Abstract
Purpose The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work after maternity leave who hold management positions. Design/methodology/approach Data is gathered from the responses of 238 female managers working for companies throughout Italy who have recently returned to work after maternity leave, to a self-report questionnaire. Findings The results show that the availability of WFP is directly or indirectly related to work attitudes among female managers. Work-family conflict is shown to partially mediate the relationship between the availability of WFPs and work engagement and the availability of WFPs moderates the relationship between work engagement and work-family conflict. Practical implications Therefore provision of communication and psychological support and flexible time-management policies would provide the organizational structure to produce a healthy work-life balance. Originality/value This paper has an original approach by examining the psychological mechanisms underlying the availability WFP on attitudes of women managers returning to work after maternity leave.
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