Zitatform

Cowan, Benjamin (2024): Time use, college attainment, and the working-from-home revolution. In: Journal of Population Economics, Jg. 37. DOI:10.1007/s00148-024-01036-5

Abstract

"I demonstrate that the profound change in working from home (WFH) in the wake of the COVID-19 pandemic is concentrated among individuals with college degrees. Relative to 2015–2019, the number of minutes worked from home on “post-pandemic” (August 2021–December 2022) weekdays increased by 78 min for college graduates; for non-graduates, the increase was 22 min. The share of work done at home (for those who worked at all) increased by 22% for graduates and 7% for non-graduates. I examine how time-use patterns change for college graduates relative to non-graduates over the same period. Average minutes worked changed little for either group. Daily time spent traveling (e.g., commuting) fell by 21 min for college graduates and 6 min for non-graduates. College graduates experience a relative shift from eating out to eating at home, an increase in free time, and an increase in time spent with children, with the latter effect concentrated among fathers. Thus, while the gender gap in childcare among college graduates may be diminished by the WFH revolution, gaps in children's outcomes by parents' college attainment may be exacerbated by it." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Davis, Steven J. (2024): Extraordinary Labor Market Developments and the 2022-23 Disinflation. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17060), Bonn, 13 S.

Abstract

"Two extraordinary U.S. labor market developments facilitated the sharp disinflation in 2022-23 without raising the unemployment rate. First, pandemic-driven infection worries and social distancing intentions caused a sizable drag on labor force participation that began to reverse in the first quarter of 2022, and perhaps earlier. As the reversal unfolded, it raised labor supply and reduced wage growth. Second, the pandemic-instigated shift to work from home (WFH) raised the amenity value of employment in many jobs and for many workers. This development lowered wage-growth pressures along the transition path to a new equilibrium with pay packages that recognized higher remote work levels and their benefits to workers. Surveys of business executives imply that the shift to WFH lowered average wage growth by two percentage points from spring 2021 to spring 2023. A direct inspection finds that average real wage growth from 2021 Q1 to 2024 Q1 in the U.S. economy was at least 3.5 to 4.4 ppts below the path suggested by pre-pandemic experience. This large shortfall in real wage growth aligns well with the interpretation of the 2022-23 disinflation offered here." (Author's abstract, IAB-Doku) ((en))

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Davis, Morris A., Andra C. Ghent & Jesse Gregory (2024): The Work-From-Home Technology Boon and its Consequences. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3362-3401. DOI:10.1093/restud/rdad114

Abstract

"We study the impact of widespread adoption of work-from-home (WFH) technology using an equilibrium model where people choose where to live, how to allocate their time between working at home and at the office, and how much space to use in production. Motivated by cross-sectional evidence on WFH, we model WFH as a complement to work at the office. Simulations of the model indicate that the pandemic induced a large change to the relative productivity of WFH that substantially increased home prices and will permanently affect incomes, income inequality, and city structure." (Author's abstract, IAB-Doku) ((en))

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Davis, Steven J. (2024): The Big Shift in Working Arrangements: Eight Ways Unusual. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16932), Bonn, 25 S.

Abstract

"The COVID-19 pandemic instigated a big shift in working arrangements. I first describe the scale of this shift in the United States, drawing on the Survey of Working Arrangements and Attitudes and other sources. I then review differences, circa 2023, in work-from-home rates across industries, demographic groups, and countries. The big shift had surprisingly benign (or even positive) effects on productivity, which is one reason it has endured. Compared to other shocks that strike modern economies, the big shift is also unusual in other respects: It relaxes time budget constraints, improves flexibility in time use, enhances individual autonomy, relaxes locational constraints, drives a major re-sorting of workers to jobs and employers, and alters the structure of wages. The big shift also reduces wage-growth pressures during the transition to new working arrangements and life styles. The shift benefits workers, on average, even as it lowers non-labor costs and real product wages for firms." (Author's abstract, IAB-Doku) ((en))

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Dijcke, David Van, Florian Gunsilius & Austin L. Wright (2024): Return to Office and the Tenure Distribution. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2024,56), Chicago, 31 S. DOI:10.2139/ssrn.4820135

Abstract

"With the official end of the COVID-19 pandemic, debates about the return to office have taken center stage among companies and employees. Despite their ubiquity, the economic implications of return to office policies are not fully understood. Using 260 million resumes matched to company data, we analyze the causal effects of such policies on employees’ tenure and seniority levels at three of the largestUS tech companies: Microsoft, SpaceX, and Apple. Our estimation procedure is nonparametric and captures the full heterogeneity of tenure and seniority of employees in a distributional synthetic controls framework. We estimate a reduction in counterfactual tenure that increases for employees with longer tenure. Similarly, we document a leftward shift in the seniority distribution towards positions below the senior level. These shifts appear to be driven by employees leaving to larger firms that are direct competitors. Our results suggest that return to office policies can lead to an outflow of senior employees, posing a potential threat to the productivity, innovation, and competitiveness of the wider firm." (Author's abstract, IAB-Doku) ((en))

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Dittmar, Nele (2024): Tarifverträge zu mobiler Arbeit. Tarifpolitische Gestaltung einer digitalisierten Arbeitswelt? In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 33, H. 4, S. 141-161. DOI:10.1515/arbeit-2024-0012

Abstract

"Mobiles Arbeiten, unterstützt durch digitale Technologien, ist spätestens seit der Corona-Pandemie ein wichtiges Thema in Debatten und Praxis der Arbeitswelt. Mobile Arbeit birgt Chancen aus Beschäftigten- und Unternehmenssicht, ebenso wie Herausforderungen und potenzielle Belastungen. Vor dem Hintergrund der Herausforderungen, die die Gestaltung mobilen Arbeitens für betriebliche Akteure darstellt, beleuchtet dieser Beitrag, ob und wie mobiles Arbeiten in Deutschland in Tarifverträgen reguliert wird. Es zeigt sich, dass die Tarifparteien diese Facette der Digitalisierung der Arbeitswelt tarifpolitisch aufgreifen und gestalten – wenngleich einige Konfliktpunkte in Bezug aufmobiles Arbeiten den Betriebsparteien zur Lösung überlassen werden." (Autorenreferat, IAB-Doku)

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Drazic, Ivana & Carsten C. Schermuly (2024): Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype. In: German Journal of Human Resource Management, Jg. 38, H. 1, S. 59-89. DOI:10.1177/23970022231195061

Abstract

"With organizational practices such as working from home, agile project management, and shared leadership, the world of work is becoming increasingly dynamic and flexible. Simultaneously, the workforce in most industrialized nations is getting older. We hypothesized that both an explicit and implicit stereotype exists that associates modern work practices (MWP) more strongly with younger workers than with older workers (i.e. modern-work-is-young stereotype). With a focus on other-stereotyping, we surveyed participants who identified as younger or middle-aged workers (N = 186). Based on the contact hypothesis, we assumed that contact to older coworkers and contact with MWP are negatively related to both explicit and implicit endorsement of the modern-work-is-young stereotype. Furthermore, we examined differences in résumé evaluations for a job involving MWP, presenting an older and a younger hypothetical applicant. The results indicate the existence of a moderate explicit as well as implicit modern-work-is-young stereotype. The proposed contact hypothesis held true for the explicit but not for the implicit modern-work-is-young stereotype. Lastly, the younger applicant received significantly more positive evaluations than the older applicant, and only the explicit modern-work-is-young stereotype predicted the extent of age discrimination. The results suggest that the explicit modern-work-is-young stereotype can harm older employees and hamper intergenerational collaboration. These findings are especially important in times of demographic change, when workforces are becoming increasingly age-heterogeneous and retaining older workers seems more important than ever." (Author's abstract, IAB-Doku) ((en))

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Dummert, Sandra, Anja-Kristin Abendroth-Sohl, Lena Hipp & Yvonne Lott (2024): Nach Dienstschluss erreichbar und digital sichtbar: Wie Männer und Frauen im Homeoffice arbeiten. In: IAB-Forum H. 28.05.2024, 2024-05-17. DOI:10.48720/IAB.FOO.20240528.01

