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Recent market growth in women's sport has happened as fans increasingly support brands that embrace social issues, suggesting that women's sport houses multiple logics (financial and social) that may be compatible. The purpose of this study is to explore employees' perspectives of the logics in women's sport and how these influence their workplace experiences. Using a case study design, we interviewed 15 women's sport employees. We observed that they navigate both financial and social logics, which they see as compatible. This understanding of a complementary relationship has both behavioral (e.g., collaboration) and emotional (e.g., collective anxiety) consequences for employees. Notably, collective anxiety is simultaneously associated with negative effects and positive coping mechanisms, demonstrating its complexity in shaping individuals' actions. This research advances understanding of how employees respond to multiple logics and the effects of this process. Insights from this study can help women's sport managers better support workers. [ABSTRACT FROM AUTHOR]

Understanding women's work along the paid-underpaid-unpaid continuum presents a more holistic conceptualisation of women's work, recognising work burdens across the spheres of production and reproduction. This paper takes recourse to unit-level data from India Time-Use Survey (2019) to demonstrate the women's work continuum, highlighting the uneven burden of unpaid household work on women across varied employment categories and economic activities. Controlling for other confounders, women from marginalised castes and lower income groups are more likely to undertake unpaid activities. Further, marital status and location (rural-urban) are also crucial factors in determining the probability of women undertaking unpaid work and time spent on different activities. Therefore, it is imperative to recognise and understand women's work through the lens of the continuum and intersectionality. [ABSTRACT FROM AUTHOR]

This study aims to examine and understand the motherhood decisions of career-oriented women who are well-educated, well-paid, and up the corporate ladder in Türkiye. A qualitative research design was preferred due to the nature of the study and in-depth interviews and descriptive content analysis were employed. Semi-structured interviews were conducted with 14 career-oriented working mothers. The findings of the study have revealed that mothers regret many decisions they made to protect their careers, jobs and families (mainly babies) during this process. In addition, for all of these women, the motherhood decision appeared to be a trade-off between their career goals and motherhood wishes, at least for a period of time. Some have given up on their career progress for a certain period, some have faced the negative attitudes of the institutions they work for, like "ignoring their motherhood experience and their babies", and others have been forced to pretend as if they were "not mothers" so that their careers would not be impaired. The study also concluded that women who struggle with the difficulties of being a mother in organizational life support each other more with a silent coalition which we call "a motherhood coalition". Future research may focus on the reproductive decision processes and motherhood experiences of blue-collar women, as they can be quite different from career-oriented white-collar women's experiences. [ABSTRACT FROM AUTHOR]

Purpose: One of the most important challenges confronting enterprise managers is that of controlling employees' social cyberloafing. The use of enterprise social media entails opportunities for cyberloafing. However, previous research on how enterprise social media use affects cyberloafing is rather limited. Using the job demands-resources (JD-R) model, this paper proposes a research model to investigate the relationship between enterprise social media usage and employees' social cyberloafing behavior. Design/methodology/approach: Structural equation modeling was performed to test the research model and hypotheses. Surveys were conducted in an online platform in China, generating 510 employees' data for analysis. Findings: First, both public social media and private social media used for work-related and social-related purposes have a positive effect on employees' job engagement. Further, job engagement has a negative effect on employees' social cyberloafing. Second, the use of public social media for work-related and social-related purposes has no effect on employees' emotional exhaustion. However, work-related private social media usage has a negative effect on employees' emotional exhaustion, and social-related private social media usage has a positive effect on employees' emotional exhaustion. Further, employees' emotional exhaustion has a positive effect on employees' social cyberloafing. Third, there are significant differences in the effects of enterprise social media on employees' social cyberloafing between male and female employees. Originality/value: First, this paper contributes to the social cyberloafing literature by establishing a relationship between enterprise social media usage and social cyberloafing in relation to the dual influence mechanism. Second, it contributes to the JD-R model by clarifying how the use of enterprise social media with different motivations affects social cyberloafing through a mediation mechanism, namely, an enabling mechanism and a burden mechanism. Third, this paper also contributes to the social cyberloafing literature by revealing the boundary condition, namely gender, between enterprise social media use and employees' social cyberloafing. [ABSTRACT FROM AUTHOR]

In this longitudinal small-scale study, we examined the association between maternal empowerment during pregnancy and infants' social-emotional competence along with important maternal factors such as parental stress and the quality of mother-infant relationships. Thirty-eight women residing in a Midwestern state participated during the third trimester of pregnancy and when their infant was three to four months old. Results did not support a direct association between maternal empowerment during pregnancy and infants' social-emotional competence. However, maternal empowerment during pregnancy, the quality of mother-infant relationships, and parental stress were significantly associated with one another, and parental stress was an important mediator of the association between maternal empowerment during pregnancy and the quality of mother-infant relationships. Our findings provide potential implications for the development of programs or practices that enhance the quality of mother-infant relationships by empowering pregnant women and reducing parental stress. Highlights: The associations between pregnant women's empowerment to make healthy choices and decisions and their later parenting and infant outcomes is understudied. This study contributes to knowledge in finding that the more empowered pregnant women felt, the less stressed they perceived after their infant was born; and lower parental stress was related to mothers' feeling closer to their infant. Programs or practices, such as home visiting, that can empower pregnant women and reduce parental stress may help enhance the quality of mother-infant relationships. The association between maternal empowerment during pregnancy and infants' social-emotional competence warrants further research with larger and more diverse samples. [ABSTRACT FROM AUTHOR]

This study seeks to understand the challenges encountered by qualitative researchers while investigating sensitive topics. We make a valuable contribution to the existing literature on researcher well-being and the mitigation of potential adverse incidents during data collection in studies on sensitive topics. The researchers maintained a comprehensive diary while conducting a study on the sensitive topic of work-family conflict among Indian working women. The analysis of these diary entries revealed three primary categories of challenges: (a) emotional challenges encompassing emotional sustenance, self-awareness, the element of care, building rapport, reciprocity, breaking the connection, preparing for exit, and researcher exhaustion; (b) methodological challenges, including data recording and interview location; (c) ethical challenges, such as confidentiality and guilt; and (d) other challenges, such as establishing credibility as a mainstream researcher in academics. This study aims to raise awareness about the challenges that qualitative researchers face, offering insights into potential dilemmas and explaining how reflexivity, self-disclosure, reciprocity, and a well-planned exit strategy can assist in navigating and addressing researcher biases. [ABSTRACT FROM AUTHOR]

