Mobiles Arbeiten
Mobiles Arbeiten bietet sowohl für Beschäftigte als auch für Unternehmen Vorteile einer größeren Flexibilität. Die Corona-Pandemie hat die Einstellungen gegenüber mobilem Arbeiten sowohl bei den Mitarbeitenden als auch bei den Führungskräften in eine neue Richtung gelenkt. Die Erfahrungen während Corona bewirkten, dass mittlerweile die Rahmenbedingungen und Fragen der Gestaltung hybrider Arbeitsformen in den Vordergrund rücken. Präsenzarbeit als auch mobiles Arbeiten sollen möglich sein, aber ebenso Lösungen, die mobile Arbeit und Freizeit - "workation" - verbinden.
Das Themendossier beleuchtet die Chancen und Herausforderungen mobilen Arbeitens für Beschäftigte und Unternehmen und zeigt Handlungsanforderungen auf.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers (2025)
Zitatform
Parry, Ashley (2025): The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers. In: Gender, work & organization, Jg. 32, H. 1, S. 15-36. DOI:10.1111/gwao.13130
Abstract
"There is an increased blurring of work and home life in contemporary society due to access to technology and the mass expansion of remote work during the COVID-19 pandemic. Flexible working arrangements like remote work can lead to men self-exploiting themselves in the workplace and women self-exploiting themselves in the domestic sphere in the context of a work-centric society that is reliant upon passion at work and traditional gender norms. This study extends Chung's ideas on gendered patterns in the flexibility paradox by examining spatial-temporal dimensions of COVID-19 remote work adaptation among an extreme sample: dual-earner parents with young children. Semi-structured interviews were conducted on Zoom with 20 mothers and 17 fathers working from home in the U.S. with children ages 5 and under between the summer of 2020 and the spring of 2021. Findings indicate that fathers' work is prioritized in spatio-temporal terms whereas mothers' work is fragmented and dispersed. Gendered patterns in the flexibility paradox and labor shouldered by mothers as primary caregivers are considered as potential theoretical explanations for the privileging of fathers' workspace and work time." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Organisational inhibition and promotion of flexible working in digitalised work environments (2024)
Zitatform
Abendroth, Anja-Kristin & Mareike Reimann (2024): Organisational inhibition and promotion of flexible working in digitalised work environments. In: New Technology, Work and Employment, Jg. 39, H. 1, S. 39-62. DOI:10.1111/ntwe.12275
Abstract
"Work-related use of digital information and communication technology (ICT) is not restricted to specific working sites and times. For employees, this can involve opportunities for flexible working, that is, having control over when and where to work. Applying an organisational comparative perspective, we examined whether adherence to the ideal worker norm inhibits and adherence to family-friendliness promotes flexible working as a consequence of ICT use. Linked employer–employee survey data from large German work organisations revealed that employees worked more flexibly in time and place due to work-related ICT use when supervisory work-life support was common. Mixed evidence is provided for the prevalence of ideal worker norm expectations. We conclude that work-life support in the organisation is a required complementary practice of flexible working for employees, promoting its dissemination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from home arrangements and organizational performance in Italian SMEs: evidence from the COVID-19 pandemic (2024)
Zitatform
Abrardi, Laura, Elena Grinza, Alessandro Manello & Flavio Porta (2024): Work from home arrangements and organizational performance in Italian SMEs: evidence from the COVID-19 pandemic. In: Empirical economics, Jg. 67, H. 6, S. 2821-2863. DOI:10.1007/s00181-024-02621-z
Abstract
"We use survey data on Italian small- and medium-sized enterprises collected during the COVID-19 pandemic to explore the relationship between the adoption of work from home (WFH) practices and organizational performance. In so doing, we investigate several dimensions of organizational performance, including measures of labor productivity and workers’ concentration and motivation, the level of absenteeism, the organization of work through management by objectives (MBO), and the presence of coordination and communication costs. We obtain several results. First, we find a significantly enhanced capability of firms that adopted WFH during the pandemic to sustain the overall organizational performance, particularly when such a work practice is used intensively. Less deteriorated labor productivity and workers’ concentration and motivation, decreased absenteeism, and a substantial rise in the adoption of MBO practices seem to be important aspects behind the detected benefits related to WFH. Third, when WFH is used at medium levels of intensity, it is associated with augmented coordination and communication costs, which nonetheless do not appear to overcome the benefits associated with WFH." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Blurred lines. Gendered implications of digitally extended availability and work demands on work-family conflict for parents working from home (2024)
