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.
-
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))
-
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
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)
-
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)
-
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))
-
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))
-
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 6/2024), 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 ; Gartner, Hermann ; Weber, Enzo ; Dauth, Wolfgang ; Stops, Michael ; -
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))
-
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))
-
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))
-
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)
-
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)
-
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))
-
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))
-
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))
-
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))
-
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))
-
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)
-
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))
-
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))
-
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))
-
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))
-
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)
-
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))
-
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.
-
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))
-
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))
-
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))
-
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))
-
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))
-
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)
-
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))
-
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))
-
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))
-
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))
-
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)
-
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)
-
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))
-
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))
-
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)
-
Literaturhinweis
From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance (2023)
Zitatform
Elhinnawy, Hind, Morag Kennedy & Silvia Gomes (2023): From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance. In: Community, work & family online erschienen am 11.10.2023, S. 1-20. DOI:10.1080/13668803.2023.2265044
Abstract
"This article provides insights into the ways flexible, hybrid and work-from-home arrangements have impacted women during COVID-19 lockdowns in the UK. Based on 10 in-depth interviews with women living and working in the East Midlands, England, who turned to work from home during COVID lockdowns, this study found that despite heightened care needs and the additional burdens women faced during the pandemic, one silver lining was that flexible and hybrid work has positively impacted some. All women spoke about how the pandemic and associated restrictions have altered their conceptualisation of space both positively and negatively. Life during the pandemic gave participants extra care needs and added burdens, but it also gave them more space to be with family and to manage their lives more effectively. This sense of increased space for social and family bonding and life and time management was reduced (again) after the pandemic due to the difficulties women had to bear in balancing the demands of work and family obligations. This article contributes to the studies on the impact of COVID-19 lockdowns on women's work-life-balance (WLB) and work-family-balance (WFB),demonstrating the need to think of innovative ways to support women's flexible work in the long term." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Power of Proximity to Coworkers: Training for Tomorrow or Productivity Today (2023)
Emanuel, Natalia; Harrington, Emma; Pallais, Amanda;Zitatform
Emanuel, Natalia, Emma Harrington & Amanda Pallais (2023): The Power of Proximity to Coworkers: Training for Tomorrow or Productivity Today. (NBER working paper / National Bureau of Economic Research 31880), Cambridge, Mass, 56 S. DOI:10.3386/w31880
Abstract
"Amidst the rise of remote work, we ask: what are the effects of proximity to coworkers? We find being near coworkers has tradeoffs: proximity increases long-run human capital development at the expense of short-term output. We study software engineers at a Fortune 500 firm, whose main campus has two buildings several blocks apart. When offices were open, engineers working in the same building as all their teammates received 22 percent more online feedback than engineers with distant teammates. After offices closed for COVID-19, this advantage largely disappears. Yet sitting together reduces engineers' programming output, particularly for senior engineers. The tradeoffs from proximity are more acute for women, who both do more mentoring and receive more mentorship when near their coworkers. Proximity impacts career trajectories, dampening short-run pay raises but boosting them in the long run. These results can help to explain national trends: workers in their twenties who often need mentorship and workers over forty who often provide mentorship are more likely to return to the office. However, even if most mentors and mentees go into the office, remote work may reduce interaction: pre-COVID, having just one distant teammate reduced feedback among co-located workers." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Das Büro als sozialer Ort: Zusammenarbeit in hybriden Arbeitswelten (2023)
Entgelmeier, Ines; Meyer, Sophie-Charlotte; Tisch, Anita; Backhaus, Nils;Zitatform
Entgelmeier, Ines, Sophie-Charlotte Meyer, Anita Tisch & Nils Backhaus (2023): Das Büro als sozialer Ort. Zusammenarbeit in hybriden Arbeitswelten. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 32, H. 2, S. 111-132. DOI:10.1515/arbeit-2023-0008
Abstract
"Viele Bürobeschäftigte haben seit der Covid-19-Pandemie die Möglichkeit, hybrid, also im Wechsel zu Hause und im Büro, zu arbeiten. Die Zusammenarbeit mit Kolleginnen und Kollegen wird dadurch vermehrt ins Virtuelle verlagert. Hierdurch kann sich nicht nur die inhaltliche Zusammenarbeit, sondern können sich auch soziale Beziehungen zwischen Beschäftigten verändern. Auf Basis der BAuA-Arbeitszeitbefragung 2019 und 2021 wird untersucht, ob es einen Zusammenhang zwischen dem Anteil des Arbeitens von zu Hause und der Bewertung der kollegialen Zusammenarbeit gibt. Hierbei unterscheiden wir zwischen formeller, inhaltlicher Zusammenarbeit und informeller, persönlicher Zusammenarbeit. Die Ergebnisse zeigen, dass Bürobeschäftigte mit zunehmendem Anteil der Arbeit von zu Hause sowohl die formelle als auch die informelle Zusammenarbeit schlechter bewerten. Dabei wird insbesondere die formelle Zusammenarbeit 2021 jedoch besser bewertet als noch 2019. Erfahrungen während der Covid-19-Pandemie haben hier möglicherweise zu Lerneffekten in der virtuellen Zusammenarbeit geführt." (Autorenreferat, IAB-Doku, © De Gruyter)
-
Literaturhinweis
Resilience through digitalisation: How individual and organisational resources affect public employees working from home during the COVID-19 pandemic (2023)
Zitatform
Fischer, Caroline, John Siegel, Isabella Proeller & Nicolas Drathschmidt (2023): Resilience through digitalisation: How individual and organisational resources affect public employees working from home during the COVID-19 pandemic. In: Public Management Review, Jg. 25, H. 4, S. 808-835. DOI:10.1080/14719037.2022.2037014
Abstract
"This article examines public service resilience during the COVID-19 pandemic and studies the switch to telework due to social distancing measures. We argue that the pandemic and related policies led to increasing demands on public organisations and their employees. Following the job demands-resources model, we argue that resilience only can arise in the presence of resources for buffering these demands. Survey data were collected from 1,189 German public employees, 380 participants were included for analysis. The results suggest that the public service was resilient against the crisis and that the shift to telework was not as demanding as expected." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Menschen mit Behinderungen im Homeoffice – Erleichterung für die Inklusion?: Eine Gegenüberstellung von Deutschland und einigen angelsächsischen Ländern (2023)
Flüter-Hoffmann, Christiane; Traub, Patricia;Zitatform
Flüter-Hoffmann, Christiane & Patricia Traub (2023): Menschen mit Behinderungen im Homeoffice – Erleichterung für die Inklusion? Eine Gegenüberstellung von Deutschland und einigen angelsächsischen Ländern. (IW-Report / Institut der Deutschen Wirtschaft Köln 2023,10), Köln, 88 S.
Abstract
"Die COVID-19-Pandemie hat für ein „soziales Massen-Experiment der Telearbeit“ gesorgt, wie eine OECD-Studie es formulierte. Denn die Anteile der Erwerbstätigen, die von zuhause arbeiten, stiegen weltweit rapide an." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
The Digitalization Boost of the Covid‐19 Pandemic and Changes in Job Quality (2023)
Zitatform
Friedrich, Teresa Sophie & Basha Vicari (2023): The Digitalization Boost of the Covid‐19 Pandemic and Changes in Job Quality. In: Social Inclusion, Jg. 11, H. 4, S. 274-286., 2023-09-18. DOI:10.17645/si.v11i4.7082
Abstract
"The Covid‐19 pandemic caused a digitalization boost, mainly through the rise of telework. Even before the pandemic, advancing digital transformation restructured the way of working and thereby changed the quality of jobs—albeit at a different pace across occupations. With data from the German National Educational Panel Study (NEPS), we examine how job quality and the use of digital technologies changed during the first pandemic year in different occupations. Building on this, we analyze change score models to investigate how increased workplace digitalization connects to changes in selected aspects of employees’ subjective job quality. We find only a weak association between the digitalization boost in different occupational fields and the overall decrease in subjective job quality. However, telework—as one aspect of digitalization—is connected to a smaller decrease in work–family reconciliation and conformable working hours. Thus, it may buffer some detrimental pandemic effects on job quality. In addition, telework is connected to increased information overload, creating a new burden for specific employee groups." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Urban labour market resilience during the Covid-19 pandemic: what is the promise of teleworking? (2023)
Zitatform
Grabner, Simone Maria & Alexandra Tsvetkova (2023): Urban labour market resilience during the Covid-19 pandemic: what is the promise of teleworking? In: Regional Studies, Jg. 57, H. 12, S. 2521-2536. DOI:10.1080/00343404.2022.2042470
Abstract
"The emergence of the Covid-19 pandemic caused immense labour market turbulences and a large-scale turn towards teleworking. This paper contributes to the understanding of how teleworking shapes regional economic outcomes by focusing on labour market resilience in US cities during the 2020 Covid-19 emergency. It examines employment and labour demand and finds that the share of teleworkable jobs is linked to stronger employment resilience, and enhances labour demand resilience during the onset of the pandemic and in smaller cities. The paper discusses possible mechanisms and policies that can help leverage the promise of teleworking for resilient labour markets." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Effects of stay-at-home orders on skill requirements in vacancy postings (2023)
Zitatform
Gu, Ran & Ling Zhong (2023): Effects of stay-at-home orders on skill requirements in vacancy postings. In: Labour Economics, Jg. 82. DOI:10.1016/j.labeco.2023.102342
Abstract
"The COVID-19 pandemic and containment policies have had profound economic impacts on the labor market. Stay-at-home orders (SAHOs) implemented across most of the United States changed the way of people worked. In this paper, we quantify the effect of SAHO durations on skill demands to study how firms adjust labor demand within occupation. We use skill requirement information from the 2018 to 2021 online job vacancy posting data from Burning Glass Technologies, exploit the spatial variations in the SAHO duration, and use instrumental variables to correct for the endogeneity in the policy duration related to local social and economic factors. We find that policy durations have persistent impacts on the labor demand after restrictions are lifted. Longer SAHOs motivate management style transformation from people-oriented to operation-oriented by requiring more of operational and administrative skills and less of personality and people management skills to carry out standard workflows. SAHOs also change the focus of interpersonal skill demands from specific customer services to general communication such as social and writing skills. SAHOs more thoroughly affect occupations with partial work-from-home capacity. The evidence suggests SAHOs change management structure and communication in firms." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
-
Literaturhinweis
Adopting telework: The causal impact of working from home on subjective well-being (2023)
Zitatform
Gueguen, Guillaume & Claudia Senik (2023): Adopting telework: The causal impact of working from home on subjective well-being. In: BJIR, Jg. 61, H. 4, S. 832-868. DOI:10.1111/bjir.12761
Abstract
"We study the impact of work from home (WFH) on subjective well-being during the Covid period, where self-selection of individuals into telework is ruled out, at least part of the time, by stay-at-home orders. We use a difference-in-differences approach with individual fixed effects and identify the specific impact of switching to telecommuting, separately from any other confounding factor. In particular, our identification strategy avoids the influence of interpersonal heterogeneity by exploiting the multiple entries into WFH, by the same individuals, at different times. On average over the period, switching to WFH, especially full-time, worsens mental health. We also find a positive but imprecisely measured impact of part-time WFH on life satisfaction. However, this hides a dynamic evolution, whereby the initial deterioration gives place to an adaptation process after a couple of months. We also uncover a particularly pronounced fall in subjective well-being of women with children, especially in the first months; this could be associated with home-schooling." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
How Work from Home Changes Housing Demand: Evidence from Online Search (2023)
Guglielminetti, Elisa; Loberto, Michele; Zizza, Roberta; Zevi, Giordano;Zitatform
Guglielminetti, Elisa, Michele Loberto, Giordano Zevi & Roberta Zizza (2023): How Work from Home Changes Housing Demand: Evidence from Online Search. In: AEA papers and proceedings, Jg. 113, S. 609-613. DOI:10.1257/pandp.20231015
Abstract
"We quantify the impact of work from home (WFH) on housing demand by leveraging a unique dataset of online housing sales advertisements in Italy and considering intensity in the adoption of WFH. By exploiting both the time series and the geographical variation in WFH adoption after the outbreak of the COVID-19 pandemic, we estimate that intensive WFH is the main driver of a significant recomposition of housing demand toward larger, single-family properties with outdoor spaces. This suggests that hybrid working arrangements involving a sizable amount of home-office work may have long-lasting consequences on housing markets and the organization of cities." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Büroarbeit im Wandel: Analyse der Arbeitsbedingungen von Bürobeschäftigten (2023)
Hammermann, Andrea; Stettes, Oliver;Zitatform
Hammermann, Andrea & Oliver Stettes (2023): Büroarbeit im Wandel: Analyse der Arbeitsbedingungen von Bürobeschäftigten. (IW-Report / Institut der Deutschen Wirtschaft Köln 2023,62), Köln, 28 S.
