Family-supportive manager and perceived pregnancy discrimination: psychological contract breach and trust as mediators of remote working mothers' turnover intentions

Introduction

The potential impact of remote work on the continuity of women's careers may be contingent upon managerial attitudes and organizational norms. However, research on pregnant employees and those on post maternity-leave who work remotely has been limited. The present study proposes an integrative model examining the indirect associations of family-supportive manager and perceived pregnancy discrimination with turnover intentions through two mediators: psychological contract breach and organizational trust.

Method

We conducted an online survey in two waves, with 406 women either pregnant or on post maternity-leave who worked remotely or in a hybrid arrangement.

Findings