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
Is working from home changing the meaning of work? (2026)
Zitatform
Bähr, Sebastian, Bernad Batinic & Matthias Collischon (2026): Is working from home changing the meaning of work? In: PLoS ONE, Jg. 21, H. 1, 2025-12-22. DOI:10.1371/journal.pone.0340452
Abstract
"Especially since the COVID-19 pandemic, working from home (WFH) has become a common practice in the workplace. This raises the question of whether WFH changes the non-monetary benefits of work, such as job quality or social contacts. Thus, in this article, we investigate how working from home affects Jahoda’s latent functions of employment as well as job quality measures. To this end, we use panel data from the German Panel Study Labour Market and Social Security (PASS) and estimate the effects of changing work patterns on the aforementioned outcomes. Our findings reveal basically no effects of WFH on job quality measures and latent benefits. This, in contrast to anecdotal evidence, implies that WFH does not harm psychological well-being." (Author's abstract, IAB-Doku, © Sage) ((en))
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Literaturhinweis
Competing devotions in the postpandemic economy: the effect of remote working on perceptions of employees as “good workers” and “good parents” in Germany, South Korea, and the United States (2026)
Zitatform
Cha, Youngjoo, Lena Hipp & Soocheol Cho (2026): Competing devotions in the postpandemic economy: the effect of remote working on perceptions of employees as “good workers” and “good parents” in Germany, South Korea, and the United States. In: Social forces. DOI:10.1093/sf/soaf218
Abstract
"Before the pandemic, remote workers were often perceived as less committed than their in-office counterparts. Have these perceptions persisted in the postpandemic era of global remote work expansion? Does working remotely affect how people are viewed as parents and not just as workers? How do these relationships differ across cultural contexts with different work and parenting norms? We address these questions using original, preregistered survey experiments in three countries with distinct work cultures and gender norms: Germany, South Korea, and the United States. In all three countries, remote workers are perceived as less committed to work but as better parents. These effects, however, differ across countries in gender-specific ways: when working remotely, South Korean fathers face larger penalties in perceived work commitment than fathers in Germany, and South Korean mothers receive larger parental rewards than mothers in both Germany and the United States. These findings suggest that workers face competing pressures from work and family, and that remote work can produce distinctively gendered outcomes—drawing mothers into remote work while pushing fathers away from it. However, this pattern only occurs in cultural contexts where work and parenting norms are strongly gendered, such as South Korea." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Produktives Arbeiten von zu Hause: Interaktionen zwischen Gewissenhaftigkeit und Arbeitsumgebung (2026)
Zitatform
Heyen, Sabrina & Christian Spoden (2026): Produktives Arbeiten von zu Hause. Interaktionen zwischen Gewissenhaftigkeit und Arbeitsumgebung. In: Zeitschrift für Arbeits- und Organisationspsychologie, Jg. 70, H. 1, S. 4-17. DOI:10.1026/0932-4089/a000460
Abstract
"Zusammenfassung: Mit der zunehmenden Flexibilisierung des Arbeitsortes gewinnen die Auswirkungen der Arbeit von zu Hause auf das Verhalten von Mitarbeitende und die zugrunde liegenden Erklärungsmechanismen an Bedeutung. In diesem Beitrag wird untersucht, wie die Arbeitsumgebung mit dem Persönlichkeitsfaktor Gewissenhaftigkeit bei der Vorhersage von Produktivität, Cyberslacking und kontraproduktivem Arbeitsverhalten (CWB) bei der Arbeit von zu Hause aus im Vergleich zur Arbeit im Büro interagiert. Dazu nahm eine Stichprobe von N = 106 Arbeitnehmer_innen mit Homeoffice-Erfahrung an einer Online-Befragung zu ihrer häuslichen Arbeitsumgebung, ihrer Gewissenhaftigkeit und den abhängigen Variablen teil. Die Ergebnisse