Zitatform
Adams, Ayhan & Antje Schwarz (2024): Blurred lines. Gendered implications of digitally extended availability and work demands on work-family conflict for parents working from home. In: Community, work & family, Jg. 27, H. 5, S. 673-697. DOI:10.1080/13668803.2024.2415374
Abstract
"This study examines the impact of digitally extended availability in work-from-home arrangements on work-family conflict under the intensity of work demands for parents. The advent of digital communication technologies has facilitated a shift towards a more blurred distinction between work and private life, which is often enabled by the option of working from home. Digitally extended availability, as a condition of being available for work-related requests and answering messages during non-working hours, represents a specific aspect of boundary blurring. Theoretically, it builds on the work/family border theory, which is expanded by the perspective of the flexibility paradox. This approach assumes that flexible working arrangements in contexts of work-centred always-on cultures can potentially exacerbate the reconciliation of work and private life. The results of moderated mediation models on two waves of the German Family Panel (pairfam) indicate that working from home is associated with increased work-family conflict. This association is mediated by a higher degree of digitally extended availability for work communication. Furthermore, higher work demands serve to reinforce this mediation for fathers, but not for mothers. These findings lend support to the flexibility paradox perspective and underscore gender-specific differences in the conflict-enhancement of digitally extended availability in demanding work-from-home arrangements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment strategies in response to the first Covid lockdown: A typology of French workplaces (2024)
Zitatform
Askenazy, Philippe, Clément Brébion, Pierre Courtioux, Christine Erhel & Malo Mofakhami (2024): Employment strategies in response to the first Covid lockdown: A typology of French workplaces. In: Industrial Relations. DOI:10.1111/irel.12362
Abstract
"This research connects the literature on crisis management and on firm flexibility to investigate human resource (HR) strategies in response to unexpected crises such as the Covid-19 pandemic. Leveraging data from French workplaces we identify five main types of strategies implemented during the first lockdown, which go beyond the massive use of teleworking or the use of short-time work. The analysis demonstrates that a combination of preexisting HR practices (teleworking agreements, wage levels, risk exposure, and health and safety committees) and public policies (short-time programs, legislation on short-time contracts, and temps) influences which of these five strategies firms adopt." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The efficiency scope of work from home: A multidimensional approach and the significance of real estate (2024)
Bachtal, Yassien Nico;Zitatform
Bachtal, Yassien Nico (2024): The efficiency scope of work from home: A multidimensional approach and the significance of real estate. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 144916), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 176 S.
Abstract
"Die Arbeitswelten und insbesondere die physische Organisation der Arbeit befinden sich in einem tiefgreifenden Transformationsprozess. Ursächlich für diesen Transformationsprozess sind technologische Innovationen, organisatorische Veränderungen und die zunehmende Pluralisierung der Anforderungen von Arbeitnehmenden. Auch wenn dieser Transformationsprozess der physischen Organisation der Arbeit schon vor einigen Jahren eingesetzt hat, hat die COVID-19 Pandemie die Transformationsgeschwindigkeit signifikant erhöht. Work from Home, als eine Maßnahme zur Eindämmung der COVID-19 Pandemie, ermöglichte es Büroarbeitenden weltweit Erfahrungen mit der Arbeit zu Hause zu sammeln. Work from Home beschreibt dabei das regelmäßige Arbeiten von zu Hause, das durch die Nutzung von Informations- und Kommunikationstechnologien ermöglicht wird. Arbeitnehmende haben dadurch den direkten Vergleich zwischen dem Arbeiten im Büro und dem Work from Home und wägen ihren Arbeitsort in Abhängigkeit der Arbeitstätigkeiten zielgerichteter ab. Die flächendeckende Einführung von Work from Home beeinflusst das Leben und Arbeiten auf mehreren Ebenen. Auf individueller Ebene stellt sich die Frage, welche Arbeitnehmenden grundsätzlich für das Work from Home geeignet sind. Auf der Ebene der