Abstract
"Die Büroarbeit hat sich im Zeitverlauf stark gewandelt und spiegelt jeweils sowohl den technischen Fortschritt als auch den Zeitgeist der Jahrzehnte wider. Während Büroräume zu Beginn der Industrialisierung in der Regel nach dem Prinzip des Taylorismus durch großflächige Büros mit aufgereihten Schreibtischplätzen gekennzeichnet waren, wurde ab den 1950er Jahren vermehrt darauf geachtet, dass die Arbeitsplätze Privatsphäre und ungestörtes Arbeiten ermöglichen, beispielsweise über die Aufteilung von Großraumbüros mit Trennwänden. In den 1980er und 1990er Jahren rückte die ergonomische Ausgestaltung und die Anpassung von Büroarbeitsplätzen an die jeweiligen personellen und tätigkeitsbezogenen Anforderungen stärker in den Fokus. Durch den vermehrten Einsatz mobiler Endgeräte in den 2000er Jahren stiegen dann die Möglichkeiten der Bürobeschäftigte von unterschiedlichen Standorten aus oder von unterwegs zu arbeiten. Seit 2016 ist die Telearbeit in Deutschland, als eingerichteter Bildschirmarbeitsplatz im Privatbereich der Beschäftigten, gesetzlich definiert und unterliegt der Arbeitsstättenverordnung. Im Folgenden wird der Begriff Homeoffice verwendet, der bislang als Teilmenge des Begriffs "mobile Arbeit" in Deutschland nicht gesetzlich definiert ist. Im Vergleich etwa zu den skandinavischen Ländern war das Arbeiten im Homeoffice in Deutschland nur wenig verbreitet (Flüter-Hoffmann/Stettes, 2022, 6 ff.). Durch die Kontaktbeschränkungen zum Infektionsschutz während der Covid-19-Pandemie war es daher für viele Beschäftigte eine neue Erfahrung, von zu Hause aus zu arbeiten und das über eine lange Zeitspanne hinweg (vgl. Bonin/Rinne, 2021; Flüter-Hoffmann/Stettes, 2022). Frodermann et al. (2020, 5) zeigen, dass rund ein Fünftel derjenigen, die vor der Covid-19-Pandemie ausschließlich im Betrieb gearbeitet haben, im ersten Pandemiejahr ganz oder teilweise im Homeoffice arbeiteten, drei Viertel von ihnen mehr als die Hälfte ihrer Arbeitszeit. Während der Pandemie wur" (Autorenreferat, IAB-Doku)
-
Literaturhinweis
New-Workisierung von Arbeit: Zeitdiagnose zum Wandel der Arbeitswelt (2023)
Hardering, Friedericke;Zitatform
Hardering, Friedericke (2023): New-Workisierung von Arbeit. Zeitdiagnose zum Wandel der Arbeitswelt. In: Aus Politik und Zeitgeschichte, Jg. 73, H. 46, S. 29-34.
Abstract
"Wer sich gegenwärtig mit dem Wandel der Arbeitswelt beschäftigt, kommt um das Schlagwort "New Work" kaum herum. "New Work" zählt wie "New Normal" oder "Arbeit 4.0" zu den Begriffen, die im Kontext der Corona-Pandemie Auftrieb erhalten haben und auf Wandlungstendenzen in der Arbeitswelt hindeuten. Unter New Work werden aktuell vor allem neue Formen der Arbeitsorganisation wie Homeoffice, neue Bürokonzepte, hybride Arbeit, Vier-Tage-Woche, Selbstorganisation, New Leadership oder agiles Arbeiten verstanden. Diese zeichnen sich insbesondere durch eine zeitliche und räumliche Flexibilisierung von Arbeit sowie neue Formen der Zusammenarbeit aus. Ursprünglich ist der Begriff "New Work" durch Frithjof Bergmann geprägt, der 2004 in "Neue Arbeit, neue Kultur" ein Konzept für eine andere Arbeitsgesellschaft entworfen hat.Zur Auflösung der Fußnote[1] Ihm ging es darum, aufzuzeigen, wie sich Gesellschaften von der Fixierung auf Lohnarbeit lösen können. New Work umfasst daher neben organisationalen Gestaltungsansätzen auch die Idee einer anderen Arbeitswelt, in der Erwerbsarbeit neben anderen Tätigkeitsformen steht. Insgesamt handelt es sich um einen vielschichtigen Begriff, der verschiedene Ansätze der Arbeitsorganisation sowie ein neues Verständnis von Arbeit jenseits der Erwerbsarbeit einschließt und vielleicht gerade wegen seiner Vieldeutigkeit so populär werden konnte." (Textauszug, IAB-Doku)
-
Literaturhinweis
New Work und die Zukunft der Arbeit aus der Sicht von Beschäftigten – Vorstellungen wünschenswerter digitaler Arbeit von Wissensarbeitenden im Homeoffice während COVID-19 (2023)
Hardering, Friedericke; Biesel, Mareike;Zitatform
Hardering, Friedericke & Mareike Biesel (2023): New Work und die Zukunft der Arbeit aus der Sicht von Beschäftigten – Vorstellungen wünschenswerter digitaler Arbeit von Wissensarbeitenden im Homeoffice während COVID-19. In: Zeitschrift für Arbeitswissenschaft, Jg. 77, H. 4, S. 629-639. DOI:10.1007/s41449-023-00397-z
Abstract
"Die fortschreitende Digitalisierung verändert, wie Menschen arbeiten und wie sie in Zukunft arbeiten wollen. In der Arbeitssoziologie werden diese Veränderungen vorrangig mit dem Fokus auf technologische Transformationen im Diskurs um die Digitalisierung von Arbeit verhandelt. Die subjektive Seite dieser Veränderungen bleibt dabei unterbelichtet. Unter dem Schlagwort „New Work“ werden demgegenüber die Bedürfnisse der Beschäftigten in den Vordergrund gestellt. Unsere Forschung fragt an der Schnittstelle dieser beiden Diskurse Wissensarbeitende im Homeoffice nach ihren antizipierten Erwartungen und Wünschen in Bezug auf die Zukunft der Arbeit. Der Beitrag zeigt fünf Themenkomplexe auf, die aus Sicht der Beschäftigten die Zukunft der Arbeit prägen werden. Ausgehend von der Sorge, dass Chancen der Digitalisierung nicht im Sinne der Beschäftigten genutzt werden (1), diskutieren die Befragten Weiterbildung (2) und Partizipation (3) als Voraussetzungen für gelingenden Wandel. Am Beispiel Homeoffice (4) lässt sich zeigen, wie konkrete Forderungen für gute Arbeit der Zukunft aussehen. In ‚Arbeit neu denken‘ (5) stellen die Befragten die Arbeitsgesellschaft als solche in Frage und diskutieren einen erweiterten Arbeitsbegriff. Anhand der fünf Themenkomplexe werden die Spannungen zwischen Wünschen an die Zukunft der Arbeit und antizipierten Erwartungen deutlich, was auf ungenutzte Gestaltungspotenziale von Arbeit hindeutet. Praktische Relevanz : Sowohl Beschäftigtenwünsche als auch Annahmen über zukünftige Entwicklungen und Umsetzungsblockaden bieten für Organisationen wichtige Einblicke in Gestaltungspotenziale von Arbeit. Für die Gestaltung guter Wissensarbeit in der Zukunft können die Erwartungen und Wünsche der Beschäftigten jenseits von stereotypen Zuschreibungen einbezogen werden." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Work from Anywhere organisieren : Richtlinien für hybride und flexible Arbeitsmodelle (2023)
Heidt, Lukas; Gauger, Felix; Pfnür, Andreas;Zitatform
Heidt, Lukas, Felix Gauger & Andreas Pfnür (2023): Work from Anywhere organisieren : Richtlinien für hybride und flexible Arbeitsmodelle. In: Zeitschrift Führung und Organisation, Jg. 92, H. 1, S. 28-33.
