Introduction to Womens Career

What is/are Womens Career?

Womens Career - The primary objective of the present research determines out the role of social capital in women’s career planning. ^[1] Female school heads’ career choices have been termed socially constructed as it explores the influences of predominantly male-dominant social structures on women’s career choices. ^[2] This suggests that some of the main structures of working life continue to work as barriers to women’s career opportunities. ^[3] Not only are women’s careers hampered while in the GCC, but the contextual setting has a long-term adverse effect on women’s career capital. ^[4] However, this did not lead to a cultural change or the abolishment of barriers to women’s careers. ^[5] Despite a solid foundation of women’s career progression research, the role of personality and psychosocial characteristics in explaining objective career success is not yet fully understood. ^[6] In the empirical part of the study, the hypothesis was tested: being the most important part of the social environment, ethnic culture despite the ethno value’s digitalization is formed due to ethnos’s historical development and along with the preservation of ethnic mentality and ethnic character of the women ethnophors, influences the value orientations including the women’s career orientation. ^[7] The study also contributes to the current debates on the gendered nature of merit and has implications for policy and practice concerning women’s career development through HRM, most notably on standards of merits. ^[8] Five themes contributed to a conceptual model for the influence of gender on women’s careers in medicine that resembles a developmental socio-ecological model. ^[9] Previous research details women’s career launch and childbearing timing strategies without fully theorizing how such work–family plans may be developed alongside men. ^[10] The findings revealed that gender roles and segregation in societies play a significant role in influencing women’s career choices. ^[11] Enabling the life story of Nsona and Tchissola to be known and used as a source of inspiration and rearrangement of the Angolan educational system, can open up more space for women’s careers and their valuation. ^[12] ABSTRACT This paper examines workplace mentoring and socializing behaviours in the wake of #MeToo and whether these practices might be associated with women’s career trajectories. ^[13] Through the work/family border theory, we explore the new realities for employees working remotely and its positive impact on women’s career development. ^[14] Research limitations/implications Drawing together the human capital theory, social role theory and cultural factors, this study highlighted the socioeconomic/cultural barriers’ impact on Pakistani women’s career ascendance. ^[15] Findings from the study revealed women’s career choices were influenced by gender, self-efficacy, socio-economic status, outcome expectations, goal representations, learning experiences, interests, social supports, perceived barriers and access to opportunity structures. ^[16] However, subtle barriers like bias and stereotypes unfavorably encumber women’s career progression and are often used to explain the lack of women in leadership positions. ^[17] The purpose of this study is to gain a deeper understanding of the relationship between work–family conflict and women’s career progression in academic medicine, and to provide a model to inform and change perceptions and practice in order to improve the ‘leaky pipeline’. ^[18] The eight articles in this special collection share the common interest of how families in East Asia have evolved against a backdrop of growing economic inequality and persistent gender inequality – among other key forces affecting family life – across a variety of family-related outcomes: from singlehood, marriage intentions, and dating, through fertility, the time use of adolescents and parents with young children, and women’s careers, to intergenerational coresidence and the life satisfaction of older parents. ^[19] There has been much speculation about how the historical phenomena of the COVID-19 pandemic will change women’s careers in the future. ^[20] Another practical implication is that this study establishes knowledge of perceived organizational support, a controllable organizational factor as a moderator in positively influencing the success of women’s careers. ^[21] It explores how the bridging and bonding forms of social capital are created and used to advance women’s careers to reach top management positions on corporate boards. ^[22] Although there is a body of scholarship concerning women’s roles in the British media industries, few studies have analysed how women’s career paths within these industries have changed over time. ^[23] Consequently, we propose an integrated framework of strategic guidelines based on the stages of women’s careers: access, persistence and advancement. ^[24] Studies show that female role models and mentors are critical for recruiting and retaining female surgeons and that gender diversity within organizations more strongly influences women’s career choices. ^[25] In women’s career patterns, considerable stability can be observed, while men show more upward mobility. ^[26] Changes in family circumstances, such as getting married or becoming partnered, also influenced the women’s career progression. ^[27] The paper outlines different aspects of gender stereotyping and their impact on women’s career progressions from a managerial perspective, which engages with the critical theories of gender studies. ^[28]