Arbeitsumwelt fehlt es an Erkenntnissen, inwiefern Work from Home einen Einfluss auf die digitale Ausstattung von Wohnimmobilien hat. Weiterhin bleibt offen, wie sich das Zusammenspiel aus den Arbeitnehmenden (person) und der Arbeitsumwelt (environment) im Work from Home auf den individuellen Arbeitserfolg (fit) auswirkt. Diesen Forschungsfragen geht die vorliegende Dissertation mithilfe von insgesamt fünf Forschungsartikeln nach. Der erste Artikel ordnet Work from Home in eine hybride Arbeitswelt ein und nutzt dazu einen internationalen Vergleich zwischen den Vereinigten Staaten und Deutschland. Hybrides Arbeiten definiert sich über die Verteilung der Arbeitszeit auf das Büro, das Work from Home und dritte Arbeitsorte und beschreibt eine Kombination dieser Arbeitsorte. Der Artikel zeigt, dass WFH in einer hybriden Arbeitswelt für viele Arbeitnehmende einen hohen Stellenwert einnimmt. Während die Arbeitszeit im Büro mit rund einem Drittel in beiden Ländern nahezu identisch ist, zeigt sich, dass vor allem dritte Arbeitsorte (z. B. Coworking Spaces) für Arbeitnehmende in den Vereinigten Staaten einen höheren Stellenwert als in Deutschland einnehmen. Der Artikel zeigt, dass diese Divergenz vor allem kulturell begründet ist. In der Summe zeigt dieser Artikel, dass Arbeitnehmende dem WFH in einer hybriden Arbeitswelt international einen hohen Stellenwert einräumen. Der zweite Artikel greift den hohen Stellenwert des Work from Home in einer hybriden Arbeitswelt auf und untersucht in einer Vorstudie, welche Aspekte erfolgreiches Arbeiten zu Hause ermöglichen. Die Ergebnisse des Artikels zeigen, dass korrelative Zusammenhänge zwischen räumlichen, personenbezogenen und arbeitsbezogenen Merkmalen auf der einen Seite und der Zufriedenheit und Produktivität auf der anderen Seite existieren. Konsequenterweise ist erfolgreiches Arbeiten zu Hause nur durch positive Voraussetzungen aller drei Dimensionen möglich. Dieser Artikel gibt einen ersten Hinweis darauf, dass tatsächlich nur rund 25 % der Arbeitnehmenden, die die Möglichkeit haben von zu Hause zu arbeiten, dort auch erfolgreich sind. Im dritten Forschungsartikel werden die Ergebnisse aus der zweiten Studie aufgegriffen. So ist das Ziel, diese 25 % der erfolgreich von zu Hause arbeitenden Arbeitnehmenden, näher zu betrachten. Die Ergebnisse verdeutlichen, dass insbesondere berufserfahrenere Arbeitnehmende, die in gut ausgestatteten Wohnimmobilien leben und eine hohe Arbeitsautonomie haben im Work from Home erfolgreich arbeiten können. Weniger erfolgreich im Work from Home sind vor allem Berufseinsteiger, die häufig in Immobilien wohnen, die nicht für das Work from Home geeignet sind. Der vierte Artikel widmet sich konkret der Frage, welchen Einfluss die immobilienwirtschaftlichen Merkmale auf die Zufriedenheit und die Produktivität im Work from Home haben. Des Weiteren wird die relative Bedeutung der immobilienwirtschaftlichen Merkmale im Verhältnis zu arbeitsbezogenen und sozial-psychologischen Merkmalen gesetzt. Es zeigt sich, dass die immobilienwirtschaftlichen Merkmale im Work from Home einen hohen Einfluss auf die Zufriedenheit und die Produktivität haben. Im Vergleich zu arbeitsbezogenen und sozial-psychologischen Merkmalen haben die immobilienwirtschaftlichen Merkmale sogar die größte Bedeutung. Der fünfte Forschungsartikel untersucht, welche Aspekte die Kaufabsicht von Smart Homes beeinflussen und welche Rolle die gestiegene Technikaffinität, ausgelöst durch die COVID-19 Pandemie und insbesondere durch Work from Home, einnimmt. Die Kaufabsicht von Smart Homes wird vor allem durch das soziale Umfeld begünstigt. Die Ergebnisse machen aber auch deutlich, dass die gestiegene Technikaffinität die Einstellung gegenüber solchen Wohnimmobilien verbessert, was wiederum zu einer höheren Kaufabsicht führt. Mit diesen Erkenntnissen erweitert die vorliegende Dissertation die Forschung rund um das Thema Work from Home. Work from Home bietet sowohl für die Unternehmen als auch für die Gesellschaft Potentiale. Gleichzeitig zeigt die Dissertation auch Risiken, die mit dem Arbeiten von zu Hause verbunden sind. Nur durch die individuelle Betrachtung der Workforce einer Organisation und durch die Kombination des Büros, Work from Home und dritte Arbeitsorte lassen sich diese Potentiale realisieren. Die Dissertation bietet eine theoretisch-konzeptionelle Einordnung in den aktuellen Stand der Forschung und liefert mit den Ergebnissen Implikationen für die Praxis, um den Herausforderungen im Transformationsprozess der physischen Organisation der Arbeit gerecht zu werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Hybrides Arbeiten in Unternehmen: Wie HR Hybrid Work erfolgreich organisiert und weiterentwickelt (2024)
Bath, Johanna; Winkler, Katrin;Zitatform
Bath, Johanna & Katrin Winkler (Hrsg.) (2024): Hybrides Arbeiten in Unternehmen. Wie HR Hybrid Work erfolgreich organisiert und weiterentwickelt. (Haufe Fachbuch), Freiburg: Haufe-Lexware GmbH & Co. KG, 280 S.
