandırmıştır. Ancak her hızlı dönüşüm gibi bu geçiş de bazı sorunları beraberinde getirmiştir. Bunların başında da iş-yaşam dengesinin yeniden kurgulanması ihtiyacı gelmektedir. İş-yaşam dengesi geleneksel çalışma düzeninde bile tam olarak sağlanamamışken, iş yaşamıyla iş dışı yaşamın fiziki ve zamansal sınırlarının daha da bulanıklaştığı hibrit veya tamamen uzaktan çalışma düzeninde bu dengeyi sağlamak daha da güç bir hal almıştır. Üstelik pandeminin bir gün mutlaka tamamen sona ereceği kesinken, pandemi döneminde hızla yaygınlaşan “yeni normal” çalışma düzeninin pandemi öncesi döneme geri dönmesi düşük bir olasılıktır. Bu makale, hibrit ve uzaktan çalışmanın pandemi sonrası dönemde dijital tabanlı işler için daha popüler olacağını, ancak bunun “herkese uyan tek bir çözüm” olmayacağını savunmaktadır.

Burnout and resiliency among employees have been the focus of many studies over the years. Results have diverse significantly, particularly regarding the prevalence of burnout and the level of resiliency. This study highlights jobrelated burnout in terms of psychosocial stress, work pressure, and employee psychological resiliency in terms of a learning culture, empowering leadership, employee participation, corporate communication, employee resilience, job engagement, job satisfaction, and intention turnover among female employees in one of the industrial company located at Biñan, Laguna. The survey technique has been applied as the data gathering method in this research. A stratified random sampling method was used as the sampling technique, and SPSS software was used to analyze data. Percentage Distribution was used to analyze data on the profile of the respondents. Statistical tool such as Analysis of Variance, Pearson Correlation Coefficient and Linear Regression was used to determine the difference, relationship, and predictability of variables. Research results showed that there is significant relationship between Psychological Resilience and Perceived Burnout in terms of Employee Resilience and Psychological Stress, Employee Resilience and Work Pressure, Job Engagement and Work Pressure, between Job Satisfaction and Work Pressure. The result of the study also showed that psychological resiliency in terms of employee resilience, job engagement, job satisfaction, and intentions to turnover were variables that can predict burnout of an employee. [ABSTRACT FROM AUTHOR]

Work-family conflict can lead to irreparable losses to individuals, families and organizations. This matter is especially important for married working women who cannot eschew home responsibilities. To consider an appropriate intervention for this issue, we investigated the effect of a one-month intervention on support from the workplace and the family, individual characteristics and work-family conflict. This quasi-experimental longitudinal study includes an intervention group and a control group, and uses a pre-test, post-test and 6-months follow up design. Participants were 120 married women working in healthcare services, recruited from two cities in South Iran. The web-based multimedia educational program comprised four modules: one for each of the women participants, their spouses, their co-workers, and their workplace supervisors. Data collection tools included a demographic information form, and co-worker support, supervisor social support, spouse support, core self-evaluation and work-family conflict questionnaires. The effect of the intervention was examined at two post-intervention time points. A comparison of changes in mean scores between the intervention and control groups indicated that scores of supervisor support, spouse support, core self-evaluation and work-family conflict in the intervention group one month and six months after the intervention were all significantly improved compared to before the intervention. There was no benefit of the intervention in terms of a change in co-worker support. There was no significant difference across the three time points in the control group. These results confirm that online educational methods can enable health promotion professionals to reduce work-family conflict to the benefit of both employees and organizations. [ABSTRACT FROM AUTHOR]

Copyright of Sosyal Güvence Dergisi is the property of Sosyal Guvenlik Uzmanlari Dernegi 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.)

