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Aksoy, Cevat, Jose Barrero, Nicholas Bloom, Steven Davis, Mathias Dolls & Pablo Zarate (2025): The Global Persistence of Work from Home. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,65), Chicago, 6 S. DOI:10.2139/ssrn.5253261

Abstract

"Work from home (WFH) surged worldwide during the COVID-19 pandemic, then partially receded as the pandemic subsided. Using our Global Survey of Working Arrangements (G-SWA) for 40 countries, we find that average WFH rates among college-educated employees stabilized after 2022. The average number of WFH days per week is steady at roughly one day per week globally from 2023 through early 2025. Cross-country variation persists: WFH is about twice as common in advanced English-speaking economies as in much of Asia. These results indicate that the pandemic-driven shift to remote work has persisted and reached a new equilibrium with implications for urban economies, workforce flexibility, and future research on labor markets." (Author's abstract, IAB-Doku) ((en))

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Alipour, Jean-Victor, Marlene Müller & Nadine Verkühlen (2025): Homeoffice: Zukunftsvision auf dem Weg zu mehr Gleichberechtigung? In: Wirtschaftsdienst, Jg. 105, H. 1, S. 59-63. DOI:10.2478/wd-2025-0017

Abstract

"Der Hauptgrund für die chronisch niedrige Erwerbsbeteiligung von Frauen im Vergleich zu Männern ist die „Child Penalty“. Das Phänomen beschreibt die beruflichen Nachteile, die Frauen nach der Geburt des ersten Kindes erfahren, während Männer keine Einbußen verzeichnen. Wie beeinflusst Homeoffice diese Gender-Ungleichgewichte? Verringert die Arbeit von zu Hause die Unausgewogenheit in Bezug auf Haus- und Sorgearbeit, Erwerbsbeteiligung und Entlohnung? Während die Literatur starke Hinweise liefert, dass Homeoffice die Erwerbsbeteiligung von Frauen fördert und teilweise Lohnungleichheiten verringern kann, ist die Auswirkung in Bezug auf Haus- und Sorgearbeit bislang weitgehend unklar." (Autorenreferat, IAB-Doku)

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Askenazy, Philippe, Clément Brébion, Pierre Courtioux, Christine Erhel & Malo Mofakhami (2025): Employment strategies in response to the first Covid lockdown: A typology of French workplaces. In: Industrial Relations, Jg. 64, H. 2, S. 168-199. DOI:10.1111/irel.12362

Abstract

"This research connects the literature on crisis management and on firm flexibility to investigate human resource (HR) strategies in response to unexpected crises such as the Covid-19 pandemic. Leveraging data from French workplaces we identify five main types of strategies implemented during the first lockdown, which go beyond the massive use of teleworking or the use of short-time work. The analysis demonstrates that a combination of preexisting HR practices (teleworking agreements, wage levels, risk exposure, and health and safety committees) and public policies (short-time programs, legislation on short-time contracts, and temps) influences which of these five strategies firms adopt." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Bath, Johanna & Simone Brauchle (2025): Wirksamkeit von verpflichtenden Büroquoten in hybriden Arbeitsmodellen. In: Zeitschrift für Arbeitswissenschaft, S. 1-16. DOI:10.1007/s41449-025-00459-4

Abstract

"Hybride Arbeitsmodelle haben sich seit der Corona Pandemie als fester Bestandteil in Unternehmen etabliert. Doch ringen Unternehmen immer noch mit der Ausgestaltung dieser Modelle, insbesondere wenn es um das richtige Maß der örtlichen Flexibilität geht. Mittlerweile setzen beispielsweise zwei Drittel der DAX Unternehmen auf feste Obergrenzen für Homeoffice Tage und erhoffen sich davon positive Einflüsse auf die Kultur, die Zusammenarbeit und nicht zuletzt die Performance der Organisation. In der vorliegenden Arbeit, wurde durch eine repräsentative Mehrebenenstudie untersucht, ob sich diese gewünschten Effekte tatsächlich einstellen. Die vorliegende Studie kommt zu dem Schluss, dass eine fest vorgeschriebene Anzahl von Bürotagen zwar tatsächlich dazu führt, dass Mitarbeiterinnen und Mitarbeiter etwas mehr im Büro arbeiten, als in Unternehmen ohne solche Quoten, sich jedoch keine positiven Effekte durch besagte Quoten oder diese dadurch herbeigeführte Mehranwesenheit einstellen. Bei verschiedenen Ausprägungen beispielsweise der Bindung der Mitarbeiterinnen und Mitarbeiter lassen sich sogar negative Auswirkungen in den Unternehmen mit Quote feststellen. Praktische Relevanz: In vielen Unternehmen gibt es insbesondere bei der Neugestaltung von Betriebsvereinbarungen aber auch bei Führungswechseln in der Personalleitung oder der Geschäftsführung zu teils heftigen und kontroversen Diskussionen, um die Ausgestaltung der Regelungen zum mobilen Arbeiten. Hierbei werden argumentativ mit einer erhöhten Präsenz im Unternehmen viele Vorteile assoziiert. Diese positiven Zuschreibungen können in dieser Form in dieser Forschungsarbeit nicht nachgewiesen werden und Unternehmen sollten sich bei der Ausgestaltung ihrer hybriden Arbeitsmodelle daher nicht ausschließlich auf die Frage der „richtigen“ Anzahl der Bürotage konzentrieren, sondern alle bzw. die relevanten Stellhebel eines guten Arbeitsmodells ganzheitlicher betrachten." (Autorenreferat, IAB-Doku)