From a gender historical perspective, labour precarity constitutes a long-term phenomenon. Women's work represents a privileged observatory to understand how instability and precarity also characterised the cycle of economic and industrial expansion of the 1950s and 1960s. The article compares the conditions of female factory workers with those of home-based workers, a traditionally invisible category of workers, who between the 1960s and 1970s promoted demonstrations and protests with the support of trade unions, women's associations and local institutions. Changes in the subjectivity of women workers and homeworkers, whose demands often came together and gave rise to joint protests, not only became part of broader discussions on the relationship between industrial crisis and precariousness, but also generated discourses on specific forms of work that are now central to debates on flexible/precarious work such as part-time work. [ABSTRACT FROM AUTHOR]

Workforce housing does not reproduce all workers equally. So, what kind of workers does "workforce" housing reproduce? Whose reproduction is prioritized, whose is devalued, and how? A case study of housing access and design in three elite Vail Resorts enclaves in Colorado shows that workforce housing prioritizes the reproduction of a young, flexible androcentric workforce who can be cheaply and easily housed. Extending McIntyre and Nast's theorization of racial subsidies, I argue that resort capital awards unearned gendered subsidies to privileged workers and instantiates what Susanne Soederberg calls "displaced survival," or recursive dislocation, for women workers and those with dependents. I detail how twin processes of displaced survival and gendered subsidy emerge in resort communities using data from interviews, survey, ethnographic observation, autoethnography, and municipal records. By attending to the lived experiences of workers in this niche industry, this paper contributes to literature on geographies of exclusion and expands scholarly understandings of how the gendered political economy of labor is sedimented in housing regimes. [ABSTRACT FROM AUTHOR]

There has been and continues to be a substantial amount of work done to encourage, support, and retain women in mathematics. However, very little has been written about the faculty leading these gender-based initiatives, most of whom are women. This dynamic—women advocating on behalf of other women—is connected to identity-based activist movements. In the following, I describe how I have started to see gender-based work in STEM as a form of institutional activism. I then describe how this change of conceptualization led me to rethink the landscape of gender-based work in STEM. I reflect on literature from institutional activism and describe how that literature has changed my own engagement in gender-based service. My goal in this article is to provide math practitioners with some ideas for reflecting on their own actions in contesting historical forms of sexism. As we begin to understand the rules, norms, and cultures that constrain us, we will be better equipped to strategically contest them and create the sorts of institutional change that we want to see. I conclude the article with a series of questions to challenge all of us to think strategically about the future of our work supporting women in STEM. [ABSTRACT FROM AUTHOR]

Feminist scholars have focused on paid domestic labour as a site of gendered inequalities structured by race, gender, class, and citizenship. However, men are largely absent from feminist intersectional understandings of everyday interactions within paid domestic labour. This paper draws on an interview study of South African domestic workers focusing on their talk about interactions with male employers. The analysis demonstrates that talk about routines of the physical and symbolic absence of men can become normalised within domestic labour discourse. This is a narrative that is only brought to light once men's (lack of) presence is made a topic. The conspicuous absence of analyses of this kind within paid domestic labour studies points to unfinished and troubling feminist projects. [ABSTRACT FROM AUTHOR]

Financial wellbeing in retirement is contingent on realizations of financial expectations developed earlier in life and may differ substantially by gender. People's standard of living in retirement is tied to stability in work and income trajectories during working years along with retirement benefits and savings. Women have a greater overall income disadvantage relative to men, including reduced life course labor force exposure that may restrict retirement savings and benefits. Using the Canadian Longitudinal and International Study of Adults (LISA) and 20 years of linked tax record data (N = 2,353), we explore the association between instability in work and income histories and lower perceived retirement standard of living (PRSOL), net of retirement benefits, for women and men in Canada. Results show that for women, life course effects shaping PRSOL are driven by cumulative disability exposure and bouts of social assistance. For men, PRSOL is influenced more by cumulative unemployment. Although retirement benefits do not offset histories of work and income instability for either gender, income assistance is protective for women in retirement while personal investments are protective for men. Overall, our findings suggest that despite Canada's relatively generous pension program in later life, life course instability in work and income have persisting, gendered effects on financial wellbeing in retirement that underscore financial and health disadvantage for women across the life course. [ABSTRACT FROM AUTHOR]

Whereas during the great labour unrest before the First World War, militant suffragists (suffragettes) sometimes addressed rallies of striking women workers, an earlier strike by waitresses in a Piccadilly tea-shop was exceptional for their hands-on support. That strike and its consequences is the focus of this article that uses digitised press archives to consider the working lives of tea-shop waitresses between 1890 and 1914 within the context of the women's suffrage movement. The first widespread attention the press gave to the new occupation of tea-shop waitresses was in 1896 when they were hired to replace waiters to serve tea on the terrace of the House of Commons, an event amusingly described as 'the thin edge of the wedge of women's suffrage'. Interest in tea-shop waitresses subsequently peaked in 1908 when media-savvy members of the recently established Women's Freedom League helped transform the Piccadilly tea-shop strike into a cause celebre. Analysis of press archives relating to women's industrial militancy during the five years prior to 1911, indicates the Piccadilly strike as unique for suffragist involvement in a dispute between women workers and employers. [ABSTRACT FROM AUTHOR]

