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This manuscript conducts a bibliometric analysis of scholarly literature on sustainable development goal 5 (SDG 5) – gender equality, focusing on Arab countries. The purpose is to comprehensively assess the research landscape, identify trends, contributors and research hotspots and inform evidence-based policies for advancing gender equality in the region.

A descriptive bibliometric analysis was used, using the Scopus database for data collection. The study covers English-language research papers published in peer-reviewed journals between 1993 and 2022, using a comprehensive search strategy focused on gender equality in Arab countries.

The analysis of 634 papers revealed a steep rise in publications post-2015, aligning with the adoption of SDGs. The growth trajectory and citation analysis demonstrated a significant increase in both publications and impact over the last decade. The study identified prolific journals, subject areas, countries, institutions and authors contributing to the literature on gender equality in Arab countries. Notable research hotspots include domestic violence, female genital mutilation, women’s empowerment, microfinance and gender-based violence.

This study contributes to the literature by providing a detailed bibliometric review of SDG 5 research in Arab countries, offering insights into the growth patterns, prolific contributors and research hotspots. The identification of recent research topics, such as child marriage in conflict contexts and female leadership, adds originality to the analysis.

Mental health is not simply the absence of psychological problems any more than physical health is the absence of disease. This chapter explores various aspects of optimal mental health and wellbeing among college students. It examines the question of what is required for college students to both feel their best and function at or near their highest levels. It also discusses the characteristics of peak mental health, including its transient nature. Predictive factors such as exercise, diet, sleep and social connection will be explored. Regarding the features of optimal wellbeing, the following variables are described: integrity, values, mindfulness, self-compassion, flow and resilience. These variables are considered in an integrated fashion as components, as well as byproducts, of wellness. Hettler’s multidimensional model of wellness is presented at the outset of the chapter, followed by Keyes’ theory of flourishing.

The catastrophic effects of the COVID-19 pandemic have considerably impacted the labour market and increased job insecurity among workers. This study systematically reviews the literature on job insecurity conducted in the context of the COVID-19 pandemic with three key objectives. First, to identify the key antecedents of job insecurity during the pandemic. Second, to identify the outcomes associated with job insecurity during the pandemic. Third, to identify the underlying boundary conditions that strengthened or alleviated the association between the antecedents of job insecurity and its associated outcomes.

The study followed PRISMA 2020 guidelines for the selection and inclusion of scientific literature by systematically searching five electronic databases, namely, Scopus, ScienceDirect, PubMed, Web of Science and Psych Info.

A perception of health-related risks, negative economic consequences and organizational restructuring during the pandemic were the primary factors contributing to job insecurity among workers. The consequences encompassed detrimental impacts on health and well-being, proactive measures undertaken by employees to alleviate the threat of job loss, and a variety of tactics employed to cope with stress arising from job insecurity. The boundary conditions elucidate the factors that alleviated job insecurity among workers and influenced both their work and non-work outcomes.

This is the first systematic review summarizing the literature on employees' experiences with job insecurity amid the COVID-19 pandemic. Based on a systematic review, this study provides doable steps that HR managers can take to effectively manage job insecurity among workers, particularly during a crisis.

Mobility and displacement make higher education professionals and students feel distressed, depressed, and discriminated against, from having to leave their homelands for improving their socio-economic conditions, or even escape for living. To overcome their feelings, they do their best to carry out a normal life, concentrating on upgrading, new cultural acquisition and linking with the new community, and adjusting to a new context. In the middle of this situation, there is an enrichment of societal relations, literacy processes, inclusion, and interculturality, which are transmitted to new generations. The pedagogy of the inclusive process of refugees and immigrants may become more enriched with the interaction of ontological, epistemological, cognitive, affective, axiological, and praxeological dimensions, in a new world that seeks for sustainability.

The study aims to investigate how pregnant and nursing mothers’ stories have been neglected in writing about gender, security and spaces.

The study chronicles Agogo Traditional Area’s pregnant and nursing mothers’ resistance and survival in this conflicted environment. The author used photo voices in a participatory photography design to give conflict-area women a voice. Interviews and observations supported this. Pregnant and nursing mothers were sampled using the purposive and snowball sampling techniques. The data analysis considered narrative analysis, photographic and inductive approaches.

The findings highlighted how these mothers in vicious settings experienced healthcare access and problems, societal issues including gender dynamics, food insecurity, and emotional and psychological well-being.

The findings in this study expand the socio-cultural narratives of pregnant and nursing mothers in violent spaces.

This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.

This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19).

The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.

This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.

This study investigates the influence of work-to-family and family-to-work conflict on turnover intention (career break), mediated through job and life satisfaction among Indian women in the service sector, using role conflict theory as the base.

