Returning to work after maternity leave: work-family policies and work related attitudes

Abstract

Purpose

The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work after maternity leave who hold management positions.

Design/methodology/approach

Data is gathered from the responses of 238 female managers working for companies throughout Italy who have recently returned to work after maternity leave, to a self-report questionnaire.

Findings

The results show that the availability of WFP is directly or indirectly related to work attitudes among female managers. Work-family conflict is shown to partially mediate the relationship between the availability of WFPs and work engagement and the availability of WFPs moderates the relationship between work engagement and work-family conflict.

Practical implications

Therefore provision of communication and psychological support and flexible time-management policies would provide the organizational structure to produce a healthy work-life balance.

Originality/value

This paper has an original approach by examining the psychological mechanisms underlying the availability WFP on attitudes of women managers returning to work after maternity leave.

Citation

(2021), "Returning to work after maternity leave: work-family policies and work related attitudes", Human Resource Management International Digest, Vol. 29 No. 6, pp. 12-14. https://doi.org/10.1108/HRMID-08-2021-0175