zeigen positive Korrelationen zwischen der Arbeitsumgebung im Homeoffice und der Produktivität sowie negative Korrelationen mit Cyberslacking und CWB. Darüber hinaus moderiert Gewissenhaftigkeit den Zusammenhang zwischen der Arbeitsumgebung und Cyberslacking sowie CWB: Je geringer die Gewissenhaftigkeit der Beschäftigten ausgeprägt ist, umso stärker ist der Zusammenhang zwischen Arbeitsbedingungen und negativem Arbeitsverhalten. Damit wird die Bedeutsamkeit der Konstellation aus Persönlichkeit und Arbeitsumgebung für das Arbeitsverhalten im Homeoffice hervorgehoben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Work from anywhere, but where? Understanding knowledge workers’ work location selection (2026)
Zitatform
Kuchenbauer, Maximilian & Almina Bešić (2026): Work from anywhere, but where? Understanding knowledge workers’ work location selection. In: German Journal of Human Resource Management, S. 1-31. DOI:10.1177/23970022251387667
Abstract
"In the wake of the COVID-19 pandemic, knowledge workers have transitioned from passive occupants of corporate spaces to active agents navigating diverse workspaces. As organizations attempt to recall employees to central offices, they encounter widespread reluctance, as the company premises now compete with other locations. This study examines how knowledge workers navigate the growing array of work location choices and the resulting mobilities. Through 25 semi-structured interviews with knowledge workers in Germany, Austria, and Switzerland who have flexible working arrangements, we explore the factors influencing employees’ location choices. Specifically, we examine the underlying drivers of location selection, work preferences, and the associated geographic mobility within the context of the ongoing remote work transformation. Our results show that employees experience flexibility as a daily negotiation shaped by personal preferences, resource constraints, and evolving definitions of “workplace.” From this, we develop a decision-making framework that maps how resource allocation shapes mobility patterns along a continuum—from micromobility through mesomobility to macromobility. Furthermore, we have conceptualized effective and ineffective organizational responses to shaping employee mobility. By bridging the gap between organizational policies and employee agency, this research advances the geographic mobility literature, offering actionable insights for firms grappling with hybrid work models. It encourages practitioners to reconsider “flexibility” as a strategic resource rather than a perk, suggesting that aligning spatial policies with employee-driven needs can mitigate attrition and support sustainable productivity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mismatch in Preferences for Working from Home: Evidence from Discrete Choice Experiments with Workers and Employers (2026)
Zitatform
Lewandowski, Piotr, Katarzyna Lipowska & Mateusz Smoter (2026): Mismatch in Preferences for Working from Home: Evidence from Discrete Choice Experiments with Workers and Employers. In: ILR review, Jg. 79, H. 1, S. 142-172. DOI:10.1177/00197939251355928
Abstract
"The authors study workers’ and employers’ preferences for remote work, distinguishing between hybrid and fully remote arrangements. Using discrete choice experiments with more than 10,000 workers and 1,500 employers in Poland, they find a shared preference for hybrid over fully remote work. However, workers’ estimated benefits from remote work fall significantly short of employers’ estimated costs, with average gaps equivalent to 5.2% of earnings for hybrid work and 24.6% for fully remote work. Only 25–35% ofemployers—those with positive views on remote work productivity and high-quality talent management—value remote work costs in line with workers’ valuations of benefits, particularly in non-routine cognitive occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Work-from-Home Wage Premium (2026)
Zitatform
Li, Huiyu, Julien Sauvagnat & Tom Schmitz (2026): The Work-from-Home Wage Premium. (CEPR discussion paper / Centre for Economic Policy Research 20996), London, 28 S.
