Support perceptions, flexible work options and career outcomes: A study of working women at the threshold of motherhood in India

Abstract

Purpose

This study aims to explore the leaky pipeline issue (attrition of working women due to motherhood) in the Indian information technology (IT) sector. The study analyses the effect of organisational and supervisory support perceptions on the use of flexible work options and its relationship with career outcomes in terms of job satisfaction, work-life conflict and turnover intentions.

Design/methodology/approach

A survey questionnaire to test the hypotheses was returned by 203 working women of the Indian IT sector belonging to three categories, namely, women undergoing treatment for infertility, pregnant women and women who had recently given birth at the time of the survey.

Findings

The findings state that the use of flexible work options significantly reduce work-life conflict, decrease the intention to turnover and increase job satisfaction, with organisational and supervisory perceptions playing a significant moderating role.

Research limitations/implications

The findings are based on self-reported responses. Nevertheless, the study provides insights into the work-life priorities of Indian women at the time of motherhood and opens up specific research opportunities to address the leaky pipeline due to pregnancy and childbirth.

Practical implications

Organisations should take genuine initiatives to effectively use the flexible work options and provide supervisory training for increased sensitivity to help reduce role conflict and let working women make informed choices in their careers and lives at the time of childbirth.

Originality/value

The paper could be the first known paper to study this special category of working women at the threshold of motherhood in the Indian IT sector.

Citation

Shanmugam, M.M. and Agarwal, B. (2019), "Support perceptions, flexible work options and career outcomes: A study of working women at the threshold of motherhood in India", Gender in Management, Vol. 34 No. 4, pp. 254-286. https://doi.org/10.1108/GM-12-2018-0157