Homeoffice – Mobiles Arbeiten zu Hause
Arbeiten von zu Hause aus - in den eigenen vier Wänden - bietet sowohl für Beschäftigte als auch für Unternehmen Vorteile einer größeren Flexibilität. Bislang war diese Art des Arbeitens allerdings noch nicht so verbreitet - trotz der fortschreitenden Digitalisierung. Die Corona-Pandemie hat nun die Einstellungen gegenüber Homeoffice sowohl bei den beschäftigten Frauen und Männern als auch bei den Führungskräften in eine neue Richtung gelenkt.
Die Infoplattform beleuchtet die Chancen und Herausforderungen mobilen Arbeitens von zu Hause für Beschäftigte und Unternehmen und zeigt Handlungsanforderungen auf.
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Literaturhinweis
Organisational inhibition and promotion of flexible working in digitalised work environments (2024)
Zitatform
Abendroth, Anja-Kristin & Mareike Reimann (2024): Organisational inhibition and promotion of flexible working in digitalised work environments. In: New Technology, Work and Employment, Jg. 39, H. 1, S. 39-62. DOI:10.1111/ntwe.12275
Abstract
"Work-related use of digital information and communication technology (ICT) is not restricted to specific working sites and times. For employees, this can involve opportunities for flexible working, that is, having control over when and where to work. Applying an organisational comparative perspective, we examined whether adherence to the ideal worker norm inhibits and adherence to family-friendliness promotes flexible working as a consequence of ICT use. Linked employer–employee survey data from large German work organisations revealed that employees worked more flexibly in time and place due to work-related ICT use when supervisory work-life support was common. Mixed evidence is provided for the prevalence of ideal worker norm expectations. We conclude that work-life support in the organisation is a required complementary practice of flexible working for employees, promoting its dissemination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment strategies in response to the first Covid lockdown: A typology of French workplaces (2024)
Zitatform
Askenazy, Philippe, Clément Brébion, Pierre Courtioux, Christine Erhel & Malo Mofakhami (2024): Employment strategies in response to the first Covid lockdown: A typology of French workplaces. In: Industrial Relations online erschienen am 15.03.2024. 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
Hybrides Arbeiten in Unternehmen: Wie HR Hybrid Work erfolgreich organisiert und weiterentwickelt (2024)
Bath, Johanna; Winkler, Katrin;Zitatform
Bath, Johanna & Katrin Winkler (Hrsg.) (2024): Hybrides Arbeiten in Unternehmen. Wie HR Hybrid Work erfolgreich organisiert und weiterentwickelt. (Haufe Fachbuch), Freiburg: Haufe-Lexware GmbH & Co. KG, 280 S.
Abstract
"Das Thema Hybrid Work hat unsere Arbeitswelt grundlegend verändert. Für Unternehmen ist es zunehmend essenziell, sich noch klarer im Wettbewerb zu positionieren. HR-Abteilungen sind gefordert, ihre Prozesse an Hybrid Work anzupassen und so zum Unternehmenserfolg beizutragen. Dieses Herausgeberwerk von Johanna Bath und Katrin Winkler beleuchtet, wie die Integration von Hybrid Work im Personalwesen erfolgreich umgesetzt wird. Sie zeigen, welche Veränderungen und Herausforderungen HR und Organisationen bewältigen müssen, wie sich ihre Rolle dadurch ändert und wie diese Entwicklungen alle Aspekte der Personalarbeit beeinflussen." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltstext -
Literaturhinweis
Working from home: Too much of a good thing? (2024)
Zitatform
Behrens, Kristian, Sergei Kichko & Jacques-François Thisse (2024): Working from home: Too much of a good thing? In: Regional Science and Urban Economics, Jg. 105. DOI:10.1016/j.regsciurbeco.2024.103990
Abstract
"We develop a general equilibrium model with skilled workers who can and unskilled workers who cannot work from home (WFH). Firms choose the amount of time they require workers in the office, whereas workers choose to either work on-site or hybrid, splitting working time between office and home. The endogenous work arrangements determine productivity, wages, and demand for residential and commercial real estate. We find that firms ‘outsource ’ workers to their homes to save on real estate costs, and in doing so push beyond the WFH share that maximizes skilled workers’ productivity. This effect is more pronounced if land-use regulations are strict, thus showing another channel through which the latter may reduce productivity. More efficient information and telecommunication technologies allow firms to shift office expenditures toward skilled workers who invest more in home working space. In a nutshell, WFH may well be the ‘new margin of offshoring’ for firms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Homeoffice im Sozialbereich am Beispiel der Caritas: Trotz deutlichen Ausbaus liegen noch Potenziale brach (Serie Arbeitskräftesicherung) (2024)
Zitatform
Bellmann, Lutz, Pascal Krimmer & Marcel Pietsch (2024): Homeoffice im Sozialbereich am Beispiel der Caritas: Trotz deutlichen Ausbaus liegen noch Potenziale brach (Serie Arbeitskräftesicherung). In: IAB-Forum H. 08.02.2024. DOI:10.48720/IAB.FOO.20240208.01
Abstract
"Mobiles Arbeiten hat seit der Pandemie in vielen Wirtschaftsbereichen stark zugenommen. Dies gilt, wie eine gemeinsame Studie der Caritas und des IAB zeigt, auch für das Sozial- und Gesundheitswesen. Zentrale pflegerische oder betreuende Tätigkeiten lassen sich zwar bislang nicht ins Homeoffice verlagern. Viele begleitende administrative Aufgaben könnten jedoch flexibel von zu Hause aus erledigt werden. Der Ausbau von Homeoffice-Angeboten für diese Tätigkeiten könnte dazu beitragen, die Attraktivität von Arbeitgebern im Sozialbereich zu verbessern." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Measuring remote working skills: Scale development and validation study (2024)
Zitatform
Benligiray, Serap, Abdullah Y. Güngör & İlkay Akbaş (2024): Measuring remote working skills: Scale development and validation study. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0299074
Abstract
"Remote work, one of the most significant working arrangements of today, requires certain employee skills. Although there are some hints, there is not much information in the literature on this subject. This study aims to identify the skills required for productive remote working activities and to develop a scale for measuring these skills. For this purpose, a thorough review of the literature, consultation with experts, and analysis of data obtained from four samples with remote working experience were all conducted. Within this context, item generation and content validation, initial factor structure analysis, and factor structure confirmation and construct validity examination were performed. Consequently, the Remote Working Skills Scale was developed, which has 36 items and five dimensions (cybersecurity, problem-solving, time management, verbal communication, and written communication)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit (2024)
Böhm, Stephan A.; Schertler, Magdalena; Glumann, Nicola V.;Zitatform
Böhm, Stephan A., Magdalena Schertler & Nicola V. Glumann (2024): Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit. In: Personal quarterly, Jg. 76, H. 1, S. 10-17.