A total of 421 usable responses from women who had taken a career break were collected using a 36-item scale from six major metro cities in India through social and digital media platforms. A purposive-cum-snowballing sampling method was adopted. The hypotheses were tested using structural equation modeling (SEM) through AMOS.

Findings suggest that job satisfaction (JS) is a significant predictor of turnover intention, both when work spills into the family domain, and family responsibilities spill into the work domain, thereby confirming the mediating influence of JS. Interestingly, life satisfaction (LS) only seems to mediate between inter-domain conflict and turnover intention partially.

This is a descriptive study, and is thereby limited in terms of its generalizability, specifically as it included respondents only from six major metro cities in India.

The extended work-family conflict model could help managers structure organizational interventions that support women to deal with the challenges of managing the demands of both work and family domains, thereby reducing the negative influence on JS. Such initiatives could help reduce career breaks among women.

We explored the cause of career breaks among Indian urban women employed in the service sector, using the extended model of inter-role conflict and their attitudes towards both life and job.

The purpose of this study is to investigate the relationship between work-life balance and the mental health of Indian managers and to explore the moderating role of emotional intelligence (EI) and gender.

Work-life balance scale (Hayman 2005), Mental Health Inventory (Viet and Ware, 1983) and EI scale (Wong and Law, 2002) were administered to 202 (102 males and 100 females) Indian managers. Based on the Conservation of Resource theory, a theoretical model has been designed and hypotheses were tested by descriptive, correlation and moderation analysis.

The results of this study indicated that work-life balance is positively correlated with psychological well-being and mental health, while negatively correlated with the psychological distress of managers. EI has emerged as a potential moderator that positively influences the relationship between work-life balance and the mental health of managers. At the same time, gender did not show any moderating effect.

This research has theoretical, practical as well as social implications.

This study is aligned with SDG 3 and SDG 5 of the UN Sustainable Development Goals 2023. This paper provides valuable inputs in promoting mental health at the workplace and formulating gender-neutral work-life balance policies and programs in Indian organizations.

This study is aligned with SDG 3 (Health and well-being) and SDG 5 (Gender equality) of the UN Sustainable Development Goals 2023.

This study is an empirical research paper backed by a sound theoretical framework, which addresses the work-life balance and mental health issues of managers and highlights the positive role of EI in managing their personal and professional lives in a low gender-egalitarian Indian work–family culture.

Although Hispanics represent a large and growing proportion of the US workforce, little is known regarding the possible effects of their somewhat unique cultural values, beliefs, and practices on their experiences of work-family conflict or job satisfaction. This research tested theoretically derived hypotheses regarding the protective effect of a component of familism values, family as a source of social support, on these outcomes.

A moderated mediation model was tested using survey data from Hispanic professionals (N = 103).

As predicted, family support was negatively related to work interfering with family (WIF) and positively related to job satisfaction. WIF mediated the relationship between family support and job satisfaction. Additionally, gender moderated this mediated relationship such that the effects were stronger for Hispanic women than men.

Generalizability of the results should be explored by employing larger samples that include longer tenured workers, employees with higher degrees of management experience, and additional Hispanic subgroups. Results contribute to a growing body of research demonstrating beneficial effects of familism values for Hispanics.

Results suggest that organizations may benefit from taking active steps to support familism values among Hispanic workers.

This is the first empirical study to explore the possible benefits of family support values on workplace outcomes.

Examining dominance in influencing leadership perceptions for men and women has received significant scholarly attention. The studies typically show that dominance is beneficial for men in attaining leadership positions but not for women. However, the studies were predominantly conducted more than two decades ago. Given the developments in gender research, this study extends the dominance line of inquiry by probing the impact of dominance need on leader emergence for men versus women in self-managed work teams. Furthermore, this study aims to examine if team dominance needs dispersion posits as a boundary condition for the combined impact of dominance needs and gender on leader emergence.

The authors conducted a longitudinal study that lasted one semester and involved 44 ad hoc self-managed work teams.

This study found that dominance needs facilitated leader emergence regardless of gender, and team dominance needs dispersion. Furthermore, men with high dominance needs were likelier to emerge as leaders than women with high dominance needs in high dominance needs dispersion teams. By contrast, women low in dominance needs received a harsher penalty in their leadership emergence than men low in dominance needs in low dominance needs dispersion teams

These results depart from the usual findings regarding the backlash effects that dominant women face and paint a rosy picture regarding the use of dominance in shaping leader emergence. However, the findings support the notion in gender stereotypes research that women are judged more critically than men in ascending to leadership positions.