Women's work

About: Women's work is a research topic. Over the lifetime, 1625 publications have been published within this topic receiving 33754 citations. The topic is also known as: woman's work.

Lateralness in women's work: New views on success

Abstract: Data from a longitudinal study of postbaccalaureate nursing careers are discussed in the context of the motive-to-avoid-success controversy Two groups of nurses with continuous work histories were intensively studied While most had experienced upward professional mobility, a significant minority had “lateral” careers, which, though not characterized by advancement, typically provide rewards of intensification Further, lateral careers only occurred in specialties allowing a high degree of professional autonomy Thus, upward mobility and advancement should not be the sole criteria of women's occupational progress Alternative conceptions of success may be significant in many occupations, although such beliefs may not serve as viable substitutes for professional autonomy and the opportunity for personal development Lateral movement may also characterize most men's work lives more aptly than descent or ascent; hence the findings underscore the necessity to rethink the image of movement in both male and female work spheres

The Determinants of Women's Work: A Case Study from Three Urban Low-income Communities in Amman, Jordan

Abstract: An abstract of the dissertation of Taghrid Khuri Tubbeh for the Doctor or Philosophy in Urban Studies presented November

The role that mentors play in women's work life balance

Abstract: Organizational leaders need to establish policies and programs to retain quality employees. Mentorship and work life balance positively impact organizational commitment and reduce turnover intention. The purpose of this phenomenological, qualitative study was to explore the role that mentors play in helping women achieve work life balance. Two major theoretical frameworks were used as a basis of this study. Giele (2008) identified 4 life course dimensions that contribute to an individual’s behavioral system: identity, relational style, drive and motivation, and adaptive style. Elder and Giele (2009) built on this work and combined elements of their paradigms to link dimensions of an individual’s behavioral system and the setting where that individual functions. Kram (1988) documented 2 major categories of mentorship functions. The first set of functions, career functions, focuses on those aspects of the mentoring relationship that enhance career advancement. The second set of functions, psychosocial functions, focuses on interpersonal aspects of the relationship. The research questions focused on how the presence of a mentor in the workplace impacted women’s experiences and enabled them to meet the challenges of work life balance. The research questions explored how having a mentor while dealing with the challenges of work life balance impacted the 17 participants’ perceptions of organizational commitment and turnover intention. The researcher also investigated how mentorship functions differed based on the characteristics of the mentor relationship. This researcher gathered the data by sending an online survey to 80 women who had previously participated in the Digital Women’s Project (Weber, 2011). Data were coded based on a priori lists that were developed from the theoretical frameworks and the literature. Themes were established and utilized to develop findings for each research question.

Women's Work-Life Balance: Compensation is the Key

Abstract: The increase in the level of literacy, standard of living, changing societal attitudes, and a quest for economic independence are considered to increase female employment. However, elements, including responsibilities towards family, job demands, reduced autonomy in jobs, and increased work hours, are expected to reduce female employment. The education sector is the largest employer of women in India and is undergoing rapid changes because of multiple demands from stakeholders. This study investigates the status of work–life balance (WLB) among female non instructional staff at private universities. Moreover, motivations to work, challenges, work pressure, and their mental and physical health-related outcomes have been studied.