Abstract
"Effektives Management von Diversität hat in den letzten Jahrzehnten zunehmend an Bedeutung gewonnen. Verschiedene Entwicklungen wie die zunehmende Migration, die steigende Erwerbsteilnahme von Frauen, sowie der demografische Wandel führen dazu, dass Teams immer diverser werden. Vor dem Hintergrund einer zunehmend älter werdenden Belegschaft gewinnt auch das Thema Behinderungsdiversität ständig an Relevanz. (Boehm/Dwertmann 2015) Diversität am Arbeitsplatz ist aus unterschiedlichen Gründen zu begrüßen, sei es aus moralischer Perspektive und dem Ruf nach mehr Gerechtigkeit oder aus wirtschaftlicher Perspektive, da ein breiterer Talentpool Wettbewerbs- und Innovationsvorteile verspricht. Tatsächlich haben Studien gezeigt, dass diversere Teams das Potenzial für eine höhere Kreativität und Leistung haben und besser komplexe Probleme lösen können.(homan et al., 2015; van Knippenberg et al., 2004) Gleichzeitig kann Diversität innerhalb eines Teams oder einer Organisation aber auch eine Quelle für Konflikte und Kommunikationsprobleme sein (Jackson et al., 2003; Nishii, 2013) In Wissenschaft und Praxis hat sich daher zunehmend die Erkenntnis durchgesetzt, dass Diversität eine notwendige, aber nicht hinreichende Bedingung für nachhaltigen Unternehmenserfolg ist. Tatsächlich scheint es erforderlich, Diversität nicht nur zu schaffen, sondern sie auch aktiv zu gestalten." (Textauszug, IAB-Doku, © Haufe-Lexware)
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Literaturhinweis
Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment (2024)
Choudhury, Prithwiraj; Khanna, Tarun; Makridis, Christos A.; Schirmann, Kyle;Zitatform
Choudhury, Prithwiraj, Tarun Khanna, Christos A. Makridis & Kyle Schirmann (2024): Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment. In: The Review of Economics and Statistics online erschienen am 10.02.2024, S. 1-24. DOI:10.1162/rest_a_01428
Abstract
"This paper reports causal evidence on how the extent of hybrid work—the number of days worked from home relative to days worked from office—affects employee attitudes and performance. Workers who spent around two days in the office each week on average self-reported greater work-life balance, more job satisfaction, and lower isolation from colleagues compared to workers who spent more or fewer days in the office. Employees in the intermediate hybrid condition received no different performance ratings compared to peers who spent more or fewer days in the office." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Working from Home Increases Work-Home Distances (2024)
Zitatform
Coskun, Sena, Wolfgang Dauth, Hermann Gartner & Michael Stops (2024): Working from Home Increases Work-Home Distances. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16855), Bonn, 38 S.
Abstract
"This paper examines how the shift towards working from home during and after the Covid-19 pandemic shapes the way how labor market and locality choices interact. For our analysis, we combine large administrative data on employment biographies in Germany and a new working from home potential indicator based on comprehensive data on working conditions across occupations. We find that in the wake of the Covid-19 pandemic, the distance between workplace and residence has increased more strongly for workers in occupations that can be done from home: The association of working from home potential and work-home distance increased significantly since 2021 as compared to a stable pattern before. The effect is much larger for new jobs, suggesting that people match to jobs with high working from home potential that are further away than before the pandemic. Most of this effect stems from jobs in big cities, which indicates that working from home alleviates constraints by tight housing markets. We find no significant evidence that commuting patterns changed more strongly for women than for men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home Increases Work-Home Distances (2024)
Zitatform
Coskun, Sena, Wolfgang Dauth, Hermann Gartner & Michael Stops (2024): Working from Home Increases Work-Home Distances. (CEPR discussion paper / Centre for Economic Policy Research 18914), London, 38 S.
Abstract
"Wir untersuchen, wie die verstärkte Nutzung von Homeoffice während und nach der Covid-19-Pandemie die Art und Weise beeinflusst, wie der Arbeitsmarkt und die Wahl von Wohn- und Arbeitsort interagieren. Für unsere Analyse kombinieren wir Individualdaten zu Erwerbsbiografien in Deutschland und einen neuen Homeoffice-Potenzialindikator, der auf umfassenden Daten zu berufsspezifischen Arbeitsbedingungen basiert. Wir stellen fest, dass sich im Zuge der Covid-19-Pandemie Arbeitsplatz und Wohnort von Beschäftigten in Berufen, die von zu Hause aus ausgeübt werden können, weiter entfernt haben: Der Zusammenhang zwischen Homeoffice-Potenzial und Entfernung zwischen Arbeitsplatz und Wohnort hat seit 2021 stetig zugenommen. Zuvor war der Zusammenhang über einen längeren Zeitraum stabil. Der Effekt ist für neue Arbeitsplätze im Vergleich zu bestehenden Arbeitsplätzen sehr viel größer. Im Vergleich zur Zeit vor der Pandemie, sind Jobs mit hohem Homeoffice-Potenzial im Durchschnitt weiter entfernt von den Wohnorten der Beschäftigten, die in diese Jobs gewechselt haben. Der größere Teil dieses Effekts ist auf Arbeitsplätze in Großstädten zurückzuführen, was darauf hindeutet, dass die Arbeit von zu Hause aus die Einschränkungen durch angespannte Wohnungsmärkte mildert. Wir finden dabei keine signifikanten Hinweise darauf, dass sich Pendelgewohnheiten bei Frauen oder Männern stärker verändert haben." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 6/2024 -
Literaturhinweis
Working from Home Increases Work-Home Distances (2024)
Zitatform
Coskun, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2024): Working from Home Increases Work-Home Distances. (IAB-Discussion Paper 06/2024), Nürnberg, 39 S. DOI:10.48720/IAB.DP.2406
Abstract
"Wir untersuchen, wie die verstärkte Nutzung von Homeoffice während und nach der Covid-19-Pandemie die Art und Weise beeinflusst, wie der Arbeitsmarkt und die Wahl von Wohn- und Arbeitsort interagieren. Für unsere Analyse kombinieren wir Individualdaten zu Erwerbsbiografien in Deutschland und einen neuen Homeoffice-Potenzialindikator, der auf umfassenden Daten zu berufsspezifischen Arbeitsbedingungen basiert. Wir stellen fest, dass sich im Zuge der Covid-19-Pandemie Arbeitsplatz und Wohnort von Beschäftigten in Berufen, die von zu Hause aus ausgeübt werden können, weiter entfernt haben: Der Zusammenhang zwischen Homeoffice-Potenzial und Entfernung zwischen Arbeitsplatz und Wohnort hat seit 2021 stetig zugenommen. Zuvor war der Zusammenhang über einen längeren Zeitraum stabil. Der Effekt ist für neue Arbeitsplätze im Vergleich zu bestehenden Arbeitsplätzen sehr viel größer. Im Vergleich zur Zeit vor der Pandemie, sind Jobs mit hohem Homeoffice-Potenzial im Durchschnitt weiter entfernt von den Wohnorten der Beschäftigten, die in diese Jobs gewechselt haben. Der größere Teil dieses Effekts ist auf Arbeitsplätze in Großstädten zurückzuführen, was darauf hindeutet, dass die Arbeit von zu Hause aus die Einschränkungen durch angespannte Wohnungsmärkte mildert. Wir finden dabei keine signifikanten Hinweise darauf, dass sich Pendelgewohnheiten bei Frauen oder Männern stärker verändert haben." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Coskun, Sena ; Dauth, Wolfgang ; Weber, Enzo ; Gartner, Hermann ; Stops, Michael ; -
Literaturhinweis
Working from Home Increases Work-Home Distances (2024)
Zitatform
Coskun, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2024): Working from Home Increases Work-Home Distances. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16855), Bonn, 38 S.
