家庭支持型管理者与孕期歧视感知如何影响远程办公母亲的离职意向：心理契约违背与组织信任的中介作用

ORIGINAL RESEARCH article

Front. Psychol.

Sec. Organizational Psychology

• The Max Stern Yezreel Valley College, Jezreel Valley, Israel

Abstract

Introduction: The potential impact of remote work on the continuity of women's careers may be contingent upon managerial attitudes and organizational norms. However, research on pregnant employees and those on post maternity-leave who work remotely has been limited. The present study proposes an integrative model examining the indirect associations of family-supportive manager and perceived pregnancy discrimination with turnover intentions through two mediators: psychological contract breach and organizational trust. Method: We conducted an online survey in two waves, with 406 women either pregnant or on post maternity-leave who worked remotely or in a hybrid arrangement. Findings: The results show that psychological contract breach mediated the relationship between family-supportive manager and organizational trust (indirect=.08, p<.05). Similarly, psychological contract breach mediated the relationship between perceived pregnancy discrimination and organizational trust (indirect=-.19, p<.001). Organizational trust mediated the effect of psychological contract breach on turnover intentions (indirect=.11, p<.01), although the mediation was complementary to the direct effect rather than complete. A complete indirect effect of a family-supportive manager on turnover intentions was found through the combined mediation of psychological contract breach and organizational trust (indirect=-.07, p<.01; indirect=- .08, p<.01; indirect=-.02, p<.01; respectively) and of perceived pregnancy discrimination on turnover intentions through the combined mediation of psychological contract breach and organizational trust (indirect=-.05, p<.01; indirect=.16, p<.001, respectively). Discussion: Theoretically, this study generates new theoretical insights by synthesizing the theories of gendered organizations and work-family boundary. The study offers preliminary insights into the relationship between family-supportive manager and perceived pregnancy discrimination with the psychological contract breach that may result. The study extends previous research on turnover intentions by examining indirect associations linking family-supportive manager and perceived pregnancy discrimination to turnover intentions through psychological contract breach and organizational trust. Practically, this study suggests that family-friendly policies may be effective if, in parallel, organizations redefine their work relations to create a supportive work environment for pregnant and post maternity-leave employees.

Keywords

Family-supportive manager, Hybrid Work, Organizational trust, Perceived pregnancy discrimination, Pregnant employees, psychological contract breach, Remote work, turnover intentions

Received

30 July 2026

Accepted

30 September 2026

Copyright

© 2026 Kidron, Cohen and Gross. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

*Correspondence:

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