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Brixy, Udo & Anette Haas (2025): Die Wege zwischen Arbeits- und Wohnort sind seit der Covid-19-Pandemie deutlich länger geworden. In: IAB-Forum H. 13.06.2025 Nürnberg, 2025-06-17. DOI:10.48720/IAB.FOO.20250613.01

Abstract

"Während sich die durchschnittlichen Pendeldistanzen in den Jahren vor der Pandemie kaum veränderten, haben diese seit 2020 deutlich zugenommen. Dies hat auch damit zu tun, dass Homeoffice seither massiv an Bedeutung gewonnen hat. Allerdings trifft dies nicht für alle Beschäftigtengruppen in gleichem Umfang zu. So arbeiten insbesondere Frauen in Teilzeit vergleichsweise selten von zu Hause. Zugleich pendeln Männer im Schnitt nach wie vor über deutlich längere Distanzen als Frauen." (Autorenreferat, IAB-Doku)

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Coskun Dalgic, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2025): Die Distanzen werden größer. In: Frankfurter Allgemeine Zeitung H. 16.06.2025 Frankfurt am Main.

Abstract

"Nach Corona zeigt sich: Homeoffice vergrößert die Entfernung zwischen Arbeitsplatz und Wohnort. Das bietet Chancen für Arbeits- und Wohnungsmärkte." (Autorenreferat, IAB-Doku, © Frankfurter Allgemeine Zeitung)

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Cullen, Zoë B., Bobak Pakzad-Hurson & Ricardo Perez-Truglia (2025): Home Sweet Home: How Much Do Employees Value Remote Work? (NBER working paper / National Bureau of Economic Research 33383), Cambridge, Mass, 19 S.

Abstract

"We estimate the value employees place on remote work using revealed preferences in a high-stakes, real-world context, focusing on U.S. tech workers. On average, employees are willing to accept a 25% pay cut for partly or fully remote roles. Our estimates are three to five times that of previous studies. We attribute this discrepancy partly to methodological differences, suggesting that existing methods may understate preferences for remote work. Because of the strong preference for remote work, we expected to find a compensating wage differential, with remote positions offering lower compensation than otherwise identical in-person positions. However, using novel data on salaries for tech jobs, we reject that hypothesis. We propose potential explanations for this puzzle, including optimization frictions and worker sorting." (Author's abstract, IAB-Doku) ((en))

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Cullen, Zoë, Bobak Pakzad-Hurson & Ricardo Perez-Truglia (2025): Home Sweet Home: How Much Do Employees Value Remote Work? In: AEA papers and proceedings, Jg. 115, S. 276-281. DOI:10.1257/pandp.20251029

Abstract

"We provide revealed-preference evidence on employee value for remote work and on the wage-setting strategies adopted by employers for in-person versus remote work. Using data on the job offers and selections of over 3,000 employees in the US tech sector, we estimate that, on average, individuals are willing to forgo 25 percent of their compensation for a job that is otherwise identical but offers hybrid or fully remote work instead of being in person. Puzzlingly, employers do not “compensate” for this positive amenity value: Companies offer similar wages for remote and in-person work at the same position and level." (Author's abstract, IAB-Doku) ((en))

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Elhinnawy, Hind, Morag Kennedy & Silvia Gomes (2025): From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance. In: Community, work & family, Jg. 28, H. 2, S. 291-310. 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))

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Friedrich, Teresa Sophie, Carlotta Hesener & Basha Vicari (2025): Trotz fortschreitender Digitalisierung der Arbeitsplätze stagniert die Homeoffice-Nutzung. In: IAB-Forum – Grafik aktuell H. 12.06.2025, 2025-06-07. DOI:10.48720/IAB.FOO.GA.20250612.01

Abstract

"Die Digitalisierung auf dem deutschen Arbeitsmarkt hat durch die Covid-19 Pandemie einen „Boost“ erfahren. Dieser ging vor allem mit dem sprunghaften Anstieg der Nutzung von Homeoffice sowie von digitaler Kommunikation und Kollaboration einher. Während allerdings die Nutzung digitaler Technologien am Arbeitsplatz in den letzten Jahren weiter vorangeschritten ist, gilt dies nicht für die Nutzung von Homeoffice. Hier scheint der Scheitelpunkt weitgehend erreicht zu sein." (Autorenreferat, IAB-Doku)

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Gaudecker, Hans-Martin von, Radost Holler, Lenard Simon & Christian Zimpelmann (2025): Can Work from Home Help Balance the Parental Division of Labor? (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 661), Bonn, 22 S.