Abstract
"Wir untersuchen, wie die verstärkte Nutzung von Homeoffice während und nach der Covid-19-Pandemie die Art und Weise beeinflusst, wie der Arbeitsmarkt und die Wahl von Wohn- und Arbeitsort interagieren. Für unsere Analyse kombinieren wir Individualdaten zu Erwerbsbiografien in Deutschland und einen neuen Homeoffice-Potenzialindikator, der auf umfassenden Daten zu berufsspezifischen Arbeitsbedingungen basiert. Wir stellen fest, dass sich im Zuge der Covid-19-Pandemie Arbeitsplatz und Wohnort von Beschäftigten in Berufen, die von zu Hause aus ausgeübt werden können, weiter entfernt haben: Der Zusammenhang zwischen Homeoffice-Potenzial und Entfernung zwischen Arbeitsplatz und Wohnort hat seit 2021 stetig zugenommen. Zuvor war der Zusammenhang über einen längeren Zeitraum stabil. Der Effekt ist für neue Arbeitsplätze im Vergleich zu bestehenden Arbeitsplätzen sehr viel größer. Im Vergleich zur Zeit vor der Pandemie, sind Jobs mit hohem Homeoffice-Potenzial im Durchschnitt weiter entfernt von den Wohnorten der Beschäftigten, die in diese Jobs gewechselt haben. Der größere Teil dieses Effekts ist auf Arbeitsplätze in Großstädten zurückzuführen, was darauf hindeutet, dass die Arbeit von zu Hause aus die Einschränkungen durch angespannte Wohnungsmärkte mildert. Wir finden dabei keine signifikanten Hinweise darauf, dass sich Pendelgewohnheiten bei Frauen oder Männern stärker verändert haben." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Coskun, Sena ; Stops, Michael ; Weber, Enzo ; Gartner, Hermann ; Dauth, Wolfgang ;Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 6/2024 -
Literaturhinweis
Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype (2024)
Zitatform
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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Literaturhinweis
Nach Dienstschluss erreichbar und digital sichtbar: Wie Männer und Frauen im Homeoffice arbeiten (2024)
Zitatform
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)
Weiterführende Informationen
Data product DOI: 10.5164/IAB.HOPP_W01-W09.de.en.v1 -
Literaturhinweis
How teleworking adoption is changing the labor market and workforce dynamics? (2024)
Zitatform
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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Literaturhinweis
The Shifting Stress of Working Parents: An Examination of Dual Pandemic Disruptions—Remote Work and Remote Schooling (2024)
Zitatform
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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Literaturhinweis
Arbeitswelt im Wandel: Herausforderungen des Arbeitskräftemangels und die Dynamik des hybriden Arbeitens (2024)
Garnitz, Johanna; Selleng, Nicole; Schaller, Daria;Zitatform
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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Literaturhinweis
The pandemic push: Digital technologies and workforce adjustments (2024)
Zitatform
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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Literaturhinweis
Sick of Working from Home? (2024)
Goux, Dominique; Maurin, Eric;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))
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Literaturhinweis
Vertrauen ist gut, Erfassung ist besser. Arbeitszeit und Arbeitszeiterfassung im Homeoffice (2024)
Grzech-Sukalo, Hiltraud; Czycholl, Claudia;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)
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Literaturhinweis
On the Relationship between Telework and Health in Germany: Causal or Selection Effects? (2024)
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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Literaturhinweis
Working from Home and Mental Well-being in the EU at Different Stages of the COVID-19 Pandemic: A Gendered Look at Key Mediators (2024)
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))
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Literaturhinweis
How Remote Work Changes the World of Work (2024)
Leonardi, Paul M.; Shen, Roni; Parker, Sienna Helena;Zitatform
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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Literaturhinweis
The effect of COVID-19 on the gender gap in remote work (2024)
Zitatform
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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Literaturhinweis
Employee acceptance of digital monitoring systems while working from home (2024)
Zitatform
Wieser, Luisa & Martin Abraham (2024): Employee acceptance of digital monitoring systems while working from home. In: New Technology, Work and Employment, Jg. 39, H. 1, S. 109-142. DOI:10.1111/ntwe.12280
Abstract
"Digitalisation and COVID‐19 led to an expansion of remote work arrangements, raising the question of whether and how employers should monitor remote workplaces. However, before the implementation of monitoring methods, it is important to consider employees' acceptance of this approach. Therefore, we contribute to current research on electronic performance monitoring by empirically investigating employees' evaluations of performance monitoring at home. This paper presents an analysis of how certain monitoring technologies for work‐from‐home arrangements are perceived as undesirable and whether other job aspects can compensate for these unattractive monitoring components. Using an experimental factorial survey design, German employees evaluated remote work arrangements with randomly varying characteristics. We show that respondents accept a certain degree of monitoring at home but increasingly reject monitoring systems as they become more invasive. However, in some cases, the negative impact of monitoring at home can be mitigated by certain incentives, such as money or the purpose of monitoring." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from home during COVID-19: What does this mean for the ideal worker norm? (2024)
Zitatform
Williamson, Sue, Helen Taylor & Vindhya Weeratunga (2024): Working from home during COVID-19: What does this mean for the ideal worker norm? In: Gender, work & organization, Jg. 31, H. 2, S. 456-471. DOI:10.1111/gwao.13081
Abstract
