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Contribution Details
| Type | Conference or Workshop Paper |
| Scope | Discipline-based scholarship |
| Published in Proceedings | Yes |
| Title | An inconvenient truth? Interpersonal and career consequences of expected childbearing and work-family mixed messages |
| Organization Unit | |
| Authors |
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| Presentation Type | paper |
| Item Subtype | Original Work |
| Refereed | Yes |
| Status | Published in final form |
| Language |
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| Event Title | Academy of Management Discoveries Research & Publishing Workshop |
| Event Type | workshop |
| Event Location | Nanyang Technological University |
| Event Start Date | January 12 - 2017 |
| Event End Date | January 12 - 2017 |
| Place of Publication | Nanyang, Singapore |
| Abstract Text | We examine a counterintuitive effect of parental leave policies: supervisors and coworkers view potential new mothers as a greater inconvenience compared with potential new fathers, especially in organizations with greater maternal than paternal leave. We propose that this pregnancy suspicion manifests as subtle, disrespectful treatment (i.e., incivility), especially in the case of a first child, which leads to more career withdrawal when paired with a work-family support mixed message (i.e., conflicting signals and actions of organizational work-life support). In a time-lagged survey study, we examined 527 early career employees’ experiences of workplace incivility and work-family support at Time 1 and career withdrawal cognitions one year later at Time 2; we also collected objective data on organization’s maternal and paternal leave policies. As expected, women experience more incivility than men, but only childless employees, a difference that is greater in organizations offering more maternal leave than paternal leave. Although being a woman is not directly associated with career withdrawal, it is indirectly linked via incivility when paired with a mixed message of work-life support. Discussion focuses on the importance of examining individual- (e.g., gender and parenthood) and organizational-level (e.g., objective parental leave policies and perceptions of work-family support) work-family antecedents for understanding modern workplace mistreatment and its career effects in context, as well as informing the gender gap in professorships. |
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