Más allá de las prácticas de conciliación. El rol del supervisor en la reincorporación al trabajo tras la maternidad en Europa

Ana María Lucia Casademunt; Antonia Mercedes García Cabrera; Deybbi Cuéllar Molina; Laura Padilla Angulo

doi:10.51302/rtss.2019.1412

Authors

Ana María Lucia Casademunt Doctora profesora titular del Departamento de Gestión Empresarial. Universidad Loyola Andalucía, Sevilla (España)
Antonia Mercedes García Cabrera Doctora profesora titular del Departamento de Economía y Dirección de Empresas. Universidad de Las Palmas de Gran Canaria (España)
Deybbi Cuéllar Molina Doctora profesora del Departamento de Economía y Dirección de Empresas. Universidad de Las Palmas de Gran Canaria (España)
Laura Padilla Angulo Doctora profesora adjunta del Departamento de Economía. Universidad Loyola Andalucía, Sevilla (España)

DOI:

https://doi.org/10.51302/rtss.2019.1412

Keywords:

work-life balance practices, maternity, women, Europe, supervisor support

Abstract

Returning to work after childbirth is a relevant issue for the life course and professional careers of women, establishing itself as a central theme in the debates on gender equality. Although the existence in the organizations of work-life balance practices is determinant for women’s well-being due to the demands of the moment, such practices, including flexible working hours, can turn against women. From the general point of view, the fact of accepting the conciliation practices can be interpreted as a lack of commitment towards your organization, which results in a further obstacle to your progress in the professional career.

In view of this reality, the analysis of the importance of the supervisor’s support as a human complement to the formal adoption of work-life balance practices by the organization, represents a question not researched in the previous literature. The results achieved suggest that real and effective supervisor support to women so that they can reconcile their work and personal lives after motherhood, requires organizations to emphasize the relevance of the human factor to formal human resources practices.

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