Abstract

"Die Arbeit im Homeoffice und die Nutzung digitaler Technologien hat seit der Covid-19-Pandemie deutlich zugenommen. Diese veränderten Arbeitsbedingungen bedeuten auch Änderungen in der Arbeitsweise der Beschäftigten. Dabei zeigen sich verschiedene Facetten des digitalen Präsenzverhaltens, die bei Frauen und Männern, aber auch in Abhängigkeit vom Homeoffice-Anteil unterschiedlich verbreitet sind." (Autorenreferat, IAB-Doku)

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Dutcher, E. Glenn & Krista J. Saral (2024): Revenue-Sharing Teams with Remote Workers. (NBER working paper / National Bureau of Economic Research 33321), Cambridge, Mass, 24 S. DOI:10.3386/w33321

Abstract

"Remote work policies remain controversial because of the perceived opportunity for increased shirking outside of the traditional office; a problem that is potentially exacerbated if employees work in a revenue-sharing team environment. Using a controlled experiment, where individuals are randomized to different work locations (remote or an office-like setting), we examine how remote work impacts effort choices under individual pay schemes and in revenue sharing teams. Treatments vary the number of remote workers on a team. Our results suggest that work location alone does not lead to productivity differences. However, the location of partners does impact an individual’s effort levels inrevenue-sharing teams. Non-remote workers reduce effort as the number of remote partners increases, and remote workers increase effort as the number of remote workers increases. These results are driven predominantly by those who are relatively less productive as individuals. Post-experiment incentivized survey evidence points to expectations of partner productivity as a contributing factor." (Author's abstract, IAB-Doku) ((en))

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Elsamani, Yousif & Yuya Kajikawa (2024): How teleworking adoption is changing the labor market and workforce dynamics? In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0299051

Abstract

"This article investigates how teleworking adoption influenced the labor market and workforce dynamic using bibliometric methods to overview 86 years of teleworking research [1936 –2022]. By grouping the retrieved articles available on the Web ofScience (WOS) core collection database, we revealed a holistic and topical view of teleworking literature using clustering and visualization techniques. Our results reflect the situation where the adoption of teleworking in the last three years was accelerated by the pandemic and facilitated by innovation in remote work technologies. We discussed the factors influencing one’s decision to join the workforce or a specific company, besides the unintended consequences of the rapid adoption of teleworking. The study can aid organizations in developing adequate teleworking arrangements, enhancing employee outcomes, and improving retention rates. Furthermore, it can help policymakers design more effective policies to support employees, improve labor force participation rates, and improve societal well-being." (Author's abstract, IAB-Doku) ((en))

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Engler, Jan Felix & Armin Mertens (2024): Methodenbericht: Remote. (IW-Gutachten), Köln, 7 S.

Abstract

"Forciert durch den Beginn der Corona-Pandemie Anfang 2020 hat sich das Angebot von Homeoffice in der Arbeitswelt fest etabliert – knapp ein Viertel der Beschäftigten arbeitet zumindest teilweise aus dem Homeoffice (siehe Aksoy et al. 2023; Alipour 2023; Statistisches Bundesamt 2024). Um nicht nur im Aggregat, sondern auch auf Ebene einzelner Berufe und auf kleinräumiger geographischer Ebene Aussagen über Homeoffice-Angebote in Deutschland machen zu können, bietet sich die Erfassung von Homeoffice-Angeboten in Online-Stellenanzeigen an. Hierbei ist darauf zu achten, dass Homeoffice in Stellengesuchen häufig synonym mit weiteren Begriffen wie Telearbeit, mobilem Arbeiten oder Remote Work verwendet wird. Auch wenn es zwischen den verschiedenen Begriffen für das Arbeiten von zu Hause Unterschiede in der gesetzlichen Ausgestaltung gibt, sind diese Unterschiede Beschäftigten meist nicht bewusst (siehe Flüter-Hoffmann und Stettes 2022). Deshalb werden die Begriffe nachfolgend ebenfalls synonym verwendet." (Autorenreferat, IAB-Doku)

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Fan, Wen & Phyllis Moen (2024): The Shifting Stress of Working Parents: An Examination of Dual Pandemic Disruptions—Remote Work and Remote Schooling. In: Social Sciences, Jg. 13, H. 1. DOI:10.3390/socsci13010036

Abstract

"Working remotely at least some of the time has long been seen as promoting a better integration of work and care obligations, even though prepandemic research is mixed as to the extent to which parents benefit emotionally from remote work. We exploit dual social experiments in schooling and work spawned by the COVID-19 pandemic to understand any stress-reducing effects of working from home under different school-closing state policy contexts. The pandemic led to an unprecedented shift to (and subsequent away from) remote and hybrid work but also to the implementation of various containment policies, most notably school closures driving a shift to remote learning that were put into effect to different degrees across U.S. states. Drawing on parents’ data from a U.S. nationally representative panel survey of workers who spent at least some time working from home since the pandemic onset, we use mixed-effects models to examine whether and in what ways cross-state and over-time variations in school closure policies shape any stress-reducing impacts of remote/hybrid work. Results show that when schools were not mandated to close, remote/hybrid work largely reduces parents’—especially mothers’—stress. However, an opposite pattern emerges in the face of closing mandates. These patterns are especially pronounced among white mothers and are not observed among nonparents." (Author's abstract, IAB-Doku) ((en))

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Fenizia, Alessandra & Tom Kirchmaier (2024): Not incentivized yet efficient: Working from home in the public sector. (CEP discussion paper / Centre for Economic Performance 2036), London, 44 S.

Abstract

"This paper studies whether working from home (WFH) affects workers’ performance in public sector jobs. Studying public sector initiatives allows us to establish baseline estimates on the impact of WFH net of incentives. Exploiting novel administrative data and plausibly exogenous variation in work location, we find that WFH increases productivity by 12%. These productivity gains are primarily driven by reduced distractions. They are not explained by differences in quality, shift length, or task allocation. The productivity gains more than double when tasks are assigned by the supervisor." (Author's abstract, IAB-Doku) ((en))

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Fraja, Gianni de, Jesse Matheson, Paul Mizen, James Rockey, Shivani Taneja & Gregory Thwaites (2024): Remote Work and Compensation Inequality. (Sheffield economic research paper series / The University of Sheffield, Department of Economics 2024008), Sheffield, 35 S.

Abstract

"This paper examines how the rise of working-from-home (WFH) affects compensation inequality. Using a novel survey, we find that the option to WFH is highly valued by workers (worth 8% of wages) but concentrated among higher earners, suggesting increased inequality. However, using a simple model where WFH and in-person workers are complements, we show that increased WFH leads to lower wages for WFH workers, potentially offsetting the benefits of WFH. Empirically, workers in WFH-capable occupations experienced 2–7% lower wagegrowth post-pandemic, consistent with the theory. Overall, we find no change in inequality but a substantial increase in compensation." (Author's abstract, IAB-Doku) ((en))

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Furnham, Adrian, Stephen Cuppello & David S. Semmelink (2024): Preferring to work from home. In: Current psychology, Jg. 43, H. 40, S. 31442-31449. DOI:10.1007/s12144-024-06358-x

Abstract

"What sort of people like to work from home (WFH)? In this study 1185 adults from different sectors and countries completed a work-related personality test (HPTI) and a self-esteem measure as well as indicating their preference for WFH. Correlations showed that those who were less Adjusted, Conscientious, and Risking Taking showed a preference for WFH. The regression suggested the strongest indicator was sex, degree status, and trait Conscientiousness. We split the sample by sex, age and education and reran the six regressions. Conscientiousness was consistently significant, though other personality factors were important for non-graduates. Explanations and implications of this finding are discussed. The limitations of a cross-sectional study using only self-report data is acknowledged." (Author's abstract, IAB-Doku) ((en))

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Garnitz, Johanna, Daria Schaller & Nicole Selleng (2024): Arbeitswelt im Wandel: Herausforderungen des Arbeitskräftemangels und die Dynamik des hybriden Arbeitens. In: Ifo-Schnelldienst, Jg. 77, H. 1, S. 49-54.

