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Objective: This article explores how the Norwegian care regime impacts Polish migrant fathers' caring practices. Background: The present study illustrates the importance of context sensitive research when describing the consequences of migration from migratory-source countries in Eastern Europe. When a father's labor migration takes place in an institutional context with a care regime which includes earmarked parental leave rights for fathers, it can result in the father having more time with his children. Method: To gain insight into fathers' experiences, in-depth research interviews were carried out with Polish fathers of young children. The majority of the informants live in Norway with their children and partners. Results: A main strength of the present study is the illustration of context-sensitive research when describing the consequences of migration from migratory-source countries in Eastern Europe. Conclusion: The findings in this article show how earmarked leave provides opportunities for the migrant fathers to be accessible and responsible and to interact with their child. These caring practices result in fathers bonding with their children and learning how to care for them. In addition, the migrant fathers experience emotional gains.

Purpose
The purpose of this paper is to analyze the Norwegian parental leave policy for fathers, the father's quota, which has reached a mature age of 26 years, asking how gender equality has been affected in working life.


Design/methodology/approach
Based on interviews with 28 fathers who have used the father's quota, the paper analyzes the connection between leave design, its use and impacts by using the design elements of individualization, generosity and non-transferability.


Findings
Findings show that in granting fathers an individual, earmarked and non-transferable right, the welfare state has contributed to turning leave taking into a norm for modern fathering. The generosity in terms of length and full wage compensation strengthens it as a right in working life. Fathers being paid their full wages for staying at home taking care of their child emphasize the dual-carer norm. The analyses show that the collision between fatherhood and the ideal of the unencumbered employee has weakened in many types of organizations.


Originality/value
The paper addresses the request put forward by Lewis and Stumbitz (2017) and Moss and Deven (2015) where they state that there has been little research addressing how parental leave is implemented in working life.

Based on interviews with fathers who stay home alone on parental leave in Norway, this article explores how the masculine identities of employed fathers may be affected by caring. Research on changing masculinities has been concerned with the reworking of men's gender identities into caring ones, and this article aims to add empirical knowledge on ways that parental leave for fathers may contribute to undoing gender. Findings support a development toward "caring masculinities" in which values and practices of care are integrated into masculine identities without degradation in masculine status. Self-worth is measured against building care competence and being able to contribute love to their children rather than acquisition of status and resources. Findings also show that fathers tend to interpret caring within conventional masculine activities such as "hard work" and outdoor challenges.

Cet article porte sur ce que font les pères norvégiens en congé parental sans la présence de leur conjointe. La Norvège a instauré un quota de congés dédié aux pères, au sein d'un système de congés parentaux en place depuis 1993. Depuis cette date, ce quota a été étendu de quatre à dix semaines aujourd'hui. À partir d'entretiens auprès de pères qui ont utilisé ce congé lors de son instauration en 1993 et auprès d'autres pères l'ayant pris entre 2009 et 2011, les auteures analysent les changements opérés dans leurs pratiques. Alors que pour la première génération de pères « à la maison » , s'occuper de l'enfant excluait la prise en charge des tâches ménagères, les pères actuels intègrent celles-ci au travail de soin. Ils paraissent également développer des compétences relationnelles et des liens émotionnels plus forts avec leur enfant, ainsi qu'un sentiment de responsabilité de leur bien-être les faisant passer du rôle d'aidant de la mère à celui de « coparent ».

This article analyzes how two different policy measures affect gender equality in child care. In the 1990s, Norway introduced two care policies reflecting different ideas about gender and family life. The fathers' quota policy supports the dual-earner family model while the cash-for-care scheme is based on a family model, providing cash benefits irrespective of the parent's work activities. The father's quota is a gendered policy because six weeks of the parental leave period is reserved for the father. Cash-for-care is gender neutral, in which working parents can choose which of them is to stay at home. The analysis is based on interview data from two studies, one on parental leave and one on cash-for-care. We find that the special quota for fathers has had a positive effect on the participation of fathers in child care. The cash-for-care system does not, however, challenge the existing gender structure in child care.

This paper explores a translation process of Nordic workplace democracy by using an empirical case study of a Norwegian company setting up a subsidiary company in the US. The paper con- tributes to existing accounts of how ideas and practices in international companies are translated from one institutional context to another by focusing on the role of agency in translation processes. Drawing on advances in Scandinavian institutional theory, the findings show how employees from the source context acted as skilled translators in the new local context and helped to close the skills-gap between employees with and without experience of workplace democracy. In addition, the US managers had work experience from the company in Norway as well as from the US. The employees' and managers' complementary contextual knowledge represented important institutional bridging skills in the process of reproducing workplace democracy in the new local setting. However, during the translation process, some of the elements in the workplace democracy model were discussed and modified. This demonstrates how the organizations' approach can change over time, from a reproducing to a modifying mode.

This paper explores a translation process of Nordic workplace democracy by using an empirical case study of a Norwegian company setting up a subsidiary company in the US. The paper con- tributes to existing accounts of how ideas and practices in international companies are translated from one institutional context to another by focusing on the role of agency in translation processes. Drawing on advances in Scandinavian institutional theory, the findings show how employees from the source context acted as skilled translators in the new local context and helped to close the skills-gap between employees with and without experience of workplace democracy. In addition, the US managers had work experience from the company in Norway as well as from the US. The employees' and managers' complementary contextual knowledge represented important institutional bridging skills in the process of reproducing workplace democracy in the new local setting. However, during the translation process, some of the elements in the workplace democracy model were discussed and modified. This demonstrates how the organizations' approach can change over time, from a reproducing to a modifying mode.