Ball State University, USA.
Purdue University, USA.
Soc Sci Res. 2022 Mar;103:102651. doi: 10.1016/j.ssresearch.2021.102651. Epub 2021 Oct 8.
Americans do not always fully utilize available parental leave policies due (in part) to fear of a commitment penalty - where taking leave (or taking longer periods of leave) lowers perceptions of job commitment. Using a survey experiment (N = 1713) to identify whether organizational leave policies affect perceived job commitment, we find that leave-taking (and taking longer periods of leave) is negatively associated with perceived commitment. However, perceived commitment is higher when workers take leave under more favorable policies, and the effect of favorable policies on perceived commitment is greater for fathers than mothers. Overall, these results can help organizations design parental leave policies that increase the likelihood that workers can take needed leave without damaging their careers.
美国人并不总是充分利用现有的育儿假政策，部分原因是担心（承诺）惩罚——即休假（或休更长时间的假）会降低对工作承诺的看法。我们通过一项调查实验（N=1713）来确定组织的休假政策是否会影响对工作承诺的看法，发现休假（以及休更长时间的假）与对承诺的看法呈负相关。然而，当员工在更有利的政策下休假时，对承诺的看法会更高，而且有利政策对父亲的影响比对母亲的影响更大。总的来说，这些结果可以帮助组织设计育儿假政策，增加员工在不损害职业发展的情况下休必要假的可能性。
