
































Microsoft Word - APE-V3N3-p33


Advances in Politics and Economic 
ISSN 2576-1382 (Print) ISSN 2576-1390 (Online) 

Vol. 3, No. 3, 2020 
www.scholink.org/ojs/index.php/ape 

33 
 

Original Paper 

Are Women Willing to Delay Their Retirement? A Research on 

270 Female Teachers in Inner Mongolia of China 

Cui Huang1, Ying Jiang1*, & Duo Yun2 
1 Department of Public Administration, Dalian University of Technology, Dalian, China 
2 Inner Mongolia Hohhot Political and Legal Affairs Committee, Hohhot, China 
* Ying Jiang, Department of Public Administration, Dalian University of Technology, Dalian, China 

 

Received: July 2, 2020           Accepted: July 20, 2020        Online Published: July 29, 2020 

doi:10.22158/ape.v3n3p33             URL: http://dx.doi.org/10.22158/ape.v3n3p33 

 

Abstract 

Women’ retirement age is earlier than men in China, which has a negative effect on the problem-solving 

of aging society and the protection of women’s rights and interests. Therefore, prolonging the 

retirement age for women has become an important policy choice to alleviate the above problems. But 

are women themselves willing to delay their retirement? What factors effect women’s intention to delay 

their retirement? Those should be an important basis for the decision-making of a new retirement 

policy. This paper explores female delayed retirement intention by selecting the group of female 

teachers which is an important category of professional women in China. Taking 270 female teachers 

in Inner Mongolia of China as samples, this paper analyzes the effect of personal, occupational, and 

policy factors on female teachers’ delayed retirement intention. The results show that the health, 

children, monthly income, cumulative length of working, professional title and work units have a 

statistically significant impact on female teachers’ delayed retirement intention. Accordingly, this 

article puts forward policy implications on gender equity including eliminating the gender difference of 

retirement age, making flexible retirement policy and protecting women’s occupational interests. 

Keywords 

female teachers, delayed retirement intention, influencing factors 

 

1. Introduction 

It has become an unavoidable fact that China has been facing entering the aging society, and “aging 

before getting rich”. Population aging not only leads to the important change in the labor force structure, 

but also challenges the national old-age security system and the old-age pension cost in China. Whether 

the setting of retirement age of professional female which accounts for 30% of China’s whole population 



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is reasonable or not will have an important impact on China’s response to the population aging and the 

change of labor force structure. So it has become the focus of the academic and the practice in recent 

years. At present, women’s retirement age for women in China is 5-10 years earlier than men. Some 

scholars argue that the phenomenon of “retirement without rest” caused by the earlier retirement age for 

women under the current system will destroy the order of labor force market (Gao & Deng, 2009). 

Compared with men, the earlier retirement age for women also undermines the women’ equal rights, 

especially economic interests, and hinders the further development of women’s career (Wu, 2009). As 

the expectancy of average life, the level of education and the percentage of human capital of women 

increases, more and more voices have been advocating that women should retire at the same age as men 

in China (Jing & Xie, 2010). It is believed that raising the retirement age for women may enable women 

to enjoy more benefits such as working wages and adequate pensions (Guo & Yu, 2006). Meanwhile, 

delaying the retirement age for women can also save the cost of education, improve the efficiency of 

human resources, and reduce the pressure of social pension (Dong, 2010). In view of this, the scientific 

and reasonable extension policy of retirement age for women based on their intention is bound to be of 

great significance to protect women’s rights and interests in all aspects and to relieve the pressure of the 

population aging. 

 

2. Literature Review 

Western scholars have explored the influencing factors of delayed retirement intention to a certain 

extent. It is believed that, in terms of the intention of delayed retirement, young employees are more 

influenced by their dreams, but older ones by taking more practical factors into account (Ron, Benedict, 

& Bas, 2015). The degree of job satisfaction, organizational commitment, and post-retirement income 

expectations all influence the retirement age, and these factors interact with each other as well 

(Schwerhaa & Ritterb, 2011). But older employees are reluctant to extend their working hours in order 

to spend more time with their families (Beehr, Glazer, Nielson, & Farmer, 2000). Career value is also 

one of the influencing factors, and employees choose to continue to work if they think the job is 

important to life (Schmidt & Lee, 2008). 

