Scene 1

‘Women Empowerment and Mental Health: Job Stress and Intention to Job Quit’

Scene 2

Mental health -the individual, community and environment's ability to work together in ways that encourage subjective well-being, the optimal development and use of mental skills the achievement of individuals and collectives.  women's status has changed rapidly due to multiple factors such as urbanization, industrialization, increased education, rights awareness and media control. women and their position in the family remain the same as their primary responsibilities, particularly married women, since they are still today taking care of families and children. There is also an over-reaction to the exercised of roles and obligations, both at home and at work. This leads to numerous psychological issues such as position conflict, work pressure, mental exhaustion, tension, anxiety. All of these problems can interactively affect the mental well-being of working women and more so in married working women. severe stress or chronic stress can lead to major depression in sensitive people. If stressful living conditions are not adequately controlled by individuals the risk of developing depression can be increased. There are also increasing associations between inadequate care, stress and physical illness.

Scene 3

This gender inequality is not only a severe breach of human rights, it leads directly to the growing burden of mental disease. women are affected more than men by depression, anxiety, psychiatric disturbance, sexual harassment, domestic violence and increased levels of the use of drugs. Pressures created by multiple roles, gender inequality and related poverty, drought, hunger, overwork, domestic violence and sexual harassment, all lead to the poor mental health of women. Women faced a unique range of difficulties at work due to concerns such as childcare and relationships. Stress arises when the demands of a situation are imbalanced with the resources of an individual to deal with them. The inflexibility of working conditions is a significant stress to women's personal responsibilities. In developed countries, up to 20 percent of people seeking primary health services suffer from anxiety and/or depression. These patients are not recognized and therefore not seen in most centers. Communication among health professionals and patients in many countries is highly authoritarian and makes it difficult and sometimes stigmatized for a woman to report psychological and emotional distress. Women show their stress levels rising more often than men. They also report physical and emotional stress syndromes much more often than men.

Scene 4

To identify the level of stress job on working women. To identify the level of intention to quit among working women. To analysis the relationship between stress job and intention to quit among working women.

Scene 5

Quantitative research method. The questionnaire was written in English Language. It comprises 3 section which is demography, job stress and intention to quit from the current job. The job stress short version questionnaire were adapted from The American Institute of Stress and intention to quit were adapted from  Roodt  (2008) to measures employee’s intention of either staying with or leaving an organization. The data were analyzed by using the descriptive and inferential statistics through using the SPSS program. The descriptive -to measure the frequency, central tendency between different age group, job status, and marital status among the women respondents The inferential statistics -to determine the relationship between the job stress and intention to quit, specifically to determine whether they correlate with each other.

Scene 6

Age    Frequency Percent Valid Percent Cumulative Percent Valid 20-30 24 48.0 48.0 48.0 31-40 18 36.0 36.0 84.0 41-50 2 4.0 4.0 88.0 51 and above 6 12.0 12.0 100.0 Total 50 100.0 100.0

Job_status   Frequency Percent Valid Percent Cumulative Percent Valid working 47 94.0 94.0 94.0 Not working 3 6.0 6.0 100.0 Total 50 100.0 100.0

Marital_status   Frequency Percent Valid Percent Cumulative Percent Valid single 24 48.0 48.0 48.0 married 23 46.0 46.0 94.0 single mother 3 6.0 6.0 100.0 Total 50 100.0 100.0

Descriptive Statistics   N Minimum Maximum Mean Std. Deviation Job_Stress 50 14.00 47.00 30.3000 5.70803 Intention_to_quit 50 27.00 65.00 43.0800 8.31237 Valid N (listwise) 50

Scene 7

INFERENCE ANALYSIS There was a positive correlation between job stress and intention to quit, which was statistically significant ( τb  = .339, p = .001).

Tests of Normality   Kolmogorov-Smirnov a Shapiro-Wilk Statistic df Sig. Statistic df Sig. Job_Stress .103 50 .200 * .964 50 .127 Intention_to_quit .163 50 .002 .936 50 .009

Job_Stress Intention_to_quit Kendall's tau_b Job_Stress Correlation Coefficient 1.000 .339 ** Sig. (2-tailed) . .001 N 50 50 Intention_to_quit Correlation Coefficient .339 ** 1.000 Sig. (2-tailed) .001 . N 50 50 **. Correlation is significant at the 0.01 level (2-tailed).

Scene 8

Result from the study shown that job stress level among women’s respondents is considered to be moderate well but they still can handle their stress quite good. Meanwhile, the mean score for intention to quit shows the quite higher is shows that the majority of respondents already have a thought of quit from their current job.  In identifying the relationship between job stress and intention to quit among women workers, it is shown that there is a low positive correlation between job stress and intention to quit. In other words, it is possible that the higher the stress on workplace may be lead to the intention to quit from that job.  The impact of stress at a job on an employee by the workplace pressure such as to complete the job assignment and to meet the deadlines. Employment tension influences the happiness of workers, which in turn induces low performance and the desire to leave work. Many researcher have noticed the higher the tension, the greater the intention of workers to quit. Millions of women decide to move their careers down or leave workforce. A quarter of women consider surrender because of stress and another quarter is worried about their job success being judged because they need to take care of their kids. Men are less likely than women to envisage moving to a less stressful workplace, taking leave of absence or leaving work to take care of their children.

Scene 9

Women have to balance their careers, childcare and homework as they worry about lay-offs, burglaries and financial instability. Working mothers perform the 'two change' of a day's work, followed by hours of childcare and housework. Family obligations are nevertheless still a common reason among practitioners for women leaving organizations and hence their continued lack of leadership skills. When the conditions and expectations of individual meetings at work, such as workload, autonomy and interpersonal conduct standards, which are greater than their ability, they run a risk of being burnt out. Burnout has three components which are stressful (powerless), cinematic (powerless enthusiasm) and ineffectiveness (powerless and confident), but not all of these three must be encountered to have a severe effect.  Owing to pressures like childcare, which leads women to leave work, women are less likely than men around the world to join in work according to the 2018 United Women (UN) statistics.  They will affect women and the empowerment in the workplace in which all people have to improve their way of hiring and promoting women now. Women are routinely left behind during promotions to higher jobs. Economic empowerment for women is necessary to achieve women's rights and equality between men and women. Economic equal opportunities for women are good for company. Companies benefit considerably from the growing opportunities for women in jobs and leadership, which is proof of improved organizational productivity and development.

Scene 10

However, it is not clear whether women leave their organizations because they want to concentrate on family duties or because they are pushed out of control by factors linked to work such as gender inequality and unequal working conditions. Women who remain or do not change organizations, as far as their commitments to anything else are concerned, which vary from women who have left the labor force or changed their jobs. It can also be shown how their stress can be handled and how their organization can exert pressure. This research suggests that it may be possible for women's retention by reassessing change management strategies, work environments, equal opportunities and family-friending rhetoric and dedication to empower more women in the workforce, and in charge of organizations and their managers.