Abstract

"Die aktuelle Sonderumfrage der ifo-HR-Befragung beleuchtet die aktuellen Herausforderungen im Arbeitsumfeld, insbesondere die Themen Arbeitskräftemangel und Homeoffice, um ein umfassendes Verständnis der gegenwärtigen Arbeitsbedingungen zu erhalten. Die häufigste von Unternehmen angegebene Maßnahme gegen den Arbeitskräftemangel ist die Lohnerhöhung (78%), gefolgt von nicht-monetären Benefits für die Beschäftigten (74 %) und flexiblen Arbeitszeiten sowie Homeoffice-Möglichkeiten (71 %). 72% der befragten Unternehmen bieten Homeoffice an (bei der Hälfte dieser Unternehmen nur in einigen Bereichen). In den übrigen Unternehmen gibt es kein Homeoffice: 14 % bieten dies aufgrund der Berufsbilder nicht, weitere 14 % grundsätzlich nicht an." (Autorenreferat, IAB-Doku)

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Gathmann, Christina, Christian Kagerl, Laura Pohlan & Duncan Roth (2024): The pandemic push: Digital technologies and workforce adjustments. In: Labour Economics, 2024-04-05. DOI:10.1016/j.labeco.2024.102541

Abstract

"Using a novel firm survey matched to administrative employee records, we demonstrate that the COVID-19 pandemic was a push factor for the diffusion of digital technologies in Germany. Two out of three firms invested in digital technologies. Three quarters of those investing firms invested because of the pandemic, particularly in hardware and software to enable decentralized communication, management, and coordination. These investments also fostered additional firm-sponsored training, underscoring the complementarity between investments in digital technologies and training. We then show that the investments helped firms insure their workers against the economic downturn. Firms with additional digital investments retained more of their employees on regular working hours and relied less on short-time work. Low- and medium-skilled, as well as young workers, benefited the most from the insurance effect of digital investments." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Gibbs, Michael, Friederike Mengel & Christoph Siemroth (2024): Employee Innovation During Office Work, Work from Home and Hybrid Work. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2024,89), Chicago, 26 S. DOI:10.2139/ssrn.4909536

Abstract

"The Covid-19 pandemic forced firms globally to shift workforces to working from home [WFH]. Firms are now struggling to implement a return to working from the office [WFO], as employees enjoy the significant benefits of WFH for their work-life balance. Therefore many firms are adopting a hybrid model in which employees work partly from the office and partly from home. We use unique and detailed data from an Indian IT services firm which contains a precise measure of innovation activity of over 48,000 employees in these three work environments. Our key outcomes are the quantity and quality of ideas submitted by employees. Based on an event study design, the quantity of ideas did not change during the WFH period as compared to WFO, but the quality of ideas suffered. During the later hybrid period, the quantity of submitted ideas fell. In the hybrid phase innovation suffered particularly in teams which were not well coordinated in terms of when they worked at the office or from home. Our findings suggest that remote and hybrid work modes may inhibit collaboration and innovation." (Author's abstract, IAB-Doku) ((en))

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Gill, Adam & Oskar Nordström Skans (2024): Trusted from Home: Managerial Beliefs and Workers' Spatial Autonomy. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17468), Bonn, 51 S.

Abstract

"A key difference between on-site and remote work is the reduction in direct managerial oversight when tasks are performed outside traditional office settings. We use survey data on manager trust—measured by the question "...do you think that most people would try to take advantage of you if they got the chance?"—and relate the answers to employees' work-from-home intensities. Our results show that the remote work intensity is higher in countries, regions, and regions-by-industries where managers have higher levels of trust. This association remains robust after controlling for other dimensions of societal trust and confounding factors such as occupation types, broadband access, and digital skills. Manager trust was strongly related to work-from-home levels before the pandemic, and the association became even stronger for occupations in the middle of the remote work distribution following the pandemic surge in work from home. Overall, our findings suggest that manager trust is a crucial prerequisite for high sustained levels of remote work." (Author's abstract, IAB-Doku) ((en))

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Goebel, Jan, Sarah Satilmis & Linus Seikat (2024): Homeoffice auch nach Ende der Pandemiemaßnahmen weit verbreitet. In: DIW-Wochenbericht, Jg. 91, H. 43, S. 667-674. DOI:10.18723/diw_wb:2024-43-1

Abstract

"Der Anteil von Homeoffice lag in Deutschland vor Beginn der Corona-Pandemie auf einem international vergleichsweise niedrigen Niveau. Mit der vorübergehend eingeführten Pflicht zum Homeoffice im Jahr 2021 hat die Debatte über die Zukunft der Arbeitswelt deutlich an Dynamik gewonnen. Dieser Wochenbericht analysiert die Entwicklung der Nutzung von Homeoffice in Deutschland im Zeitraum von 2014 bis 2022 auf Basis von Daten des Sozio-oekonomischen Panels (SOEP). Ab dem Jahr 2021 zeigt sich ein signifikanter Anstieg, wobei das Niveau auch nach Aufhebung der politischen Maßnahmen nicht auf das Niveau vor der Pandemie zurückfällt. Zwischen den Wirtschaftssektoren bestehen deutliche Unterschiede. Besonders ausgeprägt ist der Anstieg bei höher qualifizierten Beschäftigten in größeren Unternehmen sowie bei Personen mit Kindern. Geschlechterunterschiede sind dabei kaum festzustellen und Unterschiede zwischen Paarhaushalten und Singles treten nur zeitweise auf. Die Analyse weist zudem auf eine höhere Arbeitszufriedenheit und eine leicht verlängerte Arbeitszeit bei Homeoffice hin. Für einen modernen und flexiblen Arbeitsmarkt sollten die während der Pandemie geschaffenen Möglichkeiten zum Homeoffice verstetigt und weiterführende Instrumente entwickelt werden, um die Option zum Homeoffice langfristig zu unterstützen." (Autorenreferat, IAB-Doku)

Zitatform

Goux, Dominique & Eric Maurin (2024): Sick of Working from Home? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16848), Bonn, 33 S.

Abstract

"Driven by new information technologies, working from home has experienced unprecedented growth since the COVID pandemic. We contribute to the debate on the consequences of this development by drawing on a French reform conducted in 2017, with the aim of facilitating telework agreements between employers and employees. We show that the reform was followed by a boom in working from home, particularly in mid-level occupations. On the other hand, employees in lower-level occupations were virtually unaffected. By comparing occupational groups before and after the reform, in firms that have signed telework agreements and in firms that have not, we find that the development of working from home coincides with a significant deterioration in the health status of mid-level employees, particularly men. Wages and number hours worked, on the other hand, remain largely unaffected." (Author's abstract, IAB-Doku) ((en))

Zitatform

Grunau, Philipp & Stefanie Wolter (2024): Homeoffice aus betrieblicher Perspektive: gekommen um zu bleiben. (Forschungsbericht / Bundesministerium für Arbeit und Soziales 636), Berlin, 34 S.