There are two schools of Chinese scholars in this field. The first school focuses on discussing the 

advantages and disadvantages of the delayed retirement system for women. It is believed that the 

current retirement system has institutional defects which has caused both economic and spiritual 

damage to women, so it should be reformed from the principle of law (Wang, 2013). Promoting the 

same retirement age for men and women in the cultural sector has become a breakthrough in reforming 

the retirement system (Suo, Xiao, & Luo, 2015). The elimination of all forms of discrimination against 

women is a joint responsibility of the Chinese government and the judiciary (Wang & Wu, 2007). There 

are also studies argue that delayed retirement exacerbates the inherent contradiction between women 

and family care and requires both government and society to establish and implement family policies, 

in order to secure greater operational space for delayed retirement (Yang & Wu, 2017). 



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The second school discusses the influencing factors of women’s delayed retirement. The difference in 

the income of different groups of women of all ages has an important influence on drawing down the 

retirement age of men and women (Yue, 2017). Health status, marital status, work occupation and 

monthly income are important factors that affect women’s intention to delay retirement (Dong & Jiang, 

2015). The higher the cultural level is, the stronger the intention to delay retirement becomes; the older 

the age is, the weaker the intention to delay retirement becomes; the higher the income level, the lower 

the intention to delay retirement (Liu & Liu, 2012). Furthermore, the empirical studies also find that the 

individual and occupational factors have a statistically significant positive impact on the employees’ 

intention to delayed retirement, but the effect of family and unit factors is significantly negative (Huang, 

2013). In addition, the more knowledgeable women with a strong sense of gender awareness and 

self-efficacy are more willing to choose late retirement and vice versa (Suo & Xiao, 2014). For female 

civil servants, the final education level, monthly income, the consciousness of equality between men 

and women, self-efficacy all have a significant role in promoting the degree of peer retirement support 

for men and women (Zhang & Li, 2011).  

To sum up, existing studies have shown that gender, age, occupation, self-efficacy and so on have a 

significant impact on women’s intention of delayed retirement, but it still needs more refined and 

deepened research to explore the intention of delayed retirement in a certain industry, a certain gender 

group, or even a certain age group to delayed retirement, so as to provide more targeted reference and 

basis for policy formulation and improvement. Therefore, this paper selects the important categories of 

female teachers among professional women in China as sample, to explore what factors affect women’s 

intention of delayed retirement, and tries to put forward corresponding policy implication. 

 

3. Data Collection 

The article selects Inner Mongolia Hohhot, Baotou and other areas in China as sample, and authors 

carried out deep investigation in kindergartens, middle schools, universities and other schools. A total of 

270 questionnaires were distributed in which 254 were actually recovered, 7 missing and wrong 

questionnaires were eliminated, and 247 were actually valid questionnaires. The effective questionnaire 

recovery rate was 91.48%, which researches the validity of the questionnaire recovery. 

In terms of age composition of the sample, the number of female teachers aged 30-39 is the highest 

(accounting for 35.6% of all cases), followed by aged 40-49 (accounting for 34.8%), aged 50-59 

(accounting for 19.4%) and then aged 20-29 (accounting for 10.1%) is the smallest. In terms of education 

level, the proportion of undergraduate students and above is the largest, and accounts for 86.7%; the 

number of junior college and high school, secondary school and below is relatively small, accounting for 

12.1% and 1.2% respectively. The monthly salary income of female teachers is in the range of $285-571, 

and their proportions are 34.8% and 46.2% respectively. The surveyed teachers are composed of 

kindergarten teachers, primary school teachers, junior high school teachers, senior high school teachers, 



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vocational and technical secondary school teachers, junior college teachers and university teachers, 

accounting for 12.6%, 13.4%, 26.7%, 11.7, 1.6%, 3.6% and 30.4% respectively. 

 

Table 1. Female Teachers’ Intention of Delayed Retirement 

Item Frequency Valid percent（%） Cumulative percent（%） 

Your views on  

the delayed 

retirement policy 

Agree 83 33.6 33.6 

Indifferent 41 16.6 50.2 

Disagree 123 49.8 100.0 

 

In order to grasp female teachers’ intention of delayed retirement, this study sets up the item of “Your 

views on the delayed retirement policy” with three options of “agree”, “indifferent” and “disagree”. As 

shown in Table 1, the percentages of preference, indifference and disapproval are 33.6%, 16.6% and 

49.8% respectively. It can be seen that nearly half of female teachers do not agree with the delayed 

retirement policy. 