Abstract

"This study examines how the Covid-19 pandemic-induced shift towards remote work has influenced parents' allocation of non-market and market work. Utilizing a probability- based panel survey and comprehensive administrative records from the Netherlands covering the years 2014 to 2021, we demonstrate that the potential for remote work has been significantly realized only after the onset of the pandemic. Simultaneously, following a brief period of school and daycare closures, the total time parents spent on childcare returned to pre-pandemic levels. Notably, while the potential for remote work was associated with reduced childcare provision before the pandemic, this relationship reversed post-pandemic onset. We interpret this shift as an indication of increased flexibility for parents, with fathers experiencing greater gains than mothers. Consequently, the division of childcare duties has become more equitable, and mothers have increased their working hours. Our findings suggest that broader acceptance of remote work by employers could foster greater gender convergence in the intra-household division of labor." (Author's abstract, IAB-Doku) ((en))

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Gerich, Joachim (2025): Gekommen um zu bleiben: Was kann aus den Pandemieerfahrungen für die Auswirkungen und die positive Gestaltung des Arbeitens im Homeoffice gelernt werden? In: Zeitschrift für Arbeitswissenschaft, Jg. 79, H. 1, S. 36-50. DOI:10.1007/s41449-024-00421-w

Abstract

"Forschungsresultate zu Auswirkungen des Arbeitens im Homeoffice zeigen überwiegend positive Effekte für Beschäftigte. Dennoch muss in Abhängigkeit organisationaler und personaler Randbedingungen auch mit ungünstigen Effekten gerechnet werden. Die vorliegende Studie untersucht individuelle Effekte des Arbeitens im Homeoffice bei einer Stichprobe von 743 Beschäftigten mittels Befragungsdaten, welche im Zuge der COVID-19 Pandemie erhoben wurden. Die Ergebnisse zeigen, dass vor allem eine „kompensatorische“ Nutzungspraxis, bei der das Homeoffice für zusätzliche Arbeiten im Anschluss an reguläre Arbeit im Betrieb oder an Wochenenden und freien Tagen genutzt wird, mit ungünstigen Effekten wie erhöhtem Technostress, Work-Family Konflikten, geringerem psychologischem Detachment und einer erhöhten Neigung zu Präsentismus assoziiert ist. Diese Nutzungspraxis wird häufiger in Betrieben mit starker Wettbewerbsorientierung, indirekten Steuerungsformen und gering formalisierten Homeoffice-Policies angewandt. Beschäftigte mit geringer Segmentationspräferenz und hohem Bedürfnis nach Autonomie können zwar grundsätzlich stärker von positiven Effekten im Homeoffice profitieren. Durch zugleich häufigere kompensatorische Nutzungspraxis werden die positiven Effekte durch ungünstige Auswirkungen dieser Nutzungsform jedoch reduziert. Praktische Relevanz: Durch geeignete organisatorische Rahmenbedingungen sollte eine kompensatorische Nutzung von Homeoffice verhindert werden, um negative Effekte auf die Befindlichkeit und Vereinbarkeiten zu vermeiden." (Autorenreferat, IAB-Doku)

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Goux, Dominique & Eric Maurin (2025): Sick of Working from Home? In: The Economic Journal, S. 1-30. DOI:10.1093/ej/ueaf025

Abstract

"We explore the consequences of the development of home working for wages, hours worked and employee health in the post COVID era. We base our research strategy on a French law passed in 2017 to encourage telework agreements between employers and employees. In the months following the law, many establishments signed telework agreements, and we show that this subsequently led to a much greater development of home working in these establishments after the epidemic shock in 2020. This increase was particularly significant in mid-level occupations, and was followed by a deterioration in the health of the employees concerned, particularly men." (Author's abstract, IAB-Doku) ((en))

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Graml, Regine & Veronika Kneip (2025): Gendered Stereotypes on Working From Home (WFH) before and after the Pandemic. A Literature Review. In: Schweizerische Zeitschrift für Soziologie, Jg. 51, H. 1, S. 23-42. DOI:10.26034/cm.sjs.2025.6151

Abstract

"Working from home (WFH), das Arbeiten im Homeoffice hat durch die Covid-19 bedingten Lockdown-Phasen hohe Aufmerksamkeit erhalten. Fragen nach den Auswirkungen von WFH auf die Karriere von Mitarbeitenden sowie nach möglichen Effekten für Frauen wurden bislang nicht ausreichend untersucht. Die Ergebnisse der systematischen Literatur-Analyse zeigen, dass bei WFH die Karriereperspektiven von unterschiedlichen Stereotypen und Stigmata innerhalb des Arbeitsumfelds abhängen, von denen insbesondere Frauen betroffen sind. Aufbauend auf den Ergebnissen wird ein Phasenmodell des strukturellen und kulturellen Wandels für Organisationen mit Implikationen für die Karriere von Frauen entwickelt." (Autorenreferat, IAB-Doku)

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Hennecke, Juliane & Andreas Knabe (2025): Homebound Happiness? Teleworkability of Jobs and Emotional Well-Being During Labor and Non-labor Activities. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17634), Bonn, 58 S.

