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Breastfeeding self-efficacy refers to mother perceived ability to breastfeed her infant and is an effective variable in breastfeeding duration. Breastfeeding offers numerous benefits for both mothers and infants, but working mothers face unique challenges that can impact breastfeeding initiation and duration. The present study was conducted to determining the effectiveness of an educational intervention based on self-efficacy theory on continuation of Breastfeeding in employed mother that referred to comprehensive health service centers in Bandar Abbas.The present quasi-experimental had a pre-test, post-test design with 3, 6 months follow-ups was conducted in Bandar Abbas city, south of Iran in December 2021-January 2023. A total of 176 women who had given birth at least 6 months before and were on maternity leave (88 in the intervention group (IG), 88 in the control group (CG)), using a two-stage cluster sampling method participated. The educational intervention focused on self-efficacy theory implemented in 13 sessions. The educational methods in the training sessions were through virtual sessions via WhatsApp (twice a week, an hour was given to exchange information and answer questions) and in-person sessions lasting 50 to 60 min (any longer than this would be tiring) in the form of lectures, focus group discussions, and questions and answers. The main outcome was to increase breastfeeding self-efficacy and continual breastfeeding behavior after coming back to work. Repeated measures ANOVA tests and post hoc were run to compare the IG and CG at baseline in terms of demographic variables, t-test and chi square test, and in the three points of time of data collection. Data were analyzed by SPSS software version 25 and descriptive statistical tests, independent t test, paired t test and repeated measures analysis. In this study the self-efficacy and Breastfeeding behavior score in the intervention group (42.26 ± 8.25) were higher than in the control group (52.016 ± 6.68) and had significant difference between the two groups ( p  < 0.001). The intervention group showed a significant increase in the mean total Breastfeeding self-efficacy score (F 2,348=431.5 , P  < 0.001) and Breastfeeding behavior score (F 2,348=623.01 , P  < 0.001) 3, 6 months after intervention compared with the control group. Study showed that the intervention based on self-efficacy theory could help improve Breastfeeding self-efficacy and Breastfeeding behavior. The results of linear regression showed that for each unit of change in the self-efficacy score, an average of 0.198 units of change was observed 3 months after the intervention and 0.288 units of change 6 months after the intervention in Breastfeeding behavior. Another result of this study was the effect of training and reminding through virtual space, which was obtained due to the epidemic conditions caused by COVID-19, and it seems that mothers welcomed the way of providing training and this method of intervention was evident in their behavior.

Background Orthopaedic surgery lags behind other surgical specialties in terms of gender diversity. The percentage of women entering orthopaedic residency persistently remains at 14% despite near equal ratios of women to men in medical school classes. This trend has been attributed to negative perceptions among women medical students of workplace culture and lifestyle in orthopaedics as well as lack of exposure, particularly during medical school when most women decide to enter the field. Since 2012, The Perry Initiative, a nonprofit organization that is focused on recruiting and retaining women in orthopaedics, had conducted extracurricular outreach programs for first- and second-year female medical students to provide exposure and mentoring opportunities specific to orthopaedics. This program, called the Medical Student Outreach Program (MSOP), is ongoing at medical centers nationwide and has reached over 300 medical students in its first 3 program years (2012–2014). Questions/purposes (1) What percentage of MSOP participants eventually match into orthopaedic surgery residency? (2) Does MSOP impact participants’ perceptions of the orthopaedics profession as well as intellectual interest in the field? Methods The percentage of program alumnae who matched into orthopaedics was determined by annual followup for our first two cohorts who graduated from medical school. All program participants completed a survey immediately before and after the program that assessed the impact of MSOP on the student’s intention to pursue orthopaedics as well as perceptions of the field and intellectual interest in the discipline. Results The orthopaedic surgery match rate for program participants was 31% in our first graduating class (five of 16 participants in 2015) and 28% in our second class (20 of 72 participants in 2016). Pre/post program comparisons showed that the MSOP influenced students’ perceptions of the orthopaedics profession as well as overall intellectual interest in the field. Conclusions The results of our study suggest that The Perry Initiative’s MSOP positively influences women to choose orthopaedic surgery as a profession. The match rate for program alumnae is twice the percentage of females in current orthopaedic residency classes. Given these positive results, MSOP can serve as a model, both in its curricular content and logistic framework, for other diversity initiatives in the field.

