Parenting Journal · Volume 1 · Issue 5 · Licensed source edition
Family-supportive manager and perceived pregnancy discrimination: psychological contract breach and trust as mediators of remote working mothers’ turnover intentions
Originally published 2026-10-13 · Frontiers in Psychology
Frontiers Media SA · DOI 10.3389/fpsyg.2026.1953215 ↗
Working-family evidence
Work, care and the whole person.
Examines pregnancy discrimination, family-supportive management, psychological-contract breach and organizational trust in remote and hybrid work.
Directly examines work and family life, parenting, caregiving or employment policies for families.
Editorial reading guide · Respect
Does remote work protect a pregnant employee from discrimination—or simply move it out of sight?
Examines pregnancy discrimination, family-supportive management, psychological-contract breach and organizational trust in remote and hybrid work.
Study context
406 pregnant or post-maternity-leave women working remotely or in hybrid arrangements.
Age / stage: Pregnant adults and adults returning after maternity leave.
Read with three questions
- How did the study separate supportive management from perceived pregnancy discrimination?
- What role did psychological-contract breach and trust play in the modeled turnover intentions?
- Which manager behaviors could be examined without assuming that an indirect statistical association proves a causal pathway?
Keep the limits in view
Two-wave self-reports and modeled mediation do not establish causality; intentions are not actual turnover and remote-working mothers are not representative of all employees.
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Original authorship, publication date, journal and DOI are preserved. This issue’s TRICK placement and reading questions are editorial additions, not claims made by the original authors.
Aviv Kidron; Neta Cohen; Michal Gross (2026). Family-supportive manager and perceived pregnancy discrimination: psychological contract breach and trust as mediators of remote working mothers’ turnover intentions Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2026.1953215
Permissions checked against the saved article notice; repository publication notices screened 2026-11-05. This is not a new peer-review decision. The source authors and publishers are not represented as endorsing this issue.