Abstract
Although the use of the father’s quota of parental leave has become a majority practice among Norwegian fathers, there is some variation between different groups of fathers. This article explores how male managers in the engineering industry and male brokers in the finance industry use the father’s quota. Based on the theoretical framework of institutional logics, the article uses two pairs of opposite concepts-‘available and unavailable’ and ‘replaceable and irreplaceable’ in a work context, to focus on how the use of the father’s quota is affected. Analyzing two different male-dominated organizations, the findings show how the use of the father’s quota depends on different institutional logics, which sets the framework for the practice and culture of the two organizations. The male managers in the engineering industry become unavailable and replaceable in their organizations, thus making it possible for the fathers to use the father’s quota and parental leave. In contrast to this, the institutional logic in the finance industry makes brokers available and irreplaceable in their organizations, thus making it difficult for them to use father’s quota or parental leave
Highlights
In the Nordic welfare states, where family policies are no longer based on the male provider model but are rather based on both parents being providers and caregivers, there may be a greater acceptance and use of parental leave than in other countries (Brandth and Kvande 2019a)
Based on an interview study of male managers in the engineering industry and male brokers in the finance industry, this article explores what experiences these fathers have had when it comes to the use of parental leave and the father’s quota
This informant took a total of six months of leave. His feeling that his career was stagnating may derive from the fact that he was absent from work for a relatively long period of time compared to the other fathers in the study
Summary
In the Nordic welfare states, where family policies are no longer based on the male provider model but are rather based on both parents being providers and caregivers, there may be a greater acceptance and use of parental leave than in other countries (Brandth and Kvande 2019a). Career fathers with elite education view their jobs as an investment in career development; for them, taking advantage of the father’s quota may have indirect and long-term consequences that can reduce career opportunities (Halrynjo and Lyng 2013) This may in turn explain the lower use of leave in this group. Sci. 2019, 8, 294 facilitated employee’s use of care rights She finds that different logics set the framework for managers’. Based on an interview study of male managers in the engineering industry and male brokers in the finance industry, this article explores what experiences these fathers have had when it comes to the use of parental leave and the father’s quota. The article will to answer the following research questions: How do the different institutional logics in organizations affect father’s use of parental leave?
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