"The ideal worker norm is associated with specific ways of working. The ideal worker is a man who works long hours, is constantly available, and highly productive. Emerging research suggests that the shock of COVID‐19, which forced millions of employees to work from home, may have been powerful enough to disrupt the ideal worker norm. We therefore ask: how did working from home during the pandemic impact the ideal worker norm? We apply Acker's ideal worker norm to determine whether different groups of women employees who worked from home during the pandemic worked in ways which aligned to the norm. We conduct this analysis through the lens of two modalities of time: being clock time and (feminine) process time. Our examination of how employees experienced time extends existing, yet limited, research focused on time use during the pandemic. We used a mixed‐method design to analyze survey data from almost 5000 Australian employees to show that significant proportions of women, women carers, and disabled women worked in a manner aligned more to the ideal worker norm, compared with pre‐COVID times. We therefore conclude that a multidimensional idealworker is emerging and one which works to both clock time and process time. This is an important finding as we seek to better understand how employees can work in a hybrid environment and what this means for organizations and employees." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Unlocked Potential: Work-from-Home Job Postings in 20 OECD Countries (2023)
Adrjan, Pawel; Sinclair, Tara; Ciminelli, Gabriele; Koelle, Michael; Judes, Alexandre; Schwellnus, Cyrille;Zitatform
Adrjan, Pawel, Gabriele Ciminelli, Alexandre Judes, Michael Koelle, Cyrille Schwellnus & Tara Sinclair (2023): Unlocked Potential: Work-from-Home Job Postings in 20 OECD Countries. In: AEA papers and proceedings, Jg. 113, S. 604-608. DOI:10.1257/pandp.20231014
Abstract
"Starting from over 1.2 billion job postings, we construct and make publicly available a novel dataset on postings advertising work from home (WFH) in 20 countries and 55 occupational categories from January 2019 to September 2022. We document three stylized facts. First, in the average country, WFH surged during the pandemic but declined only marginally as the pandemic receded. Second, across countries, increases in WFH were more pronounced where mobility restrictions were more severe. Third, across occupations, the shift toward WFH was concentrated in occupations where WFH was technically and organizationally feasible even before the pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
European Narratives on Remote Working and Coworking During the COVID-19 Pandemic: A Multidisciplinary Perspective (2023)
Akhavan, Mina; Hölzel, Marco; Leducq, Divya;Zitatform
Akhavan, Mina, Marco Hölzel & Divya Leducq (Hrsg.) (2023): European Narratives on Remote Working and Coworking During the COVID-19 Pandemic. A Multidisciplinary Perspective. (PoliMI SpringerBriefs), Cham: Imprint: Springer, VIII, 153 S. DOI:10.1007/978-3-031-26018-6
Abstract
"This open access book offers a multidisciplinary and comprehensive perspective regarding the immediate and long-term effects of the Covid-19 pandemic on coworking spaces in the European Region. The current pandemic has imposed several effects on work and spaces for work. Some are immediate effects and will last for a short time (such as the closing down of the space), some will last longer (namely, the reorganisation of the space to meet the physical distancing), and some will stay for a long time (remote working and hybrid working). Although the literature on coworking spaces and the effects of the pandemic is growing fast, empirical studies are yet limited. Within this context, this book seeks a twofold aim: (i) to contribute to the fast-growing literature on coworking space and their effects at different scales; (ii) to present a multidisciplinary perspective about the effects of the yet-lasting Corona-pandemic effects on the patterns of remote working and consequently on coworking spaces, as the most diffused form of new working spaces." (Provided by publisher)
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Literaturhinweis
Working from home around the world (2023)
Aksoy, Cevat Giray; Zarate, Pablo ; Bloom, Nicholas; Barrero, José María; Davis, Steven J.; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2023): Working from home around the world. (CEP discussion paper / Centre for Economic Performance 1920), London, 66 S.
Abstract
"The pandemic triggered a large, lasting shift to work from home (WFH). To study this shift, we survey full-time workers who finished primary school in 27 countries as of mid-2021 and early 2022. Our cross-country comparisons control for age, gender, education, and industry and treat the U.S. mean as the baseline. We find, first, that WFH averages 1.5 days per week in our sample, ranging widely across countries. Second, employers plan an average of 0.7 WFH days per week after the pandemic, but workers want 1.7 days. Third, employees value the option to WFH 2-3 days per week at 5 percent of pay, on average, with higher valuations for women, people with children and those with longer commutes. Fourth, most employees were favorably surprised by their WFH productivity during the pandemic. Fifth, looking across individuals, employer plans for WFH levels after the pandemic rise strongly with WFH productivity surprises during the pandemic. Sixth, looking across countries, planned WFH levels rise with the cumulative stringency of government-mandated lockdowns during the pandemic. We draw on these results to explain the big shift to WFH and to consider some implications for workers, organization, cities, and the pace of innovation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Time Savings When Working from Home (2023)
Aksoy, Cevat Giray; Barrero, José María; Bloom, Nicholas; Dolls, Mathias; Zarate, Pablo ; Davis, Steven J.;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2023): Time Savings When Working from Home. In: AEA papers and proceedings, Jg. 113, S. 597-603. DOI:10.1257/pandp.20231013
Abstract
"We quantify the commute time savings associated with work from home, drawing on data for 27 countries. The average daily time savings when working from home are 72 minutes in our sample. We estimate that work from home saved about two hours per week per worker in 2021 and 2022, and that it will save about one hour per week per worker after the pandemic ends. Workers allocate 40 percent of their time savings to their jobs and about 11 percent to caregiving activities. People living with children allocate more of their time savings to caregiving." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home Around the Globe: 2023 Report (2023)
Aksoy, Cevat Giray; Zarate, Pablo ; Barrero, José María; Davis, Steven J.; Bloom, Nicholas; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2023): Working from Home Around the Globe: 2023 Report. (EconPol policy brief 53), München, 13 S.