Abstract
"Work from Anywhere, also Arbeit, die in Coworking Spaces, aus dem Urlaub (sogenannte Workation), oder von unterwegs erledigt wird, ergänzt in der Praxis die Arbeit im Büro. Um diese Flexibilität von Work from Anywhere zu nutzen und gleichzeitig die gesamte Arbeitsorganisation effizient gestalten zu können, müssen Unternehmen geeignete Richtlinien (Policies) definieren. Eine Erhebung ergibt acht Policies, die in der deutschen Unternehmenspraxis Anwendung finden. Die Analyse zeigt, dass die Policies sich vor allem anhand der Dimensionen »Flexibilität« in der Nutzung für Mitarbeitende und »Autonomie« in der Wahl der Arbeitstage für Work from Anywhere unterscheiden. Ein vorgeschlagenes Framework hilft, basierend auf verschiedenen Kriterien, eine geeignete Policy zu bestimmen und konstant zu überprüfen bzw. anzupassen. Der Beitrag unterstützt Unternehmen durch in der Praxis genutzte Policies und durch das vorgeschlagene Framework bei der Definition einer Policy zur Organisation von Work from Anywhere und Arbeit im Büro." (Autorenreferat, IAB-Doku, © 2023 Schäffer-Poeschel Verlag für Wirtschaft - Steuern - Recht GmbH, Stuttgart)
-
Literaturhinweis
Mobile Arbeit - Sozialpartnerstudie 2023: Ergebnisse der Befragung von Beschäftigten, Betriebsräten und HR-Verantwortlichen der chemisch-pharmazeutischen Industrie (2023)
Hofmann, Josephine; Rief, Stefan; Piele, Alexander; Bauer, Wilhelm; Riedel, Oliver; Piele, Christian; Hölzle, Katharina;Zitatform
Hofmann, Josephine, Alexander Piele & Christian Piele, Riedel, Oliver, Katharina Hölzle, Wilhelm Bauer & Stefan Rief (Hrsg.) Fraunhofer-Institut für Arbeitswirtschaft und Organisation (2023): Mobile Arbeit - Sozialpartnerstudie 2023. Ergebnisse der Befragung von Beschäftigten, Betriebsräten und HR-Verantwortlichen der chemisch-pharmazeutischen Industrie. Stuttgart, 48 S. DOI:10.24406/publica-2105
Abstract
"Wie sieht die Praxis des mobilen Arbeitens in der chemisch-pharmazeutischen Industrie aus und ergibt sich daraus (tarifpolitischer) Handlungsbedarf? Antworten auf diese Fragen liefert die Sozialpartnerstudie Mobile Arbeit des Fraunhofer-Instituts für Arbeitswirtschaft und Organisation IAO. In Zusammenarbeit mit dem Bundesarbeitgeberverband Chemie e.V. (BAVC) und der Industriegewerkschaft Bergbau, Chemie, Energie (IGBCE) wurden über 20000 Beschäftigte der Chemie- und Pharmabranche befragt." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Home Is Where the Office Is. Zur Geschichte der Telearbeit (2023)
Homberg, Michael; Winkelmann, Mirko;Zitatform
Homberg, Michael & Mirko Winkelmann (2023): Home Is Where the Office Is. Zur Geschichte der Telearbeit. In: Aus Politik und Zeitgeschichte, Jg. 73, H. 46, S. 10-16.
Abstract
"Im Juli 1973 erprobte eine interdisziplinäre Forschergruppe um den ehemaligen Raketeningenieur Jack Nilles an der University of Southern California in Los Angeles in mehreren Feldversuchen ökonomische und ökologische Alternativen zur Büroarbeit. Dazu untersuchte die Gruppe die Möglichkeiten, die Computer und digitale Netzwerke boten, um neue Formen dezentralen Arbeitens zu etablieren. Möglich wurde dies durch Minicomputer in eigens eingerichteten Satellitenbüros, die über (Telefon-)Standleitungen mit den Großrechnern in den Zentralen der kooperierenden Unternehmen verbunden waren. Die Beschäftigten, zu Beginn vor allem Sachbearbeiter:innen in Banken und Versicherungen, konnten so wohnortnah arbeiten, statt täglich weite Strecken mit dem Auto zur Arbeit fahren zu müssen, was unter dem Eindruck der ersten Ölkrise 1973 zu einem dringlichen Anliegen wurde. Für diese Form der Substitution von Verkehr durch Telekommunikation wählte Nilles den Begriff "telecommuting", also "Telependeln". Nilles und sein Team nahmen in ihrer Studie viele zentrale Argumente vorweg, die den US-amerikanischen und auch den deutschen Diskurs über Telearbeit in der Folgezeit bestimmen sollten. Ursprünglich ging es ihnen um die Entlastung des Verkehrssystems und die Verringerung der Energieabhängigkeit der amerikanischen Wirtschaft. Darüber hinaus skizzierten sie aber bereits die verschiedenen sozioökonomischen Facetten der neuen Form der Arbeitsorganisation – von einer stärkeren Leistungskontrolle über mehr Autonomie bis hin zu einer besseren Vereinbarkeit von Beruf und Privatleben für die Beschäftigten. Insgesamt sah Nilles rosige Zeiten heraufziehen: "eine günstige Veränderung der Lebensqualität für den Einzelnen; eine Veränderung, die auf einer gesünderen Umwelt und einem stärkeren Gefühl der Identität mit seiner Gemeinde, seiner Familie und seinen Arbeitskollegen beruht". Bemerkenswert an dieser Episode sind vor allem zwei Punkte: erstens die zentrale Rolle, die Telearbeit speziell in der breiteren gesellschaftlichen Diskussion um die "Zukunft der Arbeit" und vor allem um eine "Flexibilisierung" der Arbeit in der Folgezeit einnahm. Zweitens die Beständigkeit der zentralen Argumente, die seit den 1970er Jahren immer wieder – und zum Teil bis heute – zu diesem Thema vorgebracht werden und in denen sich die Euphorien und Ängste des digitalen Zeitalters exemplarisch widerspiegeln. Die kurze Geschichte der Telearbeit in der Bundesrepublik, die hier in Diskurs und Praxis beschrieben wird, soll dazu dienen, den mit dem schillernden Begriff "New Work" bezeichneten Wandel der Erwerbsarbeit hin zu mehr Autonomie, Selbstbestimmung und Selbstverwirklichung als ein Feld umfassender Verhandlungen über die Zukunft der Arbeit darzustellen. An ihrem Beispiel wollen wir diskutieren, wie der Weg in die digitale Gesellschaft verlaufen ist und welche Akteure ihn geprägt haben." (Textauszug, IAB-Doku)
-
Literaturhinweis
Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work (2023)
Zitatform
Kagerl, Christian & Julia Starzetz (2023): Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work. In: Journal of business economics, Jg. 93, H. 1/2, S. 229-265., 2022-11-01. DOI:10.1007/s11573-022-01124-6
Abstract
"In the wake of the COVID-19 pandemic, more firms than ever before have enabled their employees to work from home. Based on a representative firm survey in Germany, surveying 2.000 firms per month throughout the course of the pandemic (October 2020 until June 2022), this paper provides suggestive evidence concerning the effects of working from home (WFH) at different points in time during the pandemic and discusses implications for the future of work. We assess the potential of WFH in Germany to be 25–30% of private-sector employees. On the firm side, we find that higher WFH use is positively related to business success during the crisis, with increased employee productivity and employees working more hours when remote being possible mechanisms. Larger firms in particular are open towards expanding their WFH offerings in the future. During the pandemic, firms have experienced that WFH has worked well in many respects (e.g., productivity of employees, quality of work performed) and, for the future, they are willing to facilitate WFH in order to give their employees more flexibility, and to be considered an attractive employer. However, working on site brings advantages (e.g., communication, cooperation and onboarding of new employees) firms will not want to sacrifice, pointing towards a hybrid model of work." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
I wouldn't be working this way if I had a family - Differences in remote workers' needs for supervisor's family-supportiveness depending on the parental status (2023)
Zitatform
Kangas, Hilpi, Heini Pensar & Rebekah Rousi (2023): I wouldn't be working this way if I had a family - Differences in remote workers' needs for supervisor's family-supportiveness depending on the parental status. In: Journal of vocational behavior, Jg. 147. DOI:10.1016/j.jvb.2023.103939
Abstract
"This study investigates how working remotely blurs the boundaries between work and non-work domains by contrasting the experiences of employees with different parental status. The study further shows how leaders can mitigate this blurring via family-supportive supervisor behaviors (FSSB), and extends the concept to encompass non-work roles beyond the family. Working from home leads to an increasing intertwining of work and non-work roles, with family status playing a significant role in shaping boundary challenges and support needs. Through semi-structured interviews with 89 employees working from home in various industries, the study reveals that parents and non-parents, distinct in their challenges and requirements, exhibit varied demonstrated needs from their leaders. As parent employees require flexible boundaries to attend to their family responsibilities, non-parent employees need safeguards to maintain boundaries around their private life. The results underscore that FSSB benefit employees regardless of parental status. This study emphasizes the importance of employers tailoring their work-life programs to accommodate the diverse needs of employees, and recognizes the pivotal role of supervisors in attuning their supportive behaviors to employees' work-nonwork boundary needs and preferences." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Gender and the blurring boundaries of work in the era of telework—A longitudinal study (2023)
Zitatform
Karjalainen, Mira (2023): Gender and the blurring boundaries of work in the era of telework—A longitudinal study. In: Sociology Compass, Jg. 17, H. 1, S. e13029. DOI:10.1111/soc4.13029
Abstract
"This longitudinal study analyses gender and the blurring boundaries of work during prolonged telework, utilising data gathered during the different phases of the COVID-19 pandemic. The pandemic caused a major change in the knowledge work sector, which has characteristically been more prone to work leaking into other parts of life. The study examines the blurring boundaries of telework: between time and place, care and housework, and emotional, social, spiritual and aesthetic labour. The experiences of different genders regarding the blurring boundaries of work during long-term telework are scrutinised using a mixed methods approach, analysing two surveys (Autumn 2020: N = 87, and Autumn 2021: N = 94) conducted longitudinally in a consulting company operating in Finland. There were several gendered differences in the reported forms of labour, which contribute to the blurring boundaries of work. Some boundary blurring remained the same during the study, while some fluctuated. The study also showed how the gendered practices around the blurring boundaries of work transformed during prolonged telework. Blurring boundaries of work and attempts to establish boundaries became partially gendered, as gender and life situation were reflected in knowledge workers' experiences of teleworking." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Mobile Arbeit in der Zukunft: Klimaschutzbezogene Chancen und Risiken (2023)
Kimpeler, Simone; Hünecke, Katja; Kirstgen, Martin; Erdmann, Lorenz; Kachi, Aki; Röser, Frauke;Zitatform
Kimpeler, Simone & Lorenz Erdmann (2023): Mobile Arbeit in der Zukunft. Klimaschutzbezogene Chancen und Risiken. (Vorausschau für den Klimaschutz / Umweltbundesamt), Dessau-Roßlau, 43 S.
