Abstract
BackgroundIn working women, there are barriers when combining the mother and work role, especially during the breastfeeding period. Recent literature shows that improving organizational support increases trust performance via different domains (i.e., organizational identification) and that improving support for breastfeeding increases lactation rates and duration. Breastfeeding support in the workplace is one component that contributes to a mother’s ability to continue to breastfeed once she has returned to work. This is a Human Resource Management practice that facilitates a work–life balance. Working mothers have, at least, two roles: mother and worker and, when mothers return to work, they have to manage both identities. Is lactation a way to keep both identities connected? Is organizational support of breastfeeding a way to improve organizational identification? The aim of this paper is to analyze a hierarchical model to explain how managers and co-worker support to breastfeeding predict trust and organizational identity in a sample of Spanish working mothers (N = 1,028).Materials and Methods To analyze the indirect effect, it was tested using a mediation model with PROCESS in two random samples and carried out structural equation modeling to confirm structural relationship in the proposed model.ResultsOutcomes reveal effects of managers’ support to lactation and vertical trust in organizational identity but not in co-worker path.ConclusionThe findings suggest the manager’s role in maintaining trust from working women and create and maintenance organizational identification.
Highlights
Breastfeeding rates are lower than health institutions recommend, and breastfeeding duration is sometimes shorter than mothers wish
A direct effect is not observed in another horizontal trust on organizational identification (n1: β = 0.046, SE = 0.081, t = 0.579; p = 0.563, n2: β = −0.002, SE = 0.072, t = −0.040, p = 0.867)
The results show that Model 3 (χ2/df = 2.09, p = 0.002, comparative fit index (CFI) = 0.993, normed fit index (NFI) = 0.986, parsimony comparative of fit index (PCFI) = 0.48, root mean square error of approximation (RMSEA) = 0.03) had better adjustment rates than Model 2 (χ2/df = 2.27, p = 0.034, CFI = 0.992, NFI = 0.987, PCFI = 0.28, RMSEA = 0.04)
Summary
Breastfeeding rates are lower than health institutions recommend, and breastfeeding duration is sometimes shorter than mothers wish. To protect mothers who want to take care of their babies, maternity leave law is necessary, but there are countries where maternity leaves are not remunerated or are shorter than what the WHO recommends as an exclusive breastfeeding duration (6 months). Breastfeeding support in the workplace is one component that contributes to a mother’s ability to continue to breastfeed once she has returned to work. This is a Human Resource Management practice that facilitates a work–life balance. The aim of this paper is to analyze a hierarchical model to explain how managers and co-worker support to breastfeeding predict trust and organizational identity in a sample of Spanish working mothers (N = 1,028)
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