Mothers reentering their workplace are an important and large population of the global labour market, yet their return often has a high risk of turnover. They need to adjust being back to work while facing many challenges, one of them being perceived overqualification where returning mothers realise that many of their responsibilities have been reassigned to others. The intention of their manager to do so is often positive but it can be counterproductive as it leaves them with tasks that are below their skill level.
According to the Person-Environment Theory (P-E) fit theory, this discrepancy between skills and job demands may make them experience two very different reactions:
- Strain
- Carryover
Strain involves deviations from normal functioning that happens when an employee feels their skills and potential are undervalued. This can lead to negative outcomes such as decreased job satisfaction, higher turnover intentions, and poor mental health. Constratingly, carryover is an adaptive response where individuals transfer their excess abilities to tasks outside their formal job description, such as voluntarily supporting coworkers through proactive helping behaviors.
Hence, strain can be said to be a maladaptive pathway towards withdrawal whereas carryover serves as an active socialization behavior that enhances work-related self-efficacy and facilitates successful work adjustment. These two pathways are not mutually exclusive, but the negative effects of strain often outweigh the benefits of carryover unless high levels of social integration act as a lever to enable the proactive path.
Boenke et al. (2026) stated that for mothers who were reentering the workplace, the direction of their reaction depends strongly on their social environment.
Overqualification is consistently linked to lower job satisfaction and higher turnover intentions which often results in the permanent withdrawal of mothers from the workforce. However, if a mother returning to the workforce feels socially integrated, that is she feels accepted and well-connected to her colleagues then she is more likely to carry over her excess abilities into proactive helping behaviors. This involves voluntarily supporting coworkers which shows their competence, and directly enhances their work-related self-efficacy. These proactive behaviors and confidence could result in improved job satisfaction, which is a crucial indicator of work adjustment success and a primary predictor of long-term retention.
How can we prevent returning mothers from exiting the workforce due to a lack of support?
Organizations can benefit from adopting the IGLOO framework:
- Individual: Mothers utilize job crafting to modify tasks and create boundaries that align with their professional identity.
- Group & Leader: Coworkers and managers foster social integration and provide ongoing work adjustments.
- Organisational & Outside: Policies must bridge the gap between policy and practice by prioritizing mental health and reflecting cultural norms.
In conclusion, by going beyond a soft landing and promoting social integration, organizations can ensure that reentering talents thrive rather than just survive. This secures their skilled employees who are necessary for the success of organizations.
Food for thought: If returning mothers leave not because they lack capability, but because their capability isn’t recognised or used then are organisations really facing a talent shortage or is it a failure of recognition?
References
- Boenke, L., Debus, M. E., Spitzmueller, C., Pálffy, P., & Philipp, S. (2026). Back to work! perceived overqualification, proactive helping behaviors, and work adjustment among reentering mothers. Journal of Organizational Behavior. https://doi.org/10.1002/job.70092
- Nielsen, K., & Yarker, J. (2022). Employees’ experience of supervisor behaviour – a support or a hindrance on their return-to-work journey with a CMD? A qualitative study. Work & Stress, 37(4), 487–508. https://doi.org/10.1080/02678373.2022.2145622
- Nielsen, K., & Yarker, J. (2023). Thrivers, survivors or exiteers: A longitudinal, interpretative phenomenological analysis of the post‐return‐to‐work journeys for workers with common mental disorders. Applied Psychology, 73(1), 267–295. https://doi.org/10.1111/apps.12479
- Nielsen, K., Yarker, J., Munir, F., & Bültmann, U. (2018). IGLOO: An integrated framework for sustainable return to work in workers with common mental disorders. Work & Stress, 32(4), 400–417. https://doi.org/10.1080/02678373.2018.1438536