Despite numerous changes in women's employment in the latter half of the twentieth century, women's employment continues to be uneven and stalled. Drawing from data on women's weekly work hours in the National Longitudinal Survey of Youth (NLSY79), we identify significant inequality in women's labor force experiences across adulthood. We find two pathways of stable full-time work for women, three pathways of part-time employment, and a pathway of unpaid labor. A majority of women follow one of the two full-time work pathways, while fewer than 10 % follow a pathway of unpaid labor. Our findings provide evidence of the lasting influence of work–family conflict and early socioeconomic advantages and disadvantages on women's work pathways. Indeed, race, poverty, educational attainment, and early family characteristics significantly shaped women's work careers. Work–family opportunities and constraints also were related to women's work hours, as were a woman's gendered beliefs and expectations. We conclude that women's employment pathways are a product of both their resources and changing social environment as well as individual agency. Significantly, we point to social stratification, gender ideologies, and work–family constraints, all working in concert, as key explanations for how women are \"tracked\" onto work pathways from an early age.

Background Although women account for approximately half of the medical students in the United States, they represent only 13% of orthopaedic surgery residents and 4% of members of the American Academy of Orthopaedic Surgeons (AAOS). Furthermore, a smaller relative percentage of women pursue careers in orthopaedic surgery than in any other subspecialty. Formal investigations regarding the gender discrepancy in choice of orthopaedic surgery are lacking. Questions/purposes (1) What reasons do women orthopaedic surgeons cite for why they chose this specialty? (2) What perceptions do women orthopaedic surgeons think might deter other women from pursuing this field? (3) What role does early exposure to orthopaedics and mentorship play in this choice? (4) What professional and personal choices do women in orthopaedics make, and how might this inform students who are choosing a career path? Methods A 21-question survey was emailed to all active, candidate, and resident members of the Ruth Jackson Orthopaedic Society (RJOS, n = 556). RJOS is the oldest surgical women’s organization incorporated in the United States. An independent orthopaedic specialty society, RJOS supports leadership training, mentorship, grant opportunities, and advocacy for its members and promotes sex-related musculoskeletal research. Although not all women in orthopaedic practice or training belong to RJOS, it is estimated that 42% of women AAOS fellows are RJOS members. Questions were formulated to determine demographics, practice patterns, and lifestyle choices of women who chose orthopaedic surgery as a specialty. Specifically, we evaluated the respondents’ decisions about their careers and their opinions of why more women do not choose this field. For the purpose of this analysis, the influences and dissuaders were divided into three major categories: personal attributes, experience/exposure, and work/life considerations. Results The most common reasons cited for having chosen orthopaedic surgery were enjoyment of manual tasks (165 of 232 [71%]), professional satisfaction (125 of 232 [54%]), and intellectual stimulation (123 of 232 [53%]). The most common reasons indicated for why women might not choose orthopaedics included perceived inability to have a good work/life balance (182 of 232 [78%]), perception that too much physical strength is required (171 of 232 [74%]), and lack of strong mentorship in medical school or earlier (161 of 232 [69%]). Respondents frequently (29 of 45 [64%]) commented that their role models, mentors, and early exposure to musculoskeletal medicine were influential, but far fewer (62 of 231 [27%]) acknowledged these in their top five influences than they did the more “internal” motivators. Conclusions To our knowledge, this is the largest study of women orthopaedic surgeons regarding factors influencing their professional and personal choices. Our data suggest that the relatively few women currently practicing orthopaedics were attracted to the field because of their individual personal affinity for its nature despite the lack of role models and exposure. The latter factors may impact the continued paucity of women pursuing this field. Programs designed to improve mentorship and increase early exposure to orthopaedics and orthopaedic surgeons may increase personal interest in the field and will be important to attract a diverse group of trainees to our specialty in the future.

Childbearing behavior in East Asian countries has changed rapidly during the past half century from an average of five to seven children per family, to replacement-level fertility, and subsequently to unprecedentedly low levels, the lowest in the world. This article analyzes fertility trends in Hong Kong, Japan, Singapore, South Korea, and Taiwan using cohort fertility data and methods, then examines social and economic causes of the childbearing trends, and surveys policies pursued to reverse the fertility trends. Postponement of childbearing started in the 1970s with continuously fewer delayed births being \"recuperated,\" which resulted in ultra-low fertility. A rapid expansion of education and employment among women in a patriarchal environment has generated a stark dilemma for women who would like to combine childbearing with a career. Policy responses have been slow, with a more serious attempt to address issues in recent years. Thus far public and private institutions are not devoting sufficient attention to generating broad social change supportive of parenting.