Contextual Support and Career Aspirations of Working Women

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2020-11-09 DOI:10.1177/2322093720967803

Lakhwinder Singh Kang, Gurpreet Kaur

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引用次数: 4

Abstract

The purpose of this article was to investigate the impact of career-related support in work and non-work domains on the aspirations of women for progression in career. Using multistage sampling technique, the data were collected from 438 female employees working in private sector banks and insurance companies in Punjab, a state in north India. AMOS-based structural equation modelling was performed, and the results revealed that family/spousal support in non-work domain and supervisory and organisational support in work domain significantly predicted the career aspirations of working women, whereas the impact of collegial support was not observed. Supervisor support was found to be the most significant source of support followed by family/spousal support and then organisational support. The present study is a pioneer work, which has empirically examined the role of various forms of contextual supports in work and non-work domains in determining the desired aspirations of working women in India. The study proposes that collective efforts on the part of women themselves, their families, supervisors, colleagues and organisations are required to enhance working women’s propensity to aspire and realise their aspirations for advancement in career.

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背景支持与职业女性的职业抱负

本文的目的是调查工作和非工作领域的职业相关支持对妇女职业发展愿望的影响。采用多阶段抽样技术，从印度北部旁遮普邦私营银行和保险公司工作的438名女性雇员中收集数据。结果表明，非工作领域的家庭/配偶支持和工作领域的上级和组织支持对职业女性的职业抱负有显著的预测作用，而同事支持对职业女性的职业抱负没有显著的影响。研究发现，主管的支持是最重要的支持来源，其次是家庭/配偶的支持，然后是组织的支持。本研究是一项开创性的工作，它从经验上考察了工作和非工作领域中各种形式的背景支持在决定印度职业妇女期望愿望方面的作用。该研究建议，女性自身、家庭、主管、同事和组织需要共同努力，以提高职业女性渴望和实现职业发展愿望的倾向。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.