Abstract
"Das Thema Hybrid Work hat unsere Arbeitswelt grundlegend verändert. Für Unternehmen ist es zunehmend essenziell, sich noch klarer im Wettbewerb zu positionieren. HR-Abteilungen sind gefordert, ihre Prozesse an Hybrid Work anzupassen und so zum Unternehmenserfolg beizutragen. Dieses Herausgeberwerk von Johanna Bath und Katrin Winkler beleuchtet, wie die Integration von Hybrid Work im Personalwesen erfolgreich umgesetzt wird. Sie zeigen, welche Veränderungen und Herausforderungen HR und Organisationen bewältigen müssen, wie sich ihre Rolle dadurch ändert und wie diese Entwicklungen alle Aspekte der Personalarbeit beeinflussen." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltstext -
Literaturhinweis
Working from home: Too much of a good thing? (2024)
Zitatform
Behrens, Kristian, Sergei Kichko & Jacques-François Thisse (2024): Working from home: Too much of a good thing? In: Regional Science and Urban Economics, Jg. 105. DOI:10.1016/j.regsciurbeco.2024.103990
Abstract
"We develop a general equilibrium model with skilled workers who can and unskilled workers who cannot work from home (WFH). Firms choose the amount of time they require workers in the office, whereas workers choose to either work on-site or hybrid, splitting working time between office and home. The endogenous work arrangements determine productivity, wages, and demand for residential and commercial real estate. We find that firms ‘outsource ’ workers to their homes to save on real estate costs, and in doing so push beyond the WFH share that maximizes skilled workers’ productivity. This effect is more pronounced if land-use regulations are strict, thus showing another channel through which the latter may reduce productivity. More efficient information and telecommunication technologies allow firms to shift office expenditures toward skilled workers who invest more in home working space. In a nutshell, WFH may well be the ‘new margin of offshoring’ for firms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Homeoffice im Sozialbereich am Beispiel der Caritas: Trotz deutlichen Ausbaus liegen noch Potenziale brach (Serie Arbeitskräftesicherung) (2024)
Zitatform
Bellmann, Lutz, Pascal Krimmer & Marcel Pietsch (2024): Homeoffice im Sozialbereich am Beispiel der Caritas: Trotz deutlichen Ausbaus liegen noch Potenziale brach (Serie Arbeitskräftesicherung). In: IAB-Forum H. 08.02.2024. DOI:10.48720/IAB.FOO.20240208.01
Abstract
"Mobiles Arbeiten hat seit der Pandemie in vielen Wirtschaftsbereichen stark zugenommen. Dies gilt, wie eine gemeinsame Studie der Caritas und des IAB zeigt, auch für das Sozial- und Gesundheitswesen. Zentrale pflegerische oder betreuende Tätigkeiten lassen sich zwar bislang nicht ins Homeoffice verlagern. Viele begleitende administrative Aufgaben könnten jedoch flexibel von zu Hause aus erledigt werden. Der Ausbau von Homeoffice-Angeboten für diese Tätigkeiten könnte dazu beitragen, die Attraktivität von Arbeitgebern im Sozialbereich zu verbessern." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Measuring remote working skills: Scale development and validation study (2024)
Zitatform
Benligiray, Serap, Abdullah Y. Güngör & İlkay Akbaş (2024): Measuring remote working skills: Scale development and validation study. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0299074
Abstract
"Remote work, one of the most significant working arrangements of today, requires certain employee skills. Although there are some hints, there is not much information in the literature on this subject. This study aims to identify the skills required for productive remote working activities and to develop a scale for measuring these skills. For this purpose, a thorough review of the literature, consultation with experts, and analysis of data obtained from four samples with remote working experience were all conducted. Within this context, item generation and content validation, initial factor structure analysis, and factor structure confirmation and construct validity examination were performed. Consequently, the Remote Working Skills Scale was developed, which has 36 items and five dimensions (cybersecurity, problem-solving, time management, verbal communication, and written communication)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Optimal Degree of Remote Work (2024)
Bertram, Justus; Schöndube, Jens Robert; Ruhnke, Carsten S.;Zitatform
Bertram, Justus, Carsten S. Ruhnke & Jens Robert Schöndube (2024): Optimal Degree of Remote Work. (Hannover economic papers / Universität Hannover, Wirtschaftswissenschaftliche Fakultät dp-718), Hannover, 35 S.
