The potential impact of remote work on the continuity of women's careers may be contingent upon managerial attitudes and organizational norms. However, since the onset of the COVID-19 pandemic, research on pregnant employees and those on post-maternity leave who work remotely has been limited. This study proposes an innovative model for analyzing the effect of the relationship between family-supportive management and perceived pregnancy discrimination on turnover intentions, with psychological contract breach and organizational trust as sequential mediators. This study also provided new theoretical insights by synthesizing the theories of gendered organizations and work-family boundary. We conducted an online survey in two waves, with 406 women either pregnant or on post-maternity leave who worked remotely or in a hybrid arrangement. The study offers preliminary insights into the relationship between family-supportive management and perceived pregnancy discrimination with the psychological contract breach that may result. The study distinguishes itself from previous research on turnover intentions by identifying psychological contract breach and organizational trust as consecutively mediating factors between family-supportive management and perceived pregnancy discrimination leading to turnover intentions. Practically, family-friendly policies may be effective if, in parallel, organizations redefine their work relations to create a supportive work environment for pregnant and post-maternity leave employees.