The aim of this study is to explore how Norwegian female employees experience work-related alcohol use in British working life using cultural analysis. Explorative design with strategic population; in-depth interviews with eight female Norwegian employees working in London, in addition to field observation in two typical 'after-work' pubs in London. The data was analysed through bricolage: themes and subthemes were identified and Hall's theory of high- and low-context cultures and Bourdieu's concepts of capital and field were applied. The pub appeared to be a significant arena for Norwegian female employees in London to adapt to British working culture and work-related drinking. Four main themes emerged: (1) Breaking the code in communication at work, (2) Adjusting to English office 'etiquette' through pub visits, (3) Adhering to pub rules and developing strategies, and (4) Balancing after-work pub culture and family obligations. Navigating British pub culture demands cultural awareness to maintain one's work-related position and career progress, including balancing gender-specific expectations and contextual drinking culture. [ABSTRACT FROM AUTHOR]

This paper examined the causes and effects of work-family conflict among female employees in the education sector in Pakistan, a society where traditional norms make it harder for women to balance their work and family roles. The paper collected primary data from female employees serving in the education sector of Pakistan. The paper found the extended working hours, job rigidity, work overload, child care duty, children's age, dependent care duty, workplace discrimination, insufficient supervisory support, authoritarian management style, lack of family support, and husband's absence as the main factors causing the work-family conflict. The study suggested the need for organizational policies and practices that can help reduce work-family conflict and improve the job satisfaction and performance of female employees. [ABSTRACT FROM AUTHOR]

Background and Object: One of the effective ways to involve and participate people in health behaviors, including physical activity behavior, is providing health messages. The purpose of this study is to Comparing gain- and loss-framed message on the level of physical activity of women employees of universities and higher education institutions in Ahvaz city. Materials and Methods: In this three-group intervention study, 105 female employees of universities and higher education institutions in Ahvaz city were randomly selected into three groups: recipients of gain -framed message, recipients of Loss-framed message and control groups were divided. The data collection tool in this study was the demographic information questionnaire and the International Physical Activity Questionnaire (IPAQ). Information was collected from the three groups in 3 times, pre interventional stage, immediately and 2 months after the intervention. The collected data were analyzed by using SPSS 26 software. Results: The age average of the Participants was 38.4 ± 5.3 years. Before the intervention, mean scores for physical activity was5436.66±3950.05 in the gainframed message group, in the loss-framed messages group was 5583.91±3922.25. Two months after the education, mean scores for physical activity in both the loss-framed messages and gain-framed messages groups showed a significant increase compared to the control group (P=0.004). Two months after the education, physical activity score in the gain-framed messages group was 8338.63±4395.07, in the loss-framed messages group was 6415.10±3909. It was also shown that this increase in the mean score of physical activity in gain message group is significantly more than the Loss message group (P=0/04). Conclusions: The results of this study showed that, designing and implementing educational programs based on message framing can improve and promote physical activity behavior in female employees. Also, gain-framed messages were more effective than loss-framed messages in relation to physical activity behavior [ABSTRACT FROM AUTHOR]

It becomes critical to the success of organiza­tions to figure out how to effectively remedy female employees’ stress, given the sheer number of female employees in most organizations. The present study aimed to enhance our understanding of female employees’ strain, and suggest job resources to re­duce their stressful feelings at work. With a sample of U.S. federal employees, female employees were compared with male counterparts in terms of their satisfaction about diverse work environments and the effects of work environment on stressful feel­ings. According to the findings, the strain of female employees was significantly higher than that of male counterparts. Work-life balance became a signifi­cant job resource for both male and female employ­ees. Some work environment factors, such as public support and relationship with outside organizations, showed different effect on job strain, depending on the gender.

Introduction: One of the most important key factors in achieving development is the optimal use of human resources. Therefore, it is of especial importance to pay attention to the talent and role of women in managerial positions. The purpose of this study is to investigate the relationship between glass rock, and job motivation and organizational maturity in female employees of Lorestan University of Medical Sciences. Methods: This was a descriptive-correlational study. 367 female employees of Lorestan University of Medical Sciences were selected based on Morgan table and available sampling. To collect data, questionnaires regarding glass rock, organizational maturity and job motivation were used. Data were analyzed using Pearson correlation and regression. Results: The results showed that there was a significant negative relationship between glass rock, and job motivation and organizational maturity of female employees of Lorestan University of Medical Sciences. The results of regression analysis also showed that the glass rock was able to predict the job motivation and organizational maturity of female employees. Conclusion: According to the results, the glass rock has a negative relationship with job motivation and organizational maturity of female employees. The presence of glass rock in the organization reduces the organizational maturity and job motivation of female employees.