Abstract
"Künftig werden wohl immer mehr Menschen nicht mehr im Büro am Standort des Unternehmens oder der öffentlichen Einrichtung, sondern im Homeoffice, auf Dienstreisen oder in Coworking-Räumen arbeiten. Wie sieht die Mobile Arbeitswelt in der Zukunft aus? Was geschieht mit den klassischen Büroräumen? Wie verändern sich die privaten Räume? Wo siedeln sich künftig die Menschen an? Welche Konsumangebote und Dienstleistungen wird es wo geben?. Die vorliegende Broschüre aus der Reihe „Vorausschau für den Klimaschutz“ untersucht, welche Trends die Mobile Arbeit in Zukunft verändern werden, wie sich das auf den Klimaschutz auswirken kann und welche Gestaltungsmöglichkeiten sich für die Klimaschutzpolitik ergeben. „Mobile Arbeit in der Zukunft“ ist ein Ergebnis des Vorhabens „Strategische Früherkennung (Horizon Scanning) klimaschutzrelevanter Entwicklungen“ mit dem das Bundesministerium für Wirtschaft und Klimaschutz zusammen mit dem Umweltbundesamt die Maßnahme 3.5.4.3 des 2019 beschlossenen Klimaschutzprogramms 2030 umsetzt." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Exploring the Gender Gap in Teleworking from Home. The Roles of Worker's Characteristics, Occupational Positions and Gender Equality in Europe (2023)
Zitatform
Kley, Stefanie & Thordis Reimer (2023): Exploring the Gender Gap in Teleworking from Home. The Roles of Worker's Characteristics, Occupational Positions and Gender Equality in Europe. In: Social indicators research, Jg. 168, H. 1, S. 185-206. DOI:10.1007/s11205-023-03133-6
Abstract
"Previous research suggests an under-representation of women among teleworkers before the Covid-19 pandemic. However, we know little about whether such a gender gap was substantial, and whether it could be explained by occupational gender segregation. We explore whether a gender gap in regularly teleworking existed in the EU-28 and analyse its possible constituents, drawing on data from the European Working Conditions Survey 2015. To form a group of potential teleworkers, the analytical sample was restricted to employees who made use of information and communication technology (N ≈ 16,000). Country fixed effects regression and multilevel models were applied. The results show that women were under-represented among teleworkers compared to men, also when occupational gender segregation is taken into account; the remaining gender gap in telework is estimated at 10%. For women, working part-time and working in the private sector was associated with lower incidences of telework, but not for men. Country characteristics explain a small but significant share of telework incidence. In countries that rank high on the Gender Equality Index and have a large public sector, telework was widespread, whereas it was less present in countries with higher shares of women in the fields of science and engineering. The findings support the view that the gender gap in teleworking from home is a matter of historically grown gender inequality." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
Beyond the “Comforts” of work from home: Child health and the female wage penalty (2023)
Kouki, Amairisa;Zitatform
Kouki, Amairisa (2023): Beyond the “Comforts” of work from home: Child health and the female wage penalty. In: European Economic Review, Jg. 157. DOI:10.1016/j.euroecorev.2023.104527
Abstract
"Using data on American women and the health status of their children, this paper provides estimates of the effect of remote work on female wages. A temporary child health shock, which does not affect a woman's labor market outcomes beyond inducing her to work at home, is used as an instrument. Instrumental variable estimates indicate a substantial wage penalty that is more likely attributed to women's choices or assignments of less promotable job tasks when working from home. The findings are valuable in assessing the costs associated with remote flexibility, especially when children are required to stay at home during episodes of illness." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
-
Literaturhinweis
Die Praxis orts- und zeitflexiblen Arbeitens: Mobile Arbeit, betriebliche Vereinbarungen und Erfahrungen während der Corona-Pandemie (2023)
Krause, Christoph Jan; Matuschek, Ingo;Zitatform
Krause, Christoph Jan & Ingo Matuschek (2023): Die Praxis orts- und zeitflexiblen Arbeitens: Mobile Arbeit, betriebliche Vereinbarungen und Erfahrungen während der Corona-Pandemie. (Hans-Böckler-Stiftung. Study 486), Düsseldorf: Hans-Böckler-Stiftung, Düsseldorf, 145 S.
Abstract
"Damit orts- und zeitflexibles Arbeiten gelingt, müssen verschiedene Voraussetzungen erfüllt sein. Von Bedeutung sind unter anderem flexible Arbeitsorganisation, kollegiale Abstimmungsprozesse, Führungsstil der Vorgesetzten und nicht zuletzt Betriebs- und Dienstvereinbarungen. Anhand der Auswertung von Praxisbeispielen arbeitet diese Study die Erfahrungen von Betrieben mit dem sogenannten Homeoffice während der Corona-Pandemie auf. Es zeigt sich, dass mobiles Arbeiten dauerhaft an Relevanz gewonnen hat." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Flexibilisierung von Arbeitswelten in der digitalen Transformation und der Covid-19-Pandemie: Eine konfigurationstheoretische Analyse der funktionalen Umsetzung von Homeoffice (2023)
Krüger, Madlen Anna;Zitatform
Krüger, Madlen Anna (2023): Flexibilisierung von Arbeitswelten in der digitalen Transformation und der Covid-19-Pandemie. Eine konfigurationstheoretische Analyse der funktionalen Umsetzung von Homeoffice. (Zukunftsfähige Unternehmensführung in Forschung und Praxis), Wiesbaden: Springer Fachmedien Wiesbaden, 272 S.
Abstract
"Die Flexibilisierung von Arbeitswelten stellt eine zentrale Maßnahme für Unternehmen dar, um auf neue Anforderungen der Umwelt zu reagieren. Die Umsetzung flexibler Arbeitsmodelle muss daher wissenschaftlich erforscht und auf dieser Basis in der Praxis konkret gestaltet werden. Das vorliegende Buch untersucht empirisch die erfolgreiche Umsetzung von Homeoffice vor einem konfigurationstheoretischen Hintergrund. Es wird aufgezeigt, welche Faktoren die Umsetzung von Homeoffice in Organisationen beeinflussen, welche Konfigurationen von Faktoren in der Praxis besonders erfolgreich sind, und durch welche HR-Maßnahmen das Arbeitsmodell konkret gestaltet werden kann. Die Ergebnisse knüpfen an aktuelle Forschungen zu organisationalen Konfigurationen und zu neuen Arbeitswelten an und tragen außerdem dazu bei, künftig mehr positive Potentiale von Homeoffice nutzbar zu machen. Dazu gehören momentan besonders die Aufrechterhaltung des Arbeitsbetriebes während der Pandemie, eine leichtere Einbindung aller Arbeitskräfte in das Erwerbsleben und eine fortschreitende Gleichstellung der Geschlechter sowie ein sinkendes Verkehrsaufkommen in Zeiten des Klimawandels." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis -
Literaturhinweis
Working from Home and Work-Family Conflict (2023)
Zitatform
Laß, Inga & Mark Wooden (2023): Working from Home and Work-Family Conflict. In: Work, Employment and Society, Jg. 37, H. 1, S. 176-195. DOI:10.1177/09500170221082474
Abstract
"Longitudinal evidence on whether, and under what conditions, working from home is good or bad for family life is largely absent. Using 15 waves of data from the Household, Income and Labour Dynamics in Australia Survey, this study investigates the association between working from home and work–family conflict among parents. Fixed-effects structural equation models reveal that more hours worked at home are associated with less work–family conflict. This association, however, is only sizeable (and significant) for those working most of their hours at home. Furthermore, mothers benefit significantly more from home working than fathers. Additionally, mediation analysis suggests the association between working from home and work–family conflict is partly mediated by the level of schedule control, commuting time, and unsocial work hours. Whereas increased schedule control and less commuting among home workers reduce work–family conflict, home working is also associated with more unsocial work hours, which increases work–family conflict." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Working from home as an economic and social change: A review (2023)
Lee, Kangoh;Zitatform
Lee, Kangoh (2023): Working from home as an economic and social change: A review. In: Labour Economics, Jg. 85. DOI:10.1016/j.labeco.2023.102462
Abstract
"WFH (working from home) has been crucial to the economy during the Covid-19 pandemic and is expected to continue to grow in importance even after the pandemic. WFH is becoming more popular among employees due to benefits such as flexible work schedules and no or less frequent commuting. Given the prevalence of WFH, a large literature has studied various aspects of WFH, and this paper reviews the literature. As WFH is a work mode, the literature has mainly considered labor-economics related issues, including the feasibility of WFH across jobs and the effects of WFH on workers’ productivity and well-being. However, this paper views WFH as an economic and social change not just as a new work mode, as WFH has far-reaching effects on our society and economy. As such, this paper emphasizes the topics that have received relatively less attention such as WFH as a job amenity and the effects of WFH on the environment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Affective commitment, home-based working and the blurring of work–home boundaries: Evidence from Germany (2023)
Zitatform
Lott, Yvonne & Anja-Kristin Abendroth (2023): Affective commitment, home-based working and the blurring of work–home boundaries: Evidence from Germany. In: New Technology, Work and Employment, Jg. 38, H. 1, S. 82-102. DOI:10.1111/ntwe.12255
Abstract
"Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Home sweet home? Arbeits(t)raum Homeoffice: Eine qualitative Untersuchung zum Erleben des mobilen Arbeitens unter besonderer Berücksichtigung der Geschlechtergerechtigkeit (2023)
Lübcke, Stefanie; Ohlbrecht, Heike;Zitatform
Lübcke, Stefanie & Heike Ohlbrecht (2023): Home sweet home? Arbeits(t)raum Homeoffice. Eine qualitative Untersuchung zum Erleben des mobilen Arbeitens unter besonderer Berücksichtigung der Geschlechtergerechtigkeit. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 32, H. 2, S. 175-194. DOI:10.1515/arbeit-2023-0011
Abstract
"Spätestens seit Beginn der COVID-19-Pandemie wurde öffentlich vielfach diskutiert, welche Auswirkungen die Arbeit im Homeoffice auf die Beschäftigten hat und ob die Zunahme des mobilen Arbeitens neue Chancen für die Geschlechtergerechtigkeit birgt. An diesen Diskurs knüpft die Untersuchung an und widmet sich der Frage, wie das Homeoffice von den Beschäftigten erlebt wird. Auf der Grundlage der Auswertung von 28 qualitativen Interviews mit der Grounded Theory werden die Chancen und Risiken des Homeoffice betrachtet. Die zentralen Ergebnisse der Untersuchung sind, dass dieselben Elemente des Homeoffice sowohl als Belastung als auch als Entlastung wahrgenommen werden, dass das Erleben des Homeoffice von arbeitsbezogenen und von personenbezogenen Bedingungen beeinflusst wird und dass sich die Geschlechterungleichheit in traditionellen Paarbeziehungen mit Kind im Homeoffice verstärken kann." (Autorenreferat, IAB-Doku, © De Gruyter)
-
Literaturhinweis
Bessere Vereinbarkeit im Homeoffice? Erfahrungen und Grenzgestaltungen von Eltern (2023)
Mallat, Anja;Zitatform
Mallat, Anja (2023): Bessere Vereinbarkeit im Homeoffice? Erfahrungen und Grenzgestaltungen von Eltern. (IAQ-Report 2023-08), Duisburg ; Essen, 20 S. DOI:10.17185/duepublico/79083
Abstract
"Homeoffice kann für Eltern zu mehr Flexibilität und Freiheit in ihrer Alltagsgestaltung, jedoch auch zu einer zunehmenden Entgrenzung der Lebensbereiche Beruf und Familie führen. Insbesondere erwerbsbezogene erweiterte Erreichbarkeiten werden in der Forschung als negative Konsequenz von Homeoffice bewertet. Der Beitrag zeigt auf, dass es aufseiten der Beschäftigten sehr verschiedene Sichtweisen auf das Arbeiten außerhalb regulärer Arbeitszeiten und folglich auch unterschiedliche Regulierungsbedarfe für eine gelingende Vereinbarkeit gibt. Deswegen gilt es, in der betrieblichen Praxis nicht einzig auf kollektive Regelungen zu erwerbsbezogenen Erreichbarkeiten zu fokussieren, sondern auch die Vereinbarkeitsideale der Beschäftigten zu berücksichtigen. Dies setzt zum einen voraus, Führungskräfte für Vereinbarkeitsfragen zu sensibilisieren. Zum anderen müssen die Beschäftigten familiäre und berufliche Leitbilder und Vereinbarkeitsideale reflektieren und befähigt werden, aktive Grenzsetzungsstrategien zu erlernen." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Mechanisms Underlying the Effects of Work From Home on Careers in the Post-Covid Context (2023)
Zitatform
Matysiak, Anna, Agnieszka Kasperska & Ewa Cukrowska-Torzewska (2023): Mechanisms Underlying the Effects of Work From Home on Careers in the Post-Covid Context. (Working papers / Faculty of Economic Sciences, University of Warsaw 2023-28), Warsaw, 51 S.