 

4. Research Hypothesis 

As personal factors, occupational factors and policy factors are the most important aspects affecting the 

female teachers’ intention of delayed retirement, the following assumptions are proposed from these 

three aspects: 

4.1 Personal Factors 

Firstly, it is generally believed that the older female teachers are, the less they wish to delay retirement. 

Secondly, the so-called “health is the capital of the revolution” indicates that female teachers in poor 

health condition hope to retire early. Thirdly, whether there is a burden on the next generation will have a 

certain impact on the intention to retire. If there are many children in family, female teachers more likely 

choose to extend their working life to reduce financial burden. Fourthly, the more a female teacher likes 

her profession, the more she wants to continue her teaching activities and thus more willing to extend her 

retirement age. 

Hypothesis 1-1: There is a significant correlation between age and delayed retirement intention.  

Hypothesis 1-2: There is a significant correlation between health status and delayed retirement intention.  

Hypothesis 1-3: There is a significant correlation between the status of children and delayed retirement 

intention. 

Hypothesis 1-4: There is a significant correlation between job preference and delayed retirement 

intention.  

4.2 Occupational Factors 

Firstly, it is generally believed that the higher the average monthly income is, the more he/she is willing 

to delay retirement. Secondly, it is generally believed that the longer the working hours are, the higher the 



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wage level is, and the more likely he/she is to delay retirement. Thirdly, high school teachers who are 

stressed and have heavy teaching tasks may prefer to retire early. Fourthly, the higher the title, the 

position in the unit and income are, the more likely he/she is to delay retirement. 

Hypothesis 2-1: There is a significant correlation between monthly income and delayed retirement 

intention.  

Hypothesis 2-2: There is a significant correlation between cumulative length of working and delayed 

retirement intention.  

Hypothesis 2-3: There is a significant correlation between the type of work unit and the intention to delay 

retirement.  

Hypothesis 2-4: There is a significant correlation between professional title and delayed retirement 

intention.  

4.3 Policy Factors 

Female teachers who agree with the policy of late retirement age for men generally do not want to delay 

retirement. Female teachers who favor flexible retirement are more free to choose retirement age and are 

more receptive to delayed retirement. 

Hypothesis 3-1: There is a significant correlation between the perception of different retirement age 

policies for men and women and delayed retirement intention.  

Hypothesis 3-2: There is a significant correlation between perceptions of flexible retirement policies and 

delayed retirement intention.  

 

5. Results  

Because this study focuses on the influencing factors (individual, occupational and policy) of female 

teachers’ intention to delay retirement, the SPSS is used to test whether there is a significant correlation 

between those factors and the intention of delayed retirement by interactive classification and chi-square 

test. 

5.1 Personal Factors 

 

Table 2. Interactive Classification of Personal Factors and Delayed Retirement Intention (%) 

Item 
Your views on the delayed retirement policy X2 

Agree Disagree Indifferent (Sig) 

Age 

29 and under 32.0 48.0 20.0 

9.909 

(0.129) 

30-39 22.7 54 22.7 

40-49 40.7 47.7 11.6 

Over 50 41.7 45.8 12.5 

Health status 
Good 39.8 42.9 17.3 18.805 

(0.001) General 12.0 72.0 16.0 



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Poor 16.7 83.3 0 

Children’s 

status 

Childless 29.4 44.1 26.5 

13.262 

(0.039) 

One child 31.4 54.3 14.4 

Two children 52.2 21.7 26.1 

More than three 100.0 0 0 

Degree of job 

preference 

Like very much 51.5 36.8 11.8 

17.569 

(0.025) 

Like 29.2 52.3 18.5 

Generally 22.2 57.8 20.0 

 Dislike 0 100.0 0 

Dislike very 

much 
0 100.0 0 

 

Table 2 shows that the sig values obtained by chi-square test of age, health status, children’s status, 

degree of job preference and view of delayed retirement are 0.129,0.001,0.039,0.025, respectively. The 

sig values of health status, children’s status, degree of job preference all are less than 0.05, which 

indicates that they have significant effect on the intention of delayed retirement. Hypothesis 1-1~1-4 hold, 

which suggest that the individual factors of female teachers are associated with their intention to delay 

retirement. 

