**4. Empirical findings**

#### **4.1 Measurement and hypotheses**

We analyzed previously published antecedents for the decision of women with childcare commitments to resign and compared these factors across four clusters, relying on ANOVA analysis. **Tables 3**–**5** summarize key information about the observed variables.

Mother's age is usually a typical predictor for employee's ability to resign. Companies assume that young home-centred women will stay at home longer, expecting new children, and will return when the family has reached its preferred size [41]. There was a statistically significant difference between groups as determined by one-way ANOVA (F = 10,67, p = 0,00). S Dunnet post hoc test revealed that home-centred women in our sample were indeed significantly younger (2,01 ± 0,82) than work-centred women (2,4 ± 0.87). There was no statistically significant difference between the rest clusters.

Hypothesis 1. Women's age is positively related to return to work after maternity leave of home-centred employee.

#### *Inclusion of Home-Centred Women DOI: http://dx.doi.org/10.5772/intechopen.98943*


#### **Table 3.**

*Mothers age.*


#### **Table 4.**

*City.*


#### **Table 5.**

*Descriptive statistics.*

Stereotypes also point at a city as valid predictor, as women during their maternity leaves face depreciation of the human capital, amplifying the risk of poverty and social exclusion; while employers may treat the length of such leaves as a signal about lower commitment to the labour market and paid work [41]. The more competitive is environment, like in Moscow, the higher is a problem. There was a statistically significant difference between groups as determined by one-way ANOVA (F = 2,84, p = 0,04). S Dunnet post hoc test revealed that significantly bigger share of home-centred women (0,66 ± 0,47) lived in cities with less competitive environment than Moscow (0,80 ± 0,40). There was no statistically significant difference between the rest clusters.

Hypothesis 2. High level of population in the city is positively related to return after their maternity leave of home-centred employee.

Children age is another typical predictor for home-centred employee's long-lasting maternity leave and withdrawal from the market. Traditionally women refer to government or family full-time support with childcare facilities after their children reach 2 years old. Organizations try to suggest different forms of combining workand home-related commitments; they may call employees, show care during the leave, etc. **Table 5** summarizes descriptive statistic for the mentioned observations.

For measuring the effect of staying in touch with employees during their maternity leave, we asked if their employer kept contact with them during the maternity leave. The highest scores (3) gained positive answers about initiating communication with their employer. Employer could invite for corporate anniversary, holidays, contacted to ask work-related questions or invited to the office in order to arrange allowance payment. The medium score (2) gained all neutral answers. For example, when employee was the person who initiated the contact with employer or colleagues; or if company sent news by e-mail, but did not call personally. Here are examples of negative answers, scored as 1: employers did not get in touch with employees during their leave, or they called in order to initiate the dismissal. 0 scores gained responses, which shared that they had no employer to contact, as they resigned before the leave.

We also asked to evaluate their employer's involvement to their return. The highest scores (3) gained confirmations that employer initiated discussion about adapting the work schedule and provided the expected conditions. Medium scores (2) gained neutral answers that the discussion has occurred; however, employer was unable to meet up with the desired conditions, or if employees initiated the discussion. All negative answers were scored as 1. For example, when the position was reduced, or the company was not operating anymore, or when the return was negatively surprising for employers because of high staff turnover, etc.

ANOVA analysis confirmed statistically significant difference between all clusters in all three variables: children age, care of company and contact with a discussion of possible work conditions. S Dunnet post hoc test confirmed that home-centred women statistically differed from all the rest groups in our sample. They had the smallest mean age of the child. Employers significantly less contacted them with inclusion initiatives, than employers of work-centred women.

Hypothesis 3. Having children smaller than 2 years old is negatively related to home-centred employees' return to work after maternity leave.

Hypothesis 4. Employers' contact is positively related to employees' return after their maternity leave.


Hypothesis 5. Employers' care is positively related to employees' return after their maternity leave (**Table 6**).

#### **Table 6.**

*ANOVA results for children age, care and connection with employees.*


#### **Table 7.**

*Classification table.*


#### **Table 8.**

*Variables in the equation.*