Background: The 5C psychological antecedents of vaccination (Confidence, Complacency, Constraints, Calculation, and Collective Responsibility) facilitate understanding vaccination decisions in specific target groups as well as the general public's informational needs. This study aims to explain pre-pandemic vaccination behaviour (a) in general, (b) for specific vaccines such as influenza, and (c) for certain target groups (e.g. people over the age of 59 years, parents, healthcare workers), using the 5C model and sociodemographic variables. The intention to get an influenza vaccination was also analysed for target groups. Methods: The 5C, self-reported vaccination behaviour and the intention to vaccinate were collected in two representative telephone surveys in Germany – one in 2016 (n1 = 5,012) and another in 2018 (n2 = 5,054). Parents, people over the age of 59 years, chronically ill people, people with a migratory background, pregnant women and healthcare workers were target groups. Results: Overall, the 5C model had higher explanatory power than sociodemographic variables. The pattern of vaccine hesitancy slightly differed between vaccinations and target groups. Confidence in safety and effectiveness was always a significant predictor. Complacency (the underestimation of disease risks) and Constraints were significant predictors as well. Calculation (of risks and benefits) was important for influenza vaccination intentions. Conclusions: This work builds an important benchmark for understanding potential changes in vaccine acceptance due to the pandemic. The benchmark can be used in research on potential effects of the pandemic on vaccination behaviours. Intervention designers can also use the results to understand specific audiences and their vaccination decisions. [ABSTRACT FROM AUTHOR]

Beedi is the most common smoking form of tobacco used in India. The rolling of beedis is performed primarily by women in settings that lack occupational safeguards. The aims of this protocol are to establish methods for the study of occupational exposures among women beedi workers and their experiences and challenges working with unburnt tobacco. This protocol employs a convergent parallel mixed-methods approach. Qualitatively, we plan to explore the experiences and challenges faced by women beedi workers using photovoice, a community based participatory method. Occupational exposures to pesticides will be assessed through the use of silicone wristbands worn for seven days by workers, and exposure to toxic metals and metalloids will be assessed in dust samples collected in the homes of workers. The outcomes will be analyzed to form policy recommendations to improve the occupational health of women beedi workers. [ABSTRACT FROM AUTHOR]

Anti-trafficking programmes in Italy have been implemented for more than two decades. Yet, little empirical evidence is available regarding their functioning. This paper draws on 56 semi-structured interviews carried out in the period of 2019–2021 with practitioners and beneficiaries of the N.A.Ve anti-trafficking programme. The interviews focused on practitioners' experience working with Nigerian women and on Nigerian women's experiences of the programme upon completion. By building on critical anti-trafficking studies and the autonomy of migration perspective, this contribution looks at the relationship between practitioners and Nigerian women admitted to the programme by addressing the following questions: what is the experience of practitioners and beneficiaries in the N.A.Ve programme? To what extent is the structural violence of the counter-trafficking apparatus reproduced in the relational dynamics between practitioners, particularly Case Managers, and beneficiaries? How do beneficiaries cope with such violence? I argue that the Case Managers' approach builds on "stratified layers of institutional knowledge" and that this concept is useful to highlight how their knowledge derives both from the counter-trafficking apparatus and their social work background. Furthermore, I present evidence that such an approach reproduces structural violence through processes of "conditional inclusion". Nigerian women denounced this violence but also seized the relational capital grown from rapport, calling for more engagement with people rather than programme objectives. [ABSTRACT FROM AUTHOR]

Background: Short- and long-term sickness absence (SA) vary in their determinants. We examined short- and long-term SA contemporaneously as two interconnected phenomena to characterize their temporal development, and to identify employees with increasing SA at an early stage. Methods: We extracted 46- to 55-year-old employed women from the Helsinki Health Study occupational cohort during 2000-17 (N = 3206) and examined the development of short- (1-14 days) and long-term (>14 days) SA using group-based dual trajectory modelling. In addition, we investigated the associations of social-, work- and health-related factors with trajectory group membership. Results: For short-term SA, we selected a three-group solution: 'no short-term SA' (50%), 'low frequency short-term SA' (40%), and 'high frequency short-term SA' (10%) (7 spells/year). For long-term SA, we also selected three trajectory groups: 'no long-term SA' (65%), 'low long-term SA' (27%), and 'high long-term SA' (8%). No SA in the short-term SA model, indicated a high probability of no SA in the long-term model and vice versa. The developmental pattern was far less certain if participant was assigned to a trajectory of high SA in either one of the models (short- or long-term SA model). Low occupational class and poor health behaviours were associated with the trajectory groups with more SA. Conclusion: SA does not increase with age among most employees. If either SA rate was high, the developmental patterns were heterogenous. Employers' attention to health behaviours might aid in reducing both short- and long-term SA. [ABSTRACT FROM AUTHOR]

The Maternity Protection Act is intended to protect the mother and the child from hazards, excessive demands and damage to health in the workplace, and from financial disadvantages and loss of employment. However, the objectives defined by the Maternity Protection Act—the safety and health of the pregnant employee on the one hand and the prevention of disadvantages in working life on the other—are not yet adequately achieved in the intensive care unit (ICU). Implementation of the Maternity Protection Act to the benefit of all involved parties should also be promoted in the specialist areas represented by the DIVI, in particular the work of pregnant physicians and nursing staff and other working specialists (respiratory therapists, physiotherapists, speech therapists, psychotherapists, and social workers) in the ICU. The aim of this paper is to raise awareness of the need to consider each pregnant and breastfeeding staff member individually and to work together to find a personal solution for continuing to work in the ICU. Possible ways and solutions to achieve this goal are outlined and practical examples are given for implementation in everyday clinical routine. These are also based on comprehensive presentation of activities according to a traffic light color-code system for all occupational groups. Arguments against pregnant employees working in the ICU are discussed and possible solutions are presented [ABSTRACT FROM AUTHOR]

OBJECTIVE: This study aimed to understand the experience of female Hispanic nurses in formal leadership roles. BACKGROUND: Research has identified that a diverse nursing leadership workforce is essential to providing optimal patient care. Little is known about the phenomenon of minority nurse leaders, particularly female Hispanic nurses in leadership roles. METHODS: Ricoeur's hermeneutic phenomenology guided the interviews of 15 female Hispanic nurses in leadership roles. RESULTS: Three themes were generated that described the environment in which leaders lived: family, culture, and healthcare organization. Four phenomenological themes were identified: weaving my life fabric, my inner dialogue, weight on my shoulders, and paving the way. CONCLUSION: The study findings highlight the importance of a diverse and inclusive nursing leadership workforce. By proactively addressing equal opportunities, reducing barriers to career advancement, and developing strategies to support and encourage minority nurses, organizations and communities can recruit and retain qualified underrepresented minority nurse leaders. [ABSTRACT FROM AUTHOR]

