WORKPLACE SUPPORT, CHILD-CARE, AND TURNOVER INTENTIONS AMONG EMPLOYEDMOTHERS OF INFANTS

This article looks at the determinants of job turnover among mothers o f infants, using intentions to change jobs or exit the labor force ass essed at 1 year postpartum among a sample of 246 employed mothers. Hyp otheses were that exit intentions should be more influenced by househo ld factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnov er intentions should decrease as workplace supports for mothers increa se, child care satisfaction should affect exit intentions more than in tentions to change jobs. Results showed support for the notion that la bor force exits are more strongly influenced by child care problems an d measures of job attachment than are job changes, though models corre cting for selectivity reveal that the child care problems are not dire ctly influencing exit intentions. Supervisor and co-worker support imp ede intentions to both exit the labor force and change jobs. However, other dimensions of workplace support affected intentions to exit and intentions to change jobs differently.