The process of changing attitudes and behaviors among female officers in a labor union through their decision to accept a position and their experience as a labor union office r This study aimed to examine the decision to accept the position and the process of changing consciousness and behavior, through the experiences of female union officers in a company-based labor union. The survey targeted 13 officers. The semi-structured interview consisted of 14 questions and interview data were analyzed by the modified grounded theory approach (M-GTA). It was determined that theoretical saturation was reached with 40 concepts, 15 sub-categories, and four categories. The decision to accept the position and the process of changing consciousness and behavior is a process in which there are 'circumstances and feelings before accepting the position', 'consciousness and behavior as a union officer,' and 'experiences and thoughts unique to minority and female officers.' All of these are interrelated. There were also 'influencing environments.' First, the study confirmed the circumstances and process leading to the decision of female union officers to accept the position. It was suggested that the decision was made after a period of hesitation, from a long-term perspective and with a proactive attitude, and that the weight of the decision differed between the position when the women were non-executive members and when they were full-time members. In addition, who to call on them is an important factor. It is a small consideration, but it is a suggestion for the field of practice. Second, the study suggested a characteristic aspect in the transformation of consciousness and behavior through the experience of being a board member. Third, the results suggest that organizational climate and human support are important as influential environments. [ABSTRACT FROM AUTHOR]

This study investigates whether gender diversity within a company has a positive effect on corporate soundness and social contribution. We collect the data of female employment status, corporate soundness, and social contribution, and then we perform empirical tests using 1524 Korean firm‐year observations from 2012 to 2020. From the empirical results, we find that firms with high gender diversity have more corporate soundness than those with low gender diversity. We also find that there is a positive association between the level of gender diversity and social contribution. Our findings imply that by increasing the ratio of female employees, companies can create a more stable and rigorous corporate climate, and consequently improve the corporate soundness and social contribution. This study supports the importance of females in the workforce by presenting empirical evidence that female employment helps improve corporate soundness and social contribution. [ABSTRACT FROM AUTHOR]

Copyright of İnsan ve İsan is the property of Okur Yazar Dernegi 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.)

Occupational mental health is responsible for affecting the quality of personal life lead by the employees. Depression and anxiety are the most common psychosocial crisis that the female employees undergo both at home and at the workplace. Recent studies have proved that married woman with young children show more anxiety and depression. This study aimed at analyzing the level of life satisfaction among the female employees. A cross-sectional study was conducted from July 2019 to June 2020. Stratified random sampling was done in female employees in Jawaharlal Nehru Medical College, Aligarh Muslim University, Aligarh. A pre-tested semi-structured proforma was used. The study was being done on 378 participants . All the data were entered and analysed in SPSS-20.0 To find out the association between certain variables Chi-square/Fisher Test was used. It was found that Satisfaction with life is significantly associated with the occupation of the women. [ABSTRACT FROM AUTHOR]

In this study the relationship between job satisfaction and organizational commitment in female employees has been examined. The structural equation modelling technique was used to analyze complex models with both direct and indirect relationships. Quantitative data was gathered by utilizing questionnaires. To demonstrate convergence validity, confirmatory factor analysis was used. Composite reliability and AVE scores were calculated to assess the scales' reliability and discriminant validity. The AMOS statistical program's structural equation model method was used to test the hypotheses. Out of six hypotheses, two of them were supported. It has been empirically proven that Internal Job Satisfaction has a direct effect on Affective Commitment and Normative Commitment, where External Job Satisfaction does not have a direct effect on any sub-dimensions of organizational commitment. Although job satisfaction and organizational commitment have been examined individually in many studies, this research focused on female employees working in the service sector while evaluating the relationship between the two concepts in the light of current data. [ABSTRACT FROM AUTHOR]