Abstract

"Die COVID-19-Pandemie hat die Verbreitung von Homeoffice weltweit stark beschleunigt. Stellte Homeoffice davor eher die Ausnahme dar, gehört es in Deutschland in der Mehrheit der mittelgroßen und großen privatwirtschaftlichen Betriebe mittlerweile zum Alltag, auch wenn je nach Eignung der Tätigkeiten häufig nur ein Teil der Belegschaft davon profitiert. Dieser Bericht untersucht die Entwicklung des betrieblichen Homeoffice-Angebots in Deutschland zwischen 2014 und 2023. Hierzu werden Daten der Betriebsbefragungen des Linked Personnel Panels (LPP) verwendet, das regelmäßig Informationen über Personalpolitik und Betriebsstrukturen erhebt, ergänzt um Informationen aus dem IAB-Betriebspanel. Die Ergebnisse des Berichts zeigen, dass das betriebliche Homeoffice-Angebot seit 2014 zunimmt, bis Anfang 2020 jedoch relativ moderat. Erst mit der Pandemie kam es zu einem sprunghaften Ausbau: Im Jahr 2023 boten zuletzt mehr als drei Viertel der Betriebe zumindest einem Teil ihrer Beschäftigten die Möglichkeit von zu Hause zu arbeiten. Hierfür wurden Hürden und Vorbehalte massiv abgebaut und für beide Seiten verlässliche Nutzungsregeln auf Betriebsebene vereinbart. Neben der Ausweitung auf mehr Betriebe hat auch der Umfang der von Betrieben angebotenen Homeoffice-Nutzung zugenommen, wobei uneinheitliche Regeln je nach Beschäftigtengruppe sowie zwei regelmäßige Homeoffice-Tage (pro Woche) überwiegen. Trotz des Ausbaus zeigen sich 2023 beim Homeoffice-Angebot deutliche Unterschiede zwischen Betrieben: So bieten große Betriebe eher Homeoffice an als kleinere. Auch in einigen Branchen ist Homeoffice stärker verbreitet als in anderen. Betriebe in der Informations- und Kommunikationsbranche bieten beispielsweise statistisch am seltensten Homeoffice an. Und auch wenn nach wie vor Führungskräfte häufiger von zu Hause arbeiten dürfen, haben Beschäftigte ohne Führungsverantwortung stark aufgeholt. Abschließend untersucht die Studie, welche strukturellen Faktoren die Entscheidung der Betriebe maßgeblich darin beeinflussen, ob sie Homeoffice anbieten oder nicht. Die Ergebnisse zeigen, dass die Betriebsgröße, Betriebsräte, Zielvereinbarungen, das Qualifikationsniveau in der Belegschaft sowie Exporte ins Ausland – unter Kontrolle anderer Merkmale – mit dem Homeoffice-Angebot zusammenhängen. Basierend auf den aktuell vorliegenden Daten und den Analysen dieses Berichts ist davon auszugehen, dass Homeoffice auch in Zukunft eine wichtige Rolle in der Arbeitswelt spielen wird." (Autorenreferat, IAB-Doku)

Zitatform

Grzech-Sukalo, Hiltraud & Claudia Czycholl (2024): Vertrauen ist gut, Erfassung ist besser. Arbeitszeit und Arbeitszeiterfassung im Homeoffice. In: Zeitschrift für Arbeitswissenschaft, Jg. 78, H. 1, S. 78-86. DOI:10.1007/s41449-023-00403-4

Abstract

"Im folgenden Beitrag wird zunächst die Entwicklung von Homeofficenutzung in Deutschland und ausgewählte Regelungen des Arbeitszeitgesetzes mit möglichen Auswirkungen auf Gesundheit sowie Work-Life-Balance von Beschäftigten durch Verstöße gegen die gesetzlichen Vorgaben vorgestellt. Sodann wird die Pflicht zur Arbeitszeiterfassung im Homeoffice in den Blick genommen und der in diesem Kontext vorgelegte Referentenentwurf der Bundesregierung zur Änderung des Arbeitszeitgesetzes diskutiert. Und schließlich gibt der Beitrag Einblicke in die gelebte Homeofficepraxis und deren Regulierung anhand von Betriebs- und Dienstvereinbarungen zu den Aspekten Arbeitszeit, Erreichbarkeitsanforderungen und Arbeitszeiterfassung." (Textauszug, IAB-Doku)

Zitatform

Heidt, Lukas Otto (2024): Agility and new forms of work: applications, challenges and potentials. Darmstadt, 147 S. DOI:10.26083/tuprints-00027305

Abstract

"Unternehmen sind mit diversen Verwerfungen und einem dynamischen Umfeld konfrontiert. Zum einen sind Märkte von Unsicherheit und einer Dynamik geprägt, die sich in einer Notwendigkeit zur Anpassung für Unternehmen und Mitarbeiter widerspiegeln. Zum anderen hat insbesondere die COVID-19-Pandemie den Stellenwert von Arbeit außerhalb des Büros erheblich gesteigert. Breite Bevölkerungsschichten mussten kurzfristig, meist von Zuhause, arbeiten. Dieser Umstand wird Unternehmen und Mitarbeiter wohl auch in Zukunft begleiten, da die hierfür notwendige Infrastruktur etabliert wurde und Vorteile erkennbar wurden. Die vorliegende, kumulative Dissertation leistet einen Beitrag zum Verständnis möglicher Wirkzusammenhänge und geeigneter Antworten von Unternehmen. Die Arbeit konzentriert sich dabei auf eine mögliche, teilweise und von Anpassungsfähigkeit bzw. Flexibilität geprägte Arbeit außerhalb des Büros. Agile Arbeit, als Konstrukt zur Beschreibung der erfolgreichen Arbeit in dynamischen und komplexen Umfeldern, wird dabei im remote Work bzw. HW untersucht, um mögliche Erfolgsfaktoren und Herausforderungen zu bestimmen. Ergänzend werden Unterstützungsmaßnahmen von Unternehmen in diesen Forschungskontext eingefügt und analysiert. Mithilfe qualitativer und quantitativer Untersuchungen wird der Wirkzusammenhang zwischen remote Work, Agile Work und Enablern beschrieben. Der erste Artikel klärt den Zusammenhang von Change Management und Agilität und beleuchtet dessen Rolle als Enabler bei der Steigerung von Agilität bzw. bei Integration in diese. Die Erkenntnis, dass die Steigerung von Agilität per se ein tiefgreifender Wandel ist und somit vom Change Management begleitet werden muss, ist zentral. Der zweite Artikel adaptiert und transferiert das dieser Dissertation zugrundeliegende Konstrukt „Agile Work“ in den speziellen Kontext von remote Work. Eigenschaften wie Autonomie, Flexibilität, Lernbereitschaft, Anpassungsfähigkeit und Proaktivität sind auch bei remote Work zentraler Indikator für erfolgreiche Arbeit. Jedoch wird dieser positive Effekt nicht unwesentlich durch das HRM bestimmt, da agile Mitarbeitende spezielle Enabler nutzen. Unternehmen müssen arbeitsorganisatorische Richtlinien, „Policen“, vorgeben, um die Zusammenarbeit vor Ort und im remote Work zu organisieren. Der dritte Artikel untersucht qualitativ und quantitativ mögliche Policen, untersucht deren Verbreitung, analysiert diese hinsichtlich ihrer Flexibilität und Autonomie und leitet ein Framework ab, was bei der Definition dieses zentralen Enablers helfen kann. Im vierten Artikel werden mögliche, spezielle Herausforderungen im Kontext von HW untersucht. Es zeigt sich, dass es eine Fülle dieser gibt. Eine Erhebung gibt Aufschluss über die Ausprägung dieser Herausforderungen und eine Analyse untersucht den Einfluss der durch Mitarbeitende wahrgenommenen Unterstützung: Es zeigt sich, dass die Ausprägung der VI Herausforderungen durch die Unterstützung signifikant variiert und daher für Unternehmen eine relevante Zielgröße darstellt. Der letzte Artikel skizziert den Einfluss von Agile Work bzw. dem Zusammenhang mit Teamarbeit. Diese Form der Arbeit erklärt einen Teil des positiven Effekts und kann daher auch als Enabler gesehen werden. Zentral ist jedoch eine zeitliche Analyse von Agile Work durch den Vergleich während und nach der COVID-19-Pandemie. Die Veränderung insgesamt bzw. der einzelnen Faktoren gibt Aufschluss über mögliche Anpassungen und Lerneffekte. Diese Dissertation erweitert daher das bestehende Verständnis und ergänzt es um die Wirkzusammenhänge zwischen Agile Work, Enabler und remote work. Dazu definiert und adaptiert sie ein zugrundeliegendes Konstrukt (Agile Work), untersucht quantitativ und qualitativ Zusammenhänge und analysiert diverse Enabler als Unterstützungsmaßnahmen. Die Aktualität, die fundierte Verortung in der Theorie, die qualitativen und quantitativen Untersuchungen sowie ihre theoretische und praktische Relevanz entwickeln umfassende Erkenntnisse für Entscheider und Forschende." (Autorenreferat, IAB-Doku)

Zitatform

Heinz-Schmitt, Lena (2024): The Impact of Management Control Systems on Employees' Behavior During Remote Work. (Controlling und Rechnungslegung - Managerial and Financial Accounting), Wiesbaden: Springer Fachmedien Wiesbaden, 166 S.

