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Abstract
In recent years, there has been a rise in the number of organizations implementing formal family-friendly benefits and policies, with the goal of assisting employees effectively balance their work and nonwork lives (Ryan & Kossek, 2008). Although paid parental leave is one of the policies growing in adoption among large organizations, no empirical research has examined the relationships between employees post-paid parental leave experiences, informal support, and employee outcomes. The present study sought to examine the relationships between employees proportion of paid parental leave taken and key employee outcomes (i.e., job performance, career advancement, voluntary turnover). Additionally, several forms of informal support (i.e., supervisor support, coworker support, family-supportive organizational perceptions) were examined as moderators in the relationships between the proportion of paid parental leave taken and employee outcomes. Utilizing a sample of 650 employees, results of the hierarchical moderated regression analyses indicated no significant relationships between the proportion of paid parental leave taken and job performance and career advancement. However, the proportion of paid parental leave taken was negatively related to the likelihood of voluntary turnover. Furthermore, family-supportive organizational perceptions moderated the relationship between the proportion of paid parental leave taken and career advancement. Implications and future research are discussed.