This study examines the gender-differentiated effects of improved land property rights on labor reallocation in China, using quasi-exogenous variation in the timing of the implementation of the Rural Land Contracting Law, which allows farmers to lease out their land. We find that while men and women tend to shift labor from the agricultural into non-agricultural sector following the land reform, women lag behind men. Our findings reveal a noticeable gender gap in the growth of off-farm labor participation (+16.69 % among men; + 1.95 % among women) and hours worked in off-farm sectors. The gender-differentiated effects on off-farm employment are likely caused by disadvantaged labor market conditions for women. These findings underscore the importance of improved land property rights in fostering rural structural transformation. Moreover, our results suggest that implementing land reforms without accompanying changes to address the root causes of gendered differences in off-farm employment could limit their full potential. This study has significant policy implications for the rural transformation of developing countries. [ABSTRACT FROM AUTHOR]

The U.S. Military Academy at West Point is widely considered the premier leader development institution in the United States. Since first admitting women in 1976, few studies have examined factors that may influence female cadets to perform as leaders in this environment. The present study analyzed archival data collected during a unique longitudinal study of leader development conducted at West Point during the years 1993–2000, the Baseline Officer Leader Development Study (BOLDS). Personality hardiness, transformational and transactional leadership styles were evaluated as potential predictors of performance as leaders, according to supervisor ratings. Regression results showed that female cadets excel as leaders, outperforming male cadets as a group. Hardiness and transformational leadership style predicted leader performance for both male and female cadets. Additional analyses indicated it is the transformational leadership element of "charismatic" (or idealized influence) leadership that accounts for this finding. The transactional component "management by exception‐active" also predicted leader performance, but for male cadets only. This study confirms that hardiness and charismatic leadership style are important for leadership performance of both male and female cadets. For male cadets, leader performance was also tied to actively identifying and addressing failures in subordinates. Leader development programs for both men and women may thus be enhanced by including programs to develop personality hardiness and transformational leadership qualities. [ABSTRACT FROM AUTHOR]

In 2019, a Belgian women's organisation experimented with a 30-hour work week for all of their full-time employees. This work time reduction was an excellent opportunity to study these female employees' wishes, expectations and experienced reality concerning their extra non-work time. Their wishes and expectations – as well as how these relate to their perceived reality – was studied through longitudinal questionnaires, in-depth interviews and focus groups. The women wished for more time for themselves and their intimate relationships. However, their wishes reflected an ideal situation. Their expectations reflected their wishes but were slightly more realistic. The perceived reality did not fulfil all of their wishes. The 'me-time' that they wished for prior to the experiment did not always emerge to be the 'me-time' that they had. Some women appropriated a less conventional form of 'me-time', such as housework, which helped them to ease their mind and relax. Others felt unable to fulfil their wishes through (social) context factors such as the embeddedness of time structures, time schedules and the rhythms of family and friends. This paper reflects on the gendered norms and values and inequalities in time use that can help to explain the discrepancies between preferences and experienced reality. [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]

Background: In Ethiopia, the utilization of sexual and reproductive health services (SRH) is alarmingly inadequate, leading to higher rates of maternal and newborn mortality. Disparities in accessing sexual and reproductive health (SRH) services exist among different population groups, with construction worker women at a higher risk of experiencing such issues. We investigated the utilization of sexual and reproductive health services and associated factors among construction worker women in Southern Ethiopia. Method: We conducted a cross-sectional study among construction worker women (15–49) in Southern Ethiopia from July 1st to July 30th, 2021. The participants were selected randomly using venue-day-time sampling (VDTS). The data were collected by a pretested structured questionnaire using an open data kit (ODK) and exported to Statistical Package for Social Sciences (SPSS) version 25 for analysis. Binary logistic regression analysis was conducted to identify factors associated with sexual and reproductive health service utilization. An adjusted odds ratio with 95% CI was used and statistical significance was declared at p-value < 0.05. Results: The study revealed that 54.4% of women of reproductive age had used at least one sexual and reproductive health service in the past year. About 66.7% of women experienced sexual harassment at work, with sex discrimination (86.9%) and sexist hostility (57.9%) being the most common. Aged over 20 years, married women, living with husbands, friends, and boyfriends, within 30 min of health facilities, and having a favorable attitude were significantly associated with SRH service utilization. Conclusion: Nearly half of construction workers in southern Ethiopia are not using sexual and reproductive health services, indicating a concerning lack of access to such services. Over two-thirds of women experience sexual harassment in construction site. Therefore, to ensure universal access to SRH services, it is essential to design a new approach including outreach programs specifically tailored to reach such vulnerable groups. [ABSTRACT FROM AUTHOR]

Context: Working with women to best meet their needs has always been central to midwifery in Quebec, Canada. The creation of birthing centres at the end of the 1990s consolidated this desire to prioritize women's involvement in perinatal care and was intended to encourage the establishment of a care and services partnership between care providers and users. The aim of this pilot study is to evaluate the perceptions of clients, midwives and birth assistants of the way in which women are involved in partnership working in Quebec birthing centres. Methods: A single qualitative case and pilot study was conducted with midwives (n = 5), birth assistants (n = 4), a manager (n = 1), clients (n = 5) and members of the users' committee (n = 2) at a birthing centre in Quebec, Canada in July and August 2023. The partnership was evaluated using the dimensions of a validated CADICEE questionnaire. Results: The women and professionals stressed that the relationship was established in a climate of trust. The caregivers also attached importance to autonomy, information sharing and decision-making, adaptation to context, empathy and recognition of the couple's expertise. The women confirmed that they establish a relationship of trust with the professionals when the latter show empathy and that they adapt the follow-up to their knowledge and life context. Key factors in establishing this kind of care relationship are the time given, a de-medicalized environment, the comprehensive care received, and professionals who are well-informed about the partnership. In addition, the birthing centre has a users' committee that can put forward ideas but has no decision-making powers. Conclusions: Both the women and the professionals at the birthing centre appear to be working in partnership. However, at the organizational level, the women are not involved in decision-making. A study of all birthing centres in Quebec would provide a more comprehensive picture of the situation. [ABSTRACT FROM AUTHOR]

