Returning to the workforce after maternity leave presents a unique psychological and professional challenge for many new mothers. Feelings of guilt often pervade, as women grapple with the tension between their responsibilities at home and the demands of their careers. Emerging research from Baylor University reveals that social support extended during pregnancy can dramatically mitigate these feelings and foster greater satisfaction in both professional and family realms months after returning to work.
Published in the Journal of Management, the study led by Dr. Kaylee J. Hackney, an associate professor specializing in organizational behavior and human resource management, bridges a critical gap between prenatal social support and postpartum maternal well-being within professional contexts. The research underscores that the kinds of support women receive before childbirth—not during or after—can decisively influence their work-life integration and psychological adaptation to dual roles.
Dr. Hackney’s team conducted a longitudinal survey of expectant mothers, capturing data during pregnancy and following up once these women resumed their careers. This approach allowed for an analysis of how early social signals of support could forecast postpartum workplace satisfaction and family contentment. The study identified supervisor support as a paramount factor influencing job satisfaction, closely followed by backing from coworkers and friends. Conversely, spouse support emerged as a significant predictor of satisfaction within the family domain, highlighting differentiated support systems across life spheres.
Central to their findings is the application of signaling theory, which posits that behavioral cues from supervisors, peers, and partners convey implicit messages to pregnant employees about future acceptance and flexibility in their roles post-childbirth. This theory explains how early gestures of understanding—such as flexible scheduling, empathetic communication, and acknowledgment of maternal identities—reduce the uncertainty new mothers face regarding their reintegration into professional environments.
The research further elucidates that these “signals” effectively alter the cognitive appraisal of working mothers toward their workplace and home life. Supportive interactions create a psychological safety net, lessening anticipatory anxiety and, as a consequence, reducing long-term feelings of guilt. The temporal aspect of this support is crucial; interventions early in pregnancy set a tone of continued acceptance, which participants noted as profoundly impactful on their emotional well-being and perceived competence in managing work-family demands.
Dr. Hackney advocates that supervisors initiate individualized dialogues during pregnancy to ensure tailored support mechanisms that resonate with the unique needs of each woman. The study cautions against a one-size-fits-all mentality, as accommodations like reduced travel or reassignment might be welcomed by some but perceived as career-limiting by others. This nuanced approach encourages organizations to embrace genuine empathy and responsive flexibility, fostering an environment conducive to maternal success.
Beyond individual supervisors, the research asserts that the organizational culture, championed by leadership, plays a decisive role in modeling family-friendly practices. Leaders who actively promote and embody supportive behaviors influence coworkers to mirror these attitudes, establishing a cohesive and validating social network for expectant and returning mothers. This cultural embedding of support mechanisms is therefore instrumental in sustainable improvements to maternal workplace experiences.
Additionally, spouse and partner encouragement is highlighted as a vital component of the support ecosystem. Simple verbal affirmations that emphasize the professional value and domestic contributions of new mothers can bolster their self-efficacy and resilience. Such interpersonal exchanges can facilitate smoother transitions back to work by rebalancing perceptions of worth and capability within both home and professional settings.
The implications of this Baylor University research extend beyond individual well-being. By implementing early and varied support strategies during pregnancy, workplaces can enhance talent retention and employee engagement among women balancing motherhood and professional aspirations. The study challenges organizations to adopt a holistic, long-term perspective on women’s careers that transcends episodic maternity accommodations and instead fosters continuous human flourishing.
Dr. Hackney’s work, featured in esteemed outlets such as the Journal of Applied Psychology, Journal of Organizational Behavior, and Harvard Business Review, reflects an emerging academic consensus on the importance of prenatal social capital in shaping postpartum work outcomes. Her leadership within Baylor’s Women in Leadership Initiative and related advocacy underscores a commitment to translating research insights into actionable practices that empower women to thrive in complex life stages.
In sum, this research vividly illustrates that early social support during pregnancy functions not merely as practical assistance but as a powerful social signal that reshapes expectations, alleviates guilt, and promotes satisfaction across the personal and professional dimensions of working motherhood. The findings offer a roadmap for organizations seeking to cultivate inclusive, supportive environments where mothers can genuinely “win” in both arenas, ultimately benefiting women, families, and workplaces alike.
Subject of Research: People
Article Title: How We Can Help Working Moms “Win”: The Impact of Social Support During Pregnancy on Postpartum Working Mom Guilt
News Publication Date: 20-Jul-2025
Web References: http://dx.doi.org/10.1177/01492063251346401
Keywords: Communications
