Psychology Ph.D. Dissertations

Loss of Remote Work as Psychological Contract Violation: Implications for Working Mothers, Employee Attitudes and Retention

Date of Award

2023

Document Type

Dissertation

Degree Name

Doctor of Philosophy (Ph.D.)

Department

Psychology/Industrial-Organizational

First Advisor

Margaret Brooks (Committee Chair)

Second Advisor

Marco Nardone (Committee Member)

Third Advisor

William O'Brien (Committee Member)

Fourth Advisor

Clare Barratt (Committee Member)

Abstract

During the COVID-19 pandemic, remote work became commonplace for many knowledge workers who were previously office-based. In 2021 and beyond, many organizations have expected that their employees return to onsite work; much has been unknown, however, about employee attitudes toward loss of remote work during such a transition. Using the frameworks of social exchange theory, conservation of resources, and organizational support, this research seeks to understand how employee attitudes toward remote work may impact perceptions of psychological contract breach in required return to onsite work. Although initial hypotheses were not supported, exploratory analyses supported a serial mediation model in which psychological contract breach, perceived organizational support, and affective commitment serially mediate the positive relationship between remote work preference and turnover intent. Positive attitudes of working mothers toward remote work were also explored, with consideration of how remote work may help in the balance of conflicting home and work demands. Findings support the unique and valuable role that remote work choice may play for working mothers as well as illuminating their potential reactions to loss of remote work. Findings have implications for organizations seeking to meet employee needs and retain workers, particularly working mothers, when considering work location requirements.

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