Abstract

"This paper examines the relationship between flexible working arrangements (FWA) and workers' affective well-being (AWB), using data from the American Time-Use Survey (ATUS) and the Occupational Information Network (O*NET). We analyze differences in workers' emotional experiences during paid work, unpaid work, and leisure depending on the general availability of FWA within their occupation. Our findings reveal a significant negative association between teleworkability and AWB during labor activities for women, resulting in reduced day-average emotional well-being if jobs are also time-flexible. In contrast, we do not find significant associations between FWA and AWB during paid work for men. Additionally, we find no evidence of systematic spillovers to the AWB in non-labor activities for both men and women. Further nuanced findings regarding parents and the role of time flexibility underscore potential gender differences in the impact of FWA on well-being." (Author's abstract, IAB-Doku) ((en))

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Kalmanovich-Cohen, Hanna & Steven J. Stanton (2025): When working from home leads to burnout: the role of work–family conflict, job stress and partner work practices. In: International Journal of Manpower, S. 1-15. DOI:10.1108/ijm-11-2024-0773

Abstract

"Purpose: This paper aims to enhance our understanding of the nuanced relationship between work from home (WFH) and employee burnout, particularly considering the increased prevalence of WFH after the COVID-19 pandemic. We integrate existing research to examine how work–family conflict (WFC) and job stress mediate this relationship, while also considering the moderating role of partners’ WFH practices. Design/methodology/approach In Study 1, we utilized a sample of working professionals to assess the endogenous relationship between WFH and burnout, focusing on WFC. Study 2 involved an online experiment with working adults that implemented a controlled manipulation of WFH to examine job stress as an additional mediator. We also investigated the moderating role of partners’ work arrangements and their effect on employee burnout. Findings The results showed that a partner’s WFH practice plays a significant role in the relationship between WFH and burnout. This effect is stronger for individuals whose partners work a hybrid schedule (partly WFH and partly WFO), leading to higher WFC and job stress. Originality/value This paper contributes to a better understanding of WFH-related burnout by exploring one’s partner’s WFH practice and how this can complicate the remote work experience for some employees. By integrating these variables with WFC and job stress as mediators within a single conceptual model, we provide a comprehensive view of their interrelationships, offering valuable insights for both research and practice." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Kornadt, Anna E., Catherine E. Bowen, Anthony Lepinteur, Conchita D’Ambrosio, Luca Ratti & Claus Vögele (2025): Working from home and well-being during the pandemic and beyond: a longitudinal analysis in five countries. In: BMC public health, Jg. 25, H. 1. DOI:10.1186/s12889-025-22349-4

Abstract

"Given the rise of remote work in the wake of the COVID-19 pandemic, many studies have investigated how working from home (WFH) is related to employee well-being. So far, findings have been mixed and based predominantly on cross-sectional analyses. We used multi-level regression models to describe the longitudinal relationship between WFH and well-being over 11 assessments from April 2020 to November 2023, based on a unique, population-based sample of N = 3403 employed participants from five European countries. Even after controlling for relevant covariates, WFH was negatively related to well-being in the initial stages of the pandemic, but unrelated to WFH thereafter. Our analysis offers a differentiated picture on within- and between-person dynamics of WFH and well-being over the course of the pandemic and beyond and can inform the discussion how individuals, organizations, and societies can prepare for a future in which WFH plays a more prominent role." (Author's abstract, IAB-Doku) ((en))

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Maas, Martina & Hartmut Seifert (2025): Arbeitszeiterfassung. Aktuelle Befunde zu ihrer Verbreitung und betrieblichen Organisation. In: WSI-Mitteilungen, Jg. 78, H. 2, S. 139-145. DOI:10.5771/0342-300x-2025-2-139

Abstract

"Der Beitrag präsentiert auf Basis einer Betriebsbefragung Befunde zur Verbreitung und Organisation der Arbeitszeiterfassung. Er zeigt, dass die überwiegende Mehrheit der Betriebe, selbst Kleinstbetriebe, die Arbeitszeiten der Beschäftigten dokumentiert. Händische und systemische Erfassungsmethoden halten sich in etwa die Waage. Die Zeiterfassung ist in Betrieben mit und ohne Homeoffice in etwa gleich verbreitet. Die Organisation der Arbeit in Form von Homeoffice scheint demnach kein Hemmnis für die Einführung einer Arbeitszeiterfassung zu sein, und umgekehrt scheint diese auch nicht dem mobilen Arbeiten im Wege zu stehen." (Autorenreferat, IAB-Doku)

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Matysiak, Anna, Agnieszka Kasperska & Ewa Cukrowska-Torzewska (2025): Mechanisms Underlying the Effects of Work from Home on Careers in the Post-Covid Context. In: Work, Employment and Society, S. 1-24. DOI:10.1177/09500170251325769

