Determinants Of Unionisation For Part-Time Women Employees In Australian Banks

Against the declining trend of Australian employees to join unions, unionisation of part-time female employees in the banking industry is relatively strong. For the finance and insurance industry in 2001, 30.3% of total part-time female employees were unionised compared to 25% of full-time female employees and 17.2% of full-time male employees. Overall, 22.3% of employees from this industry were members (ABS, 2002). Under freedom of association, what can influence an individual's decision to unionise? A survey was conducted on three major Australian banks in August 2000. We use a binary choice regression model to analyse personal and union-organising characteristics that significantly influence individual's decision to unionise. Previous membership under union preference provisions and earning relatively high wages would lead to a higher probability to join the union. Union's role in enterprise bargaining and whether union did anything to recruit have significant impact on individual decisions. Thus, part-time female employees are not unwilling to join when they recognise the need for job protection.

What Are Best Practices to Promote High Ranking Female Employees?

Companies still have a long way to go to ensure gender diversity especially in leadership positions. Recent research indicated that although entry-level men and women are hired at an increasingly equal rate, women often times reach a mid-career “the glass ceiling”. Our research investigated the best practices and drew insights on how to tackle the gender diversity challenge

Work productivity in female employees

There are many factors that affect work productivity. This study aims to determine the effect of workload and work stress on work productivity. The population in this study was female employees at X University and the research sample was 50 employees. The sampling technique used was purposive sampling. The research method used was a quantitative method using research instruments, namely work productivity scale, workload scale, and work stress scale. Analysis was conducted using multiple linear regression analysis technique. The findings show that workload and work stress significantly affect work productivity (F= 17.561, p= .000). High and low workloads and work stress can predict employee work productivity

Aftermath of the Hobby Lobby Decision: Implications for Women in the Workforce

Hobby Lobby is a chain of 640 arts and crafts stores owned by the Green family, based in Oklahoma City. This company is required to follow the Affordable Care Act (ACA), which mandates that larger employers—those with more than 50 employees—have to include coverage for the full range of preventative care, including contraceptives, in their female employees’ health insurance plans. However, the Green family holds deeply religious views and did not want to include four of the twenty contraceptives covered by the ACA, including long acting reversible contraception and emergency contraception, in their female employee coverage. The family believed that providing those contraceptives would go against their Christian values by making them complicit with abortion. Therefore, the Green Family challenged the contraceptive mandate in the landmark Supreme Court case Burwell v. Hobby Lobby Stores, Inc. by citing the Religious Freedom Restoration Act (RFRA) of 1993. This act prohibits the federal government from enacting laws that substantially burden a person’s free exercise of religion. A corporation like Hobby Lobby can be considered a person as well, due to a series of Supreme Court rulings from the past 200 years that have granted corporate personhood and rights. In consideration of the RFRA, the Supreme Court, in a highly controversial five to four decision, sided with Hobby Lobby, and declared that the contraceptive mandate was an unnecessary and substantial burden on Hobby Lobby’s exercise of religious freedom. All three female Supreme Court justices voted against the ruling, but were unable to change the outcome. The majority claimed that the ruling only applied to “closely-held” for-profit corporations run on religious principles; however, Justice Ruth Bader Ginsburg, writing for the dissent, attacked the majority opinion as a careless decision that could apply to all corporations and numerous laws (Charo 1538). The immediate effect of this decision is on female employees in the workforce who are left to wonder why male contraception is covered while theirs is not. In addition, by dropping coverage of more expensive methods of contraception, Hobby Lobby is driving its female employees towards less expensive and less efficient methods, leading to more unintended pregnancies and abortions. This portrays the idea of a corporate world that is not interested in the well-being of its female employees. By the Religious Freedom Restoration Act of 1993, and by not providing certain types of long-acting reversible contraceptive coverage for women, corporations such as Hobby Lobby are essentially creating a hostile work environment for female employees

Gender dimensions in training and development at the information and communication technology sector in Egypt

This study examines women\u27s career potentials at the information and communication technology (ICT) sector in Egypt. Taking a case study approach, the study particularly focuses on female employees\u27 involvement in training and developing activities for skill and capacity building. The findings of this study show that most of the female employees in the case study hold administrative positions. Training activities actually increase the gap between male and female workers, as male workers were allowed more technical and expensive training opportunities than female employees. The interviews also reveal the payment inequality between male and female employees in the case study organization. The study shows that the pressures of scheduling training courses and the heavy daily work demands on female employees all hinder their career growth potentials

What Are the Best Practices to Promote High-Ranking Female Employees Within Organizations?