Abstract
"Using administrative data from France, we document that within the same detailed occupation, industry, and commuting zone, workers who work from home earn on average 12% higher hourly wages than fully on-site workers. Approximately half of this wage premium is accounted for by observable worker characteristics (such as education, gender, and age) and firm characteristics (such as size and productivity). The remaining 6% wage premium largely reflects selection: workers who work from home after the COVID-19 pandemic already earned higher wages before the pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Digital Presence Behavior: Concept Presentation and First Explorative Analyses (2025)
Zitatform
Abendroth, Anja-Kristin, Yvonne Lott, Lena Hipp, Sandra Dummert & Tanja Carstensen (2025): Digital Presence Behavior. Concept Presentation and First Explorative Analyses. In: Schweizerische Zeitschrift für Soziologie, Jg. 51, H. 1, S. 43-60., 2024-11-13. DOI:10.26034/cm.sjs.2025.6175
Abstract
"Dank digitaler Technologien können Beschäftigte auch dann „präsent“ sein, wenn sie nicht vor Ort arbeiten. Der vorliegende Beitrag schlägt das Konzept des digitalen Präsenzverhaltens mit den theoretisch hergeleiteten Facetten digitale Verfügbarkeit, Sichtbarkeit, Vortäuschung, Multitasking und Teilhabe vor. Deskriptive Ergebnisse auf Basis von repräsentativen Daten von Beschäftigten im Homeoffice illustrieren die Ambivalenz und Ungleichheiten, die mit digitalen Technologien und ihrer Nutzung zur Herstellung von digitaler Präsenz verbunden sind." (Autorenreferat, IAB-Doku)
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Literaturhinweis
When Parents Work from Home (2025)
Zitatform
Achard, Pascal, Michèle Belot & Arnaud Chevalier (2025): When Parents Work from Home. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17957), Bonn, 70 S.
Abstract
"This paper estimates the causal effect of parental right to work from home (WfH) on children's educational attainment. Using administrative data from the Netherlands and variations in firm-specific WfH policies, which generate natural experiments, we find that children whose parents gain the right to WfH improve their scores on a high-stakes exam by 9% of a standard deviation. This results in a 4 percentage points upswing in qualifying for a general or academic track in secondary school. Additionally, using the labor force survey, we find that changes in WfH policies are associated with a 17 percentage points increase in WfH propensity, but no change in hours worked or income. These results highlight the large potential benefits of remote work in supporting families and their children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote Work, Well-Being, and Healthy Labor Force Participation Among Older Adults: A Scoping Review (2025)
Adegoke, Kola ; Kayode, Temitope ; Knapp, Kenneth A.; Gusmano, Michael ; Steger, Abigail M.; Singh, Mallika ;Zitatform
Adegoke, Kola, Temitope Kayode, Mallika Singh, Michael Gusmano, Kenneth A. Knapp & Abigail M. Steger (2025): Remote Work, Well-Being, and Healthy Labor Force Participation Among Older Adults: A Scoping Review. In: International journal of environmental research and public health, Jg. 22, H. 11. DOI:10.3390/ijerph22111719
Abstract
"Background: Aging populations make expanded workforce participation among older adults an economic and public health priority. The COVID-19 pandemic accelerated the growth of virtual work, providing new opportunities for healthy aging in the workplace through increased flexibility and less physical strain. However, digital exclusion, ergonomically challenging tasks, and social isolation can limit these opportunities for older populations. Objective: This scoping review aimed to synthesize interdisciplinary research on the relationship between remote work and labor force participation among adults aged 45 years and older, focusing on health-related outcomes, barriers, and facilitators. Methods: Following the JBI Manual for Evidence Synthesis and PRISMA-ScR guidelines, we conducted a comprehensive search across seven databases for peer-reviewed and gray literature published between 2000 and 2025. Of 2108 records screened, 33 studies met the inclusion criteria. Data were extracted using a standardized charting tool and analyzed thematically. Results: Most studies were published after 2020 and originated in North America (45%) and Europe (40%). Core barriers included digital exclusion, ageism, and adverse ergonomic environments. Facilitators involved flexible working hours, a supportive