Managers' views on employees' parental leave
Problems and solutions within different institutional logics
Bibliographic Data
| ID | 2301189 |
|---|---|
| Authors | Tanja H Nordberg (OsloMet – Oslo Metropolitan University), Tanja Nordberg (0000-0001-7089-9443, corresponding author) |
| Year | 2019 |
| Volume | 62 |
| Issue | 1 |
| Pages | 81-95 |
| Publication date | 2019-02-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Acta Sociologica (JOURNAL) |
| Journal identifiers | ISSN: 0001-6993 • E-ISSN: 1502-3869 |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/0001699318759781 |
| OpenAlex | W2796181121 |
| Language | EN |
| Citations received | 3 |
| References cited | 27 |
An examination of managers' perspectives on employees' parental leave rights is presented, drawing on qualitative interviews with 34 managers in the Norwegian police and in the legal profession. The aim of the article is to explore how managers approach employees' parental leave within different institutional logics and how their approach relates to gendered norms of good parenthood. According to these norms, parental leave is used fully, but mothers take the main share of the leave. The findings show that the managers do not necessarily perceive parental leave as a problem. However, the practical solutions the managers propose to possible challenges give important clues about what parental leave entails within the frame of different institutional logics. The managers' concerns reveal that parental leave rights may clash with central values, goals and strategies in an organisation. Within the logics of the police and private law firms, work is more individualised and thus perceived as more challenging than in the public sector law offices. When the solution suggested by the managers is for individual employees to adapt their leave, gendered norms come forward. However, the analysis also shows that gendered parenthood norms play out differently with the different institutional logics. With these insights, the analysis shows how policy regulations and local workplace contexts interact in shaping the consequences of family policies for gender equality in wages and career progression
Business · Norwegian · Parental leave · Political science · Public relations · Sociology · Work (physics · Gender Diversity and Inequality · Gender Politics and Representation · Labor Movements and Unions
Perspective Article
The Oxford Handbook of Professional Service Firms
Scandinavian welfare states and gender (de) segregation
Female Labor Supply
Women in the Legal Profession
Institutional Trust
The Culture of Politics
Women's Opportunities under Different Family Policy Constellations
Kampen om familiepolitikken
Gendered or Gender-Neutral Care Politics for Fathers
The Institutional Logics Perspective
Using thematic analysis in psychology
Preferences, constraints or schemas of devotion? Exploring Norwegian mothers' withdrawals from high-commitment careers1
The Wage Penalty for Motherhood
Changing Institutional Logics and Executive Identities
Creating Gender Egalitarian Societies
Parental Leave--Possibility or Trap? Does Family Leave Length Effect Swedish Women's Labour Market Opportunities
From Motherhood Penalties to Husband Premia
A Welfare State Paradox
| Citations per year | 0.5 |
|---|---|
| Citation span | 2020 - 2024 (5) |
| Highly cited | No |