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Introduction: One of the most important goals of organizations is to increase the quality of working life of employees and the most important part of employees of organizations are working women who, in addition to personal life responsibility, must have a relatively high quality of work life to be able to meet the goals satisfy the formation of organizations. The present study aims to investigate the situation of identity styles and multiple intelligence and their relationship with quality of working life of female employees at Yazd university in 2019. Method: This study is descriptive- survey in terms of data collection and pure in terms of purpose. The statistical population of this study consisted of 159 female employees of Yazd university which of 120 employees were selected based on the Krejcie and Morgan table by using simple random sampling method. The scales used to collect data were: Berzonskychr('39')s identity styles scale, Armstrongchr('39')s multiple intelligence scale, and Waltonchr('39')s work life quality questionnaire. The data were analyzed using pearson correlation coefficient, chi- square test, one- sample t- test, analysis of variance with repeated measures and bonferroni test. Results: The results showed that intrapersonal intelligence and normative identity style were more prevalent among female employees of Yazd university than other types of intelligence and identity style. Quality of working life was average and commitment among female employees was above average, as well as, no relationship was found between identity styles with quality of work life. Also among multiple intelligences, only rational- mathematical intelligence had a positive and significant relationship with quality of working life. Conclusion: It can be concluded that managers of organizations should strive to employ people with informational and normative identity styles, as well as, provide opportunities to utilize multiple intelligence of employees to increase the quality of working life in order to strengthen the productivity.

During the COVID-19 pandemic, the use of social media platforms for working online has become a global phenomenon. For female employees, social media usage has made it easier to balance work and family, but the pressures have also multiplied. Especially in China, the COVID-19 prevention policies led to dramatic changes in working patterns, which significantly affected the emotions, cognitions, and behaviors of female employees. Based on the job demands resource theory, this study explores the double-edged effect of social media usage on job crafting for female employees. Survey data were collected from 563 female employees in Chinese enterprises. Hierarchical regression analysis and the bootstrap method by SPSS and AMOS software were used to test the hypotheses. The results show that work-related social media usage has a negative effect on job crafting, while social-related social media usage has a positive effect. Moreover, job autonomy and workplace friendship mediate the relationship between them. This study extends the research on the double-edge effect of female employees' social media usage and enriches the antecedents and influencing mechanisms of job crafting. It also provides theoretical and practical guidance for managers on how to promote the sustainability of human capital during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Barriers and enablers that the women leaders experience in the higher education (HE) sector have been a widely researched topic in many developed countries. However, the research on this topic is very limited in developing countries such as Vietnam. Despite the Gender Equality Law introduced in 2006 by the Vietnamese government to promote equal opportunities to women and also reducing the Gender Gap Index score of 70% in Vietnam, there are few women in leadership roles in several sectors including HE. This explanatory study has been conducted in nine universities in Vietnam to understand the barriers that prevent women from taking up leadership roles and the factors that motivate them in their career advancement to become a leader. The qualitative study was conducted with 21 participants (19 women and two men) working as senior leaders, middle managers, and lecturers in these universities. The study found that the main barriers in women's career enhancement were work-life imbalance, subordinates' perceptions regarding women leaders, social networking, and personal factors. The factors which motivated women leaders to advance in their career path were continuous family and mentor support, changing mindset of employers, and potential leadership competency of women leaders. The findings of this study would be beneficial for the Vietnamese HE institutions to determine policies and programs, which can support women's career advancement to leadership roles bringing diversity and inclusion at these institutions. The results might be a steppingstone to achieve the United Nations Sustainable Development Goal 5 on gender equality in Vietnam, which is one of the world's fastest-growing economies. [ABSTRACT FROM AUTHOR]