organizational environment, and digital skills. Health-related outcomes such as stress reduction and improved well-being were commonly reported. However, only 18% of studies assessed policy effects, and very few examined intersectionality (e.g., gender, socioeconomic status). Conclusions: Remote and flexible work options can improve the health and participation of older adults in the workforce, but technology, infrastructure, and social barriers remain. Age-inclusive policies, digital equity efforts, and inclusive workplace practices are necessary to maximize the benefits of remote arrangements for aging populations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from home after COVID-19: Evidence from job postings in 20 countries (2025)
Adrjan, Pawel ; Ciminelli, Gabriele ; Judes, Alexandre; Schwellnus, Cyrille ; Sinclair, Tara M. ; Koelle, Michael;Zitatform
Adrjan, Pawel, Gabriele Ciminelli, Alexandre Judes, Michael Koelle, Cyrille Schwellnus & Tara M. Sinclair (2025): Working from home after COVID-19: Evidence from job postings in 20 countries. In: Labour Economics, Jg. 96. DOI:10.1016/j.labeco.2025.102751
Abstract
"Remote work surged during the COVID-19 pandemic. To analyze its post-pandemic persistency, we construct an original dataset measuring remote and hybrid work (WFH) in 20 OECD countries and 55 occupations from January 2019 to December 2023, based on over 1 billion job postings from the global job site Indeed. The share of job postings advertising WFH more than quadrupled from about 2.5 % to around 11 % between January 2020 and January 2023 in the average country in our sample, continuing to grow even after pandemic-related restrictions were phased out. Exploiting changes in pandemic severity across countries and differences in the feasibility of remote work across occupations in a difference-in-differences design, we find that increases in pandemic severity substantially raised advertised WFH, but pandemic easing had no effect. We then use job search data to document persistently high interest in WFH from jobseekers and conclude that the post-pandemic persistency of WFH may partly be a response by employers to demand for flexibility from workers." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
The Global Persistence of Work from Home (2025)
Zitatform
Aksoy, Cevat, Jose Barrero, Nicholas Bloom, Steven Davis, Mathias Dolls & Pablo Zarate (2025): The Global Persistence of Work from Home. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,65), Chicago, 6 S. DOI:10.2139/ssrn.5253261
Abstract
"Work from home (WFH) surged worldwide during the COVID-19 pandemic, then partially receded as the pandemic subsided. Using our Global Survey of Working Arrangements (G-SWA) for 40 countries, we find that average WFH rates among college-educated employees stabilized after 2022. The average number of WFH days per week is steady at roughly one day per week globally from 2023 through early 2025. Cross-country variation persists: WFH is about twice as common in advanced English-speaking economies as in much of Asia. These results indicate that the pandemic-driven shift to remote work has persisted and reached a new equilibrium with implications for urban economies, workforce flexibility, and future research on labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Homeoffice: Zukunftsvision auf dem Weg zu mehr Gleichberechtigung? (2025)
Zitatform
Alipour, Jean-Victor, Marlene Müller & Nadine Verkühlen (2025): Homeoffice: Zukunftsvision auf dem Weg zu mehr Gleichberechtigung? In: Wirtschaftsdienst, Jg. 105, H. 1, S. 59-63. DOI:10.2478/wd-2025-0017
Abstract
"Der Hauptgrund für die chronisch niedrige Erwerbsbeteiligung von Frauen im Vergleich zu Männern ist die „Child Penalty“. Das Phänomen beschreibt die beruflichen Nachteile, die Frauen nach der Geburt des ersten Kindes erfahren, während Männer keine Einbußen verzeichnen. Wie beeinflusst Homeoffice diese Gender-Ungleichgewichte? Verringert die Arbeit von zu Hause die Unausgewogenheit in Bezug auf Haus- und Sorgearbeit, Erwerbsbeteiligung und Entlohnung? Während die Literatur starke Hinweise liefert, dass Homeoffice die Erwerbsbeteiligung von Frauen fördert und teilweise Lohnungleichheiten verringern kann, ist die Auswirkung in Bezug auf Haus- und Sorgearbeit bislang weitgehend unklar." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does Remote Work Reinforce Gender Gaps in (Un)Paid Labor? (2025)
Zitatform
Alipour, Jean-Victor (2025): Does Remote Work Reinforce Gender Gaps in (Un)Paid Labor? (CESifo working paper 12052), München, 42 S.
