PSYCHOLOGY OF PROFESSIONAL ACTIVITY OF WOMEN AND GIRLS

Аннотация

This article explores the psychological dimensions of professional activity among women and girls, focusing on how gender roles, societal expectations, and internal psychological factors influence their career development and professional experiences. It examines the impact of early socialization, self-efficacy, and gender stereotypes on career choices and advancement. The article also highlights common challenges faced by women, such as role conflict, work-life balance, and the glass ceiling, as well as internal struggles like imposter syndrome. Additionally, it outlines empowering strategies, including mentorship, supportivepolicies, and leadership training, that can help women overcome these barriers and thrive in professional environments. The goal is to foster a deeper understanding of the psychological mechanisms at play and to promotegender equality in theworkplace. Key words: Psychology of work, gender roles, career development, women in leadership, gender stereotypes, self-efficacy, work-life balance, role conflict, imposter syndrome, mentorship, glass ceiling, professional identity, empowerment of women, occupational psychology. The psychology of professional activity in women and girls encompasses the ways in which gender influences career development, aspirations, and achievements in the workplace. It is shaped by societal expectations, historical gender roles, personal motivations, and environmental factors. Understanding the psychological dynamics that impact women and girls in their professional lives is essential for addressing gender inequalities and promoting a more inclusive and equitable work environment. This article explores how identity, socialization, stereotypes, leadership styles, work-life balance, and barriers to advancement affect women and girlsin professional settings. [1,23] From a psychological standpoint, the formation of career identity in girls begins early in life. Research suggests that children internalize gender norms and roles through socialization processes, which influence their future career aspirations. For example, girls are often encouraged to pursue professions that are deemed "appropriate" for their gender, such as teaching, nursing, or administrative roles. This can limit their career choices and impact their professional growth. The theory of self-efficacy, developed by psychologist Albert Bandura, plays a significant role in this context. Self-efficacy refers to the belief in one’s ability to succeed in specific tasks. Girls who grow up with positive reinforcement and opportunities to explore various fields are more likely to develop high self-efficacy and pursue ambitious careers. Conversely, those who are discouraged from entering male- dominated professions mayexperience lower self-confidence and self-doubt. page954 INTERNATIONAL JOURNAL OF ARTIFICIAL INTELLIGENCE ISSN:2692-5206,ImpactFactor:12,23 AmericanAcademicpublishers,volume05,issue04,2025 Journal: https://www.academicpublishers.org/journals/index.php/ijai Gender stereotypes are deeply ingrained in society and continue to shape perceptions of women's professional abilities. These stereotypes often involve the belief that women are less competent in fields such as science, technology, engineering, and mathematics (STEM),[2.34] or that they are better suited to roles that emphasize care and empathy. Such stereotypes can limit women's opportunities, as they may not be considered for positions that require technical skills or leadership. Moreover, societal expectations regarding women's behavior in the workplace can also be restrictive. For example, women who exhibit assertiveness and decisiveness may be labeled as "bossy" or "aggressive," while similar behavior in men is often seen as leadership. This double standard creates an uneven playing field for women who aspire to leadership roles, making it more difficult for them to be taken seriously and advance intheircareers. Communication and leadership styles are areas where gender differences often manifest. Research indicates that women tend to adopt more collaborative and inclusive leadership styles, focusing on teamwork and consensus-building. While these traits are valuable in many professional contexts, they are sometimes undervalued in comparison to moretraditionally masculinetraits, such as decisiveness, authority, and independence. The role congruity theory, proposed by Alice Eagly and Steven Karau, suggests that women face a “double bind” in leadership roles: they are judged by both their ability to lead and their conformity to traditional gender norms. Women who exhibit behaviors associated with effective leadership, such as assertiveness, may be seen as violating expectations of femininity, leading to backlash or criticism. On the other hand, women who display nurturing or collaborative traits may be perceived as less authoritative, limiting their chances of attainingtop leadership positions.[3] Work-life balance remains a significant chall