Abstract:
Recent evidence suggests mothers with infants are leaving the workforce (Cohany & Sok,
2007; Johnson, 2008), but research has not yet identified why mothers make such a
decision. I propose that mothers form psychological contracts including content related
to family that supervisors may not fulfill resulting in intention to leave the organization
and ultimately, the workforce. In a study of 181 first-time mothers, participants reported
experiencing breach that was exacerbated when mothers perceived promises were
intentionally broken. Results also suggested supervisors have the opportunity to control
the outcomes of breach and retain mothers by effectively managing perceptions of fair
treatment (i.e., interactional justice). This is the first empirical research to indicate that
mothers' intentions to leave depend on fulfillment of their psychological contracts related
to family and fair treatment in the workplace, rather than personal preferences to spend
time with children.