Abstract

"This study investigates the role of two mechanisms – perceived workers’ performance and commitment – in shaping the career opportunities of teleworkers and office-based workers in the post-pandemic context of the United Kingdom. We outline a theoretical framework that integrates economic and sociological literature on work from home (WFH) and careers, and accounts for workers’ gender and parenthood obligations. We test it utilizing data from a discrete choice experiment conducted between July and December 2022 with 937 managers. Our findings reveal that hybrid workers face poorer career prospects than office-based workers because managers perceive them as underperforming. Among full-time teleworkers, reduced career opportunities stem not only from managers’ perceptions of their job performance but also from assumptions that full-time teleworkers are less committed to work. Finally, we demonstrate disparate impacts on promotion and earning opportunities based on gender and parenthood, primarily due to differing employer perceptions regarding work performance and commitment." (Author's abstract, IAB-Doku) ((en))

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Mergener, Alexandra, Nico Stawarz, Heiko Rüger & Inga Laß (2025): Working from home and health complaints: on the difference between telework and informal overtime at home. In: Frontiers in Public Health, Jg. 13. DOI:10.3389/fpubh.2025.1465617

Abstract

"Background: With the increase in the prevalence of working from home (WFH), understanding its impact on health has become more relevant. However, the possibility that health effects may depend on the specific WFH arrangement has largely been ignored in research. Objective: The aim of this study is to offer a differentiated view of WFH by distinguishing between informal overtime at home and telework during recognized working time when assessing its associations with mental and physical health complaints. Moreover, the extent of telework is considered. The study also differentiates the group of WFH non-users by distinguishing between voluntary non-use and employer-directed non-use. Methods: We apply OLS regression models with clustered standard errors by occupation to probability-based survey data that is representative of employees in Germany. The analytical sample was restricted to employees whose job tasks could be performed at home (N  = 10,365). Results: Compared to employer-directed non-users, working informal overtime at home is associated with more mental health complaints, while telework is associated with fewer mental and physical health complaints. However, the beneficial association between recognized telework and mental health only applies to employees with relatively small extents of telework. At higher extents of telework, the mental health advantages disappear, while those for physical health tend to remain. Conclusion: This study suggests that a nuanced look at patterns of use and non-use of WFH is essential when gauging its impact on health." (Author's abstract, IAB-Doku) ((en))

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Moens, Eline, Louis Lippens, Kathleen Vangronsvelt, Ans De Vos & Stijn Baert (2025): Too Much of a Good Thing? Telework Intensity and Workplace Experiences. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17721), Bonn, 27 S.

Abstract

"At a time when numerous organizations are urging a return to the office while many employees prefer to continue teleworking, it is crucial to ascertain the optimal level of telework intensity. In the present study, we determine this ideal level with respect to self-rated employee attitudes, behavior, well-being, social relations and professional growth. Drawing on a five-wave longitudinal dataset, we apply fixed effects regression analyses to investigate associations between telework intensity and various dimensions of workplace experience. We offer more robust empirical evidence for favoring hybrid work schedules over an office-only or telework-only regime owing to significant advances in causal interpretation of linear and non-linear associations compared to the majority of existing studies that examine linear associations based on cross-sectional data. Our results point toward an inverted U-shaped association between telework intensity and self-rated job satisfaction, work-life balance, relationships with colleagues and professional development, with optimal levels peaking around 50% teleworking. For task efficiency and work concentration, the association appears to be concave with a plateau, stabilizing at teleworking levels above 70%. Only between telework intensity and employer connectedness do we observe a slightly negative linear association." (Author's abstract, IAB-Doku) ((en))

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Ortiz García, Pilar & Salvador Manzanera-Román (2025): Importance of occupation in the increase of gender differences in the advance of telework in Spain. In: PLoS ONE, Jg. 20. DOI:10.1371/journal.pone.0322847

Abstract

"The COVID-19 pandemic significantly altered forms of labor. In this analysis, which focuses on the Spanish labor market, we consider telework from a gender-based perspective in order to identify whether there is a gender gap in this work form and, if so, whether this is impacted by occupation. The methodology is quantitative in nature, and we apply logistic regression based on data from Eurofound’s European Working Conditions Survey. We investigate how factors including labor characteristics, education, and life stage and cohabitation affect the propensity to engage in telework. The findings reveal the dominance of women in telework, moderated by labor characteristics (occupation, type of contract, and working day) and educational variables." (Author's abstract, IAB-Doku) ((en))

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Parry, Ashley (2025): The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers. In: Gender, work & organization, Jg. 32, H. 1, S. 15-36. DOI:10.1111/gwao.13130

Abstract

"There is an increased blurring of work and home life in contemporary society due to access to technology and the mass expansion of remote work during the COVID-19 pandemic. Flexible working arrangements like remote work can lead to men self-exploiting themselves in the workplace and women self-exploiting themselves in the domestic sphere in the context of a work-centric society that is reliant upon passion at work and traditional gender norms. This study extends Chung's ideas on gendered patterns in the flexibility paradox by examining spatial-temporal dimensions of COVID-19 remote work adaptation among an extreme sample: dual-earner parents with young children. Semi-structured interviews were conducted on Zoom with 20 mothers and 17 fathers working from home in the U.S. with children ages 5 and under between the summer of 2020 and the spring of 2021. Findings indicate that fathers' work is prioritized in spatio-temporal terms whereas mothers' work is fragmented and dispersed. Gendered patterns in the flexibility paradox and labor shouldered by mothers as primary caregivers are considered as potential theoretical explanations for the privileging of fathers' workspace and work time." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Petitta, Laura & Valerio Ghezzi (2025): Disentangling the Pros and Cons of Flexible Work Arrangements: Curvilinear Effects on Individual and Organizational Outcomes. In: Economies, Jg. 13, H. 1. DOI:10.3390/economies13010020

