Correction to: How Does Intersectionality Impact Work Attitudes? The Effect of Layered Group Memberships in a Field Sample

Salter, Nicholas P.; Sawyer, Katina; Gebhardt, Scott T.

doi:10.1007/s10869-020-09727-y

Cited by 1 publication

(1 citation statement)

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“…A limitation of Studys 1 and 2 was a lack of racial diversity among the participants (79% and 86% White, respectively). While the vignette studies achieved greater racial diversity (66% and 70% White, respectively), we believe that future research should explore pregnant women's experiences with an intersectional lens to better understand how women with multiple marginalized identities perceive their benefits in comparison to others and how those perceptions relate to discrimination and turnover intentions (Ruggs et al, 2013;Salter et al, 2021;Sawyer et al, 2013).…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Examining the role of maternity benefit comparisons and pregnancy discrimination in women's turnover decisions

Paustian‐Underdahl

Little

Mandeville

et al. 2023

Personnel Psychology

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Retaining pregnant women and mothers is a prevalent challenge for companies in the United States. In this paper, we highlight the importance of favorable maternity benefits. Specifically, we argue that maternity benefits can signal how pregnant workers are treated within the organization, particularly as women compare their own benefits to referent others'. Drawing from identity threat response theory, we propose a conceptual framework that explains the influence of maternity benefit comparisons on perceptions of discrimination and, subsequently, turnover. Upon evaluating two studies using multi‐wave survey data and two vignette studies, our results indicate that when women perceive their maternity benefits to be less favorable than referent others' benefits, they perceive more pregnancy discrimination. In turn, perceptions of pregnancy discrimination influence their subsequent turnover decisions. Consistent with identity threat response theory, our results also suggest that perceived supervisor support is a significant moderator, weakening the impact of maternity benefit comparisons on perceptions of pregnancy discrimination.

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Section: Limitations and Future Researchmentioning

confidence: 99%