Abstract
"This article explores how Work From Home (WFH) affects workers' career progression in the post-pandemic context of the United Kingdom, elucidating the mechanisms that drive these outcomes. Using data from the discrete choice experiment fielded between July and December 2022 among 1,000 managers, we show that teleworkers, whether in hybrid or full-time WFH arrangements, face a disadvantageous evaluation by managers compared to their office-based counterparts. The adverse effect of hybrid teleworking is due to the fact that employers consider hybrid workers are less productive than onsite workers. Full-time teleworkers are penalized even if they display the same performance at work as onsite workers. We demonstrate this penalty to be driven by the fact that managers consider full-time teleworkers to be less committed to work than onsite workers. Consistently with past research, we also find that WFH affects workers' careers differently depending on their gender and parental obligations and that managers' assumptions about workers' performance and commitment allow to explain at least some of these differences." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Does Working from Home Improve the Temporal Alignment of Work and Private Life? Differences Between Telework and Informal Overtime at Home by Gender and Family Responsibilities (2023)
Zitatform
Mergener, Alexandra, Ines Entgelmeier & Timothy Rinke (2023): Does Working from Home Improve the Temporal Alignment of Work and Private Life? Differences Between Telework and Informal Overtime at Home by Gender and Family Responsibilities. In: A.-K. Abendroth & L. Lükemann (Hrsg.) (2023): Flexible Work and the Family, S. 129-157. DOI:10.1108/S1530-353520230000021005
Abstract
"This chapter examines the extent to which Working from Home (WfH) affects the temporal alignment of work and private life, i.e., the consideration of personal and family interests in work scheduling, for male and female employees with and without children. A distinction is made between telework that is formally recognized home working time by the employer, and informal overtime at home that is not recorded. It is argued that while the first represents a job resource, by increasing flexibility in work scheduling, the latter constitutes a job demand, which hinders the consideration of personal and family responsibilities in work time planning. Due to differences in status beliefs, identification and the distribution of childcare, gender gaps as well as differences according to family responsibilities are predicted in these associations. Using data from the German BIBB/BAuA Employment Survey 2018, the temporal alignment of work and private life is found to be positively associated with telework, particularly so for men, and negatively associated with informal overtime at home, particularly so for women. While mothers do not benefit from telework during regular working hours in particular, they have the worst temporal alignment of work and private life when they work informal overtime at home." (Author's abstract, IAB-Doku, © Emerald) ((en))
Weiterführende Informationen
Inhaltsverzeichnis des kompletten Sammelwerks vom Verlag -
Literaturhinweis
So, Dear Applicant, Do You Mean Working from Home or Shirking from Home? (2023)
Zitatform
Moens, Eline, Elsy Verhofstadt, Luc Van Ootegem & Stijn Baert (2023): So, Dear Applicant, Do You Mean Working from Home or Shirking from Home? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16560), Bonn, 41 S.
Abstract
"Many applicants want a job with the possibility of telework. However, the literature is unclear on whether being explicit about this wish and the reason for it leads to negative consequences on hiring intentions. In this paper we therefore investigate how expressing a desire for telework, for work-life balance and for productivity in particular, impacts the probability of receiving an interview and what it signals to recruiters. To this end, we set up a state-of-the-art vignette experiment in which recruiters evaluate fictitious applicants for different jobs. As a result of this experimental set-up, the answers to our research questions can be interpreted causally, and external validity benefits from the heterogeneity of the jobs. We find that if the desire for work-life balance is the stated motivation, the preference is punished more severely than if the motivation is productivity. Compared to applicants who do not mention a preference for telework, recruiters are 5.1 percentage points less inclined to invite applicants who pronounce this desire for work-life balance to an interview and 2.1 percentage points less inclined to invite applicants for whom the motivation is productivity. Lastly, mentioning a telework preference for work-life balance has a clear negative effect on anticipated achievement striving, commitment, and availability." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Employer perspectives on employee work location: collaboration, culture and control (2023)
Mulcahy, Diane; Andreeva, Tatiana;Zitatform
Mulcahy, Diane & Tatiana Andreeva (2023): Employer perspectives on employee work location: collaboration, culture and control. (Working paper / Bruegel 2023,05), Brüssel, 35 S.
Abstract
"This paper discusses employers’ experience of working fully remotely during the pandemic, and their approaches to returning to the office following the pandemic. We chose to focus on the point of view of the employer since it is relatively less explored; much more is available and written on the views and opinions of employees about remote work and return to office. To understand the employer’s perspective, we reviewed existing research evidence, and carried out eleven structured interviews with corporate leaders about their experiences with remote, in-office and hybrid work. Our literature review suggests that remote work does not have negative effects on performance. Similarly, the small sample of employers we interviewed experienced very strong company and employee performance while operating their businesses fully remotely. All employers we interviewed are implementing a hybrid return-to-office policy, although the specifics of the policies are different for each company. No employer was returning to full in-office work. We focused our literature review and interviews on the impact of remote work on employee collaboration, firm culture and manager control, which we call ‘the 3 Cs’. We found that leaders maintain a belief that employee collaboration is negatively impacted by remote work, but the evidence to support this assumption is mixed. Firm culture is often cited by employers as an important rationale for bringing employees back to the office, but the research evidence and our interviewees suggest that the notion of culture is vague and the idea that better culture is supported by in-office work is not supported by any data. Finally, the shift to remote work caused corporate leaders and front-line managers to worry about effectively managing employees they couldn’t see every day. We found that companies did not widely begin implementing employee monitoring systems in lieu of onsite management. Our interviews suggest that much learning remains to transition managers and leaders to effectively managing remote or hybrid employees and teams. (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Challenges of Working from Home in Software Development during COVID-19 Lockdowns (2023)
Zitatform
Müller, Katharina, Christian Koch, Dirk Riehle, Michael Stops & Nikolay Harutyunyan (2023): Challenges of Working from Home in Software Development during COVID-19 Lockdowns. In: ACM transactions on software engineering and methodology, Jg. 32, H. 5, 2023-01-17. DOI:10.1145/3579636
Abstract
"The COVID-19 pandemic in 2020/2021/2022 and the resulting lockdowns forced many companies to switch to working from home, swiftly, on a large scale, and without preparation. This situation created unique challenges for software development, where individual software professionals had to shift instantly from working together at a physical venue to working remotely from home. Our research questions focus on the challenges of software professionals who work from home due to the COVID-19 pandemic, which we studied empirically at a German bank. We conducted a case study employing a mixed methods approach. We aimed to cover both the breadth of challenges via a quantitative survey, as well as a deeper understanding of these challenges via the follow-up qualitative analysis of fifteen semi-structured interviews. In this paper, we present the key impediments employees faced during the crisis, as well as their similarities and differences to the known challenges in distributed software development (DSD). We also analyze the employees’ job satisfaction and how the identified challenges impact job satisfaction.In our study, we focus on challenges in communication, collaboration, tooling, and management. The findings of the study provide insights into this emerging topic of high industry relevance. At the same time, the study contributes to the existing academic research on work from home and on the COVID-19 pandemic aftermath" (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Remote Work, Wages, and Hours Worked in the United States (2023)
Zitatform
Pabilonia, Sabrina Wulff & Victoria Vernon (2023): Remote Work, Wages, and Hours Worked in the United States. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16420), Bonn, 48 S.
Abstract
"Remote wage employment gradually increased in the United States during the four decades prior to the pandemic, then surged in 2020 due to social distancing policies implemented to stem the spread of COVID-19. Using the 2010–2021 American Community Survey, the authors examine trends in wage and hours differentials for full-time remote workers and office-based workers as well as within occupation differences in wage growth by work location. Throughout the period, remote workers earned higher wages than those working on-site, and the difference increased sharply during the pandemic. Real wages grew 4.4 percent faster for remote workers within detailed occupation groups and remote work intensity was positively associated with wage growth across occupations. Before the pandemic, remote workers worked substantially longer hours per week than on-site workers, but by 2021, hours were similar." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern (2023)
Zitatform
Pauliks, Johanna Elisabeth, Reinhard Schunck & Yvonne Lott (2023): Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 75, H. 3, S. 319-340. DOI:10.1007/s11577-023-00910-6
Abstract
"Dieser Beitrag geht der Frage nach, wie sich die tatsächliche Arbeitszeit von Müttern und Vätern verändert, wenn sie die Möglichkeit erhalten, im Homeoffice zu arbeiten. Ausgehend von der Principle-Agent-Theorie, der sozialen Austauschtheorie und der Work/Family-Border-Theorie wurde mit längsschnittlichen Daten des deutschen Beziehungs- und Familienpanels (pairfam) geprüft, ob eine Veränderung der tatsächlichen Arbeitszeit zu beobachten ist, wenn die Möglichkeit besteht, im Homeoffice zu arbeiten. Um mögliche Selektionseffekte auszuschließen, wurden sowohl konventionelle Fixed-Effects- als auch Fixed-Effects-Individual-Slope-Modelle zur Schätzung des Effekts vom Zugang zu Homeoffice auf die Arbeitszeit von Vätern und Müttern verwendet. Bei Vätern sind die geschätzten Zusammenhänge zwischen dem Zugang zum Homeoffice und der tatsächlichen Arbeitszeit klein und statistisch nicht signifikant. Bei Müttern zeigen sich positive, substanzielle und – in Abhängigkeit von der Modellspezifikation – statistisch signifikante Zusammenhänge." (Autorenreferat, IAB-Doku, © Springer-Verlag)
-
Literaturhinweis
Work from Home: Von der Pandemienotlösung zum Konzept multilokaler Arbeit – Empirische Studie zu den Erfahrungen der Beschäftigten für eine Zukunft der Arbeitswelten an verteilten Orten (2023)
Pfnür, Andreas; Höcker, Martin Christian; Voll, Kyra; Bachtal, Yassien;Zitatform
Pfnür, Andreas, Kyra Voll, Martin Christian Höcker & Yassien Bachtal (2023): Work from Home: Von der Pandemienotlösung zum Konzept multilokaler Arbeit – Empirische Studie zu den Erfahrungen der Beschäftigten für eine Zukunft der Arbeitswelten an verteilten Orten. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 138378), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 143 S.