Abstract

"The use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed inlight of the globally elevated rates of flexible work arrangements and mixed findings on their implementation." (Author's abstract, IAB-Doku) ((en))

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Procentese, Fortuna, Flora Gatti & Emiliano Ceglie (2025): 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, Jg. 28, H. 2, S. 272-290. 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))

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Schwarz, Antje & Anja-Kristin Abendroth (2025): Is informal telework a threat to work-family reconciliation? Comparing the implications of formal and informal telework for work-family conflicts. In: Zeitschrift für Arbeitswissenschaft, Jg. 79, H. 1, S. 1-11. DOI:10.1007/s41449-024-00428-3

Abstract

"Die Studie untersucht den Zusammenhang zwischen formeller und informeller Telearbeit und Vereinbarkeitskonflikten auf Basis des job-demands and resources (JD-R) Modells. Bislang wurde dies häufig angewandt ohne zwischen formaler Telearbeit und informeller Telearbeit, außerhalb vertraglich-vereinbarter Arbeitszeit, zu unterscheiden. Auf Basis von Pilotdaten des European Social Surveys wurden OLS-Regressionen durchgeführt, die nahe legen, dass formelle Telearbeit mit weniger und informelle Telearbeit mit mehr Vereinbarkeitskonflikten verbunden ist. Während formelle Telearbeit als Ressource erscheint, wirkt informelle Telearbeit eher im Sinne einer Belastung. Allerdings geht informelle Telearbeit häufig mit formeller Telearbeit einher, sodass vereinbarkeitsreduzierende Implikationen von formeller Telearbeit durch informelle Telearbeit abgeschwächt werden können." (Autorenreferat, IAB-Doku)

Zitatform

Schüller, Simone (2025): Estimating the Effect of Working from Home on Parent's Division of Childcare and Housework: A New Panel IV Approach. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17694), Bonn, 24 S.

Abstract

"This study investigates whether (and how) working from home (WFH) affects the gender division of parental unpaid labor. I use the recent COVID-19 pandemic that brought an unanticipated yet lasting shift to WFH combined with a measure of occupational WFH feasibility (Alipour et al. 2023) as a quasi-experiment to employ an instrumental variable (IV) approach and estimate causal effects. I use unique longitudinal data from the "Growing up in Germany" ( AID:A) panel study, which administered a prepandemic wave in 2019, and a post-pandemic wave in 2023. AID:A contains rich information on mothers' and fathers' time use for work, commuting, childcare, and housework. I find that the most robust effects emerge for paternal WFH intensity (at least weekly WFH) on parental division of housework: families in which fathers start weekly WFH in the period 2019 to 2023—due to their occupational WFH capacity in combination with the pandemic WFH-boost—experience a significant decrease in the maternal share of parental housework. Interestingly, this shift appears to be mainly driven by a reduction of maternal time use for housework (combined with an increase of her work hours) and less by an increase in paternal time use for housework suggesting crossparent effects of WFH." (Author's abstract, IAB-Doku) ((en))

Zitatform

Spithoven, André & Bruno Merlevede (2025): The socio-economic consequences of remote working: evidence from the European administrations in Brussels. In: The Annals of Regional Science, Jg. 74, H. 1. DOI:10.1007/s00168-024-01342-6

Abstract

"The COVID-19 pandemic urged policymakers to promote remote work. We showcase the impacts of remote working for the EU administrations in Brussels. Based on meticulous data collection and using an input–output multiplier approach, the paper calculates four scenarios on the socio-economic consequences of value-added and employment for Brussels and its neighbouring regions. Each scenario diminishes the time non-Belgian EU employees spend in Brussels. The estimates demonstrate a substantial contribution of the EU administrations in the regions of Belgium and highlight the impact of remote working, which is relevant for other cities’ economies known for being international hotspots." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Trevino Garcia, Lorena Edith & Jan Olav Christensen (2025): Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector. In: International Archives of Occupational and Environmental Health. DOI:10.1007/s00420-025-02136-9

Abstract

"Objective: Few studies have investigated the relationship between post-pandemic hybrid work-from-home (WFH), mental health, and work-life balance. We examined the association between hybrid WFH, mental distress, availability demands, work-life conflict, and life-work conflict. Methods: Data from 24,763 office workers in the public sector in Norway were analyzed by linear and logistic regressions. Results: Employees practicing flexible hybrid WFH (i.e., when needed/desired) were less likely to report mental distress (measured by the Hopkins Symptom-Checklist; HSCL-5) than those not practicing WFH. WFH being self-chosen was associated with less distress. Flexible WFH was also associated with availability demands, work-life conflict, and life-work conflict, which were, in turn, linked to distress. The risk of distress increased with the number of weekly days of flexible WFH. Workers with fixed agreements to regularly WFH did not report significantly less distress than those with no WFH. However, fixed WFH was associated with lower availability demands, not with work-life conflict, and was more often self-chosen than flexible WFH. Conclusion: Flexible WFH may alleviate distress but may also indicate attempts to cope with taxing availability demands, and may even introduce stressors that could reverse beneficial effects. Our results should motivate nuanced, multifactorial assessments of WFH in organizational practice and research." (Author's abstract, IAB-Doku) ((en))