Abstract

"The new trend towards flexible work environments has spurred the debate over the effects of remote work on employees’ behavior and has forced greater consideration of how management control systems must be adjusted to meet the needs of the new work environment. While the existing literature has observed several positive behavioral changes, such as increased performance and effort, counterproductive work behavior has also been identified. Combining an experimental and a case study research approach, the present study investigates whether a management control system can mitigate unwanted behavior during remote work." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hsu, Chen-Hao & Henriette Engelhardt (2024): On the Relationship between Telework and Health in Germany: Causal or Selection Effects? In: Socius, Jg. 10. DOI:10.1177/23780231241245227

Abstract

"Teleworking has become a popular work arrangement in many developed countries. Although there are heated public debates over the benefits of teleworking, empirical evidence on the causal relationship between teleworking and health is still rare. Using panel data from the German BAuA Working Time Survey (2015, 2017, and 2019), the authors investigated the effects of teleworking on health and well-being. The authors applied an innovative research design to underscore different sources of selection. Overall, no concrete evidence was found for the positive effect of teleworking on workers’ self-reported health, quality of sleep, and psychosomatic conditions. The ostensible better health outcomes among teleworkers could be partially explained by the positive selection on both prior levels and prior trajectories of health into teleworking. Moreover, the health impacts of telework were contingent on workers’ gender and parenthoodstatus and the intensity of teleworking. These findings indicate that the positive association between teleworking and health appears to reflect selection bias rather than a causal relationship in Germany before the COVID-19 pandemic." (Author's abstract, IAB-Doku) ((en))

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Inoue, Chihiro, Yusuke Ishihata & Shintaro Yamaguchi (2024): Working from home leads to more family-oriented men. In: Review of Economics of the Household, Jg. 22, H. 2, S. 783-829. DOI:10.1007/s11150-023-09682-6

Abstract

"We examine how working from home (WFH) affects men’s participation in childcare and housework and their attitudes toward family. Because WFH is an endogenous decision, we apply a first-difference instrumental variable estimator, taking the degree to which one can work from home, measured at the individual level, as the instrument. We find that WFH increases the time that men spend on household chores and with family, and the fraction of men who consider life more important than work. Although WFH decreases their commuting time, we find no evidence that it reduces working hours or self-perceived productivity." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Jansen, Thea, Andrea Ascani, Alessandra Faggian & Alessandro Palma (2024): Remote work and location preferences: a study of post-pandemic trends in Italy. In: The Annals of Regional Science, Jg. 73, H. 3, S. 897-944. DOI:10.1007/s00168-024-01295-w

Abstract

"This study investigates how working remotely, by reducing workplace commuting, weakens the limitations connected to residential mobility and enables Tiebout sorting. We focus on the Italian context, where a strong culture of in-person workplace attendance limits workers’ ability to live farther from their workplace. We leverage the natural experiment of COVID-19 containment measures to shed light on the spatial implications of an increased remote work adoption. We overcome the unavailability of official data by collecting primary data in early 2022 through an original survey of our design on a sample of workers in 12 metropolitan areas. To address the challenges of analyzing the phenomenon in a still-developing context, we ask questions on both their actual and intended moving behavior in relation to remote work availability. Using a case–control study design, we find significant evidence that expecting to work remotely more frequently in the long term increases the likelihood of being interested in moving, or having done so already since the pandemic outbreak." (Author's abstract, IAB-Doku) ((en))

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Jirjahn, Uwe & Cinzia Rienzo (2024): Working from Home and Performance Pay: Individual or Collective Payment Schemes? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17234), Bonn, 46 S.

Abstract

"Working from home reduces real-time visibility of employees within the physical space of the workplace. This makes it difficult to monitor employees' work behavior. Employers may instead monitor employees' outputs and provide incentives through performance pay. The crucial question is what type of performance pay employers provide to incentivize employees who work from home. Using British panel data, we find that working from home decreases the likelihood of solely receiving individual performance pay. It increases the likelihood of receiving collective performance pay – with or without individual performance pay. This pattern also holds in instrumental variable estimations accounting for endogeneity. Our findings fit theoretical considerations. Working from home means that employees have less opportunities to socialize at work entailing the tendency that they focus on personal achievement and neglect collaboration. Solely rewarding individual performance may reinforce this tendency. By contrast, employers reward collective performance as it counteracts the adverse effects of working from home by providing incentives for collaboration, helping on the job and information sharing." (Author's abstract, IAB-Doku) ((en))

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Junça-Silva, Ana & António Caetano (2024): How good is teleworking? Development and validation of the tele attitude scale. In: Quality & quantity, Jg. 58, H. 5, S. 4941-4958. DOI:10.1007/s11135-024-01887-w

Abstract

"The objective of this study was to develop and validate a measure called the Tele Attitude Scale (TAS). This measure aims to evaluate relevant aspects of the teleworking experience related to its perceived effects regarding, for instance: job characteristics, perceived productivity, quality of work-related interactions, work-non-work balance, and well-being. Four studies were conducted between 2021 and 2022. First, a qualitative study was conducted to develop the scale (N = 80). Afterward, a second study to explore the scale’s factorial structure (N = 602) was developed. A third study served to analyze its internal validity and reliability (N = 232). A fourth study analyzed the criterion validity of the scale by exploring its correlations with measures of health, affect, and performance (N = 837 teleworkers). The findings revealed that the 10-item scale accounted for a unique factor and that it was a reliable measure. Moreover, the results also showed that the scale was significantly related to measures of health, affect, and performance, thus supporting its convergent and criterion validity. This research advances the knowledge about telework by proposing a user-friendly scale to measure teleworking, specifically how workers perceive their experience of it and how it may impact them at several levels. Thus, the TAS can not only fill a gap in the research but also help organizations evaluate and support teleworkers’ needs and subsequent satisfaction while teleworking." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

Zitatform

Krause, Simon, Andreas Trumpp, Tobias Dichtl, Susanne Kiese & Alexander Rutsch (2024): Homeoffice und die Zukunft der Büros: Flexibilisierung, Reduzierung und Umnutzungspotenzial. In: Ifo-Schnelldienst, Jg. 77, H. 9, S. 64-68.

Abstract

"Die Etablierung von Homeoffice und hybriden Arbeitsmodellen veranlasst Unternehmen, ihre Bürokonzepte anzupassen, und hat damit erhebliche Auswirkungen auf den Büromarkt. Unsere Studie zeigt, dass Unternehmen ihre Flächen verkleinern, auf Desksharing setzen und Besprechungs- sowie Sozialräume ausbauen. Große Dienstleistungsunternehmen, die den Großteil der Bürofläche nutzen, sind dabei besonders aktiv, indem sie in moderne Standorte investieren, ihre Büroausstattung modernisieren und die IT-Infrastruktur verbessern. Fast jedes zweite dieser Unternehmen flexibilisiert die Büronutzung und verbessert die Ausstattung, ein Fünftel wechselt sogar mindestens einen Bürostandort. Angesichts des sinkenden Büroflächenbedarfs untersuchen wir Nachnutzungs- und Konversionspotenziale von Büroflächen, insbesondere die Umnutzung leerstehender Bürogebäude zu dringend benötigtem Wohnraum. Das technische und baurechtliche Potenzial für diese Umnutzungen liegt bei etwa 30%. Bezogen auf den aktuellen Leerstand zuzüglich des erwarteten Nachfragerückgangs wegen Homeoffice besteht in den Top-7-Städten (Berlin, Hamburg, München, Köln, Frankfurt, Stuttgart, Düsseldorf) ein mittelfristiges Umnutzungspotenzial von 5,8 Mio. m2 Bürofläche. Daraus könnten bis zu 60 000 Wohnungen für rund 102 000 Menschen entstehen. Jedoch ist nur ein geringer Teil der möglichen Umnutzungen zu Wohnraum wirtschaftlich, weshalb für die Mehrheit der obsoleten Bürogebäude kreative Nachnutzungskonzepte gefragt sind." (Autorenreferat, IAB-Doku)

Zitatform

Krause, Simon, Andreas Trumpp, Tobias Dichtl, Susanne Kiese & Alexander Rutsch (2024): The Impact of Working from Home on the German Office Real Estate Market. In: EconPol Forum, Jg. 25, H. 5, S. 52-59.