This paper investigates the process of individuals trying to figure out how the neoliberal economy works by focusing on women selling sex in Mombasa, Kenya. The article will explore the key tensions prevailing in sex work through encounters with supernatural forces narrated by women selling sex. The analysis presented will argue that there are two key tensions that define the moral economy of sex work in Mombasa: the strong stratification among sex workers that position a minority of already better off women in more advantageous ways, thereby leaving most others in precarity; and worries about changing masculinities that result in men who are non-human. Both of those tensions signify the anxieties surrounding an occupation that historically allowed women to accumulate capital and re-insert themselves into Kenyan society in more advantageous positions (see for instance, White 1990, Bujra 1977). Furthermore, the contemporary lived realities of selling sex also speak to the processes of neoliberalisation that are internalised by women selling sex and are becoming a key feature of contemporary commercial sex work. [ABSTRACT FROM AUTHOR]

Balancing work and home responsibilities presents a significant challenge for working women and contributes to stress and anxiety at various levels. These challenges disrupt the equilibrium between family and work responsibilities, ultimately diminishing their subjective well-being and thus affecting their quality of life. Psychological capital (PsyCap), encompassing self-efficacy, hope, optimism, and resilience, serves as a vital resource as these components empower individuals to thrive amid challenges, fostering well-being, meaningful contributions, and personal growth. The aim of this study is to find the relationship between Psychological Capital and Quality of Life in Indian working women, especially those who are married. PCQ-24 and WHOQOL-BREF scales were used for this purpose. Results from self-reports of a sample of 85 women suggest that there indeed does exist a significant positive relationship between Psychological Capital and Quality of Life in married Indian working women. [ABSTRACT FROM AUTHOR]

When people enter new work settings, we theorized that they are vulnerable to questioning whether they will be received in ways that allow them to contribute to shared goals. If so, treatment that clarifies the stance that others take toward the self, which we call microinclusions, that convey a receptivity and supportiveness to one's contributions may bolster a sense of fit. Further, in examining this question in technology contexts, we theorized that such microinclusions may be particularly impactful for women for whom underrepresentation and negative stereotypes make opportunities to contribute especially fraught. Four primary experiments (N = 1,861, Nwomen in STEM = 1,430) tested this theorizing. In Experiment 1, both men and women at a large technology company anticipated greater fit in a work group described with microinclusions, yet this effect was greatest for women. Experiments 2–4 replicated this effect among women science, technology, engineering, and mathematics (STEM) professionals and college students considering a career in technology and showed that women's anticipated fit arose over and beyond socially warm treatment (Experiment 2); arose more when the microinclusion came from a man (vs. another woman; Experiment 3); and arose even when observing another woman receive a microinclusion (Experiment 4). Microinclusions also increased women's commitment to the company (Experiments 2 and 4) and reduced their anticipated experience of stereotype threat (Experiment 3). This research highlights the ambiguity women face in technology settings about whether they will be received in ways that allow them to contribute to shared work goals and the importance of treatment from coworkers that affirms this opportunity. [ABSTRACT FROM AUTHOR]

Central Americans living in Mexico remain a small group (100 thousand) relative to the size of the Mexican population. However, they experienced accelerated growth between 2000 and 2020, with Guatemalans as the largest group and Hondurans as the most dynamic one. The previous literature has found a positive and significant, albeit decreasing, income advantage of Central American workers in Mexico. Meanwhile, the percentage of migrant women reported as spouses has gone down and the female labor force has increased. The paper uses information from the 2000, 2010, and 2020 Mexican censuses as well as the 2015 Intercensal Survey to compare access to the labor market for men and women from Guatemala, El Salvador, and Honduras residing in Mexico. We compare marital status, female labor force participation, main economic sectors, human capital, and income levels of the men and women of each of the three nationalities considered, seeking to identify from a gender perspective the differentiated labor performance of each nationality. [ABSTRACT FROM AUTHOR]

Although women can experience sexism from other women (ingroup discrimination) and men (outgroup discrimination), those who claim to experience ingroup discrimination may suffer greater social costs than those who claim outgroup sexism. In three experiments (Study 1: N = 167; Study 2: N = 119; Study 3: N = 181), participants were randomly assigned to evaluate a woman's claim of sexism that was perpetrated by a woman manager (ingroup discrimination) or man manager (outgroup discrimination). Women who claimed ingroup (vs. outgroup) discrimination (1) had their claims delegitimized more, (2) were perceived as greater complainers, but (3) were not perceived as less likeable (Studies 1–3). Claim of delegitimization (Studies 1–3) and violation of prototypes of discrimination (Study 3) mediated the effects of ingroup versus outgroup discrimination on perceptions of the employee as a complainer. These findings indicate that ingroup discrimination can be a pernicious barrier to women's advancement in the workplace as these claims are viewed less seriously than more prototypical forms of outgroup discrimination. [ABSTRACT FROM AUTHOR]

This study investigated the association between mentoring and creativity among male and female office workers. A web survey was administered to individuals aged 20–59 years using the survey monitors of an internet company; 2106 valid responses (1048 men and 1058 women) were analyzed to examine the association between mentoring and creativity. A three‐way analysis of covariance was conducted using mentoring, gender, and managerial status as the independent variables, which were adjusted for occupation. The analysis of the main effects showed that mentored individuals had higher creativity than nonmentored individuals, regardless of gender or managerial status. In addition, managers had significantly higher creativity than nonmanagers. There was no significant difference in creativity between men and women. The interaction effect of gender and managerial status was significant, and the analysis of the simple main effects indicated that male nonmanagers had higher creativity than female nonmanagers, whereas no significant gender difference was found between male and female managers. The difference in the creativity score between mentored and nonmentored female managers was 0.467, whereas the difference between mentored and nonmentored male managers was 0.357; this suggests that mentoring is critical, particularly for female managers. The primary focus of mentoring research has been the role of mentoring in promoting career‐related behaviors and attitudes. This study illustrates the potential to enhance creativity, which is an asset for working women in managing challenges after COVID‐19. [ABSTRACT FROM AUTHOR]

