The role of women entrepreneurship antecedents in supporting social and economic well-being

This paper analyzes the impact of work-family conflict on employees’ job satisfaction and job stress and determines how organizational commitment and social support reduce job satisfaction and job stress. The study employed a questionnaire to collect the data from 382 Islamic bank employees in Indonesia. After the data were collected, it was calculated using SEM-PLS. The results showed that work-family conflict was a significant predictor of job satisfaction and job stress. Furthermore, social support mediates the influence of work-family conflict on job stress. However, organizational commitment is not able to mediate the two variables. Practically, the results of this study indicate that bank employees have high work stress due to role conflicts that occur in their families. In addition, one of the causes of role conflicts is the government’s policy to work from home during the pandemic. Furthermore, social support can mediate the relationship between work-family conflict and job stress, meaning that social support can help employees reduce job stress due to role conflicts in their families. Therefore, companies must pay attention to the psychological condition of employees before giving assignments.

Gender equality has been a major principle of the European Union since the Treaty of Rome introduced the principle of equal pay for men and women in 1957. Gender equality means the same rights and opportunities for women and men across all sectors of society. The primary objective of the paper is to explore the management style of women, as well as their distinctive characteristics. It is believed that these distinctive features have a major influence upon their career-related behavior. The contribution tries to underscore the fact that women of the 21st century can prove themselves successfully in managerial positions within organizations, even though their career development is still hampered by gender inequality, since the world of management is a male-dominated field. Women in management positions have considerable, yet not fully utilized potential, which could help companies to succeed. In the paper, a questionnaire was used to obtain the relevant data on the management style and characteristics of female managers in the Trenčin region, Slovak Republic. At a later stage, the sepre-research findings will be used to conduct a comparative study in cooperation with the colleagues from the Universidad de Valencia and Universidad Catolica de Valencia San Vicente Martir in the Spanish region of Valencia.

Georgia still faces urgent problems of women employment, level of raising women’s qualification and restricted career opportunities. It impacts economic indicators as well.
Proceeding from the topicality of the problem, the goal of the research is to study the attitude towards the role of women in present-day organizations, applying complex methods of information gathering and analysis, quantitative methods of research.
The conducted research and analysis of outcomes led to the conclusion that, despite progressive changes in the state and society attitude towards gender equality, still there are many controversial issues. It is a typical situation for many countries. Although women represent half of the able-bodied population worldwide, their portion in GDP is only 37%. It indicates that full utilization of women’s potential is not or cannot be accomplished. It is significant to identify the hindering reasons.
The research results show that the hindering factors of women’s self-realization and career advancement in Georgia are: 61% – family, 27% – education/less qualification, 25% – stereotypes, 34% – inflexible work schedule and inconvenient conditions.
The authors think that, in order for the state to make maximum utilization of women’s resources as a valuable economic and political asset, it is necessary that government work out efficient ways to create convenient conditions for women. At the same time, all companies must have labor management strategy that can bring success if all aspects of women’s work in each component will be actively applied.