Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants
Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants
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婴儿母亲的工作场所支持、儿童保育和离职意愿
DOI：
10.1177/019251396017003002
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发表时间：
1996
期刊：
影响因子：
--
通讯作者：
S. Estes
中科院分区：
文献类型：
--
作者：
J. Glass;S. Estes
本文研究了婴儿母亲工作流动的决定因素，通过对 246 名就业母亲的样本进行产后 1 年评估的换工作或退出劳动力的意图进行评估。假设退出意图应该更多地受到决定劳动力供给的家庭因素和表明工作依恋的其他个人特征的影响。此外，虽然随着工作场所对母亲支持的增加，这两种类型的离职意向都会减少，但育儿满意度对退出意向的影响应该大于换工作意向的影响。结果表明，劳动力退出更容易受到儿童保育问题和工作依恋措施的影响，而不是工作变化，尽管校正选择性的模型表明儿童保育问题并不直接影响退出意图。主管和同事的支持阻碍了退出劳动力市场和换工作的意图。然而，工作场所支持的其他方面对退出意愿和换工作意愿的影响不同。
This article looks at the determinants of job turnover among mothers of infants, using intentions to change jobs or exit the labor force assessed at 1 year postpartum among a sample of 246 employed mothers. Hypotheses were that exit intentions should be more influenced by household factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnover intentions should decrease as workplace supports for mothers increase, child care satisfaction should affect exit intentions more than intentions to change jobs. Results showed support for the notion that labor force exits are more strongly influenced by child care problems and measures of job attachment than are job changes, though models correcting for selectivity reveal that the child care problems are not directly influencing exit intentions. Supervisor and co-worker support impede intentions to both exit the labor force and change jobs. However, other dimensions of workplace support affected intentions to exit and intentions to change jobs differently.