This essay examines a conjugal migration program at the Iwahig Penal Colony in the early twentieth-century Philippines that was designed by American colonial administrators and built by incarcerated Filipino men. The penal colony was part of a settler colonial project that was pushing to transform Indigenous spaces into terrains primed for the influx of land-seeking migrants from Hispanicized islands. Before the prison was opened, Indigenous Tagbanua lived at the site, which had never been governed by Euro-American colonizers. US officials cast Tagbanua families as impediments to development. The penal colony's incarcerated men were from lowland areas that had come under colonial rule for centuries. Colonial administrators saw their labor, conversely, as the linchpin that would turn the land, and eventually the entire island, into a terrain for commercial agriculture. Bureaucrats worked to transport women to Iwahig who had been in romantic relationships with prisoners before their arrests in order to support this project. Even though only 10 percent of incarcerated men were ever joined by their female partners, state agents cynically characterized the nuclear families formed through conjugal migration as institutions that sat at the foundation of the penal colony's settler colonial goals. Ultimately, American colonizers used these logics to confiscate Indigenous land that they identified as "underutilized," and integrate it into the colonial political economy. [ABSTRACT FROM AUTHOR]

Aims: Employee-based flexible working hours are increasing, particularly among knowledge workers. Research indicates that women and men use work–time control (WTC; control over time off and daily hours) differently: while men work longer paid hours, women use WTC to counteract work–life interference. In a knowledge-worker sample, we examined associations between WTC and overtime, work–life interference and exhaustion and tested whether gender moderates the mediating role of overtime. Methods: The sample contained 2248 Swedish knowledge workers. Employing hierarchical regression modelling, we examined effects of control over time off/daily hours on subsequent overtime hours, work–life interference and exhaustion in general and in gender-stratified samples. Using conditional process analysis, we tested moderated mediation models. Results: Control over time off was related to less work–life interference (βmen= −0.117; 95% confidence interval (CI): −0.237 to 0.003; βwomen= −0.253; 95% CI: −0.386 to −0.120) and lower exhaustion (βmen= −0.199; 95% CI: −0.347 to −0.051; βwomen= −0.271; 95% CI: −0.443 to −0.100). For control over daily hours, estimates were close to zero. While men worked more overtime (42 min/week), we could not confirm gender moderating the indirect effect of control over time off/daily hours on work–life interference/exhaustion via overtime. Independent of gender, effects of control over time off on work–life interference were partly explained by working fewer overtime hours. Conclusions: Control over time off was related to lower exhaustion and better work–life balance (in particular for women). We found no evidence for men's work–life interference increasing with higher WTC owing to working more overtime. Knowledge workers' control over time off may help prevent work–life interference and burnout. [ABSTRACT FROM AUTHOR]

Objectives: While prior research demonstrates the negative impacts of adult caregiving on women's employment, less research examines how women's employment changes when beginning a new caregiving role. Methods: Using data from eight waves of the Health and Retirement Study (2004–2018), I examine changes in women's employment when first transitioning into parental caregiving between the ages of 50–60, by analyzing changes in labor force participation, work hours, and hourly wages. Results: The transition into parental caregiving was not associated with women exiting the workforce or decreasing their work hours. However, caregivers did experience a decrease in inflation-adjusted hourly wages compared to non-caregivers, with the greatest wage penalties associated with high-intensity caregiving situations. Conclusion: Results demonstrate how parental caregiving may act as a shock to women's financial health at a critical career stage. This study highlights the less visible, but detrimental, financial consequences women experience when taking on a family caregiving role. [ABSTRACT FROM AUTHOR]

Given rising temperatures, globally, heat exposures and catastrophic heat illnesses are a major concern in laborer and industrial sectors. The purpose of this study was to evaluate the perceptions of females laboring in the heat regarding challenges and barriers encountered in their respective industries while working in the heat. A consensual qualitative research (CQR) design was employed to gain information related to participant occupational and job characteristics, feelings while working in the heat, adjustments made by employers when they work in the heat, and their experience working in the heat specific to their identified sex. Females were eligible to participate if they were currently employed in an environment that required them to work in the heat. Twelve females participated in a single, 45-60 min one-on-one semi-structured interview. Participants reported working in the manufacturing, agriculture, tourism, and railroad industries. Upon completion of data analysis, one primary theme was identified: heat stress mitigation strategies, which were further broken down into two subthemes of formal strategies provided by the employer and informal strategies driven by the employees. Participants indicated there was a lack of heat stress prevention strategies implemented by their employers, which resulted in employees creating their own strategies to protect themselves and their coworkers from heat stress. Results indicated there are limited heat stress prevention strategies that are provided in industries that include females working in the heat. Unique considerations should be made to protect this population from the dangers of heat stress and must go beyond workers protecting themselves. [ABSTRACT FROM AUTHOR]

An interview with social worker Mirai Chatterjee on the role of community in improving women's health equity is presented. Topics mentioned include the factors that motivated her to develop her interest in the rights of informal sector women, her knowledge regarding the Self-Employed Women's Association, and the key health challenges facing women working in the informal sector in India.

In exploring why American mothers spend more time on care work compared to prior decades while increasingly engaging in paid work, Hays (1997) attributed women's actions to intensive motherhood (IM) ideology. Hays also asserted that women purposedly adhere to IM to resist an increasingly neoliberal market-based society by dedicating time and effort to nurturing children and family life. Here, we undertake a content analysis to take stock of IM literature's evolution in recent decades. Specifically, we examine scholars' treatment of how women adhere to IM, and why and whether women do so in resistance to neoliberalism. We found that while scholars consistently cite and echo Hays (1997) on how women adhere to IM, most depart from Hays (1997) by positing women adhere to live up to an ideal of being a perfect mother due to the pervasive nature of IM. We also found many scholars focus on the possibility of resisting IM ideology itself rather than Hays's (1997) perspective that women employ the ideology to resist neoliberalism. These findings raise questions about how women's agency manifests in the IM context, and concerns about embedded assumptions that limit our understanding of women's realities. Implications are discussed. [ABSTRACT FROM AUTHOR]

