Organizational policies, workplace culture, and perceived job commitment of mothers and fathers who take parental leave

Richard J Petts; Trenton D Mize; Gayle Kaufman

doi:10.1016/j.ssresearch.2021.102651

Organizational policies, workplace culture, and perceived job commitment of mothers and fathers who take parental leave

Soc Sci Res. 2022 Mar:103:102651. doi: 10.1016/j.ssresearch.2021.102651. Epub 2021 Oct 8.

Authors

Richard J Petts¹, Trenton D Mize², Gayle Kaufman³

Affiliations

¹ Ball State University, USA. Electronic address: rjpetts@bsu.edu.
² Purdue University, USA.
³ Davidson College, USA.

PMID: 35183307
DOI: 10.1016/j.ssresearch.2021.102651

Abstract

Americans do not always fully utilize available parental leave policies due (in part) to fear of a commitment penalty - where taking leave (or taking longer periods of leave) lowers perceptions of job commitment. Using a survey experiment (N = 1713) to identify whether organizational leave policies affect perceived job commitment, we find that leave-taking (and taking longer periods of leave) is negatively associated with perceived commitment. However, perceived commitment is higher when workers take leave under more favorable policies, and the effect of favorable policies on perceived commitment is greater for fathers than mothers. Overall, these results can help organizations design parental leave policies that increase the likelihood that workers can take needed leave without damaging their careers.

Keywords: Parental leave; Public policy; Work-family; Worker commitment; Working parents.

MeSH terms

Fathers*
Female
Humans
Male
Mothers*
Organizational Culture
Organizational Policy
Parental Leave*
Time Factors
Workplace*