Zitatform

Wan, Min, Dawn S. Carlson, Sara Jansen Perry, Merideth J. Thompson, Yejun Zhang & K. Michele Kacmar (2025): Adapting boundary preferences to match reality of hybrid work: A latent change score analysis. In: Journal of vocational behavior, Jg. 157. DOI:10.1016/j.jvb.2025.104089

Abstract

"The hybrid work trend, where employees work from home and from the workplace, brings substantial changes to how employees manage their work and family lives, as well as the boundary between those roles. An important yet overlooked question is how hybrid workers, whose work environment overlaps with their home environment for at least part of every work week, navigate and adapt to work-family stressors over time. Drawing upon adaptation theory and boundary theory, we examine how work-family conflict triggers changes in boundary integration preferences, which further contribute to changes in work-family balance satisfaction. Moreover, we investigate the moderating role of spousal interaction, examining ways it shapes the preference-satisfaction relationship. We collect multi-source (hybrid workers and spouses) and multi-wave (two time points over a year) data to test the hypothesized relationships using latent change score analysis. The results suggest that hybrid workers experience increases in both work and family boundary integration preferences due to work-family conflict over time, and increased integration preferences further contributed to increases in work-family balance satisfaction. We also found that spousal interaction enhances the positive relationship between hybrid workers' increased family integration preferences and increased work-family balance satisfaction. This study illuminates nuanced and dynamic evidence of adaptation regarding the interface of the work and family domains, thus providing novel insights into work-family dynamics for an increasingly popular work arrangement – hybrid work." (Author's abstract,IAB-Doku, Published by Elsevier Inc.) ((en))

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de Laat, Kim (2025): Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family. In: Work and occupations, Jg. 52, H. 1, S. 130-165. 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))

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))

Zitatform

Abrardi, Laura, Elena Grinza, Alessandro Manello & Flavio Porta (2024): Work from home arrangements and organizational performance in Italian SMEs: evidence from the COVID-19 pandemic. In: Empirical economics, Jg. 67, H. 6, S. 2821-2863. DOI:10.1007/s00181-024-02621-z

Abstract

"We use survey data on Italian small- and medium-sized enterprises collected during the COVID-19 pandemic to explore the relationship between the adoption of work from home (WFH) practices and organizational performance. In so doing, we investigate several dimensions of organizational performance, including measures of labor productivity and workers’ concentration and motivation, the level of absenteeism, the organization of work through management by objectives (MBO), and the presence of coordination and communication costs. We obtain several results. First, we find a significantly enhanced capability of firms that adopted WFH during the pandemic to sustain the overall organizational performance, particularly when such a work practice is used intensively. Less deteriorated labor productivity and workers’ concentration and motivation, decreased absenteeism, and a substantial rise in the adoption of MBO practices seem to be important aspects behind the detected benefits related to WFH. Third, when WFH is used at medium levels of intensity, it is associated with augmented coordination and communication costs, which nonetheless do not appear to overcome the benefits associated with WFH." (Author's abstract, IAB-Doku) ((en))

Zitatform

Adams, Ayhan & Antje Schwarz (2024): Blurred lines. Gendered implications of digitally extended availability and work demands on work-family conflict for parents working from home. In: Community, work & family, Jg. 27, H. 5, S. 673-697. DOI:10.1080/13668803.2024.2415374

Abstract

"This study examines the impact of digitally extended availability in work-from-home arrangements on work-family conflict under the intensity of work demands for parents. The advent of digital communication technologies has facilitated a shift towards a more blurred distinction between work and private life, which is often enabled by the option of working from home. Digitally extended availability, as a condition of being available for work-related requests and answering messages during non-working hours, represents a specific aspect of boundary blurring. Theoretically, it builds on the work/family border theory, which is expanded by the perspective of the flexibility paradox. This approach assumes that flexible working arrangements in contexts of work-centred always-on cultures can potentially exacerbate the reconciliation of work and private life. The results of moderated mediation models on two waves of the German Family Panel (pairfam) indicate that working from home is associated with increased work-family conflict. This association is mediated by a higher degree of digitally extended availability for work communication. Furthermore, higher work demands serve to reinforce this mediation for fathers, but not for mothers. These findings lend support to the flexibility paradox perspective and underscore gender-specific differences in the conflict-enhancement of digitally extended availability in demanding work-from-home arrangements." (Author's abstract, IAB-Doku) ((en))

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Arntz, Melanie, Michael J. Böhm, Georg Graetz, Terry Gregory, Florian Lehmer & Cäcilia Lipowski (2024): Firm-Level Technology Adoption in Times of Crisis. (ZEW discussion paper 24-057), Mannheim, 66 S.