Abstract
"How prevalent is remote work on a global scale? What are the prevailing modes of working arrangements at present? What are the foremost advantages of working from home and on employer's business premises? Is there a need for policy intervention? Our new Global Survey of Working Arrangements provides new insights to answer these questions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Uberisation of Private Homes? Workplace Location and the Distribution of Workplace Costs Between Employers and Employees – the German Case (2023)
Zitatform
Alewell, Dorothea & Ricarda Reich (2023): Uberisation of Private Homes? Workplace Location and the Distribution of Workplace Costs Between Employers and Employees – the German Case. In: Management revue, Jg. 34, H. 4, S. 361-393. DOI:10.5771/0935-9915-2023-4-361
Abstract
"Digitalization and the COVID-19 pandemic have increased the use of telework. Employees often use private resources for working from home (WFH). However, we know little about how employers and employees divide telework-related workplace costs, whether employees are burdened with workplace costs in a trend of 'Uberisation of private homes', or whether there are legal or economic reasons to have employees bear the workplace cost. We first analyze Germany's legal framework. Second, we estimate the compositions and levels of workplace costs in different scenarios. We then analyze the allocation of workplace costs from the perspectives of the de facto legal situation, risk allocation and preference matching. We show that, for the most common telework types, the assumption of costs is insufficiently regulated. In practice, there is often only an implicit understanding that employees bear the workplace costs – which runs partly against the legal framework. Cost assumption by employees is efficient only in special conditions – if the employee is free to decide on workplace Location and thus whether telework is voluntary. We advocate an obligation to conclude an agreement on whether the employer or the employee decides on the workplace location, whether the employer will reimburse (parts of) the workplace costs, and, if so, which parts of the costs will be borne. Such an agreement would make workplace cost negotiation mandatory, reduce uncertainty, and help improve preference matching, thereby increasing the efficiency of spatial workplace organisation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Kein Homeoffice ist auch keine Lösung (2023)
Alipour, Jean-Victor;Zitatform
Alipour, Jean-Victor (2023): Kein Homeoffice ist auch keine Lösung. In: Ifo-Schnelldienst, Jg. 76, H. 10, S. 35-38.
Abstract
"Die Corona-Pandemie hat ein beispielloses Homeoffice-Experiment erzwungen. Für viele ist diese neue Flexibilität bis heute nicht aus dem Arbeitsalltag wegzudenken. Unterdessen häufen sich die Meldungen über Bestrebungen prominenter Unternehmen, ihre Beschäftigten wieder ins Büro zurückzuholen. Begründet wird der Schritt mit der Sorge um die Leistungsfähigkeit im Homeoffice. Der vorliegende Beitrag gibt einen Überblick über die Studienlage zu Homeoffice und Produktivität und beantwortet die Frage, ob das Büro bald ein Comeback erlebt. Einige Studien stellen einen Rückgang der Produktivität fest, besonders wenn die Beschäftigten zwangsweise ins Homeoffice versetzt werden – wie unter Corona geschehen. Dagegen zeichnet die Studienlage zu hybriden Regelungen und Optionsmodellen ein durchweg positives Bild." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Germany's capacity to work from home (2023)
Zitatform
Alipour, Jean-Victor, Oliver Falck & Simone Schüller (2023): Germany's capacity to work from home. In: European Economic Review, Jg. 151. DOI:10.1016/j.euroecorev.2022.104354
Abstract
"We propose an index of working from home (WFH) capacity for the German economy, drawing on rich survey and administrative data. We find that 56 percent of jobs are WFH feasible, most of which are located in urban areas and in highly digitized industries. Using individual-level data on tasks and work conditions, we show that heterogeneity in WFH feasibility is largely explained by differences in task content. WFH feasible jobs are typically characterized by cognitive, non-manual tasks, and PC usage. We compare our survey-based measure with popular task-based measures of WFH capacity, which usually rely on determining tasks that are incompatible with WFH, and show that task-based approaches capture variation in WFH capacity across occupations fairly accurately. A simple measure of PC use intensity will generally constitute a suitable proxy for WFH capacity. Finally, we demonstrate that our WFH index is a strong predictor of actual WFH outcomes during the Covid-19 crisis and discuss applications in the context of the pandemic and the future of work." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Digitalisierung in der Covid-19-Pandemie: Corona hat den digitalen Graben zwischen den Betrieben vertieft (2023)
Arntz, Melanie ; Böhm, Michael; Gregory, Terry; Johanning, Jan Moritz; Matthes, Britta; Lipowski, Cäcilia; Niers, Nick; Graetz, Georg; Lehmer, Florian;Zitatform
Arntz, Melanie, Michael Böhm, Georg Graetz, Terry Gregory, Jan Moritz Johanning, Florian Lehmer, Cäcilia Lipowski, Britta Matthes & Nick Niers (2023): Digitalisierung in der Covid-19-Pandemie: Corona hat den digitalen Graben zwischen den Betrieben vertieft. (IAB-Kurzbericht 4/2023), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2304
Abstract
"Um in der Covid-19-Pandemie bestehen zu können, mussten Betriebe in digitale Technologien investieren. Offen ist bislang, ob der „digitale Graben” zwischen den Betrieben dadurch tiefer geworden ist – ob also digitalisierungserfahrene Betriebe stärker in eine weitere Digitalisierung investiert haben als Betriebe, die vor der Pandemie noch keine Erfahrung mit dem Einsatz solcher Technologien gemacht hatten. Diese Frage kann erstmals mit Daten der neuen IAB-IZA-ZEW-Betriebsbefragung „Arbeitswelt 4.0“ untersucht werden. Dabei zeigt sich, dass es während der Covid-19-Pandemie nur in wenigen Betrieben zu einem Digitalisierungsschub kam. Tatsächlich haben vor allem Betriebe, die vor der Pandemie schon Erfahrung mit sogenannten 4.0-Technologien gesammelt hatten, coronabedingte Investitionen getätigt, sodass sich der digitale Graben zwischen den Betrieben während der Pandemie vertieft hat." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Wahrscheinlichkeit, coronabedingt in 4.0-Technologien zu investieren
- Anteile der 4.0-Technologien an allen Büro- und Kommunikationsmitteln
- Betriebe mit coronabedingten Investitionen in 4.0-Technologien nach ihrer Vorerfahrung mit 4.0-Technologien
- Coronabedingter Anstieg des Anteils an 4.0-Technologien 2016 bis 2021 nach Vorerfahrung mit 4.0-Technologien und Homeoffice-Potenzial der Betriebe
- IAB-Forscher Dr. Florian Lehmer konstatiert in Betrieben große Unterschiede in der digitalen Entwicklung während der Covid-19 Krise. Im Videostatement skizziert er die damit verbundenen Gefahren und zeigt politische Handlungsspielräume auf.
