Family Responsive Policies and Employee Retention Following Childbirth

Glass, Jennifer; Riley, Lisa A.

doi:10.2307/3005840

Cited by 114 publications

(101 citation statements)

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“…Flexibility of employer, employer policies, and supervisor and coworker social support were found to be effective in reducing job attrition, or labor force interruption (Glass and Riley 1998). Boushey (2002) found that welfare leavers who were more likely to remain employed after 2 years had higher starting wages and employer-provided health insurance.…”

Section: Labor Force Participation and Job Stabilitymentioning

confidence: 96%

Job Volatility of Rural, Low-income Mothers: A Mixed Methods Approach

et al. 2007

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Section: Labor Force Participation and Job Stabilitymentioning

confidence: 96%

Job Volatility of Rural, Low-income Mothers: A Mixed Methods Approach

et al. 2007

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“…Having supportive supervisors and coworkers also reduces the likelihood that pregnant women and new mothers will exit the workforce (Glass & Riley, 1998;Lyness et al, 1999). In the current research, we include perceptions of workplace support and the work-family balance culture of the workplace as workplace factors.…”

Section: Workforce Attrition Of Pregnant Womenmentioning

confidence: 97%

Pregnant Women at Work

Fox

Quinn

2014

Psychology of Women Quarterly

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Research suggests that pregnant women are discriminated against in the workplace and that a significant percentage of new mothers leave the workforce. Few researchers have examined the link between women's discriminatory experiences and workforce attrition, instead of focusing on either individual-level factors (e.g., income) or workplace factors (e.g., workplace support) that predict turnover. We integrate previous findings on individual and workplace factors within a stigma framework that takes into account pregnant women's anticipated and experienced stigma. We hypothesized that pregnant women's anticipated and experienced stigma would mediate the relationships between individual (e.g., gender role attitudes) and workplace factors (e.g., workplace support) and job satisfaction, psychological well-being, and turnover intentions. Using a threewave longitudinal design, we surveyed 142 pregnant women during and after their pregnancies, and we used path analysis to test mediational models. Results indicated that anticipated stigma partially mediated the relationship between workplace factors and psychological well-being, whereas experienced stigma partially mediated the relationships between workplace factors and job satisfaction, psychological well-being, and turnover intentions. Overall, our study demonstrates both the utility of a stigma framework and the importance of workplace experiences in understanding why women leave their jobs.Although upper management was extremely supportive when I told them of my pregnancy, I feel they now view me as ''weak.'' They did not give me a promotion that I am sure I would have gotten had I not been pregnant. I feel they believe I will not want to put in the same hours I am working now once the baby arrives. I also feel they do not want to give me additional responsibilities at the time as they fear I may not return to work. Overall, this pregnancy has forever changed the way I feel about my job and upper management.-Study ParticipantThe majority of U.S. women are working, either full time or part time, when they become pregnant for the first time (Johnson, 2007). Although most women in the United States return to work within 3 months of the birth of their children, about a quarter ultimately quit their jobs (Johnson, 2007). Job turnover is costly, both to the employers who will need to rehire and re-train workers and to the women themselves who will lose current earnings and career satisfaction, as well as whose future career advancement may be derailed. Thus, understanding what drives turnover intentions for first-time mothers is a critical question. In the current article, we integrate previous findings on individual factors (e.g., salary and attitudes) and workplace factors (e.g., work-family balance culture and workplace support) within a stigma framework that takes into account the anticipated and experienced discrimination related to pregnancy that working women report. Following a group of working women from their first trimester through the post-birth period, we exami...

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“…Organizational expectations that employees will respond to increased job demands may also affect their opportunity to take leave entitlement, the third source of work -family conflict we identified (Poelmans et al 2003). This is particularly important for women when leave entitlement is associated with childbirth and childcare, since evidence suggests it is an important factor in preventing premature turnover of female staff (Glass and Riley 1998). A recent report in China on work -family balance found that fears about competition in the labour market meant women were not taking the full leave available to them (IRIS 2007).…”

Section: Work Characteristicsmentioning

confidence: 98%

Women's experiences of work and family conflict in a Chinese airline

Ren

Foster

2011

Asia Pacific Business Review

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Established literature on work -family conflict concentrates on the experiences of women and organizational equalities policies in Western contexts. This article examines the experiences of women working in a Chinese airline. Drawing on questionnaires and interviews with female employees and managers, we explore work-family conflict and gendered organizational perceptions of women's needs. Our findings suggest that work rather than family-related factors are the most influential causes of conflict for Chinese women in our case study. Cultural and social factors that shape familial relationships prove important in explaining these differences, but we also highlight the significant role played by gendered organizational culture.

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Family Responsive Policies and Employee Retention Following Childbirth

Cited by 114 publications

References 0 publications

Job Volatility of Rural, Low-income Mothers: A Mixed Methods Approach

Job Volatility of Rural, Low-income Mothers: A Mixed Methods Approach

Pregnant Women at Work

Women's experiences of work and family conflict in a Chinese airline

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