Zitatform

Leitner, Sandra M. (2024): Working from Home and Mental Well-being in the EU at Different Stages of the COVID-19 Pandemic: A Gendered Look at Key Mediators. (WIIW working paper 244), Wien, 44 S.

Abstract

"This paper analyses the relationship between working from home (WFH) and mental well-being at different stages during the first two critical years of the COVID-19 pandemic, when governments repeatedly imposed lockdowns and enacted WFH mandates to contain the spread of the virus. Using data from a representative survey conducted at four different time periods in 2020 (first lockdown, subsequent gradual reopening), 2021 (further lockdown) and 2022 (restrictions widely lifted) in the 27 EU member states, it examines the potentially changing role of several mediators over time, such as work-family conflict, family-work conflict, stability, resilience, isolation, the importance of different support networks, workload, physical risk of contracting COVID-19 at work, and housing conditions. For the first lockdown, it also differentiates by previous WFH experience, in terms of WFH novices and experienced WFH workers. It differentiates by gender, in order to take the potential gendered nature and effect of COVID-19 measures into account. The results show that while there was no direct relationship between WFH and mental well-being, there are several important mediators whose relevance was specific not only to certain stages of the pandemic, but also to previous experience with WFH and gender. Stability is the only mediator that was relevant over the entire two-year pandemic period. Work-family conflict and family-work conflict were only relevant during the first lockdown, while resilience and isolation mattered especially when most of the EU economies had lifted most of their restrictions. Unlike established WFH workers, WFH novices had an advantage during the first lockdown, benefiting from lower family-work conflict and more helpful networks of family and friends. Moreover, our results differ by gender for females who undertook WFH, important mediators were work-family conflict and family-work conflict. Both were related to adjustments they had to make in work and non-work" (Author's abstract, IAB-Doku) ((en))

Zitatform

Leitner, Sandra M. (2024): Working from home and mental well-being at different stages of the COVID-19 pandemic. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0312299

Abstract

"This paper analyses the relationship between working from home (WFH) and mental well-being at different stages during the first two critical years of the COVID-19 pandemic, when governments repeatedly imposed lockdowns and enacted WFH mandates to contain the spread of the virus. Using data from a representative survey conducted at four different time periods in 2020 (first lockdown, subsequent gradual reopening), 2021 (further lockdown) and 2022 (restrictions widely lifted) in the 27 EU member states, it examines the changing role of several mediators over time: work-family conflict, family-work conflict, stability, resilience, isolation, the importance of different support networks, workload, physical risk of contracting COVID-19 at work and housing conditions. For the first lockdown, it also differentiates by previous WFH experience, in terms of WFH novices and experienced WFH workers. It likewise differentiates by gender, in order to take the potential gendered nature of COVID-19 measures into account. The results point to several important mediators: for those who work from home, less family-work conflict and isolation, but greater stability, resilience, network support from family and friends, and superior housing conditions were associated with better mental well-being. The relevance of mediators was specific to certain stages of the pandemic. Stability was the most important mediator during the first lockdown. Work-family conflict and family-work conflict were only relevant during the first lockdown, while resilience and isolation mattered especially towards the end of the pandemic. Unlike established WFH workers, WFH novices had an advantage during the first lockdown, benefiting from lower family-work conflict and more helpful networks of family and friends. Our results differ by gender: for females who undertook WFH, important mediators were work-family conflict and family-work conflict. Both were related to adjustments they had to make in work and non-work hours in response to the enforced closure of schools and childcare facilities. For males who undertook WFH, support from networks of family and friends was an important mediator during the first lockdown." (Author's abstract, IAB-Doku) ((en))

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Leonardi, Paul M., Sienna Helena Parker & Roni Shen (2024): How Remote Work Changes the World of Work. In: Annual Review of Organizational Psychology and Organizational Behavior, Jg. 11, H. 1, S. 193-219. DOI:10.1146/annurev-orgpsych-091922-015852

Abstract

"Remote work is typically characterized as work that is done at some physical distance from the office. Existing research has shown that the main elements of this characterization - physical distance and the Office - are far more complex than most people realize. This review develops a framework that refracts the concept of remote work into four types of distance - psychological, temporal, technological, and structural - and three objects from which one can be distant - material resources, social resources, and symbolic resources. We then use this refraction framework to answer five questions about the way remote work is changing the future of work: (a) Who will work remotely? (b) Where will people work remotely? (c) When will people work remotely? ( d) Why will people work remotely? and (e) How will people work remotely? After demonstrating how existing research can help us answer these questions, we discuss important avenues for future investigation." (Author's abstract, IAB-Doku) ((en))

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Lippe, Tanja van der, Laura den Dulk & Katia Begall (2024): Flextime/Flexspace for All in the Organization? A Study of the Availability, Use, and Consequences of Flexible Work Arrangements for Low and High SES Employees in Nine European Countries. In: Social Sciences, Jg. 13, H. 4. DOI:10.3390/socsci13040200

Abstract

"This article investigates the relationship between employee socioeconomic status (SES) and the availability, use, and consequences for employees of flexible work arrangements (working from home and flexible starting and finishing times). Multi-level analyses based on the European Sustainable Workforce Survey (11,011 employees nested in 869 teams at 259 organizations in nine European countries) reveal a negative relationship between low SES employees and the availability of working from home. Lower-status employees also perceive working from home and flexible work times as less available to them and use these arrangements less than higher-status employees. Findings suggest similar outcomes of use for both groups. We found almost no differences between lower and higher SES employees in how using flexible work arrangements affected performance, commitment, and work–life conflict." (Author's abstract, IAB-Doku) ((en))

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Marcén, Miriam & Marina Morales (2024): The effect of COVID-19 on the gender gap in remote work. (GLO discussion paper / Global Labor Organization 1379), Essen, 55 S.

Abstract

"We examine changes in the gender gap in working from home (WFH) in response to the unanticipated first wave of the COVID-19 pandemic. Using data from the American Time Use Survey, we find a non-negligible widening of the gender gap with WFH being more prevalent among women than among men. Respondents' job traits played a significant role in the gender gap variations, those working in the private sector being the most affected. Young individuals, those more educated, and those living with a dependent person increased the gender gap more in terms of the proportion of time devoted to WFH. We further show evidence suggesting the mitigating effect of non-pharmaceutical interventions during the first wave of the pandemic, positively affecting the WFH tendency for men but not for women. Overall, the gender gap change proves robust to identification checks. In addition, the gender gap response has had a long-lasting impact on the gender gap." (Author's abstract, IAB-Doku) ((en))

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Mergener, Alexandra (2024): Homeoffice – Arbeit im Spannungsfeld zwischen Autonomie und mentaler Distanzierung. In: Berufsbildung in Wissenschaft und Praxis, Jg. 53, H. 3, S. 29-32.