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Literaturhinweis
The shift to remote work lessens wage-growth pressure (2023)
Barrero, José María; Bloom, Nicholas; Mihaylov, Emil; Davis, Steven J.; Meyer, Brent;Zitatform
Barrero, José María, Nicholas Bloom, Steven J. Davis, Brent Meyer & Emil Mihaylov (2023): The shift to remote work lessens wage-growth pressure. (CEP discussion paper / Centre for Economic Performance 1926), London, 18 S.
Abstract
"The recent shift to remote work raised the amenity value of employment. As compensation adjusts to share the amenity-value gains with employers, wage-growth pressures moderate. We find empirical support for this mechanism in the wage-setting behavior of U.S. employers, and we develop novel survey data to quantify its force. Our data imply a cumulative wage-growth moderation of 2.0 percentage points over two years. This moderation offsets more than half the real-wage catchup effect that Blanchard (2022) highlights in his analysis of near-term inflation pressures. The amenity-values gains associated with the recent rise of remote work also lower Labor's share of national income by 1.1 percentage points. In addition, the 'unexpected compression' of wages since early 2020 (Autor and Dube, 2022) is partly explained by the same amenity-value effect, which operates differentially across the earnings distribution." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Evolution of Work from Home (2023)
Barrero, José María; Davis, Steven J.; Bloom, Nicholas;Zitatform
Barrero, José María, Nicholas Bloom & Steven J. Davis (2023): The Evolution of Work from Home. In: The Journal of Economic Perspectives, Jg. 37, H. 4, S. 23-49. DOI:10.1257/jep.37.4.23
Abstract
"Full days worked at home account for 28 percent of paid workdays among Americans 20–64 years old, as of mid-2023. That’s about four times the 2019 rate and ten times the rate in the mid-1990s. We first explain why the big shift to work from home has endured rather than reverting to prepandemic levels. We then consider how work-from-home rates vary by worker age, sex, education, parental status, industry and local population density, and why it is higher in the United States than other countries. We also discuss some implications for pay, productivity, and the pace of innovation. Over the next five years, US business executives anticipate modest increases in work-from-home rates at their own companies. Other factors that portend an enduring shift to work from home include the ongoing adaptation of managerial practices and further advances in technologies, products, and tools that support remote work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Self-control and Performance while Working from Home (2023)
Baumann, Julia; Stavrova, Olga; Danilov, Anastasia;Zitatform
Baumann, Julia, Anastasia Danilov & Olga Stavrova (2023): Self-control and Performance while Working from Home. (Discussion paper / Rationality & Competition, CCR TRR 190 486), München ; Berlin, 32 S.
Abstract
"This study explores the role of trait self-control in individuals' changes in performance and well-being when working from home (WFH). In a three-wave longitudinal study with UK workers in the midst of the COVID-19 pandemic, we find that low self-control workers experienced a significant positive adjustment to WFH over time: The number of reported work distractions decreased, and self-assessed performance increased over the period of four months. In contrast, high self-control individuals did not show a similar upward trajectory. Despite the positive adjustment of low self-control individuals over time, on average, self-control was still positively associated with performance and negatively associated with work distractions. However, trait self-control was not consistently associated with changes in well-being. These findings provide a more nuanced view on trait self-control, suggesting that low self-control individuals can improve initial performance over time when working from home." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Distance Work and Life Satisfaction after the COVID-19 Pandemics (2023)
Becchetti, Leonardo; Conzo, Gianluigi; Pisani, Fabio;Zitatform
Becchetti, Leonardo, Gianluigi Conzo & Fabio Pisani (2023): Distance Work and Life Satisfaction after the COVID-19 Pandemics. (CEIS Tor Vergata research papers Vol.21 (2023),9,No.566), Rom, 36 S.
Abstract
"We use data of the 10th European Social Survey containing information on COVID-19 and work at distance. We find that working with employers that accept working from home or place of choice less than before the COVID-19 period impacts negatively and significantly on respondents' wellbeing. We calculate that the reduction of this opportunity produces a fall of 5.6 percent in the probability of declaring high life satisfaction, the effect being concentrated in the subsample of respondents with work-life balance problems where the magnitude of the impact goes up to a maximum of 11 percent. Our findings contribute to explain the COVID-19 Easterlin paradox (contemporary occurrence of a sharp fall in GDP and non decrease/increase, in life satisfaction in the first 2020 COVID-19 year in many countries) and the great resignation - the rise of quit rates after COVID-19, partly motivated by absence of offers of hybrid contracts allowing a mix of work in presence and work at distance" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote work across jobs, companies and space (2023)
Bloom, Nicholas; Taska, Bledi; Hansen, Stephen; Davis, Steven J.; Sadun, Raffaella; Lambert, Peter;Zitatform
Bloom, Nicholas, Steven J. Davis, Stephen Hansen, Peter Lambert, Raffaella Sadun & Bledi Taska (2023): Remote work across jobs, companies and space. (CEP discussion paper / Centre for Economic Performance 1935), London, 49 S.
