ISSN: 2222-6990
Open access
Returning to work after an extended absence from the professional world is not an easy endeavor, particularly for women. Various factors may lead a woman to leave work, such as caring for children with special needs or tending to sick family members, among others. However, after a period of time, this group may choose to rejoin the workforce due to financial obligations within the family, ensuring that all daily needs are met. With the rapid advancement of industry and technology, they also find themselves in competition with younger counterparts, as most organizations and companies tend to lean towards hiring younger employees. Small and medium-sized industries (SMEs) play a pivotal role in offering employment opportunities to women seeking to re-enter the workforce, thus contributing to the broader societal support system. Elements such as organizational management, business environment, capital and funding, skills and knowledge, as well as innovative and creative thinking, have been identified as crucial factors in entrepreneurial success, which can significantly impact the progress of women's careers. Additionally, elements like social support, self-efficacy, personality, and human capital also play a substantial role in their workplace success. This concept paper proposes that a more focused study be conducted to explore the impact of entrepreneur SMEs in fostering the career development of women, including the influencing factors. Furthermore, it is recommended to investigate the factors that motivate this group of women to re-enter the workforce.
Adisa, T. A., Abdulraheem, I., & Isiaka, S. B. (2019). Patriarchal hegemony: Investigating the impact of patriarchy on women’s work-life balance. Gender in Management: An International Journal, 34(1), 19-33. https://doi.org/10.1108/GM-07-2018-0095.
Bowes, B. (2008). Employee development programs help companies achieve greater success: Are employers ready to replace up to 50 per cent of their retiring workforce with new trained recruits?. CMA MANAGEMENT, 82(2), 13.
Chughtai, A. (2018). Authentic leadership, career self-efficacy and career success: a cross-sectional study. Career Development International, 23(6/7), 595-607.
Feeney, M. K., & Stritch, J. M. (2019). Family-friendly policies, gender, and work–life balance in the public sector. Review of Public Personnel Administration, 39(3), 422-448.
Culpan, O., & Wright, G. H. (2002). Women abroad: Getting the best results from women managers. International Journal of Human Resource Management, 13(5), 784-801.
Kirk, J.J., Downey, B., Duckett, S. & Woody, C. (2000). Name your career development intervention. Journal of Workplace Learning, 12(5): 201-216.
Maurer, T. J., Hartnell, C. A., & Lippstreu, M. (2017). A model of leadership motivations, error management culture, leadership capacity, and career success. Journal of Occupational and Organizational Psychology, 90(4), 481-507.
Mehrabani, E.S. & Mohamad, N.A. (2011). Identifiying the important Factors Influencing the Implementation of Succession Planning. 2011International Conference on Information and Finance. 37-41, IACSIT Press, Singapore.
Ismail, A., & Hamjah, S. H. (2012). Kefahaman terhadap kedudukan wanita bekerjaya menurut Islam. Al-Hikmah, 4, 3-14.
Rathi, N., & Barath, M. (2013). Work?family conflict and job and family satisfaction: Moderating effect of social support among police personnel. Equality, Diversity and Inclusion: An International Journal, 32(4), 438-454.
Yusoff, R. M., Ahmad, N., Ali, A., Ismail, N., & Asri, I. R. M. (2021). Analisa Terhadap Faktor-Faktor Isu Kesaksamaan Gender dan Pemerkasaan Wanita Dalam Sektor Ekonomi Di Malaysia. International Journal of Law, Government and Communication, 6(22), 261-275.
Uddin, M. (2021). Addressing work?life balance challenges of working women during COVID?19 in Bangladesh. International Social Science Journal, 71(239-240), 7-20.
Itani, H., Sidani, Y. M., & Baalbaki, I. (2011). United Arab Emirates female entrepreneurs: motivations and frustrations. Equality, Diversity and Inclusion: An International Journal, 30(5), 409-424.
Jain, M. (2012). Social entrepreneurship-Using Business Methods to Solve Social Problems: The Case of Kotwara. Decision (0304-0941), 39(3).
Kostetska, I., & Berezyak, I. (2014). Social entrepreneurship as an innovative solution mechanism of social problems of society. Management theory & studies for rural business & infrastructure development, 36.
Muhamad, N. S. A., & Adham, K. A. (2013). Social Entrepreneurship as Transformative Service for Societal Well-Being. Jurnal Pengurusan, 39.
Ishak, S., & Omar, A. R. C. (2015). Keusahawanan sosial sebagai satu pendekatan inovatif ke arah transformasi sosial masyarakat: Kajian kes di Malaysia (Social entrepreneurship as an innovative approach in community social transformation: A Malaysian case study). Geografia, 11(8).
Abd Muin, M. A., Abu Bakar, A., & Abdullah, S. (2014). Model usahawan berjaya dalam amalan nilai-nilai murni keusahawanan sosial Islam. Journal of Human Development and Communication (JoHDEC), 3, 129-141.
Sinar Harian. (2023).Retrieved from: https://www.sinarharian.com.my/article/249551/suara-sinar/lidah-pengarang/tingkatkan-jumlah-tenaga-buruh-wanita-di-malaysia
Sumber kini. (2021).Retrieved from https://sumberkini.my/selangor-bukti-peranan-wanita-dihargai/
Berita Harian. (2021). Retrieved from:
https://www.bharian.com.my/rencana/komentar/2021/10/871357/usaha-bersepadu-tingkat-penyertaan-wanita-dalam-pasaran-buruh
Rancangan Selangor Pertama (2021-2025). Retrieved from: https://selangorkini.my/wp-content/uploads/2022/07/RS1-Report-BM.pdf
(Rahman, 2023)
Rahman, S. Y. B. A. (2023). The Role of Entrepreuner of Small and Medium-Sized Industry (Sme) in Women’s Career Development. International Journal of Academic Research in Business and Social Sciences, 13(12), 6099-6112.
Copyright: © 2023 The Author(s)
Published by HRMARS (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode