When It’s Better Than Expected: A Quasi-Experimental Study of Firm-Provided Paid Parental Leave and Employee Organizational Commitment

Document Type

Peer-Reviewed Article

Publication Date

2024

Abstract

The United States (U.S.) is the only advanced nation that does not mandate paid parental leave; when U.S. organizations fill this gap, women are more likely than men to receive it. Drawing on signaling theory, we argue that paid parental leave (maternity and paternity leave) sends signals of inclusivity and support that enhance employee attitudes, with effects depending on whether employees are intended signal targets, find it personally relevant, and expect such signals. Using a pre-test post-test ‘control group’ quasi-experiment design, data were analyzed from a multinational firm that implemented paid parental leave in the U.S. Using propensity score matching, we matched U.S. and U.K. samples and compared changes in orgnizational commitment (T1 to T2). Commitment significantly increased for the firms’ employees, but significantly more for U.S. than U.K. employees, suggesting broad signals of inclusivity and support, but a stronger effect on intended targets. T2 commitment was significantly higher for the U.S. employees most likely to find the policy personally useful (based on age) and U.S. men under 50 – who likely would use the benefit but not expect it – as compared to U.K. counterparts. We discuss theoretical and practical implications.

DOI

10.1080/09585192.2024.2439269

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