Purpose: Servicewomen are at increased risk of common mental disorders compared with servicemen and their female civilian counterparts. The prevalence of eating disorder risk and common mental disorders, and associated risk factors in British servicewomen are poorly understood. Methods: All women younger than 45 yr in the UK Armed Forces were invited to complete a survey about demographics, exercise behaviors, eating behaviors, and common mental disorders. Results: A total of 3022 women participated; 13% of participants were at high risk of an eating disorder based on Brief Eating Disorder in Athletes Questionnaire and Female Athlete Screening Tool scores. Twenty-five percent of participants had symptoms of anxiety (seven-item Generalized Anxiety Disorder Assessment score ≥10), and 26% had symptoms of depression (nine-item Patient Health Questionnaire score ≥10). Older age was associated with a lower risk, and heavier body mass was associated with a higher risk, of eating disorders (P ≤ 0.043). Older age and higher rank were associated with a lower risk of symptoms of anxiety and depression (P ≤ 0.031), and a heavier body mass was associated with a higher risk of symptoms of depression (P ≤ 0.012). Longer habitual sleep duration was associated with a lower risk of eating disorders and symptoms of anxiety and depression (P ≤ 0.028). A higher volume of field exercise was associated with a lower risk, and a higher volume of military physical training and personal physical training was associated with a higher risk, of eating disorders (P ≤ 0.024). Job role and deployment history were not associated with any outcome. Conclusions: Sleeping and training habits provide potential novel targets for exploring how common mental disorders can be managed in British servicewomen. [ABSTRACT FROM AUTHOR]

This study aims to explore the experiences of female‐breadwinning couples (FBCs) in Pakistan. Using the constructivist grounded theory approach, a sample of twenty participants (10 male and 10 females) was interviewed. The study findings show that FBCs experience social stigmatisation, social isolation and differential treatment. These couples are viewed as abnormal, different and violators of the normative gendered expectations. FBCs not only experience societal backlash, but their relationship dynamics are also negatively affected. To deal with societal responses and relationship problems, these couples adopt various normalisation strategies such as exercising discretion, relocation and performing gender identities. This study contributes to the literature by providing a culturally informed perspective on how deeply embedded gender norms shape interpersonal dynamics, normalisation strategies and overall experiences with non‐normative roles. The study also suggests for a more explicit consideration of cultural and normative contexts to enrich the application of social psychological theories. [ABSTRACT FROM AUTHOR]

Professional rejection is a widespread phenomenon—most, if not all, of us have or will experience it in our lifetimes. However, some are more adept at handling it than others. This paper examines individual differences in how people interpret and handle professional rejection, proposing a construct called professional rejection sensitivity. We focused on whether this construct predicts decreased self‐promoting behaviors and increased self‐silencing behaviors and, subsequently, whether that impacts career success for junior faculty. Moreover, we investigated whether women may be disproportionally predisposed to professional rejection sensitivity because they tend to experience more discrimination in the workplace than men. We collected self‐report data (i.e., individual differences) and biodata (i.e., curriculum vitae) from 300 junior faculty and found evidence of gender differences, such that women perceive more discrimination and report higher professional rejection sensitivity than men. We also found that individuals who are higher in professional rejection sensitivity are more likely to practice self‐silencing behaviors, and individuals who perceive more discrimination have lower career success. This paper serves as the first step in demonstrating the existence of professional rejection sensitivity, which can guide future research that addresses how individuals can overcome this disposition. To support this path of research, we conclude with suggestions for potential interventions. [ABSTRACT FROM AUTHOR]

We conducted a case study to assess 1) physical and mental changes; 2) self-assessments of symptoms; 3) coping strategies; and 4) adaptation to physical and mental changes by semi-structured interview survey among Vietnamese female migrant workers working in Japan under the Technical Intern Training Program. We found they experienced female-specific physical changes, and some interns' symptoms worsened because they did not consult anyone about their symptoms. We propose increasing opportunities to learn about possible physical and mental changes caused by migration and to improve health literacy, including prevention, coping, help-seeking, and consultations about health concerns among female technical interns. [ABSTRACT FROM AUTHOR]

Staines, Tavris and Jayaratne (1974) first introduced the Queen Bee Phenomenon (QBP). The term has been extensively employed to explain specific behaviors driven by organizational inequalities where women engaged in leadership positions actively restrain the opportunities of upper mobility for junior women. While the literature constantly addresses the causes and behaviors of this phenomenon, the current scholarship still lacks an integrated view of the QBP literature and a concise integrative framework that explores its triggers and consequences to advance research and provide evidence‐based results to guide policy and managerial decisions. Thus, the purpose of this paper is to identify, analyze and synthesize the literature on the QBP. We conducted a systematic literature review engaging bibliometrics and content analysis. Our results highlight the current state of the art of the QBP literature and introduce a new integrative framework that shows the interplay between the triggers, traits and consequences of the QBP. We contribute to the field by integrating previous research in the field into a framework that synthesizes and connects the scattered literature. Our results are helpful for designing new organizational policies that reduce the impacts of the QBP in the workplace. The research agenda propose avenues for advancing our understanding of the phenomenon. [ABSTRACT FROM AUTHOR]

This study aimed to investigate the relationship between job dissatisfaction (JD) and depressive symptoms and suicidal ideation among female workers. Additionally, it examined how the cumulative exposure to JD over multiple years can exacerbate the effect. We conducted our analyses on a nationwide sample of 6111 female workers from the Korean Longitudinal Survey of Women and Family (Waves 5–7). Depressive symptoms were measured using the 10-item version of the Centre for Epidemiologic Studies Depression Scale. JD was classified into quartiles (Q1–Q4), and odds ratios (ORs) with 95% confidence intervals (CIs) were calculated using generalised estimating equations. The overall prevalence of depressive symptoms and suicidal ideation among study participants was 13.9% and 2.4%, respectively. Our findings revealed that female workers with the highest level of JD (Q4) had a significantly greater risk of depressive symptoms (OR [95% CI]: 1.61 [1.37–1.89]) and suicidal ideation (OR [95% CI]: 2.08 [1.37–3.17]) after 2-year follow-up compared to those with the lowest level of JD (Q1). Consecutive exposure to JD over multiple years was also associated with depressive symptoms and suicidal ideation after a 2-year follow-up. For instance, women exposed to JD for three consecutive waves exhibited a high risk of depressive symptoms (OR [95% CI]: 1.61 [1.33–1.95]) and suicidal ideation (OR [95% CI]: 1.67 [1.04–2.70]). JD was positively associated with depressive symptoms and suicidal ideation. Our study suggests that JD is a risk factor for mental health problems in female workers. [ABSTRACT FROM AUTHOR]