5.2 Occupational Factors 

 

Table 3. Interactive Classification of Occupational Factors and Delayed Retirement Intention (%) 

Item 
Your views on the delayed retirement policy X2 

Agree Disagree Indifferent (Sig) 

Monthly 

salary income 

Below 2000 66.7 0 33.3 

12.709 

(0.048) 

2000-4000 23.3 57.0 19.8 

4000-6000 34.2 50.9 14.9 

Over 6000 50.0 36.4 13.6 

Cumulative 

length of 

service 

Less than 5 years 34.1 43.9 22.0 

17.390 

(0.026) 

6-15 years 21.7 55.1 23.2 

16-25 years 35.2 57.7 7.0 

26-35 years 42.2 40.6 17.2 

Over 36 years 100.0 0 0 

Work unit 

Kindergarten 71.0 9.7 19.4 

55.442 

(0) 

Primary school 27.3 60.6 12.1 

Junior middle school 18.2 56.1 25.8 

High school 13.8 82.8 3.4 



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Vocational colleges, 

technical secondary 

school and technical 

schools 

75.0 0 25.0 

University 41.3 42.7 16.0 

Junior College 22.2 77.8 0 

Professional 

title 

Nothing 27.3 36.4 36.4 

18.696 

(0.017) 

Primary title 27.6 51.7 20.7 

Middle title 23.7 57.7 18.6 

Vice-senior Title 41.2 45.4 13.4 

Senior Title 69.2 30.8 0 

 

Table 3 shows that the sig values of female teachers’ monthly salary income, cumulative length of 

service, work unit and professional title are 0.048,0.026,0,0.017 respectively, which is less than 0.05 

indicating that the above factors have a significant effect on the intention to delay retirement. Hypothesis 

2-1~2-4 hold which suggest that occupational factors of female teachers have a significant impact on 

their intention to delay retirement, and those who agree with the policy of late retirement generally do not 

want to delay retirement. 

5.3 Policy Factors 

 

Table 4. Interactive Classification of Policy Factors and Delayed Retirement Intention (%) 

Item 

Your views on the delayed retirement 

policy 
X2 

Agree Disagree Indifferently (Sig) 

Views on 

Flexible 

retirement 

Support 44.8 37.6 17.6 
55.233 

(0) 
Indifferently 23.1 48.7 28.2 

Not support 0 97.7 2.3 

Views on 

different 

retirement ages 

of men and 

women 

Men and women are equal and 

should retire at the same time 
58.6 31.0 10.3 

58.249 

(0) 
Men should retire earlier 50.0 40.0 10.0 

Women should retire earlier 15.8 69.3 14.9 

Indifferently 25.0 36.1 38.9 

 

From Table 4, we can see that the sig values of female teachers’ views on flexible retirement, different 

retirement ages of men and women and delayed retirement are all 0, which indicates that it has a 



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significant effect on the intention to delay retirement. Hypothesis 3-1~3-2 hold, which suggest that policy 

factors have a significant effect on their intention of delayed retirement. 

 

6. Discussion  

6.1 Personal Factors 

Firstly, the health status of female teachers has a significant effect on the intention to delay retirement. 

The female teachers in good health support delayed retirement with the highest percentage among all 

surveyed female teachers. Teachers are relatively high-pressure occupation, because standing for a long 

time, inhalation of dust, assessment pressure and so on can cause a variety of diseases, challenging both 

teachers’ physical and mental health. As a result, female teachers who are not in good health tend to retire 

earlier, while female teachers in good health have sufficient energy and physical strength to continue 

their work, and agree to delay retirement. 

Secondly, the children’s status of female teachers has a significant effect on the intention to delay 

retirement. Female teachers with children are more willing to delay retirement than those without 

children, and the more children they have, the more they favor delayed retirement. At present, women 

have been playing more and more important role in the family economy, and the number of children in a 

family directly determines family financial burden; the bigger the number of the next generation is, the 

heavier the family financial burden is, and the more female teachers tend to agree with delay retirement 

in order to increase family income and reduce family burden. 

Thirdly, the degree of job preference of female teachers has a significant effect on the intention to delay 

retirement. The more you love the profession of teachers, the more they are in favor of extending their 

retirement age; as their job preference diminishes, so does the proportion of people in favor of late 

retirement. It is generally believed that the degree of job preference will affect the performance of the 

work as well. If they like their own work, they will be motivated by the work, and then they are willing to 

stay longer in the career; On the contrary, if they don’t like their work, it can lead to inefficiency and a 

sense of exclusion. Therefore, if female teachers do not like the work of teaching and educating students, 

they are likely to disapprove of extending their working life. 