Abstract
"As a new work style remote work has become an increasingly important factor for firms and their employees. Employees potentially benefit from a higher flexibility when working remotely. Firms can make use of this non-financial benefit to increase their attractiveness on the job market and to substitute financial wage payments to the employees. However, working remotely offers chances for the employees to engage in unproductive activities at the cost of productive working time. Hence, firms need to trade off the benefits against the costs in order to decide which degree of remote work is optimal. We use an agency model to examine the optimal degree of remote work and its interaction with the optimal incentive rate. Higher uncertainty in the productive outcome or higher risk aversion of the employee leads to both a lower degree of remote work and a lower incentive rate, while the effect of the employee's productivity on the degree of remote work is ambiguous. If pay-performance sensitivity is sufficiently high, an increase in the employee's productivity leads to a decrease in the degree of remote work, whereas it is the other way around for a low pay-performance sensitivity. In addition, we find that the optimal degree of remote work increases in the employee's preferred degree of remote work. While in the first-best solution the optimal degree of remote work is always higher than the preferred degree, in the second-best solution it can be higher or lower." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional employment change and the geography of telework in Europe (2024)
Zitatform
Bisello, Martina, Matteo Sostero, Chiara Litardi, John Hurley & Enrique Fernández-Macías (2024): Regional employment change and the geography of telework in Europe. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 63 S. DOI:10.2806/815188
Abstract
"The fast and steady recovery in employment following the COVID-19 pandemic in the EU benefited from proactive policy responses to the crisis and from resilient labor markets. Almost 90% of regions across the EU had exceeded their pre-pandemic employment levels by 2022; however, significant regional disparities remain. EU regions fared differently, depending on their economic specialization and notably on the concentration of jobs in knowledge-intensive services that can be performed remotely. The geography of telework across EU regions was primarily shaped by differences in occupational structure, and fast internet connectivity remains an essential enabling factor. Recent initiatives to support remote work in rural, peripheral or marginalized areas through the creation of coworking spaces show how dynamism and diversity in rural economies can be promoted." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from Home and Disability Employment (2024)
Zitatform
Bloom, Nicholas, Gordon B. Dahl & Dan-Olof Rooth (2024): Work from Home and Disability Employment. (NBER working paper / National Bureau of Economic Research 32943), Cambridge, Mass, 34 S.
Abstract
"There has been a dramatic rise in disability employment in the US since the pandemic, a pattern mirrored in other countries as well. A similar increase is not found for any other major gender, race, age or education demographic. At the same time, work from home has risen four-fold. This paper asks whether the two are causally related. Analyzing CPS and ACS microdata, we find the increase in disability employment is concentrated in occupations with high levels of working from home. Controlling for compositional changes and labor market tightness, we estimate that a 1 percentage point increase in work from home increases full-time employment by 1.1% for individuals with a physical disability. A back of the envelope calculation reveals that the post pandemic increase in working from home explains 80% of the rise in full-time employment. Wage data suggests that WFH increased the supply of workers with a disability, likely by reducing commuting costs and enabling better control of working conditions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit (2024)
Boehm, Stephan A.; Schertler, Magdalena; Glumann, Nicola V.;Zitatform
Boehm, Stephan A., Magdalena Schertler & Nicola V. Glumann (2024): Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit. In: Personal quarterly, Jg. 76, H. 1, S. 10-17.