Abstract
"Die Arbeitswelt erfährt eine gravierende Transformation. Im Zentrum der Veränderungen steht der Wandel der physischen Organisation der Arbeit. Während in den vergangenen Jahren durch die COVID-19-Pandemie die Arbeit voranging von zu Hause erledigt werden musste, können Wissensarbeitende den Ort ihrer Arbeitserbringung zunehmend freier wählen. Durch die Rückkehr der Beschäftigten in die Büros der Unternehmen, der gleichzeitig anhaltenden Nutzung des Work from Home und des Ausprobierens dritter Arbeitsorte entsteht ein neues Konzept der physischen Arbeitsorganisation: Multilokalität. Diese Studie untersucht anhand der Befragung von 1.136 deutschen Wissensarbeitenden den Status quo des Work from Home, der Arbeit in Büros und an dritten Orten und analysiert vergleichend, wodurch Arbeitserfolg von Beschäftigten an den verschiedenen Orten entsteht. Darüber hinaus werden Change-Management-Prozesse betrachtet, um herauszuarbeiten, welche notwendigen Voraussetzungen geschaffen werden müssen, um den Übergang der eindimensionalen Arbeit im Büro oder zu Hause zu einer multilokalen Arbeitswelt erfolgreich zu vollziehen. Basierend auf einer Diskussion der empirischen Ergebnisse zu den Potenzialen und Herausforderungen der Transformation der Arbeitswelt werden Implikationen für die Notwendigkeiten staatlicher Regulierung, für die Beschäftigten, die Unternehmen und die immobilienwirtschaftlichen Akteure abgeleitet. Die Ergebnisse verdeutlichen den gigantischen Umfang der Veränderungen, den die multilokale Arbeit in der Arbeitswelt und anderen Bereichen des gesellschaftlichen Lebens, wie beispielsweise dem Verkehr, der Umwelt oder auf den gesellschaftlichen Wohlstand bezogen anstößt. Für die Beschäftigten ist die Freiheit des mobilen Arbeitens nicht mehr wegzudenken. Die Studie zeigt auf, wie sie sich individuell auf die multilokale Arbeit einstellen und Work from Home, Büros und dritte Orte bestmöglich nutzen. Eine weitere zentrale Erkenntnis ist, dass das neue Konzept multilokalen Arbeitens neben dem großen gesellschaftlichen Mehrwert auch in hohem Ausmaß volkswirtschaftliche Potenziale aufweist, welche jedoch noch nicht vollumfänglich realisiert werden. Arbeitgeber erfahren durch den richtigen Einsatz multilokaler Arbeit einen großen Gewinn. Zum einen durch einen höheren Arbeitserfolg und die verbesserte Gesundheit ihrer Beschäftigten, aber auch durch die positive Wirkung auf ihre Attraktivität als Arbeitgeber. Diese Potentiale zu heben ist die Aufgabe des betrieblichen Immobilienmanagements. Um den Herausforderungen einer aufweichenden Unternehmenskultur, der erschwerten Kommunikation zwischen und Steuerung von Mitarbeitenden sowie der ständig notwendigen Abwägung zwischen individuellem und Teamerfolg zu begegnen, benötigen Unternehmen eine individuelle Strategie zur Ausgestaltung des neuen Konzepts verteilter Arbeitsorte. Dabei helfen Investitionen in die Ausstattung bei Work from Home, verbesserte Informationskulturen und Weiterbildungsangebote mobiles Arbeiten erfolgreich zu gestaltet. Nicht zuletzt wird deutlich, dass zukünftig ein veränderter Bedarf an betrieblichen Immobilien vorherrschen wird. Eine Argumentebilanz zur Entscheidungsstützung in der Abwägung zur quantitativen Anpassung von Flächen sowie mögliche Ansätze zur qualitativen Verbesserung von Büros und der Einsatz von dritten Orten als Ergänzung der Bürostrategie geben Hinweis darauf, wie Unternehmen mit ihren Immobilien auf die dynamische Arbeitswelt reagieren können. Abschließend zeigen die Ergebnisse, dass veränderte Flächenbedarfe der Unternehmen Anpassungen der Geschäftsmodelle und Strategien immobilienwirtschaftlicher Akteure erfordern, das Büro der Zukunft zum aktuellen Zeitpunkt, besonders mit Blick auf die Arbeitswelt von morgen, jedoch noch nicht klar skizziert werden kann." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Technostress and work-family interface in the face of COVID-19-related remote work: the moderator role of goals setting and prioritization skills (2023)
Zitatform
Procentese, Fortuna, Flora Gatti & Emiliano Ceglie (2023): Technostress and work-family interface in the face of COVID-19-related remote work: the moderator role of goals setting and prioritization skills. In: Community, work & family online erschienen am 18.08.2023, S. 1-19. DOI:10.1080/13668803.2023.2247147
Abstract
"During the first months of the COVID-19 pandemic, in Italy, a nationwide lockdown required a massive shift to remote work ? that is, from workers? houses. The risk of conflict between work and family domains increased due to the collapse of both into private houses and may have been further burdened due to no training being issued to help workers adjust to these changes in their work activities, producing higher rates of technostress. This study deepens the impact of technostress creators on the conflicts between work and family domains and the role of workers? goal setting and prioritization skills as moderators easing these relationships. Data were gathered from 375 remote workers during the Italian nationwide lockdown using an online questionnaire. Results show that higher scores in technostress creators positively associate with both work-to-family and family-to-work conflicts and the former relationship becomes stronger as workers? planning skills increase. They highlight the need to consider the pitfalls of remote work, as it can also have detrimental effects on workers? family and relational life, and to find a better balance between work and family domains from a systemic perspective." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Homeoffice: Ohne gute Beziehungen zwischen Kolleg*innen und Vorgesetzten gelingt es nicht (2023)
Zitatform
Reimann, Mareike & Martin Diewald (2023): Homeoffice: Ohne gute Beziehungen zwischen Kolleg*innen und Vorgesetzten gelingt es nicht. In: WSI-Mitteilungen, Jg. 76, H. 2, S. 133-140. DOI:10.5771/0342-300X-2023-2-133
Abstract
"Der Beitrag untersucht Bedingungen für das Gelingen von Homeoffice unter den Gegebenheiten der COVID-19-Pandemie. Dazu wurden in einer nicht repräsentativen Stichprobe von über 2800 Beschäftigten in 19 kleinen, mittleren und großen Betrieben verschiedener Branchen sowohl betriebliche Arbeitsbedingungen als auch Bedingungen des Arbeitens zu Hause in den Blick genommen. Als Kriterien des Gelingens aus Arbeitnehmersicht wurden sechs Wahrnehmungen untersucht: die Zufriedenheit mit der Vereinbarkeit ; Konflikte, die von der Arbeit auf die Familie ausstrahlen sowie umgekehrt von der Familie auf die Arbeit ; die wahrgenommene Fairness des Beschäftigungsverhältnisses ; gesundheitliches Wohlbefinden sowie der gewünschte Umfang von Homeoffice nach der Pandemie. Bemerkenswert war, dass die pandemiebedingte plötzliche und erzwungene Implementierung von Homeoffice nur wenige Unterschiede in dessen formaler Gestaltung hervorgebracht hat. Stattdessen erweisen sich mit eindringlicher und für alle Gelingens-Kriterien gültiger Deutlichkeit qualitativ gute Beziehungen zwischen Kolleg*innen untereinander und zu Vorgesetzten als entscheidender Faktor. Um diese zu stärken, können sowohl betriebliche Strategien als auch gesetzliche Rahmenbedingungen förderlich sein." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Beyond Home or Office - Arbeits(t)raum Homeoffice während und nach Corona (2023)
Schreyer, Jasmin; Tihlarik, Amelie; Sauer, Stefan; Blank, Marco; Pfeiffer, Sabine ; Nicklich, Manuel;Zitatform
Schreyer, Jasmin, Stefan Sauer, Amelie Tihlarik, Manuel Nicklich, Sabine Pfeiffer & Marco Blank (2023): Beyond Home or Office - Arbeits(t)raum Homeoffice während und nach Corona. In: WSI-Mitteilungen, Jg. 76, H. 1, S. 10-18. DOI:10.5771/0342-300X-2023-1-10
Abstract
"Dieser Beitrag betrachtet anhand eines qualitativen Panels die Bewältigung der Pandemie durch die Brille von Führungskräften in Unternehmen unterschiedlicher Branchen und untersucht, wie sich Homeoffice auf deren Arbeit auswirkt. Bisherige sozialwissenschaftliche und mediale Diskurse fokussieren sich mehrheitlich auf das Homeoffice und übersehen weitere wichtige Faktoren, die sich auf die zukünftige Arbeitswelt rund um das Präsenzthema herum auswirken : Die Rolle der Beschäftigten in der Bewältigung der Pandemie, den zu erwartenden Wandel von Homeoffice in Hybrid-Office zu Pandemieende sowie damit einhergehend auch den Wandel von Präsenzvermeidung während der Pandemie hin zu einer, wo möglich und nötig, Intensivierung von Präsenz nach der Pandemie." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Teleworking through the gender looking glass: Facts and gaps (2023)
Touzet, Chloé;Zitatform
Touzet, Chloé (2023): Teleworking through the gender looking glass: Facts and gaps. (OECD social, employment and migration working papers 285), Paris, 39 S. DOI:10.1787/8aff1a74-en
Abstract
"This paper takes stock of existing data and research on the gendered dimension of teleworking, to foster efficient data collection and evidence-based monitoring of the phenomenon in the future. Analysing existing data on work from home, teleworking, teleworkability and preferences for work from home highlights the need for a consistently defined teleworking concept to be used across sources. A literature review of existing results finds mixed effects of teleworking on work-life balance inequalities, on the gender wage gap, and on gender disparities in career progression. Prevailing gender norms are likely to mediate the effect of teleworking on all three outcomes and should be a focus of future research." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Erwerbs- und Lebenslagen von Über-60-Jährigen: Mit Pandemiebeginn arbeiteten auch Ältere mehr im Homeoffice als davor (2023)
Zitatform
Trahms, Annette, Basha Vicari & Christian Westermeier (2023): Erwerbs- und Lebenslagen von Über-60-Jährigen: Mit Pandemiebeginn arbeiteten auch Ältere mehr im Homeoffice als davor. (IAB-Kurzbericht 7/2023), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2307
Abstract
"Von der Covid-19-Pandemie waren Über-60-Jährige mehrfach betroffen. Einerseits wegen des höheren Risikos für einen schweren Infektionsverlauf. Andererseits wirkte sich der Rückgang der betrieblichen Arbeitskräftenachfrage infolge von Kontaktbeschränkungen insbesondere auf die atypische Beschäftigung aus: Dazu zählen auch Minijobs, die gerade für ältere Beschäftigte und Rentenbeziehende eine häufige Erwerbsform darstellen. Mit Daten des IAB untersuchen die Autorinnen pandemiebedingte Veränderungen in verschiedenen Erwerbs- und Lebenslagen von 60- bis 70-jährigen Beschäftigten." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries (2023)
Zitatform
Tsen, Mung Khie, Manli Gu, Chee Meng Tan & See Kwong Goh (2023): Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries. In: Social indicators research, Jg. 168, H. 1, S. 511-538. DOI:10.1007/s11205-023-03138-1
Abstract
"Working from home (WFH) has had both positive and negative impacts on the work conduct. To maximise the benefits of homeworking, previous literature mainly focuses on creating self-help strategies for homeworkers to reduce work stress and maintain work engagement. However, fewer studies take on the policymaker perspective and evaluate optimal working conditions in the homeworking context. Using the Job Demands-Resources (JD-R) model, this study evaluates the effects of various work characteristics (job demands and resources) on the stress and engagement of infrequent and frequent homeworkers. Using the sixth European Working Conditions Survey 2015 which contains 5090 participants from 34 European countries, we studied 6 job demands and 5 job resources via Exploratory Factor Analysis. After testing the model's fitness using Confirmatory Factor Analysis, multiple mixed-effects models were used to test the job demands and resource effects on worker stress and engagement. Dominance Analysis was then used to identify the relative importance of each job demand and resource when explaining employee stress and engagement. We found emotional demands, time pressure, and workload to be the top three demand factors that cause work stress across the groups. Other than daily homeworkers, a positive and fair social climate is the most prominent resource able to boost job engagement across all of the other groups. By identifying the homeworkers' most influential demands and resources, this study will help managers better understand the steps to take to provide healthy job conditions for homeworkers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
New Work zwischen Entgrenzung und Empowerment (2023)
Urban, Hans-Jürgen;Zitatform
Urban, Hans-Jürgen (2023): New Work zwischen Entgrenzung und Empowerment. In: Aus Politik und Zeitgeschichte, Jg. 73, H. 46, S. 17-22.