Abstract
"The pandemic catalyzed an enduring shift to remote work. To measure and characterize this shift, we examine more than 250 million job vacancy postings across five English-speaking countries. Our measurements rely on a state-of-the-art language-processing framework that we fit, test, and refine using 30,000 human classifications. We achieve 99% accuracy in flagging job postings that advertise hybrid or fully remote work, greatly outperforming dictionary methods and also outperforming other machine-learning methods. From 2019 to early 2023, the share of postings that say new employees can work remotely one or more days per week rose more than three-fold in the U.S and by a factor of five or more in Australia, Canada, New Zealand and the U.K. These developments are highly non-uniform across and within cities, industries, occupations, and companies. Even when zooming in on employers in the same industry competing for talent in the same occupations, we find large differences in the share of job postings that explicitly offer remote work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Burnout im Homeoffice: Auswirkungen von Arbeitsanforderungen und Arbeitsressourcen im Homeoffice auf Burnout und Schlafqualität (2023)
Bogodistov, Yevgen; Schweigkofler, Mirjam; Moormann, Jürgen;Zitatform
Bogodistov, Yevgen, Jürgen Moormann & Mirjam Schweigkofler (2023): Burnout im Homeoffice: Auswirkungen von Arbeitsanforderungen und Arbeitsressourcen im Homeoffice auf Burnout und Schlafqualität. In: Zeitschrift für Arbeitswissenschaft, Jg. 77, H. 3, S. 375-389. DOI:10.1007/s41449-023-00373-7
Abstract
"Die Zahl der Abwesenheiten von Mitarbeitenden aufgrund von Burnout steigt mit jedem Jahr weiter an. Gleichzeitig hat sich aufgrund der Corona-Pandemie der Trend zum Homeoffice als neue Arbeitsform massiv verstärkt. Für Unternehmen entsteht daraus die Notwendigkeit, ihre Mitarbeitenden darin zu unterstützen, mit diesen Veränderungen umzugehen. In dem vorliegenden Beitrag werden die Auswirkungen von Arbeitsanforderungen (Job Demands) und Arbeitsressourcen (Job Resources) im Homeoffice auf Burnout und Schlafqualität untersucht. Die empirischen Ergebnisse, die mittels einer Online-Umfrage erhoben wurden, zeigen, dass die Arbeitsanforderungen zum Auftreten von persönlichem und arbeitsbezogenem Burnout beitragen, während die Arbeitsressourcen keinen Effekt auf die Linderung von Burnout haben. Die Studie zeigt zudem, dass ein arbeitsbezogener Burnout das Risiko eines persönlichen Burnouts erhöht. Persönlicher Burnout erhöht die Schlaflosigkeit, während arbeitsbezogener Burnout die Schlaflosigkeit nur indirekt beeinflusst. Arbeitsanforderungen und Arbeitsressourcen erhöhen die Schlafprobleme nicht direkt; allerdings verschärfen die Arbeitsanforderungen indirekt (über Burnout) die Schlaflosigkeit. Die in dieser Arbeit gewonnenen Ergebnisse bilden den Grundstein für zukünftige Studien zum Themenbereich Neue Arbeitsformen, Burnout und Schlafqualität." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Effects of Commuting and Working from Home Arrangements on Mental Health (2023)
Zitatform
Botha, Ferdi, Jan Kabátek, Jordy Meekes & Roger Wilkins (2023): The Effects of Commuting and Working from Home Arrangements on Mental Health. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16618), Bonn, 49 S.
Abstract
"In this study, we quantify the causal effects of commuting time and working from home (WFH) arrangements on the mental health of Australian men and women. Leveraging rich panel-data models, we first show that adverse effects of commuting time manifest only among men. These are concentrated among individuals with pre-existing mental health issues, and they are modest in magnitude. Second, we show that WFH arrangements have large positive effects on women's mental health, provided that the WFH component is large enough. The effects are once again concentrated among individuals with pre-existing mental health issues. This effect specificity is novel and extends beyond Australia: we show that it also underlies the adverse effects of commuting time on the mental health of British women. Our findings highlight the importance of targeted interventions and support for individuals who are dealing with mental health problems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Flexible work arrangements for work-life balance: a cross-national policy evaluation from a capabilities perspective (2023)
Zitatform
Brega, Carla, Samuel Briones, Jana Javornik, Margarita León & Mara Yerkes (2023): Flexible work arrangements for work-life balance: a cross-national policy evaluation from a capabilities perspective. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 278-294. DOI:10.1108/IJSSP-03-2023-0077
Abstract
"Purpose: This paper aims to assess the design of national-level flexible work arrangement (FWA) policies, evaluating their potential to serve as an effective resource for employees to work flexibly depending on how they set the stage for flexibility claims that will be subject to industrial and workplace dynamics. Design/methodology/approach Using a capability approach, the authors conceptualize and operationalize two aspects of FWA policy design, namely accessibility and availability. The authors' analysis allows for an understanding of how the availability and accessibility of national FWA policies explicitly and implicitly restrict or facilitate flexible working in a structural manner. The study focuses on countries with differing working time regimes and gender norms on work and care: the Netherlands, Spain and Slovenia. Findings The authors' findings highlight how FWA accessibility is broader when national policy is specified and FWA availability is not conditional to care. In Spain and Slovenia, access to FWAs depends on whether employees have care responsibilities, which reduces accessibility and reinforces gender imbalances in care provision. In contrast, the Netherlands provides FWAs universally, resulting in wider availability and accessibility of FWAs for employees regardless of their care responsibilities. Despite this universal provision, gender imbalances remain. Originality/value The originality of this paper lies in its conceptualization and operationalization of FWAs at the national level using a capability approach. The study adds to the existing literature on flexible working and provides insights for policymakers to design more effective FWAs." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Homeoffice oder Büro? Eine Analyse zum ertragsteuerlichen Effekt der Erweiterung der Homeoffice-Pauschale auf die Wahl des Arbeitsplatzortes (2023)
Broer, Michael;Zitatform
Broer, Michael (2023): Homeoffice oder Büro? Eine Analyse zum ertragsteuerlichen Effekt der Erweiterung der Homeoffice-Pauschale auf die Wahl des Arbeitsplatzortes. In: Zeitschrift für Wirtschaftspolitik, Jg. 72, H. 3, S. 276-289. DOI:10.1515/zfwp-2023-2015
Abstract
"If employees drive to work by car or work from home, they can use a lump sum deduction to reduce their taxable income. In 2023, the work-from-home-deduction was increased from 5 € to 6 € a day (for 210 instead of 120 days). This could be an fiscal incentive to work from home more instead of driving to work by car. A result could be a higher interest of employees for work from home. Employers can use this aspect for recruting." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Worker productivity during Covid-19 and adaptation to working from home (2023)
Burdett, Ashley; Tang, Li; Etheridge, Ben; Wang, Yikai;Zitatform
Burdett, Ashley, Ben Etheridge, Yikai Wang & Li Tang (2023): Worker productivity during Covid-19 and adaptation to working from home. (ISER working paper series / Institute for Social and Economic Research, University of Essex 2023-04), Colchester, 64 S.