Abstract
"I study how the rise in working from home (WFH) affects the gender division of paid and unpaid labor (caregiving, domestic tasks). Identification uses differences in individuals' exposure to the Covid-induced WFH shock, measured by the WFH feasibility of their job in 2019. Using panel data from the German SOEP, I estimate 2SLS models that instrument realized WFH in 2022 with WFH feasibility. Results show that WFH reduces paid hours and increases domestic work and leisure (including sleep) among women. Men's time use remains largely unchanged, partly because WFH induces moves toward larger, more distant homes, offsetting commuting time savings. Within-couple analyses confirm that the Big Shift to WFH intensifies gender gaps in paid and unpaid work, particularly caregiving. I find that gender norms, bargaining power, and childcare demands interact with WFH in ways that reinforce the unequal division of labor." (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 (2025)
Zitatform
Askenazy, Philippe, Clément Brébion, Pierre Courtioux, Christine Erhel & Malo Mofakhami (2025): Employment strategies in response to the first Covid lockdown: A typology of French workplaces. In: Industrial Relations, Jg. 64, H. 2, S. 168-199. 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
Wirksamkeit von verpflichtenden Büroquoten in hybriden Arbeitsmodellen (2025)
Bath, Johanna; Brauchle, Simone;Zitatform
Bath, Johanna & Simone Brauchle (2025): Wirksamkeit von verpflichtenden Büroquoten in hybriden Arbeitsmodellen. In: Zeitschrift für Arbeitswissenschaft, Jg. 79, H. 2, S. 234-249. DOI:10.1007/s41449-025-00459-4
Abstract
"Hybride Arbeitsmodelle haben sich seit der Corona Pandemie als fester Bestandteil in Unternehmen etabliert. Doch ringen Unternehmen immer noch mit der Ausgestaltung dieser Modelle, insbesondere wenn es um das richtige Maß der örtlichen Flexibilität geht. Mittlerweile setzen beispielsweise zwei Drittel der DAX Unternehmen auf feste Obergrenzen für Homeoffice Tage und erhoffen sich davon positive Einflüsse auf die Kultur, die Zusammenarbeit und nicht zuletzt die Performance der Organisation. In der vorliegenden Arbeit, wurde durch eine repräsentative Mehrebenenstudie untersucht, ob sich diese gewünschten Effekte tatsächlich einstellen. Die vorliegende Studie kommt zu dem Schluss, dass eine fest vorgeschriebene Anzahl von Bürotagen zwar tatsächlich dazu führt, dass Mitarbeiterinnen und Mitarbeiter etwas mehr im Büro arbeiten, als in Unternehmen ohne solche Quoten, sich jedoch keine positiven Effekte durch besagte Quoten oder diese dadurch herbeigeführte Mehranwesenheit einstellen. Bei verschiedenen Ausprägungen beispielsweise der Bindung der Mitarbeiterinnen und Mitarbeiter lassen sich sogar negative Auswirkungen in den Unternehmen mit Quote feststellen. Praktische Relevanz: In vielen Unternehmen gibt es insbesondere bei der Neugestaltung von Betriebsvereinbarungen aber auch bei Führungswechseln in der Personalleitung oder der Geschäftsführung zu teils heftigen und kontroversen Diskussionen, um die Ausgestaltung der Regelungen zum mobilen Arbeiten. Hierbei werden argumentativ mit einer erhöhten Präsenz im Unternehmen viele Vorteile assoziiert. Diese positiven Zuschreibungen können in dieser Form in dieser Forschungsarbeit nicht nachgewiesen werden und Unternehmen sollten sich bei der Ausgestaltung ihrer hybriden Arbeitsmodelle daher nicht ausschließlich auf die Frage der „richtigen“ Anzahl der Bürotage konzentrieren, sondern alle bzw. die relevanten Stellhebel eines guten Arbeitsmodells ganzheitlicher betrachten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Individualism and working from home (2025)
Zitatform
Bietenbeck, Jan, Natalie Irmert & Therese Nilsson (2025): Individualism and working from home. In: Economic Inquiry. DOI:10.1111/ecin.70037
Abstract
"We show that culturally transmitted individualism is an important determinant of working from home (WFH). Using individual-level data from the U.S. Current Population Survey (CPS) and the European Social Survey (ESS), we compare immigrants and their descendants from different cultural backgrounds residing in the same location. A 10-point increase in country-of-origin individualism (0–100 scale) increases the likelihood of WFH by 3.9percentage points and WFH hours by 1.12 per week in the CPS, and frequent WFH by 2 percentage points in the ESS. Individualism appears to affect WFH partly through higher educational attainment and occupational selection." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from Home and Firm Productivity: The Role of ICT and Size (2025)
Zitatform
Boeri, Filippo, Riccardo Crescenzi & Davide Rigo (2025): Work from Home and Firm Productivity: The Role of ICT and Size. (CESifo working paper 12253), München, 77 S.