Abstract

"Das Arbeitsmodell Homeoffice erlangt auf dem deutschen Arbeitsmarkt zunehmende Bedeutung. Was heißt das für die Arbeitsbedingungen und -anforderungen von Beschäftigten? Dieser Frage geht der Beitrag anhand von Daten der BIBB/BAuA-Erwerbstätigenbefragung 2018 nach. Gezeigt wird, inwiefern Beschäftigte, die Homeoffice nutzen, mit mehr Arbeitsautonomie und größeren Schwierigkeiten beim Abschalten von der Arbeit konfrontiert sind." (Textauszug, IAB-Doku)

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Mergener, Alexandra, Timothy Rinke & Ines Entgelmeier (2024): Is More Really More? Evidence of a Curvilinear Relationship between the Extent of Telework and Employees’ Temporal Alignment of Work and Private Life in Germany. In: Social Sciences, Jg. 13, H. 10. DOI:10.3390/socsci13100508

Abstract

"Studies exploring not only whether, but also to what extent, telework can improve employees’ ability to coordinate private and work-related demands are largely absent. Using a probability-based large-scale survey of employees in Germany (N = 14,999), this study provides evidence of an inverted U-shaped relationship between the extent of telework and employees’ temporal alignment of work and private life, i.e., their success in considering personal and family matters when scheduling work. When telework comprised up to 40 percent of the total working time, employees were observed to temporally align their work and private life better than those who only worked on-site. Additional analyses indicated that particularly men, and even more so fathers, experience improved work and private life alignment with frequent teleworking. For women with and without children, however, highly extensive teleworking not only loses its positive effect, but is associated with less success in aligning work and private life compared to non-teleworking. To be able to benefit from telework, even when it is used extensively, clear rules are needed, for example, regarding expectations of accessibility for paid work as well as for home and care work." (Author's abstract, IAB-Doku) ((en))

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Mišič, Luka & Grega Strban (2024): Atypical work and residence in cross-border situations: The coordination of unemployment benefits. In: European Journal of Social Security, Jg. 26, H. 2, S. 266-283. DOI:10.1177/13882627241255023

Abstract

"This article analyses the potential challenges related to the coordination of unemployment benefits under European Union law for persons whose employment or other economic activities and living arrangements are, in one way or another, dispersed across the territories of several EU Member States. Starting from the traditional cases of frontier workers and other cross-border (or mobile) workers, on the one hand, and remote work or telework, on the other, the article looks at the potential future of free movement in the EU under Regulation (EC) No. 883/2004 and its implementing regulation, Regulation (EC) No. 987/2009. New forms of work and work organisation, alongside new mobility and residency patterns, challenge the basic rules of lex loci laboris (the country of employment is competent) and lex loci domicilii (the country of residence is competent), especially when they collide in a single case. At the same time, unemployment benefits, which are at the heart of this debate, still remain subject to specific coordination (e.g. competence) rules that depart from the general legislation, possibly making effective provision in such cases even more difficult. The article gives a diverse collection of theoretical examples in which cross-border situations are either in themselves atypical and complex, or accompanied and made possible by new forms of work or work organisation, causing specific problems for the adequate and appropriate provision of unemployment benefits." (Author's abstract, IAB-Doku) ((en))

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Moens, Eline, Louis Lippens, Liam D'hert & Stijn Baert (2024): Speeding Up on the Learning Curve: The Evaluation of Telework Following a Surge in Telework Experience. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16900), Bonn, 41 S.

Abstract

"This letter adds to the literature on the importance of telework experience in employee evaluation by leveraging the telework experience accumulated during the COVID-19 crisis. We conducted a follow-up survey on the evaluation of telework exactly three years after our initial data collection in 2020. We find evidence of a learning curve regarding self-reported i) efficiency in performing tasks, ii) work-life balance, and iii) concentration during work, characterised by a more positive evaluation as telework experience increased. Migration background, feedback on the job, and compatibility of the job with telework moderate the effect of telework experience on the evaluation of telework over time." (Author's abstract, IAB-Doku) ((en))

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Nagler, Markus, Johannes Rincke & Erwin Winkler (2024): Working from home, commuting, and gender. In: Journal of Population Economics, Jg. 37. DOI:10.1007/s00148-024-01035-6

Abstract

"Work from home (WFH) arrangements may provide an opportunity to reduce gender gaps in labor market outcomes by reducing the gender differences in the willingness to commute. Using a stated-preference experiment among German employees, we estimate workers’ valuation of working from home and its impact on willingness-to-pay to avoid commuting by gender after the end of the COVID pandemic. We show that workers are willing to give up 7.7% of their earnings for full WFH and 5.4% for 2-day WFH on average. The willingness-to-pay for WFH steeply increases with commuting distance, in line with WFH reducing the need for long commutes for many workers. Importantly, we find that WFH reduces, but does not close, the gender gap in willingness-to-pay to avoid commuting. This result is unaffected by accounting for underage children in the household. This suggests that hopes of technology closing the gender wage gap are premature." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Nowrouzi-Kia, Behdin, Alexia M. Haritos, Bao-Zhu Stephanie Long, Chantal Atikian, Luke A. Fiorini, Basem Gohar, Aaron Howe, Yiyan Li & Ali Bani-Fatemi (2024): Remote work transition amidst COVID-19: Impacts on presenteeism, absenteeism, and worker well-being - A scoping review. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0307087

Abstract

"Background: The COVID-19 pandemic has accelerated the transition to remote work, leading to increased attention on presenteeism and absenteeism among remote workers. Understanding the implications of these phenomena on worker health and productivity is crucial for optimizing remote work arrangements and developing policies to improve employee well-being. Objectives: This scoping review aims to examine the occurrence of presenteeism and absenteeism among remote workers during the COVID-19 pandemic and the interrelated physical and mental health issues during these periods. Methods: PsycINFO, Medline, Embase, CINAHL, Eric, Business Source Premier, SCOPUS, and sociological abstracts were searched resulting in 1792 articles. Articles were included if the population of interest was 18+ (i.e., working age), engaged in full or part-time work, and the employees shifted from in-person to remote work due to the COVID-19 pandemic. All study designs, geographical areas, and papers written post-onset of the COVID-19 pandemic were included; however, systematic reviews were excluded. Data was charted into Microsoft Excel by 2 independent reviewers. Results: The literature search identified 10 studies (i.e., seven cross-sectional studies, two qualitative studies, and one observational study). Five major overarching themes were identified specifically (1) telework and mental health (2) telework and physical health (3) worker benefits (4) gender dynamics and (5) difficulty navigating the teleworking environment. While remote work offers flexibility in terms of saved commute time and flexible work schedules, it also exacerbates challenges related to presenteeism, absenteeism, and work-life balance. These challenges include experiencing psychological distress, depression, anxiety, stress, sleep deprivation, musculoskeletal pain, difficulties concentrating at work for both women and working parents, struggles disconnecting after hours, and the inability to delineate between the work and home environment. Discussion: The findings suggest that remote work during the COVID-19 pandemic has both positive and negative implications for worker well-being and productivity. However, future research needs to incorporate the potential effects of telework frequency (full time vs. part time) on employee productivity and its role on presenteeism and absenteeism, to gain a more comprehensive understanding on remote work difficulties. Addressing these challenges requires proactive interventions and support mechanisms to promote worker health and productivity in remote settings." (Author's abstract, IAB-Doku) ((en))

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Peñarroja, Vicente (2024): Are there differences in the perceived advantages and disadvantages of teleworking? The identification of distinct classes of teleworkers. In: International Journal of Manpower, Jg. 45, H. 10, S. 1-15. DOI:10.1108/IJM-07-2023-0416

Abstract

"Purpose: Previous research has focused on the outcomes of telework, investigating the advantages and disadvantages of teleworking for employees. However, these investigations do not examine whether there are differences between teleworkers when evaluating the advantages and disadvantages of teleworking. The aim of this study is to identify of distinct classes of teleworkers based on the advantages and disadvantages that teleworking has for them. Design/methodology/Approach: This study used secondary survey data collected by the Spanish National Statistics Institute (INE). A sample of 842 people was used for this study. To identify the distinct classes of teleworkers, their perceived advantages and disadvantages of teleworking were analyzed using latent class analysis. Findings: Three different classes of teleworkers were distinguished. Furthermore, sociodemographic covariates were incorporated into the latent class model, revealing that the composition of the classes varied in terms of education level, household income, and the amount of time spent on teleworking per week. This study also examined the influence of these emergent classes on employees’ experience of teleworking. Originality/value: This study contributes to previous research investigating if telework is advantageous or disadvantageous for teleworkers, acknowledging that teleworkers are not identical and may respond differently to teleworking." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Pierenkemper, Sarah, Jennifer Potthoff & Oliver Stettes (2024): Workation: Chancen und Herausforderungen. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2024,28), Köln, 3 S.

