Abstract:

This study aims to analyze the relative role of perceived social support in explaining employee well-being and performance in the case of people returning to work after parental leave, transition often characterized by increased work-family conflict and the need for effective organizational support. Data were collected by using a Google Forms questions in the period October-December 2025 from a sample of 1,199 employees returning from parental leave. Multiple regression analyses indicated that work-family conflict was negatively associated with well-being, whereas perceived social support emerged as a strong positive predictor. Social support demonstrated a substantially stronger association with well-being than work-family conflict. On the other hand, while social support was positively associated with job performance, work-family conflict did not significantly predict performance outcomes. Qualitative insights derived from participants’ responses further highlighted the importance of supportive supervisors, collegial relationships, and flexible work arrangements in facilitating the return-to-work process. The main idea of our study is that, although work-family conflict remains a relevant challenge, the presence of social support plays a more important role in sustaining employee functioning. These results emphasize the importance of fostering supportive organizational environments to ensure a sustainable and effective return to work after parental leave.