Companies still have a long way to go to ensure gender diversity especially in leadership positions. Recent research indicated that although entry-level men and women are hired at an increasingly equal rate, women often times reach a mid-career “the glass ceiling”. Our research investigated the best practices and drew insights on how to tackle the gender diversity challenge

The Gender Wage Gap and Wage Arrears in Russia: Evidence from the RLMS

Using the RLMS, this paper re-examines the gender wage gap in Russia from 1994 to 1998. We find that the average gender wage gap was fairly stable during 1994-1996 but that it became wider following the financial crisis of 1998. In particular, low-income female employees were hardest hit by the financial crisis. Furthermore, we find that wage arrears and payment in kind acted as compensating mechanisms to reduce losses stemming from higher wage discrimination, suggesting that the allocation of wage arrears and payment in kind was driven by equity considerations for female workers. Yet the relationship between wage arrears and the gender wage gap was not linear: female employees suffering wage arrears at low levels of the wage distribution failed to enjoy such compensation.

Effects of Intra-corporate Policies on the Work of Female Employees

On the basis of a survey performed at Japanese pharmaceutical companies, we analyze the processes and the influence that family-friendly policies exert on the promotion of women employees and corporate performance through womenfs activities. In particular, Structural Equation Modeling is used to clarify complex causality between the promotion of women employees and personnel policies. The results of our analysis indicate that even if complex relations between the variables are taken into account, productive improvements due to family-friendly policies are not observed. Although family-friendly policies do not have a direct effect on the promotions or wages of women, they have an indirect effect on womenfs promotions and wage increases through the length of their tenure.Structural Equation Modeling, Family-friendly Policy, Career Advancement of Women, Corporate Performance, Pharmaceutical Company

Workplace stress and female employees' performance.

Thesis (MBA)-University of KwaZulu-Natal, 2004.Stress is placed upon anything that is given special emphasis or significance, especially where this leads to, or involves, psychological, emotional and physical strain or tension. A part of it is therefore subjective, in that different reactions are produced in different individuals by the same set of circumstances. Stress is caused by a combined physical and psychological response to stimuli (stressors) that occur or are encountered during the course of living. The study will look at causes of stress and workplace stress and its impact on female employees' performance. Stressors from a general perspective will be identified. Further, workplace stress will be dealt with in detail using the integrated stress framework. The study will also look at effects on employees of negative feedback on self, as for example when a hierarchical superior in the course of an appraisal interview states that performance is unsatisfactory. The study will orientate towards a few questions such as: to what extent are individual well-being and performance similarly affected by stressors of various kinds, and to what extent to their effects appear to be distinct? What are the social and organizational conditions which give rise to the immediate stressors, and what qualities of personality and interpersonal relations mitigate the effects of stress? Creating workplaces that work for women and why the 'bottom-line' benefits workplaces that attract women are important components of this study. Further, organisations that target female consumers or clients is increasingly important as more women are entering the workforce and their spending power and disposable income continues to grow. To ensure a successful market focus on women, employers will want women employees to be a critical component of their organization. However, the mere presence of women in the workplace will not guarantee positive outcomes. What is required is a variety of best practice changes to ensure a work culture in which diversity is valued and effectively leveraged for better performance. A self-administered questionnaire will then be sent out to respondents to get their views on the effects of stress that they have felt in the past 12 months and how they rate their workplaces. Their views will also be sought on performance management issues and how to improve their performance management systems. A holistic approach which incorporates stress management into company health and i safety policies is viewed as the optimal strategy of this study