Abstract

"Die Möglichkeit aus dem Ausland zu arbeiten ist Wunsch vieler Beschäftigten. Rund 15 Prozent der deutschen Unternehmen bieten ihren Mitarbeitenden derzeit die Möglichkeit einer Workation an. Gründe für die geringe Verbreitung sind neben den allgemeinen Herausforderungen des mobilen Arbeitens zusätzliche arbeits-, sozial- und steuerrechtliche Hürden. Um Workations rechtssicher zu ermöglichen, bedarf es einer guten Vorbereitung einschließlich der Berücksichtigung rechtlicher Risiken." (Textauszug, IAB-Doku)

Zitatform

Ramani, Arjun, Joel Alcedo & Nicholas Bloom (2024): How working from home reshapes cities. In: Proceedings of the National Academy of Sciences of the United States of America, Jg. 121, H. 45. DOI:10.1073/pnas.2408930121

Abstract

"In recent decades, economic activity has become increasingly concentrated in major global metropolises. Yet, the rise of working from home threatens this dominance of cities. Using multiple high-frequency datasets on spending, commuting, migration, and housing, we provide global evidence that remote work has dispersed economic activity away from city centers. We label this the “Donut Effect,” which is much larger and more persistent in cities with high levels of remote work. Using detailed household microdata from the United States, we show that three-fifths of households that left city centers in big cities moved to the suburbs of the same city. This is likely explained by the rise of hybrid work, in which employees still commute to the office a few days a week. The enduring popularity of hybrid work into 2024 suggests that the Donut Effect will persist while also leaving broader metropolitan areas intact." (Author's abstract, IAB-Doku) ((en))

Zitatform

Senik, Claudia, Andrew E. Clark, Conchita D'Ambrosio, Anthony Lepinteur & Carsten Schröder (2024): Teleworking and life satisfaction during COVID-19: the importance of family structure. In: Journal of Population Economics, Jg. 37. DOI:10.1007/s00148-024-00979-z

Abstract

"We carry out a difference-in-differences analysis of a real-time survey conducted as part of the German Socio-Economic Panel (SOEP) survey and show that teleworking had a negative average effect on life satisfaction over the first 2 years of the COVID-19 pandemic. This average effect hides considerable heterogeneity, reflecting gender-role asymmetries: lower life satisfaction is found only for unmarried men and for women with school-age children. The negative effect for women with school-age children disappears in 2021, suggesting adaptation to new constraints and/or the adoption of coping strategies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

Zitatform

Sostero, Matteo, Martina Bisello & Enrique Fernández-Macías (2024): Telework by region and the impact of COVID-19 pandemic: An occupational analysis. (JRC working papers series on labour, education and technology 2024,02), Sevilla, 37 S.

Abstract

"Following the sudden expansion of telework across the EU during the COVID-19 pandemic, this study reveals a widespread increase in the prevalence of work from home across EU countries, regions, and territorial typologies. While telework rates have slightly receded from their peak at the height of COVID-19 restrictions, they remain markedly higher than pre-pandemic levels nearly everywhere in the EU, reflecting a lasting shift in work practices. Despite this common trend, stark disparities persist, especially between urban and rural areas, between capital regions and the rest, but also across countries. Regional analysis of the EU Labour Force Survey underscores the critical role of regional occupational structures in explaining differences in the local prevalence of telework. The findings show that technical teleworkability, as determined by occupational tasks, has become an even more significant predictor of the regional prevalence of telework after the pandemic. The study also challenges some common assumptions about rural internet connectivity, which has improved remarkably since before the pandemic, and which may now matter relatively less than regional occupational structure as a driver of telework. Our research also suggests that both the extent and frequency of telework matter for regional development, highlighting the nuanced policy trade-offs to promoting telework for sustainability and regional equity in a post-pandemic landscape." (Author's abstract, IAB-Doku) ((en))

Zitatform

Stroom, Martijn, Piet Eichholtz & Nils Kok (2024): Does working from home work? That depends on the home. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0306475

Abstract

"Working from home (WFH) has risen in popularity since the COVID-19 pandemic. There is an ongoing debate about the productivity implications of WFH, but the physical climate of the home office has received only limited attention. This paper investigates the effect of home office satisfaction and environment-improving behavior on productivity and burnout tendency for WFH employees. We surveyed over 1,000 Dutch WFH individuals about their home office and perceived WFH performance. We fit logistic regressions and structural equation models to investigate the effect of home office satisfaction and characteristics on self-reported productivity, burnout tendency, and willingness to continue WFH. Our results reveal that individual differences in WFH productivity are explained by heterogeneity in the physical home office environment. Higher satisfaction with home office factors is significantly associated with increased productivity and decreased burnout tendency. We continue by showing that more ventilation during working hours is associated with increased productivity, willingness to continue WFH, and burnout resilience. This effect is fully mediated by satisfaction with the home office. We find that higher home office satisfaction is associated with WFH success and air-quality-improving behavior is associated with higher satisfaction. Our results underline a holistic perspective such that investing in a healthy and objectively measured physical climate is a key aspect of the bright future of working from home. The move from the work office to the home office needs to be accompanied by careful design and investment in the quality of the office and its climate." (Author's abstract, IAB-Doku) ((en))

Zitatform

Vacchiano, Mattia, Guillaume Fernandez, Eric Widmer, Melanie Arntz, Manal Azzi, Abdi Bulti, Nicola Cianferoni, Stéphane Cullati, Sander Junte, Koorosh Massoudi, Oscar Molina Romo, Ana Catalina Ramirez & Stephanie Steinmetz (2024): The Empty Office: protocol for sequential mixed-method study on the impact of telework activities on social relations and well-being. In: BMJ open, Jg. 14. DOI:10.1136/bmjopen-2024-089232

Abstract

"Introduction: Teleworking is one of the most significant legacies of the pandemic. Great attention is now being paid to its effects on workers’ health. One of the arguments that emerged on this issue is that ‘working away from theoffice’ affects the time we spend with significant others. This callsinto question all those processes that make relatives and colleagues important to our health, such as forms of mentoring and social support, but also conflicts, work interruptions or control over workers’ activities. So far, no study has evaluated the impact that teleworking has on these processes using data on personal networks. The Empty Office is the first study to use social network analysis to measure the impact that telework has on social relations and, in turn, workers’ health and well-being. Methods and analysis: The project draws on a total sample of 4400 participants from Switzerland, the Netherlands, Spain and Germany (n=1100 per country). The choice of these countries is due to their specificity and diversity in socioeconomic features, which make them particularly interesting for studying teleworking from a comparative point of view. The research is conceived as a sequential mixed-method design. First, quantitative data collection will administer an online questionnaire to gather information on telework modalities, health and well-being markers, and data on personal networks collected by a name generator. A qualitative module, administered one year later, will consist of in-depth interviews with a subsample (n=32) of teleworkers selected for delving narratively into the mechanisms identified with the quantitative analyses. Ethics and dissemination: This study has obtained 2 years of funding from the Swiss Network for International Study and was approved by the Ethics Committee of the University of Geneva (CUREG-20230920-292-2). All participants will be asked to provide informed consent to participate in this study. The results will be shared with international organisations and disseminated in scientific journals and conferences. Fully anonymised data will be made available on the Open Science Framework (OSF) data-repository platform." (Author's abstract, IAB-Doku) ((en))