Women Managers in Hong Kong: Personal and Political Agendas

The Perceptions of Women’s Roles and Progress: A Study of Malay Women

“…In the same vein, Malaysian women are also facing the same role conflict and related stress. Previous studies of women in other countries have shown that they are able to deal with the role conflict through family support and hiring domestic help, support from the organizations (Ng and Chakrabarty 2005) as well as support from the government in terms of conducive working hours and days (Aziz 2004). If these supportive elements are properly put in place, Malay women can be motivated to pursue equal career opportunity as men without feeling guilty of forsaking their responsibilities.…”

“…The burden of work and family is closely related to the trend of an increasing number of single women managers. For example, a study by Ng and Chakrabarty (2005) showed that the rate of women managers who had never married was double the rate of never married male counterparts in Hong Kong. There was also a smaller proportion of women managers in Asia compared to men and this was due to women's lack of self-motivation and the fear that their working hours and frequent travel will affect their family life (Yukongdi and Benson 2005).…”

“…Job segmentation is also practiced whereby women are placed in supporting departments whereas men are usually placed at the centre of organizational decision-making departments (Ng and Chakrabarty 2005 advance their career, they still have to make a choice between career and motherhood (Loderstedt 2005). In the academic field, Curtis (2006) observed that women faculty members have to balance their family obligations with career options unlike men.…”

“…Women managers are less likely to be accepted in the male-dominated culture within work organizations (Westwood and Leung 1999;Ng and Chakrabarty 2005). Job segmentation is also practiced whereby women are placed in supporting departments whereas men are usually placed at the centre of organizational decision-making departments (Ng and Chakrabarty 2005 advance their career, they still have to make a choice between career and motherhood (Loderstedt 2005).…”

Work–family conflict and the commodification of women's employment in three Chinese airlines

“…For example, research by Cooke and Jing (2009) found that professional women in higher income groups were more likely to complain to their company about working long hours and increasingly choose to pay for housework and childcare. As in the West, responsibility for balancing work and family life can leave women in China with few opportunities for promotion (Ng & Chakrabarty, 2005). Chou, Fosh, and Foster (2005) argue that because of the prevailing gender-based division of domestic work, women are more affected by WFC than men.…”