Abstract
"Der Begriff "New Work" ist in aller Munde. Dabei ist New Work kein exakt definierter Terminus technicus. Vielmehr kann er in der aktuellen Debatte als Chiffre für alles verstanden werden, was neu an der Arbeit der Zukunft sein oder vermutet wird, und zugleich für das, was neu sein soll. Somit findet New Work als analytischer, prognostischer und zugleich als normativer Begriff Anwendung. Begriffshistorisch geht der Terminus "New Work" auf den Sozialphilosophen Frithjof Bergmann zurück. Er stellte ihn in das Zentrum seiner Anthropologie und Sozialtheorie. In dieser formulierte Bergmann das Zielbild einer befreiten (Erwerbs-)Arbeit, in der die Menschen nur das verrichten, "was sie wirklich, wirklich wollen." Das Ziel der Neuen Arbeit bestehe nicht darin, "die Menschen von der Arbeit zu befreien, sondern die Arbeit so zu transformieren, damit sie freie, selbstbestimmte, menschliche Wesen hervorbringt." Die Konzepte von New Work in den gegenwärtigen arbeitswissenschaftlichen und politischen Debatten haben sich zumeist vom sozialutopischen Gehalt der bergmannschen Ideen entfernt. Das Institut für angewandte Arbeitswissenschaft begreift New Work als einen "Sammelbegriff für Konzepte und Maßnahmen zur Gestaltung zukunftsfähiger, wertschöpfender und sinnstiftender Arbeit sowie deren Bedingungen und Umgebungen." Die Fraunhofer-Gesellschaft definiert New Work als eine "erwerbsorientierte Arbeit mit einer Arbeitsweise, die durch ein hohes Maß an Virtualisierung von Arbeitsmitteln, Vernetzung von Personen, Flexibilisierung von Arbeitsorten, -zeiten und -inhalten gekennzeichnet ist." Und die Bundesvereinigung der Deutschen Arbeitgeberverbände fordert unter dem Stichwort "New Work" die Verkürzung der gesetzlich vorgeschriebenen Ruhezeiten zwischen Ende und Beginn der Arbeit, die Verschiebung der Höchstarbeitszeit auf die wöchentliche statt auf die tägliche Arbeitszeit sowie die Option, die Pflicht zur Aufzeichnung der Arbeitszeit auf die Beschäftigten delegieren zu können. In den folgenden Ausführungen ist unter New Work oder Neuer Arbeit eine Erwerbsarbeit zu verstehen, die auf der Grundlage digitalisierter Arbeits- und Kommunikationsmittel an Orts- und Zeitflexibilität gewinnt und die sich oftmals in einer neuen, freilich interessenpolitisch umkämpften Arbeitskultur entwickelt. Dabei richtet sich der Blick aus der Interessenperspektive der abhängig Arbeitenden auf Möglichkeiten und Gefahren der Neuen Arbeit, um Elemente einer arbeitskraftzentrierten Gestaltungspolitik zu skizzieren. Im Vordergrund steht das Modell des Homeoffice als eine dominante Form digitalisierter und mobiler Arbeit. Homeoffice kann in der Sozialform der abhängigen Beschäftigung innerhalb der Arbeits- und Sozialverfassung, aber auch als soloselbstständige Arbeit im Rahmen von Click- und Crowdworking in der Plattformökonomie organisiert sein." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Employee preferences for working from home in Australia (2023)
Vij, Akshay ; Barrie, Helen ; Washington, Lynette ; Souza, Flavio F.; Sarmiento, Sergio ; Anilan, V.;Zitatform
Vij, Akshay, Flavio F. Souza, Helen Barrie, V. Anilan, Sergio Sarmiento & Lynette Washington (2023): Employee preferences for working from home in Australia. In: Journal of Economic Behavior & Organization, Jg. 214, S. 782-800. DOI:10.1016/j.jebo.2023.08.020
Abstract
"We surveyed 1,113 Australian employees with jobs that have some capability of being done remotely at least some of the time. Survey respondents were presented stated preference experiments where they were offered a choice between alternative working arrangements for their present job that varied in terms of ability to work remotely and wage rates. This data was used to develop and estimate a discrete choice model of worker preferences for remote working. We found that the average worker in our sample would be willing to forego roughly 4 - 8 per cent of their annual wages to have the ability to work remotely some workdays and/or workhours. However, we found considerable heterogeneity across our sample. Roughly 55 per cent of the sample were not willing to forego wages to have the ability to work remotely, while roughly 20 per cent were willing to forego 16 - 33 per cent in annual wages for the same. We found that attitudes towards the impacts of remote working on human relations were a significant predictor of these differences. Workers who did not value the ability to work remotely were more concerned about negative impacts on their relationships with their colleagues, supervisors, and the firm as a whole, as well as opportunities for learning and career advancement." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
-
Literaturhinweis
Working from Home and Worker Well-being: New Evidence from Germany (2023)
Zitatform
Yang, Duanyi, Erin L. Kelly, Laura D. Kubzansky & Lisa Berkman (2023): Working from Home and Worker Well-being: New Evidence from Germany. In: ILR review, Jg. 76, H. 3, S. 504-531. DOI:10.1177/00197939221148716
Abstract
"The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers’ well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women’s well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Remote Work and Post-Bureaucracy: Unintended Consequences of Work Design for Gender Inequality (2023)
Zitatform
de Laat, Kim (2023): Remote Work and Post-Bureaucracy: Unintended Consequences of Work Design for Gender Inequality. In: ILR review, Jg. 76, H. 1, S. 135-159. DOI:10.1177/00197939221076134
Abstract
"In-depth interviews with IT employees (N = 84) working under two types of work design—a post-bureaucratic work design labeled “agile,” and a bureaucratic work design labeled “waterfall”—are used to examine gendered patterns in the adoption of remote work. Interviews reveal an unintended consequence of the agile model: It promotes a physical orientation that induces on-site work. Agile is gender-inegalitarian, with more women than men working remotely despite its perceived unacceptability, and low numbers of employees working remotely overall. By contrast, workers within a waterfall work design express a digital orientation to work and feel empowered to work remotely. The waterfall model is associated with gender egalitarianism; most employees opt to work remotely, and men and women do so in even numbers. Findings suggest that when compared to the post-bureaucratic work design, the bureaucratic work design provides more flexibility. This article refines our understanding of barriers to remote work and provides a lens on the gender dynamics underlying work design." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family (2023)
Zitatform
de Laat, Kim (2023): Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family. In: Work and occupations online erschienen am 23.10.2023, S. 1-36. DOI:10.1177/07308884231207772
Abstract
"Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These “competing devotions” served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Future of Jobs Report 2023: Insight Report (2023)
Zitatform
World Economic Forum (2023): Future of Jobs Report 2023. Insight Report. (The future of jobs report), Cologny/Geneva, 295 S.