Abstract
"We examine reported productivity changes of workers over the course of the Covid-19 pandemic, which we validate against external metrics. On average, workers report being at least as productive as before the pandemic's onset. However, this average masks substantial heterogeneity, which is linked to job quality, gender, the presence of children, and ease of working from home. As the pandemic progressed, those who previously performed well at home were more likely to remain there. Building on these findings, we estimate factors affecting productivity outcomes across locations controlling for endogenous selection. We find that those in 'good' jobs (with managerial duties and working for large firms) were advantaged specifically in the home environment. More generally we find an effect of key personality traits - agreeableness and conscientiousness - on productivity outcomes across locations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Digitalisierung der Arbeit – eine Zwischenbilanz aus Geschlechterperspektiven (2023)
Carstensen, Tanja;Zitatform
Carstensen, Tanja (2023): Digitalisierung der Arbeit – eine Zwischenbilanz aus Geschlechterperspektiven. In: WSI-Mitteilungen, Jg. 76, H. 5, S. 374-382. DOI:10.5771/0342-300X-2023-5-374
Abstract
"Die Digitalisierung der Arbeitswelt seit der Mitte der 2010er Jahre wurde früh mit weitreichenden Hoffnungen und Befürchtungen für Veränderungen in den Geschlechterverhältnissen diskutiert. Mittlerweile liegen diverse, ein breites Feld an Fragen umspannende empirische Studien vor. Nach einigen Vormerkungen zum Verhältnis von Gender und Technik resümiert der Beitrag die bisherigen Befunde entlang von fünf Themenfeldern, die sich als Schwerpunkte der Digitalisierungsforschung aus Geschlechterperspektiven herausgebildet haben: 1. Ortsflexibilisierung / Homeoffice, 2. Plattformen, 3. Automatisierung und neue Anforderungen, 4. Diskriminierung durch Algorithmen und KI und 5. mangelnde Diversität und (globale) Ungleichheiten in der Technikentwicklung. Die Autorin schließt mit einer Zwischenbilanz dieser bisher vorliegenden Befunde und benennt weiteren Forschungsbedarf." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Zwischen Homeoffice, neuer Präsenz und Care: Die räumliche und digitale Neuordnung von Arbeit (2023)
Carstensen, Tanja;Zitatform
Carstensen, Tanja (2023): Zwischen Homeoffice, neuer Präsenz und Care. Die räumliche und digitale Neuordnung von Arbeit. In: WSI-Mitteilungen, Jg. 76, H. 1, S. 3-9. DOI:10.5771/0342-300X-2023-1-3
Abstract
"Seit der Pandemie ist nicht nur Arbeiten im Homeoffice normaler geworden, auch der betriebliche Arbeitsplatz hat sich verändert. Arbeitsbedingungen werden neu ausgehandelt, sowohl in der „neuen Präsenz“ als auch im Privatraum. Beschäftigte entwickeln neue digitale Praktiken, um kollegiale Kontakte und soziale Begegnungen zu kompensieren, verhandeln gleichzeitig zu Hause die Verteilung von Sorgearbeit neu und kommen mit veränderten Erwartungen und Bedürfnissen ins Büro. Dieser Beitrag widmet sich auf der Grundlage verschiedener Forschungsprojekte aus arbeits-, care- und geschlechtersoziologischen Perspektiven der Frage, welche Herausforderungen mit dem Alltag zwischen ausgedehntem Homeoffice und neuer Präsenz verbunden sind." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Impact of COVID-19 on Workers' Expectations and Preferences for Remote Work (2023)
Chen, Yuting; Cortés, Patricia; Pan, Jessica; Koşar, Gizem; Zafar, Basit;Zitatform
Chen, Yuting, Patricia Cortés, Gizem Koşar, Jessica Pan & Basit Zafar (2023): The Impact of COVID-19 on Workers' Expectations and Preferences for Remote Work. In: AEA papers and proceedings, Jg. 113, S. 556-561. DOI:10.1257/pandp.20231090
Abstract
"We study how COVID-19 affected the prevalence, expectations, and attitudes toward remote work using specially designed surveys. The incidence of remote work remains higher than prepandemic levels, and both men and women expect this to persist postpandemic. Workers also report increased preference for remote work as a result of the pandemic. These changes are strongly correlated with individuals' exposure to the pandemic-induced work-from-home shock, indicating that experience with remote work during the pandemic likely shaped expectations and preferences toward WFH. The magnitude of the effects on preferences and expectations are similar across gender, marital status, and presence of children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote working across the European Union before and in Covid-19 pandemic (2023)
Dazzi, Davide; Freddi, Daniela;Zitatform
Dazzi, Davide & Daniela Freddi (2023): Remote working across the European Union before and in Covid-19 pandemic. (Quaderno DEM / Università degli Studi di Ferrara, Dipartimento di economia e management 2023,05), Ferrara, 44 S.
Abstract
"Policymakers, social parts, businesses, employees, media and citizens became familiar with a broad use of words such as remote working, teleworking, working from home, mobile worker, ICT-based worker. In this view, it is of crucial importance to define a general conceptual framework related to the terms referred to when a person works from a distance. The present paper delves into a taxonomy of the regulations and approaches to remote work within the EU. The results highlight that several characteristics of teleworking, positive and negative, were already known before the pandemic and they have substantially been confirmed by the massive shift occurred after the pandemic outbreak. As we saw in the report, no specific EU Directives were dedicated to remote working before Covid-19 even if many directives and EU regulations had indirect implications on it." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Homeoffice und suchthaftes Arbeiten in Deutschland. Sind Homeofficeintensität und betriebliche Regulierung von Bedeutung? (2023)
Zitatform
Ebner, Christian, Beatrice van Berk & Daniela Rohrbach-Schmidt (2023): Homeoffice und suchthaftes Arbeiten in Deutschland. Sind Homeofficeintensität und betriebliche Regulierung von Bedeutung? In: Soziale Welt, Jg. 74, H. 3, S. 390-430. DOI:10.5771/0038-6073-2023-3-390
Abstract
"Im Zuge der Digitalisierung hat Homeoffice in Deutschland merklich an Bedeutung gewonnen. Während mehrere Studien die Vorteile der Arbeit von zu Hause aus betonen, gibt es auch Hinweise auf mögliche negative Effekte. Im Rahmen dieses Beitrags wird der Zusammenhang zwischen Homeoffice und suchthaftem Arbeiten auf Basis einer Stichprobe von rund 6.000 Beschäftigten in Deutschland für die Jahre 2017/2018 adressiert. Unter Anwendung von Regressionsanalysen kann erstens gezeigt werden, dass die Wahrscheinlichkeit suchthaft zu arbeiten bei Beschäftigten im Homeoffice durchschnittlich höher ist als bei Personen, die ihre Arbeit nicht im Homeoffice verrichten. Die Analysen weisen zweitens auf Möglichkeiten der Begrenzung suchthaften Arbeitens im Homeoffice hin: So ist die Wahrscheinlichkeit suchthaft zu arbeiten durchschnittlich geringer, wenn seltener von zu Hause aus gearbeitet wird, eine vertragliche Vereinbarung zum Homeoffice mit dem Betrieb getroffen wurde und die Möglichkeit besteht, die Arbeitszeiten im Homeoffice anzurechnen." (Autorenreferat, IAB-Doku)