Abstract
"Effektives Management von Diversität hat in den letzten Jahrzehnten zunehmend an Bedeutung gewonnen. Verschiedene Entwicklungen wie die zunehmende Migration, die steigende Erwerbsteilnahme von Frauen, sowie der demografische Wandel führen dazu, dass Teams immer diverser werden. Vor dem Hintergrund einer zunehmend älter werdenden Belegschaft gewinnt auch das Thema Behinderungsdiversität ständig an Relevanz. (Boehm/Dwertmann 2015) Diversität am Arbeitsplatz ist aus unterschiedlichen Gründen zu begrüßen, sei es aus moralischer Perspektive und dem Ruf nach mehr Gerechtigkeit oder aus wirtschaftlicher Perspektive, da ein breiterer Talentpool Wettbewerbs- und Innovationsvorteile verspricht. Tatsächlich haben Studien gezeigt, dass diversere Teams das Potenzial für eine höhere Kreativität und Leistung haben und besser komplexe Probleme lösen können.(homan et al., 2015; van Knippenberg et al., 2004) Gleichzeitig kann Diversität innerhalb eines Teams oder einer Organisation aber auch eine Quelle für Konflikte und Kommunikationsprobleme sein (Jackson et al., 2003; Nishii, 2013) In Wissenschaft und Praxis hat sich daher zunehmend die Erkenntnis durchgesetzt, dass Diversität eine notwendige, aber nicht hinreichende Bedingung für nachhaltigen Unternehmenserfolg ist. Tatsächlich scheint es erforderlich, Diversität nicht nur zu schaffen, sondern sie auch aktiv zu gestalten." (Textauszug, IAB-Doku, © Haufe-Lexware)
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Literaturhinweis
Does Working from Home Increase the Gender Wage Gap? Insights from an Italian Survey of Occupations (2024)
Zitatform
Bonacini, Luca, Giovanni Gallo & Sergio Scicchitano (2024): Does Working from Home Increase the Gender Wage Gap? Insights from an Italian Survey of Occupations. In: Feminist economics, Jg. 30, H. 2, S. 53-88. DOI:10.1080/13545701.2024.2326509
Abstract
"This article investigates to what extent the working from home (WFH) feasibility of occupations can influence the gender wag gap (GWG) at the mean and along the wage distribution. Based on Oaxaca–Blinder decompositions and unconditional quantile regressions, results show that the GWG is greater among women working in an occupation with a high level of WFH feasibility. We find evidence of both sticky floor and glass ceiling effects for employees with high WFH feasibility and only a sticky floor effect for the group with low WFH feasibility. The positive association revealed between the level of WFH feasibility and the GWG appears particularly strong among older and married women employees. These results underscore that the WFH feasibility may play an important role in exacerbating future gender gaps in wages, as WFH is expected to remain a normal practice beyond the COVID-19 pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Offshoring, Reshoring, and the Evolving Geography of Jobs: A Scoping Paper (2024)
Broecke, Stijn;Zitatform
Broecke, Stijn (2024): Offshoring, Reshoring, and the Evolving Geography of Jobs: A Scoping Paper. (OECD social, employment and migration working papers 308), Paris, 29 S. DOI:10.1787/adc9a9d5-en
Abstract
"While the second half of the 20th century was characterized by a growing integration of the global economy, in recent years there have been growing calls for protectionism and reshoring. At the same time, COVID-19 resulted in higher levels of remote working, which showed that many jobs could be done from anywhere and could, in theory, be offshored. The future of offshoring and reshoring is therefore highly uncertain. This document summarizes some of the key issues and trends with regards to offshoring and reshoring. It then sets out a research agenda which would result in a better understanding the future of offshoring and reshoring and their impact on domestic labor markets, which would help policy makers in OECD countries plan for the changes that lie ahead." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote Work and Work-Family Conflict during COVID-19: Individual and Crossover Effects among Dual-Earning Couples (2024)
Zitatform
Brumley, Krista M., Shirin Montazer, Laura Pineault, Katheryn Maguire & Boris Baltes (2024): Remote Work and Work-Family Conflict during COVID-19: Individual and Crossover Effects among Dual-Earning Couples. In: Socius, Jg. 10, S. 1-19. DOI:10.1177/23780231241295790
Abstract
"The study investigates the association of the extent of remote work with men’s and women’s behavioral work-family conflict and their partners’ behavioral work-family conflict. The authors examine if these effects vary by parental status. Analyses of survey data from 343 U.S. dual-earning couples collected during the coronavirus disease 2019 pandemic show that among couples with children, their extent of remote work is positively associated with both their own and their partners’ behavioral family-to-work conflict but is not associated with their own or their partners’ behavioral work-to-family conflict. For child-free couples, findings show that their extent of remote work does not affect their own work-family conflict (bidirectional). For child-free women only, behavioral work-to-family and family-to-work conflict increase as a function of their partners’ extent of remote work.The authors offer insights into potential policy for work organizations, including benefits that provide time or financial assistance to help employees manage family obligations that might interfere with work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from home and commuter travel in Germany – panel data analysis of long-term effects (2024)
