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Make Them Feel: How the Disclosure of Pregnancy to a Supervisor Leads to Changes in Perceived Supervisor Support

Author

Listed:
  • Laura Little

    (Terry College of Business, University of Georgia, Athens, Georgia 30602)

  • Amanda Hinojosa

    (University of Houston–Clear Lake, Houston, Texas 77058)

  • John Lynch

    (Department of Managerial Studies, University of Illinois at Chicago, Chicago, Illinois 60607)

Abstract

Personal disclosure at work can help facilitate high-quality relationships; however, these results may depend on people’s reactions to them. We suggest that reactions to a disclosure—particularly supervisor reactions—can relate to abrupt and enduring changes in perceptions of relationship quality. Drawing on theory related to relationship-defining memories [ Alea N, Vick SC (2010) The first sight of love: Relationship-defining memories and marital satisfaction across adulthood. Memory 18(7):730–742.], informational justice [ Lind EA (2001) Fairness heuristic theory: Justice judgments as pivotal cognitions in organizational relations. Greenberg J, Cropanzano R, eds. Advances in Organizational Justice (Stanford University Press, Palo Alto, CA), 56–88.], and emotions [ Van Kleef GA (2009) How emotions regulate social life. Current Directions Psych. Sci. 18(3):184–188.], we investigate the mechanisms through which supervisor reactions to pregnancy disclosure influence changes in employees’ perceived supervisor support ( PSS ). The results from a longitudinal field study of over 100 pregnant working women and two experimental vignette studies suggest that the evocation of positive emotions from pregnant women at the time of the disclosure influences immediate and enduring changes in PSS

Suggested Citation

  • Laura Little & Amanda Hinojosa & John Lynch, 2017. "Make Them Feel: How the Disclosure of Pregnancy to a Supervisor Leads to Changes in Perceived Supervisor Support," Organization Science, INFORMS, vol. 28(4), pages 618-635, August.
    • Handle: RePEc:inm:ororsc:v:28:y:2017:i:4:p:618-635
    DOI: 10.1287/orsc.2017.1136
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    References listed on IDEAS

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    1. Tracy L. Dumas & Katherine W. Phillips & Nancy P. Rothbard, 2013. "Getting Closer at the Company Party: Integration Experiences, Racial Dissimilarity, and Workplace Relationships," Organization Science, INFORMS, vol. 24(5), pages 1377-1401, October.
    2. Shapiro, Debra L. & Buttner, E. Holly & Barry, Bruce, 1994. "Explanations: What Factors Enhance Their Perceived Adequacy?," Organizational Behavior and Human Decision Processes, Elsevier, vol. 58(3), pages 346-368, June.
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    Cited by:

    1. Lyons, Brent J. & Lynch, John W. & Johnson, Tiffany D., 2020. "Gay and lesbian disclosure and heterosexual identity threat: The role of heterosexual identity commitment in shaping de-stigmatization," Organizational Behavior and Human Decision Processes, Elsevier, vol. 160(C), pages 1-18.

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