6.2 Occupational Factors 

Firstly, the monthly income of female teachers has a significant effect on the intention to delay retirement. 

When the monthly income is above $285, the higher the monthly income is, the higher the proportion of 

female teachers in favor of extending their working life. Because salaries are tied to pensions, the higher 

the monthly income is, that is, the higher the pre-retirement salary is, the more retirement benefits are 

available and the more benefits are received through delayed retirement. Therefore, female teachers with 

high monthly incomes are more in favor of delayed retirement. 

Secondly, the cumulative working length of female teachers has a significant effect on the intention to 

delay retirement. Overall, there is a positive correlation between cumulative length of working and 

delayed retirement intention, that is, the longer the occupation takes place, the more female teachers are 



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in favor of delayed retirement. On the one hand, because the length of working is linked to the salary 

level, the longer the cumulative length of working is, the more the salary income of female teachers will 

increase. On the other hand, the longer they work, the deeper they feel about their profession and their 

students, and the more they want to pass on their knowledge to their students. 

Thirdly, the work unit variables of female teachers have a significant effect on the intention to delay 

retirement. 71% of female teachers working in kindergartens are in favor of an extended retirement age, 

compared with 18.2 % and 13.8 % of female teachers working in junior and high schools. This may be 

due to the fact that the average kindergarten class has fewer students, more teachers assigned, and the 

academic burden is almost zero, so each teacher’s work intensity and pressure are less. But female 

teachers working in junior high and senior high schools, on average, are responsible for the teaching 

tasks of dozens or even hundreds of students, and also undertake the arduous task of coping with the 

complex psychology of adolescent students and the great pressure of enrollment rates, so their attitude 

against the delayed retirement is even stronger. 

Fourthly, the professional title of female teachers has a significant effect on the intention to delay 

retirement. Overall, the higher the professional title is, the more they are in favor of delayed retirement. 

On the one hand, teachers with high professional titles mean that they will receive higher salaries and 

benefits; on the other hand, higher professional title usually indicates that they have stronger capacities, 

and then have more opportunities for social capital and development, all of which encourage them to tend 

to retire late. 

6.3 Policy Factors 

Firstly, the perception of flexible retirement by female teachers has a significant impact on the intention 

to delay retirement. 44% of female teachers who support flexible retirement choose to approve delayed 

retirement, and vice versa. Flexible retirement policies provide flexible retirement options for female 

teachers. Those teachers who favor flexible retirement can choose when to retire according to their actual 

situation, so they are more inclined to favor delayed retirement. But female teachers who already have 

relatively fixed plans and arrangements for their later life will not agree with flexible retirement systems, 

as delayed retirement means that they will need to change their life schedule, which can cause 

inconvenience. Therefore, they are less willing to support delayed retirement policies than female 

teachers who agree with flexible retirement systems.  

Secondly, the view of female teachers on the different retirement ages for men and women has a 

significant effect on the intention to delay retirement. Female teachers who believe that men and women 

are equal and should retire at the same age or that men should retire earlier prefer to support delayed 

retirement. In terms of current gender structure of teachers, the number of female teachers is higher than 

that of male teachers, and female teachers play a very important role in the education industry. 

Retirement at the same age as men or even later is a recognition of women’s professional competence. In 

addition, as women’s educational attainment increases, they also need longer working life to recover the 

high cost of human capital investment. Therefore, female teachers who believe that men and women 



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should retire at the same age or men should retire earlier support delayed retirement more. On the 

contrary, female teachers who believe that women should retire earlier may disapprove of late retirement, 

because they hope to have more time to take care of their families or enjoy later life, or because the 

traditional notion that “men should take greater social responsibility than women” is stronger. 

