Perhaps findings would have been different if more locations were considered. The decision to outsource child care in families engaged in family-owned businesses, Journal of Family and Economic Issues Females expect equal opportunities of participation in decision making, equal opportunities of promotion and career growth.
See general information about how to correct material in RePEc. Determinants of organizational commitment: On the bases of the findings researchers suggest that government can play a vital role in creating a respect prestige and easiness for the working ladies.
It is a good contributor to the knowledge world of human resource management that explores factors that affect female jobs and provides solution to the problems faced by female employees at their jobs. Females are equal in number as compared to males so they want to get equal importance and respect by working outside for the betterment of their own and their families but instead of realizing the importance of their work and effort, they are not given respect by the society.
Most women wanted their organizations to provide them more convenient transportation options. Job quality and part-time work in the retail industry: The target population of the study was female employees working in these organizations.
A review of the literature. Introduction The mobile telecoms industry in Nigeria is currently going through intense competition as several communication companies MTN, Globacom, Airtel and Etisalat, Visa phone, Multtichoice, Starcomms among others jockey for fair share of market space.
Organizations should play much emphasis on no gender discrimination and should encourage female workers by supporting them in every possible aspect.
Merge have shown that there is a lot of discrimination that female employees faces in organizations due to the mind set of male supervisors that female employees are more likely than male employees to quit their jobs to care for their families. Accelerazione e alienazione, Einaudi, Torino Rullani, E.
When he comes back to his home he is not expected to cook food for his family, to make his house home clean, to wash cloths and take care of his children and elders etc, but in case of a working women she does all the jobs of family as well as she does equal hard work at her profession.
The national study of business strategy and workforce development: Linking formal flexible arrangements and perceived flexibility to employee health. However, differences in worker preferences would not explain the wage penalty if the skills are similar and if part-time work does not increase costs for firms.
At the design stage, products should be planned and produced taking environmental degradation into consideration. This population size; the record showed, was made up of junior level staff, middle level managers and supervisors, and 19 top management staff.
Sloan Foundation is a philanthropic, not-for-profit, grant-making institution. Generare benessere tra famiglia e impresa. The situation regarding empowerment of women is worse in Pakistan.
However, it was beyond the scope of this study to undertake detail investigation of these contingencies. However, part-time jobs also offer better working arrangements, lower stress and job strain, and better work-life balance.
Lack of appreciation and less autonomy results in de-motivation and dissatisfaction amongst the employees which ultimately leads to high turnover in organizations. An australian case study. Indeed, the raw data may simply mask the fact that part-time workers are not the same as full-time workers: The paper provides a basis to understand the problems that are faced by female employees in their organizations.
The social acceptance for working ladies in all the fields is low because the females are considered inferior and weak as compared to male. Flexible working conditions and their effects on employee health and wellbeing Chichester, UK: Effect of CSR contributions towards community wellbeing on market competitiveness.
Journal of Occupational Health Psychology, 13 4. The APA Center for Organizational Excellence is a public education initiative from the American Psychological Association designed to educate the employer community about the link between employee health and well-being and organizational performance.
The business case for firm-level work-life balance policies: A review of the literature. Kossek, EE and Ozeki, C () Work–family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research, Journal of Applied Psychology – Define “work attitudes”.
Rhoades, L., & Eisenberger, R. (). Perceived organizational support: A review of the literature. Journal of Applied pay, company policies, interpersonal treatment, whether their psychological contract is violated, and the presence of policies addressing work–life conflict.
When people have more. Influence of Work Life Balance Policies on Employee Job Satisfaction In Kenya’s Banking Sector; A Case of Commercial Objectives of the study and Literature Review boundaries between people’s work and family lives will affect the level of integration, the ease of transitions.
Literature review is as follows: Yasbek () found that work life balance policies are positively associated with the job tenure of the female employees, and moreover the practices of such policies have a great effect on the turnover rate of employees.
Total downloads of all papers by Jorn H. Block. Skip to main content. Feedback to SSRN. Feedback (required) Email (required) Schmalenbach Business Review, Vol. 62, pp.April Number of pages: Work-Life Balance, Working Time Quality.The business case for firm-level work-life balance policies a review of the literature