Drawing upon the Job Demands–Resources (JD-R) Model, the study examines the direct and mediated linkages between change fatigue (CF), mental health (MH) and intention to leave (ITL) in the context of “reboarding mothers” – mothers returning to work after maternity leave or a prolonged child-rearing absence. This study aims to further examine whether training comprehensiveness (TC) functions as a moderating resource in the relationships among CF, MH and ITL.
Using convenience and quota sampling methods, data from 313 reboarding mothers were collected and analysed by applying the partial least squares-structural equation modelling method to identify the linkages between the studied variables using SmartPLS-4 software.
The findings indicate that CF is positively related to ITL and negatively related to MH among reboarding mothers. MH was also found to be negatively associated with ITL. Further, analysis revealed that MH partially mediated the relationship between CF and ITL. In addition, training comprehensiveness moderated the indirect relationship, suggesting that mothers who perceived their reboarding training to be more comprehensive experienced weaker adverse effects of CF on MH and subsequent intentions to leave.
The findings highlight the importance of comprehensive reboarding training as a workplace resource that may support mothers’ workforce reintegration. The study offers practical insights for organisations seeking to strengthen reboarding initiatives by enhancing role clarity, workplace adaptation and employee support during the transition back to work.
The study extends the application of the JD-R model, wherein CF is related to job demand and training comprehensiveness as job resources. These linkages provide sensitisation about the transition challenges that reboarding mothers face; at the same time, the study offers mitigation strategies through comprehensive training. Such a model is significantly different from the existing JD-R model, which explains the transition of reboarding mothers.