Abstract
"The Future of Jobs Report 2023 explores how jobs and skills will evolve over the next five years. This fourth edition of the series continues the analysis of employer expectations to provide new insights on how socio-economic and technology trends will shape the workplace of the future." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Unlocking the potential of teleworking to address labour shortages in the Ems-Achse, Germany (2023)
Zitatform
OECD (2023): Unlocking the potential of teleworking to address labour shortages in the Ems-Achse, Germany. (OECD Local Economic and Employment Development working papers 2023,18), Paris, 66 S. DOI:10.1787/ea8dc114-en
Abstract
"In the north-western corner of Germany, the Ems-Achse, a rural region, has witnessed a decade of economic growth. This growth has exacerbated labour shortages, primarily due to an aging population and the outmigration of youth. Acknowledging the potential of teleworking, regional stakeholders aim to explore its capacity to address labour gaps and attract a broader talent pool. This paper delves into three main dimensions for harnessing teleworking's potential: activating individuals who are not currently seeking employment, expanding the talent pool to include surrounding areas, and attracting workers from congested urban areas or overseas. To facilitate successful teleworking, the region can bolster its high-speed internet infrastructure, promote a culture of flexibility in management and nurture digital skills. Additionally, increasing opportunities for higher education, improving public transportation and enhancing international accessibility could help profile the Ems-Achse as an attractive hub for teleworkers." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Transitions to parenthood, flexible working and time-based work-to-family conflicts: A gendered life course and organisational change perspective (2022)
Zitatform
Abendroth, Anja-Kristin (2022): Transitions to parenthood, flexible working and time-based work-to-family conflicts: A gendered life course and organisational change perspective. In: Journal of Family Research, Jg. 34, H. 4, S. 1033-1055. DOI:10.20377/jfr-730
Abstract
"Objective: This study investigates how flexitime and flexiplace moderate the consequences of transitions to parenthood for time-based work-to-family conflicts for women and men, and whether the normalisation of their use in organisations additionally contributes to reducing work-to-family conflicts. Background: Although flexible working has been described as a resource for better aligning demands in the domains of work and family, the findings of previous - mainly cross-sectional – research on its consequences for work–family conflict are inconsistent. Method: Individual fixed effects analyses were conducted using linked employer-employee panel data for 1,973 partnered men and 1575 partnered women in 132 large work organisations in Germany. Results: Time-based work-to-family conflicts after transition to parenthood increased for men but decreased for women. This can be explained by women reducing their working hours. However, work-to-family conflicts remained rather stable despite of the transition to parenthood among women who used flexitime. This can partly be explained by their weaker work-to-family conflicts already before the transition as well as to adjustments in work investments being less common among them. There is some evidence that the normalisation of flexitime and flexiplace in the organisation is associated with fewer work-to-family conflicts among women and men. Conclusion: Flexitime seems to be not an additional but an alternative resource to decrease the likelihood of more frequent time-based work-to-family conflicts after transition to parenthood among women. The normalization of flexible working depicts organizational change towards more family-friendliness." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
COVID-19, normative attitudes and pluralistic ignorance in employer-employee relationships (2022)
Abraham, Martin ; Grimm, Veronika; Collischon, Matthias ; Schnabel, Claus ; Moser, Klaus; Stephan, Gesine ; Kreuter, Frauke ; Trappmann, Mark ; Niessen, Cornelia ; Wolbring, Tobias ;Zitatform
Abraham, Martin, Matthias Collischon, Veronika Grimm, Frauke Kreuter, Klaus Moser, Cornelia Niessen, Claus Schnabel, Gesine Stephan, Mark Trappmann & Tobias Wolbring (2022): COVID-19, normative attitudes and pluralistic ignorance in employer-employee relationships. In: Journal for labour market research, Jg. 56, 2022-10-18. DOI:10.1186/s12651-022-00325-4
Abstract
"Employment relationships are embedded in a network of social norms that provide an implicit framework for desired behaviour, especially if contractual solutions are weak. The COVID-19 pandemic has brought about major changes that have led to situations, such as the scope of short-time work or home-based work in a firm. Against this backdrop, our study addresses three questions: first, are there social norms dealing with these changes; second, are there differences in attitudes between employees and supervisors (misalignment); and third, are there differences between respondents’ average attitudes and the attitudes expected to exist in the population (pluralistic ignorance). We find that for the assignment of short-time work and of work at home, there are shared normative attitudes with only small differences between supervisors and nonsupervisors. Moreover, there is evidence for pluralistic ignorance; asked for the perceived opinion of others, respondents over- or underestimated the consensus in the (survey) population. Such pluralistic ignorance can contribute to the upholding of a norm even if individuals do not support the norm, with potentially far-reaching consequences for the quality of the employment relationship and the functioning of the organization. Our results show that, especially in times of change, social norms should be considered for the analysis of labour markets." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate (2022)
Adamovic, Mladen ; Mendoza, Antonette; Olsen, Jesse; Gulyas, Andre; Gahan, Peter; Shallcross, David;Zitatform
Adamovic, Mladen, Peter Gahan, Jesse Olsen, Andre Gulyas, David Shallcross & Antonette Mendoza (2022): Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate. In: The International Journal of Human Resource Management, Jg. 33, H. 17, S. 3492-3525. DOI:10.1080/09585192.2021.1913623
Abstract
"Previous research has shown that virtual work provides benefits to individual employees (e.g. less stress, higher job satisfaction, and higher productivity), the organization (e.g. lower real estate costs and higher commitment and performance) and, potentially, society at large (less traffic, less pollution, and lower healthcare costs through reduced stress and work-family conflict). To realize the potential benefits associated with virtual work, many organizations have introduced new policies to enable employees to work virtually. However, research evidence and media reports indicate that many employees are hesitant to utilize the opportunity to work virtually. To better understand this gap between formal organizational policies and actual adoption, we investigate the predictors and conditions of virtual work adoption. Drawing on Lewin’s field theory and Bandura’s social cognitive theory, we examine the extent to which virtual work self-efficacy, virtual work climate, and their interaction predict individual adoption of virtual work arrangements. To test our hypotheses, we conducted a survey study of 256 employees from a multinational information technology company. Our results suggest that an effective virtual work climate encourages employees with low virtual work self-efficacy to engage in more virtual work." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Work That Can Be Done from Home: Evidence on Variation within and across Occupations and Industries (2022)
Zitatform
Adams-Prassl, Abigail, Teodora Boneva, Marta Golin & Christopher Rauh (2022): Work That Can Be Done from Home: Evidence on Variation within and across Occupations and Industries. In: Labour Economics, Jg. 74. DOI:10.1016/j.labeco.2021.102083
Abstract
"Using large, geographically representative surveys from the US and UK, we document variation in the percentage of tasks workers can do from home. We highlight three dimensions of heterogeneity that have previously been neglected. First, the share of tasks that can be done from home varies considerably both across as well as within occupations and industries. The distribution of the share of tasks that can be done from home within occupations, industries, and occupation-industry pairs is systematic and remarkably consistent across countries and survey waves. Second, as the pandemic has progressed, the share of workers who can do all tasks from home has increased most in those occupations in which the pre-existing share was already high. Third, even within occupations and industries, we find that women and workers with less stable work arrangements can do fewer tasks from home. Using machine-learning methods, we extend our working-from-home measure to all disaggregated occupation-industry pairs." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
-
Literaturhinweis
Taxes and Telework: The Impacts of State Income Taxes in a Work-from-Home Economy (2022)
Agrawal, David R.; Brueckner, Jan K.;Zitatform
Agrawal, David R. & Jan K. Brueckner (2022): Taxes and Telework: The Impacts of State Income Taxes in a Work-from-Home Economy. (CESifo working paper 9975), München, 43 S.
Abstract
"This paper studies the interstate effects of decentralized taxation and spending when individuals can work from home (WFH). Because WFH decouples population and employment, the analysis of tax impacts on state populations, employment levels, wages and housing prices is radically different than in the standard model where individuals live and work in the same state. Which state can tax teleworkers—leading to either source or residence taxation—matters for tax impacts under WFH. Our main findings, which pertain to the employment and wage effects of WFH, show that a shift from a non-WFH economy to WFH reduces employment and raises the wage in high-tax states, with larger effects under source taxation. Once WHF is established, an increase in a state’s tax rate either reduces employment further while raising the wage (source taxation) or leaves the labor market unaffected (residence taxation). The analysis also shows that the residence-taxation equilibrium is efficient, while source taxation is inefficient." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Will the Remote Work Revolution Undermine Progressive State Income Taxes? (2022)
Agrawal, David R.; Stark, Kirk J.;Zitatform
Agrawal, David R. & Kirk J. Stark (2022): Will the Remote Work Revolution Undermine Progressive State Income Taxes? (CESifo working paper 9805), München, 81 S.
Abstract
"The remote work revolution raises the possibility that a larger segment of the population will be able to sever the geographic linkage between home and work. What are the taxing rights of states as to nonresident remote workers? May a state impose income taxes on nonresident employees only to the extent they are physically working within the state? Does state taxing power extend to all income derived from in-state firms, including wages paid to those who never set foot in the state? Standard sourcing rules attribute wage income to the employee's physical location. In the presence of remote work, however, rigid adherence to this physical presence rule could intensify the progressivity-limiting dynamics of federalism by reducing the costs to households of exploiting labor income tax differentials across jurisdictions. We document the rise of remote work and the status of state-level income tax progressivity as well as its evolution over time. We consider how alternative legal rules for the sourcing of income can affect telework-induced mobility, but conclude that, regardless of which sourcing regime prevails in coming legal battles, the rise of remote work is likely to limit redistribution via state income taxes. While some sourcing rules may better preserve progressivity in the short term than others, the more fundamental threat to progressive state tax regimes derives from remote work's long-term erosion of the benefits of urban spatial clustering. To the extent that the nation's productive cities lose their allure as centers of agglomeration and the wages of high-skilled workers in these cities fall, the ability of their host states to pursue redistributive tax policies will likely be constrained. These deglomeration effects will arise regardless of how state taxing rights are adapted for the remote work era, and therefore may carry with them implications for income tax progressivity at the federal level." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Working from Home around the World (2022)
Aksoy, Cevat Giray; Davis, Steven J.; Barrero, José María; Bloom, Nicholas; Zarate, Pablo ; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2022): Working from Home around the World. In: Brookings Papers on Economic Activity H. Fall, S. 1-66.
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))
-
Literaturhinweis
Working from Home around the World (2022)
Aksoy, Cevat Giray; Dolls, Mathias; Barrero, José María; Davis, Steven J.; Zarate, Pablo ; Bloom, Nicholas;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2022): Working from Home around the World. (CESifo working paper 9938), München, 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))
-
Literaturhinweis
Time Savings When Working from Home (2022)
Aksoy, Cevat Giray; Bloom, Nicholas; Barrero, José María; Zarate, Pablo ; Davis, Steven J.; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2022): Time Savings When Working from Home. (SocArXiv papers), [Charlottesville, VA], 11 S. DOI:10.31235/osf.io/6veyt
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 is 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))
-
Literaturhinweis
Arbeitszeiten in der Corona-Krise: Länger, kürzer oder flexibler? (2022)
Backhaus, Nils;Zitatform
Backhaus, Nils (2022): Arbeitszeiten in der Corona-Krise: Länger, kürzer oder flexibler? In: L. Bellmann & W. Matiaske (Hrsg.) (2022): Sozio-Ökonomik der Corona-Krise, S. 193-225.
Abstract
"Im Spiegel des Infektionsgeschehens und der wirtschaftlichen Situation hat die SARS-CoV-2-Pandemie die Arbeitszeiten vieler Erwerbstätiger stark verändert. Daten zu diesen Veränderungen und mögliche Auswirkungen auf Sicherheit und Gesundheit stehen im Fokus des Beitrags. Im Rahmen von Kurzarbeit oder besonders hoher Arbeitsbelastung mussten viele Arbeitszeiten verkürzt oder verlängert werden. Viele verlagerten ihre Arbeitszeiten erstmalig oder deutlich häufiger auf untypische Arbeitszeiten, z.B. auf das Wochenende oder in die Abendstunden, um die Anwesenheit im Betrieb zu entzerren oder um Betreuungsaufgaben nachzukommen. Zeitliche Entgrenzung ist insbesondere bei der Arbeit von zuhause ein viel beobachtetes Phänomen. Abschließend werden mögliche Entwicklungen und sich daraus ergebende zukünftige Herausforderungen für die Arbeitszeitgestaltung diskutiert." (Autorenreferat, IAB-Doku)