 

7. Conclusion and Policy Implications 

7.1 Conclusion 

Based on the above analysis of the factors affecting the delayed retirement intention of female teachers, 

we can see that nearly half of the female teachers do not approve of the delayed retirement, so it is not 

advisable to implement the delayed retirement policy in a rush, and either the formulation of the 

delayed retirement program or the implementation of the policy has a long way to go. But the 

percentage of female teachers supporting the delayed retirement has increased compared with previous 

scholars’ findings. The hypotheses that personal factors, occupational factors, and policy factors are 

effective factors that affect female teachers’ intention to delay retirement are supported. Among the 

personal factors, better health condition, the more children in the family, and higher preference for 

work make female teachers are more favor of delayed retirement is; In addition, among the 

occupational factors, the higher the monthly income of female teachers is, the more they inclined to 

delay retirement; the longer the cumulative length of working is, the stronger intention they have to 

delay retirement; female teachers in different work units have different intention to delay retirement; 

the higher the professional title of female teachers are, the more they are in favor of delayed retirement. 

Finally, among the policy factors, the perception of flexible retirement and of the same retirement age 

for men and women have a significant impact on the intention to delay retirement, and female teachers 

who support flexible retirement and same retirement age for both men and women tend to delay 

retirement and support delayed retirement. The above conclusions can undoubtedly provide reference 

for the government to formulate the delayed retirement policy. 

7.2 Policy Implications 

Firstly, when designing retirement age programs, gender differences should be eliminated and the needs 

of different groups should be fully taken into account. In China, men generally retire 5-10 years later 

than women, but the average life expectancy of women is longer than that of men. Under conditions 

where women’s educational life is basically equal to that of men, if women’s working life is shorter 

than that of men, it is in fact a denial and hindrance to women’s right to work, interests or even 

self-fulfilling opportunities, which seriously impedes gender equity. Therefore, in order to take care of 

women’s rights and interests, consideration may be given to the introduction of delayed retirement for 

women and then the same retirement age for men and women gradually. In addition, different 

retirement policies have to be implemented according to the differences and characteristics of different 

occupational groups. For example, for educated women, early retirement can lead to shorter working 

life, which is undoubtedly a great waste of human capital. But for those who engage in heavy manual 



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work, early retirement means that they can get rid of tired jobs, have time to recover the health and 

enjoy their later life. Therefore, different retirement age policies should be considered for groups of 

women with large gaps in the nature of work and human capital. 

Secondly, flexible retirement policies may be another choice. The analysis results above indicate that 

the female teachers’ views on the retirement age are influenced by many factors. Because the 

individual’s health status, income level and choice preference are different, if the rigid uniformity of 

delayed retirement for men and women, it will not be able to take care of the diverse needs, which is 

not conducive to a better response to the social problems caused by aging. Therefore, options of 

different retirement age should be given, based on the minimum and maximum retirement age criteria 

set by government, and therefore workers can apply for retirement on their own needs. 

Thirdly, the delayed retirement age policy should be piloted and then promoted nationally. In order to 

avoid social problems and pressure caused by the widespread implementation of the policy in the short 

term, small pilot projects can be carried out first, and the delayed retirement can be implemented first 

among groups with little resistance. For example, the previous study shows that female teachers with 

the higher professional title are more willing to delay retirement, so we can choose the group with 

higher professional title to try out the delayed retirement scheme. In 2015, the circular on the retirement 

age of female cadres at the county level and female professional and technical personnel with senior 

professional titles issued jointly by the Ministry of Central Organization and the Ministry of Human 

and Social Affairs is a policy document for the implementation of such pilot work. The relevant sectors 

can understand the implementation of the delayed retirement policy through the pilot projects, adjust 

and supplement the policy in a timely manner, and lay the foundation for a wide range of promotion. 

Finally, it is necessary to enhance the professional treatment of women and the protection of women’s 

professional interests, and the awareness of gender equity in the whole society. Because of women’s 

traditional disadvantages at the employment and promotion levels, it is necessary to properly eliminate 

the unreasonable gap of income between men and women, improve the welfare benefits for female 

workers, strengthen the labor protection of female workers in work units, establish a reasonable 

employment system, and ensure the fairness and of assessment and promotion, as a compensation and 

incentive mechanism. At the same time, the relevant sectors should vigorously implement the national 

gender mainstreaming policy, enhance the trust and recognition of women’s working ability in the 

whole society, provide a good working environment and development opportunities for women, and 

promote the process of gender equity in the whole society. 

 

Acknowledgement 

This paperis supported byGeneral Project of the National Social Science Fund in China “Research on the 

Organizational Development of Rural Women in Rural Governance” (17BZZ065). 

 

 



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