Qualitative and feminist researchers aim to build rapport, show empathy, be non-judgemental, and equalise power imbalances. A crucial challenge researchers face is how to navigate and balance competing aims and values when interacting with and interviewing participants who have perpetrated intimate partner violence and abuse towards women. In this article, four female researchers evaluating perpetrator programmes for abusive men use reflexive analysis to identify the tensions encountered in such research. We outline how these tensions affected us and the data produced, and end with recommendations, which we hope will help prepare researchers, particularly women, for conducting interviews with violent/abusive men. [ABSTRACT FROM AUTHOR]

Social support for women in sex work is essential for their overall health and well-being. In the city of Cúcuta, Colombia, both domestic Colombian and migrant Venezuelan women utilize the sex industry to obtain an income. However, with limited resources in this area and little prior research about the current supports, this study explores the social support accessed and received, the social support desired, and identifies the formal social support available to women in sex work in Cúcuta, Colombia. To conduct this research, 28 interviews were conducted: 10 with Colombian women in sex work, 12 with Venezuelan women in sex work, and 6 with professionals representing various social service organizations. Findings indicated that most of the women relied on informal support, yet many women also expressed a desire for formal social support services, specifically related to health care, food, and housing assistance. Nonetheless, gaps persist in the availability of desired formal services This research demonstrates the importance of service providers working with women in sex work directly to understand their lived experiences, while also demonstrating self-determination and empowerment. Further research is needed to measure the implementation efficacy of formal services and the barriers to access for women in sex work. [ABSTRACT FROM AUTHOR]

Introduction: Work-life conflict (WLC) is important in organizational behavior research and human resource management. The present research aimed to investigate the underlying causes, consequences, and solutions to WLC in Iranian working women. Materials and methods: The present qualitative study was conducted through a content analysis method among 19 working married women in Birjand, a city in the east of Iran, from December 2021 to February 2022. To collect the data, semi-structured interviews were held. The average interview time was 45 minutes, and all interviews were recorded upon the participants' consent. Finally, after coding, the information was analyzed with MAXQDA software. Findings: The causes of conflict included 4 main categories of individual, interpersonal, organizational, and cultural factors, with seven subcategories: the pressure of the mother's role at home, personality traits, lack of individual skills, insufficient support, work characteristics, organizational policies, and the traditional role of women in society. The consequences of conflict included 2 main categories, Decreasing quality of life and work problems with 4 subcategories: physical and mental illnesses, forgetting one's role towards others, limiting social communication, and reducing productivity. Conflict resolution methods included 3 main classes of individual-oriented, other-oriented, and organization-oriented with 8 subclasses: program-oriented, meaning-oriented, emotion-oriented, avoidance, emotional support, instrumental and work support, support work policies, and correct management views. Conclusion: To solve the problem of conflict, different aspects should be considered and help to solve this challenge by influencing each dimension. [ABSTRACT FROM AUTHOR]

Sleep disorders can adversely affect physical, sexual, and marital health, particularly among middle-aged women. This study aimed to determine the relationship between sleep quality and marital satisfaction of working women during the premenopausal period. In this cross-sectional study, we selected 150 women working at Shiraz University of Medical Sciences in Iran was selected using random cluster sampling. A demographic information form, the Pittsburgh Sleep Quality Index (PSQI), and the Evaluation and Nurturing Relationship Issues, Communication, and Happiness (ENRICH) marital satisfaction scale were used for data collection. The Data were analyzed using SPSS.22 software at a significance level of P < 0.05. Multiple linear regression analysis was employed to predict sleep quality based on marital satisfaction. Our results showed that 79 (52.7%) of the participants had undesirable sleep quality, 87 (58%) had high marital satisfaction, and 32 (21.3%) had very high marital satisfaction. Regression analysis revealed that the total marital satisfaction score could not predict the sleep quality score of the participants. However, as dimensions of marital satisfaction, personality issues negatively (β = 0.327, P < 0.05) and ideological orientation positively (β = 0.336, P < 0.01) predicted the sleep quality score. Based on the prediction of the sleep quality score by personality issues and ideological orientations among the dimensions of marital satisfaction, it seems that life skills training, especially in these two dimensions, may improve the quality of sleep and, as a result, the physical and mental health of working women. [ABSTRACT FROM AUTHOR]

Excessive menstrual bleeding (menorrhagia) and painful menstrual periods (dysmenorrhea) affect a substantial proportion of reproductive-aged women and impact their quality of life and work performance due to missed work or limitations in daily activities. This systematic literature review evaluated the impacts of menorrhagia/dysmenorrhea on work performance and identified potential health disparities related to socioeconomic status on the severity of consequences. PubMed, Embase, CINAHL Plus, and PsychINFO databases were searched for relevant articles published between the years 2001 and 2021. The authors synthesized data from studies which described associations between menstrual disorders and work performance, addressed menorrhagia or dysmenorrhea specifically, and contained study samples of employed adult women. The search strategy identified a total of 915 unique titles; 31 articles satisfied the eligibility criteria for full-text review. Twenty-one articles were ultimately included in the data synthesis. For women with menorrhagia/dysmenorrhea, the most common contributors to decreased work performance were absenteeism and decreased work productivity. Unemployment and loss of income were common work-related impacts of these menstrual symptoms. Few studies reported comprehensive demographic or socioeconomic data, and fewer than half of the studies collected any information from participants related to employment. The present literature on the impact of menstrual disorders on work performance is limited. Further investigations are needed to evaluate the disparities of menstruation-related symptoms on work performance based on socioeconomic status and occupational, demographic, and contextual variables. [ABSTRACT FROM AUTHOR]