Despite the fight against gender inequality, this problem is still relevant in countries with economies in transition and requires further efforts. Conventional traditional gender stereotypes in the minds of people hinder the gender equality in almost all areas. At the same time, the consequences of gender bias on the economy and society remain insufficiently studied. The purpose of the study is to compare gender stereotypes in relation to the traditional distribution of responsibilities between men and women in the countries of Central Europe (CE) and Central Asia (CA). Two hypotheses were put forward, which were confirmed by the results of a regression-correlation analysis of secondary information on the Life in Transition Survey project, carried out by the European Bank for Reconstruction and Development in cooperation with the World Bank. The study's results will contribute to the pool of research on gender inequality and develop recommendations for adjusting social policies in states with transformational economies. The research methodology includes general scientific methods (positive and normative approaches) and applied methods (quantitative analysis). Based on the responses of three thousand four hundred five (3405) respondents from Central Asia and three thousand four hundred and sixty four (3464) respondents from Central Europe, a regression analysis was performed. The study results showed female respondents from Central Europe have weaker gender stereotypes than participants from Central Asia. The study's results will contribute to the challenge of generating employment growth, reducing vulnerable employment, and improving decent work opportunities in Central Asia.

It seems that Central and Eastern European countries are doing quite well with regard to gender equality in management, a fact that has often been attributed to the socialist heritage of these countries. In the meantime, it has become well known that this does not hold true, as gender equality and inequality not only coexisted in the socialist era, but have also continued to do so since. Unfortunately, research on women in management in post-socialist Central and Eastern European countries remains rare. This volume presents seven studies and a research report on women in management in CEE countries. The research included is based on quantitative as well as qualitative empirical material and provides country-based case studies as well as comparisons between countries. The book includes contributions on topics such as The existence of gender stereotypes The effects of women on corporate boards Reasons for and consequences of female entrepreneurship Time practices of women in leading positions Women in local politics and government. With contributions by Anastassiya Lipovka, Zoltan Buzady; Danel Havran; Henriett Primecz, Zsolt Lakatos; Monika Wieczorek-Kosmala; Ingrida Frankienė; Virginija Šidlauskienė; Vita Juknevičienė; Sigitas Balčiūnas, Oksana Mejerė; Mare Ainsaar; Kadri Soo, Rein Toomla; Oana Mara Stan; Lela Griessbach, Kerstin Ettl; Dinara Tokbaeva In Bezug auf die Gleichstellung im Management gehören die mittel- und osteuropäischen Länder zu den Vorzeigebeispielen. Dieser Umstand wird oft dem sozialistischen Erbe dieser Länder zugeschrieben, die die Einbindung aller Geschlechter in den Arbeitsprozess propagierten. Inzwischen ist bekannt, dass diese vordergründige Gleichstellung gleichzeitig von konservativen Rollenverteilungen konterkariert wurde. Wie sich das Erbe des Sozialismus in der heutigen Wirtschafts- und Organisationswelt Mittel- und Osteuropas darstellt, ist jedoch nur selten Gegenstand von Wissenschaft und Forschung. Dieser Band präsentiert sieben Studien und eine Forschungsnotiz zu diesem Thema. Die darin enthaltenen Forschungsergebnisse basieren sowohl auf quantitativem als auch auf qualitativem empirischem Material und liefern länderbezogene Fallstudien sowie Ländervergleiche aus der Region. Das Buch enthält Beiträge zu Themen wie Die Existenz von Geschlechterstereotypen Auswirkungen des Frauenanteils in Aufsichtsräten Gründe und Folgen des Unternehmertums durch Frauen Zeitpraktiken von Frauen in Führungspositionen Frauen in der kommunalen Politik. Mit Beiträgen von Anastassiya Lipovka, Zoltan Buzady; Danel Havran; Henriett Primecz, Zsolt Lakatos; Monika Wieczorek-Kosmala; Ingrida Frankienė; Virginija Šidlauskienė; Vita Juknevičienė; Sigitas Balčiūnas, Oksana Mejerė; Mare Ainsaar; Kadri Soo, Rein Toomla; Oana Mara Stan; Lela Griessbach, Kerstin Ettl; Dinara Tokbaeva

This article aims at determining the influence of power distribution within families on women’s views of politicians. The work represents the first cross-cultural study of gender stereotypes about political leaders embracing post-socialist Central Asian and Central European countries. The responses of 6,869 women to the Life in Transition Survey III were analyzed using a quantitative research study. A multivariate linear regression model and correlation coefficients allowed us to identify the relationship between patriarchal and patrilocal families with a high level of gender stereotypes and the impact of individual women's decisions on their lower bias. No positive effect of spouses’ mutual decisions on the level of gender stereotypes was revealed. The theoretical importance of the work lies in expanding the existing knowledge about the influence of family power on women’s internal beliefs, which broadens the understanding of the Western Role Congruity Theory in emerging economies.

The protracted COVID-19 pandemic repeatedly demonstrates the necessity of effective communication inside and outside organizations. However, a deficient comprehensive study of factors able to affect managerial communication limit further progress in the improvement of such business interactions. The research fills in the knowledge gap about the comparative influence of various factors on managerial communication and particularly the impact of individual and organizational characteristics of managers on communication. The paper aims to determine the significance of the relationships between managerial communication and age, genders, managerial levels, and industries in private companies from the energy, education, trade, service, extraction, construction, and production sectors. Within the organizational study, 224 subordinates from Kazakhstan firms reflected on their supervisors’ communications through a multivariate closed questionnaire. The obtained data was further processed and examined through correlation coefficients and dispersion analysis. The research results identified the considerable relationship between communication practices and managers’ age (R2=0.9637), managerial level (R2=0.9640), and industry (R2=0.9653). The study reveals the weak relationship between manager’s gender and communication practices (R2=0.1535): women insignificantly outperform men in this linking process. The research postulates that effectiveness of managerial communication considerably varies by managers’ age, managerial level, and industry, and insignificantly by gender. The paper lays the groundwork for gender-unbiased practices of human resource management and contributes to the idea of building diverse management teams.

With the advancement of digital technology and Industry 4.0, artificial intelligence (AI) is gradually embedded in human resource management and has become an important digital foundation to support the sustainable transformation of enterprises. However, the research in the manufacturing context, particularly through the challenge perspective at different levels, remains fragmented. This work represents a systematic review of 347 articles from Scopus and Web of Science from 2000 to 2025 and employs a dual-method analysis strategy embracing metrics and in-depth coding on 100 core publications. Excel, Bibliometrix, CiteSpace, Latent Dirichlet Allocation (LDA), and VOSviewer were utilized for quantitative analysis, while open–axial–selective coding of the Grounded theory approach was applied to generate qualitative results. The findings revealed six key challenges in integrating AI-HRM within manufacturing and six approaches to solve the identified issues. The Challenge–Approach Matching Matrix was constructed, illustrating the suitability of different pathways for addressing specific challenges. Analysis of thematic evolution in AI-HRM research resulted in the identification of three distinctive phases and demonstrated a consistent shift from technology-centric approaches towards human–machine collaboration. The primary contribution of this research lies in proposing a Multi-Level Embedded Framework providing a complex view of AI-HRM in a manufacturing sector at micro, meso, and macro levels. The absence of sustainable HR transformation through AI integration was identified as the critical challenge at the macro level. This research provides theoretical and practical implications for designing the sustainable HRM system based on ESG principles and favors the United Nations Sustainable Development Goals 9 and 12.