Böhnen, Carina; Kuhnimhof, Tobias;Zitatform
Böhnen, Carina & Tobias Kuhnimhof (2024): Working from home and commuter travel in Germany – panel data analysis of long-term effects. In: Transportation Research Part A: Policy and Practice, Jg. 190. DOI:10.1016/j.tra.2024.104257
Abstract
"Working from home (WFH) is expected to be part of the ‘new normal’ in a post-pandemic future. WFH is often discussed as a contribution to climate protection, as WFH has the potential to reduce travel and emissions. However, there are also long-term rebound effects, which are under-investigated. These long-term effects are relevant for assessing the potential of new hybrid work concepts as a measure to improve sustainability. This paper aims to examine (1) the relationship between WFH, commuting distance and long-term effects by, (2a) the impact of WFH on the changes in commuting distance between 2011 and 2013, and (2b) the impact of commuting distance on the changes in WFH between 2011 and 2013. We used panel data from the ‘Families in Germany’ study (FiD) 2013 with changes to 2011. In this dataset, workers who WFH at least once per week had 29 % longer commuting distances than those who did not WFH. We found that the effects of WFH only show up years later when a change in commuting distance is pending, e.g., due to relocation. The change in commuting distances between 2011 and 2013 was 8.5 km higher for workers with constantly high WFH levels from 2011 to 2013 and a shift in commuting distance. Moreover, workers with a long commuting distance throughout the period tended to increase WFH between 2011 and 2013." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier Ltd.) ((en))
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Literaturhinweis
Remote working and experiential wellbeing: A latent lifestyle perspective using UK time use survey before and during COVID-19 (2024)
Zitatform
Chen, Jerry & Li Wan (2024): Remote working and experiential wellbeing: A latent lifestyle perspective using UK time use survey before and during COVID-19. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0305096
Abstract
"Mental health in the UK had deteriorated compared with pre-pandemic trends. Existing studies on heterogenous wellbeing changes associated COVID-19 tend to segment population based on isolated socio-economic and demographic indicators, notably gender, income and ethnicity, while a more holistic and contextual understanding of such heterogeneity among the workforce seems lacking. This study addresses this gap by 1) combining UK time use surveys collected before and during COVID-19, 2) identifying latent lifestyles within three working mode groups (commuter, homeworker and hybrid worker) using latent class model, and 3) quantifying nuanced experiential wellbeing (ExWB) changes across workers of distinct lifestyles. The direction and magnitude of ExWB changes were not uniform across activity types, time of day, and lifestyles. The direction of ExWB change during the daytime activities window varied in accordance with lifestyle classifications. Specifically, ExWB decreased for all homeworkers but increased significantly for certain hybrid workers. Magnitude of ExWB change correlated strongly with lifestyle. To understand the significant heterogeneity in ExWB outcomes, a spatial-temporal conceptualisation of working flexibility is developed to explicate the strong yet complex correlations between wellbeing and lifestyles. The implications to post-pandemic “back-to-work” policies are 1) continued expansion of hybrid working optionality, 2) provide wider support for lifestyle adaptation and transitions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment (2024)
Choudhury, Prithwiraj; Khanna, Tarun; Makridis, Christos A.; Schirmann, Kyle;Zitatform
Choudhury, Prithwiraj, Tarun Khanna, Christos A. Makridis & Kyle Schirmann (2024): Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment. In: The Review of Economics and Statistics, S. 1-24. DOI:10.1162/rest_a_01428
Abstract
"This paper reports causal evidence on how the extent of hybrid work—the number of days worked from home relative to days worked from office—affects employee attitudes and performance. Workers who spent around two days in the office each week on average self-reported greater work-life balance, more job satisfaction, and lower isolation from colleagues compared to workers who spent more or fewer days in the office. Employees in the intermediate hybrid condition received no different performance ratings compared to peers who spent more or fewer days in the office." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))