Table 2. Exploratory factor analysis on...

Table 2.

Exploratory factor analysis on the 25 items from the work–family support policy part of the survey

Items	Factors
Items	1	2	3	4	5	6
Organization’s agreements with child care providers	0.78
On-site daycare	0.76
Timesaving services (ironing, laundry, group shopping, purchasing of local products and canteen takeaway meals) supplied either by the organization or by agreed providers	0.75
Private expressing/breastfeeding room (space at work offering privacy for an employee to breastfeed and providing refrigeration facilities)	0.69
Supplemental health insurance partially funded by the organization	0.65
Smart work (no clocking in/out machine, the possibility of flexible working hours and the possibility of working from places other than the corporate office, etc.)		0.88
Telecommuting (e.g., where an employee can work from home or outside of the central workplace using his/her own or the organization’s equipment)		0.74
Possibility of videoconferencing by using Web platforms (such as Skype and Join me)		0.68
Self-rostering and/or staggered start and finish times (picking your own start and finish times and/or days as long as you work an agreed number of hours)		0.62
Flextime for start and finish times with a core time reduced to a minimum		0.59
Forms of working hour’s flexibility available to pregnant employees (e.g. possibility to break up holidays and to get special leaves)			0.88
Particular attention to the handover process before and after the maternity leave period			0.73
Paternity support policies			0.65
Realignment of skills with relevant role at the end of the maternity leave period			0.64
Possibility to break up the maternity leave period in a customized way			0.59
Appointment of colleagues–tutors who will be responsible for keeping the mother informed on organizational issues				0.70
Involvement of employees during the maternity leave (invitation to meetings, reception of official communications, possibility to access work e-mail from home, etc.)				0.66
Establishment of company’s dedicated online forums				0.64
Specific training on the current regulations relating to maternity, health and safety measures to be taken during pregnancy				0.59
Provision of motivational and/or psychological support to the new parents				0.56
Special part-time arrangements in terms of distribution (“vertical” vs traditional part-time) and in terms of total working hours per week (18 h, 20 h, 30 h, etc.)					0.95
Opportunity to negotiate part-time work for fulltime employees					0.75
Flexible lunchtime					0.44
The employee and the organization jointly develop a plan for the employee’s return to work						0.80
Jointly identifying alternative organizational positions compatible with flexible working						0.74

Items	Factors
Items	1	2	3	4	5	6
Organization’s agreements with child care providers	0.78
On-site daycare	0.76
Timesaving services (ironing, laundry, group shopping, purchasing of local products and canteen takeaway meals) supplied either by the organization or by agreed providers	0.75
Private expressing/breastfeeding room (space at work offering privacy for an employee to breastfeed and providing refrigeration facilities)	0.69
Supplemental health insurance partially funded by the organization	0.65
Smart work (no clocking in/out machine, the possibility of flexible working hours and the possibility of working from places other than the corporate office, etc.)		0.88
Telecommuting (e.g., where an employee can work from home or outside of the central workplace using his/her own or the organization’s equipment)		0.74
Possibility of videoconferencing by using Web platforms (such as Skype and Join me)		0.68
Self-rostering and/or staggered start and finish times (picking your own start and finish times and/or days as long as you work an agreed number of hours)		0.62
Flextime for start and finish times with a core time reduced to a minimum		0.59
Forms of working hour’s flexibility available to pregnant employees (e.g. possibility to break up holidays and to get special leaves)			0.88
Particular attention to the handover process before and after the maternity leave period			0.73
Paternity support policies			0.65
Realignment of skills with relevant role at the end of the maternity leave period			0.64
Possibility to break up the maternity leave period in a customized way			0.59
Appointment of colleagues–tutors who will be responsible for keeping the mother informed on organizational issues				0.70
Involvement of employees during the maternity leave (invitation to meetings, reception of official communications, possibility to access work e-mail from home, etc.)				0.66
Establishment of company’s dedicated online forums				0.64
Specific training on the current regulations relating to maternity, health and safety measures to be taken during pregnancy				0.59
Provision of motivational and/or psychological support to the new parents				0.56
Special part-time arrangements in terms of distribution (“vertical” vs traditional part-time) and in terms of total working hours per week (18 h, 20 h, 30 h, etc.)					0.95
Opportunity to negotiate part-time work for fulltime employees					0.75
Flexible lunchtime					0.44
The employee and the organization jointly develop a plan for the employee’s return to work						0.80
Jointly identifying alternative organizational positions compatible with flexible working						0.74

Notes:

PAF extraction; promax rotation; Kaiser’s normalization; N = 243. Factors = 1 – organizational facilities; 2 – smart working; 3 – parenting and pregnancy policies; 4 – communication and psychological support; 5 – flexible time management; 6 – return to work management

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