Abstract
"Using administrative firm-level data covering the universe of remote workers in Italy, and leveraging exogenous pre-pandemic variation in firm-specific access to fibre broadband as an instrument, this paper investigates the impact of post-pandemic adoption of work from home (WFH) on firm productivity. We find that WFH had a large negative impact on productivity during the pandemic. However, larger firms and those with prior ICT investments mitigated these losses. In the longer term, the impact of WFH is no longer significant. Yet, we find suggestive evidence that firms employing highly qualified workers experienced productivity gains." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic (2025)
Zitatform
Boll, Christina, Dana Müller, Christopher Osiander & Simone Schüller (2025): Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic. In: Social Politics, Jg. 32, H. 4, S. 780-806., 2024-10-05. DOI:10.1093/sp/jxae031
Abstract
"We investigate the dynamics of gendered parental childcare division across the coronavirus disease 2019 pandemic up until spring 2022. We employ unique data from a German (bi)monthly survey based on a random sample from administrative data (IAB-HOPP) and find dynamics toward a more equal division. Up to April 2021, drivers are couples with already care-involved fathers, while later on, couples with a strongly traditional division drive these changes. The latter shift emerges in parental constellations where fathers unilaterally gain working-from-home possibilities. Our results give moderate support for optimism but also point to an ambiguous role of working from home." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))
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Literaturhinweis
Die Wege zwischen Arbeits- und Wohnort sind seit der Covid-19-Pandemie deutlich länger geworden (2025)
Zitatform
Brixy, Udo & Anette Haas (2025): Die Wege zwischen Arbeits- und Wohnort sind seit der Covid-19-Pandemie deutlich länger geworden. In: IAB-Forum H. 13.06.2025 Nürnberg, 2025-06-17. DOI:10.48720/IAB.FOO.20250613.01
Abstract
"Während sich die durchschnittlichen Pendeldistanzen in den Jahren vor der Pandemie kaum veränderten, haben diese seit 2020 deutlich zugenommen. Dies hat auch damit zu tun, dass Homeoffice seither massiv an Bedeutung gewonnen hat. Allerdings trifft dies nicht für alle Beschäftigtengruppen in gleichem Umfang zu. So arbeiten insbesondere Frauen in Teilzeit vergleichsweise selten von zu Hause. Zugleich pendeln Männer im Schnitt nach wie vor über deutlich längere Distanzen als Frauen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Work-from-Home and Wage Convergence Across Cities: An Exploration (2025)
Brueckner, Jan K.; Agrawal, David R.;Zitatform
Brueckner, Jan K. & David R. Agrawal (2025): Work-from-Home and Wage Convergence Across Cities: An Exploration. (CESifo working paper 12150), München, 31 S.
Abstract
"This paper provides evidence on a WFH-related hypothesis that has not previously been tested empirically. The hypothesis is that the presence of fully remote workers, for whom residence and work locations are decoupled, should create a tendency toward wage convergence across cities within teleworkable occupations. The reason is that, since fully remote workers can work anywhere, local wages must match those available in other cities for employers to attract any of these workers. By combining occupational wage data with data on which occupations are teleworkable, the paper attempts to test the wage-convergence hypothesis. The results are mixed, but some evidence does emerge in favor of the hypothesis." (Author's abstract, IAB-Doku) ((en))