Abstract

"This study investigates how crises affect firms’ adoption of frontier technologies using the Covid-19 pandemic as a case study. The analysis tracks the nature, timing, and pandemic-related motivations of investments among German firms, using longitudinal survey data linked with administrative worker–firm records. We find clear evidence for a shift toward remote work technologies that helped firms mitigate negative employment effects. Overall, however, the pandemic slowed down the diffusion of new technologies. This procyclical pattern of technology adoption is particularly striking since the pandemic created strong incentives to experiment with new technologies." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bachtal, Yassien Nico (2024): The efficiency scope of work from home: A multidimensional approach and the significance of real estate. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 144916), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 176 S.

Abstract

"Die Arbeitswelten und insbesondere die physische Organisation der Arbeit befinden sich in einem tiefgreifenden Transformationsprozess. Ursächlich für diesen Transformationsprozess sind technologische Innovationen, organisatorische Veränderungen und die zunehmende Pluralisierung der Anforderungen von Arbeitnehmenden. Auch wenn dieser Transformationsprozess der physischen Organisation der Arbeit schon vor einigen Jahren eingesetzt hat, hat die COVID-19 Pandemie die Transformationsgeschwindigkeit signifikant erhöht. Work from Home, als eine Maßnahme zur Eindämmung der COVID-19 Pandemie, ermöglichte es Büroarbeitenden weltweit Erfahrungen mit der Arbeit zu Hause zu sammeln. Work from Home beschreibt dabei das regelmäßige Arbeiten von zu Hause, das durch die Nutzung von Informations- und Kommunikationstechnologien ermöglicht wird. Arbeitnehmende haben dadurch den direkten Vergleich zwischen dem Arbeiten im Büro und dem Work from Home und wägen ihren Arbeitsort in Abhängigkeit der Arbeitstätigkeiten zielgerichteter ab. Die flächendeckende Einführung von Work from Home beeinflusst das Leben und Arbeiten auf mehreren Ebenen. Auf individueller Ebene stellt sich die Frage, welche Arbeitnehmenden grundsätzlich für das Work from Home geeignet sind. Auf der Ebene der Arbeitsumwelt fehlt es an Erkenntnissen, inwiefern Work from Home einen Einfluss auf die digitale Ausstattung von Wohnimmobilien hat. Weiterhin bleibt offen, wie sich das Zusammenspiel aus den Arbeitnehmenden (person) und der Arbeitsumwelt (environment) im Work from Home auf den individuellen Arbeitserfolg (fit) auswirkt. Diesen Forschungsfragen geht die vorliegende Dissertation mithilfe von insgesamt fünf Forschungsartikeln nach. Der erste Artikel ordnet Work from Home in eine hybride Arbeitswelt ein und nutzt dazu einen internationalen Vergleich zwischen den Vereinigten Staaten und Deutschland. Hybrides Arbeiten definiert sich über die Verteilung der Arbeitszeit auf das Büro, das Work from Home und dritte Arbeitsorte und beschreibt eine Kombination dieser Arbeitsorte. Der Artikel zeigt, dass WFH in einer hybriden Arbeitswelt für viele Arbeitnehmende einen hohen Stellenwert einnimmt. Während die Arbeitszeit im Büro mit rund einem Drittel in beiden Ländern nahezu identisch ist, zeigt sich, dass vor allem dritte Arbeitsorte (z. B. Coworking Spaces) für Arbeitnehmende in den Vereinigten Staaten einen höheren Stellenwert als in Deutschland einnehmen. Der Artikel zeigt, dass diese Divergenz vor allem kulturell begründet ist. In der Summe zeigt dieser Artikel, dass Arbeitnehmende dem WFH in einer hybriden Arbeitswelt international einen hohen Stellenwert einräumen. Der zweite Artikel greift den hohen Stellenwert des Work from Home in einer hybriden Arbeitswelt auf und untersucht in einer Vorstudie, welche Aspekte erfolgreiches Arbeiten zu Hause ermöglichen. Die Ergebnisse des Artikels zeigen, dass korrelative Zusammenhänge zwischen räumlichen, personenbezogenen und arbeitsbezogenen Merkmalen auf der einen Seite und der Zufriedenheit und Produktivität auf der anderen Seite existieren. Konsequenterweise ist erfolgreiches Arbeiten zu Hause nur durch positive Voraussetzungen aller drei Dimensionen möglich. Dieser Artikel gibt einen ersten Hinweis darauf, dass tatsächlich nur rund 25 % der Arbeitnehmenden, die die Möglichkeit haben von zu Hause zu arbeiten, dort auch erfolgreich sind. Im dritten Forschungsartikel werden die Ergebnisse aus der zweiten Studie aufgegriffen. So ist das Ziel, diese 25 % der erfolgreich von zu Hause arbeitenden Arbeitnehmenden, näher zu betrachten. Die Ergebnisse verdeutlichen, dass insbesondere berufserfahrenere Arbeitnehmende, die in gut ausgestatteten Wohnimmobilien leben und eine hohe Arbeitsautonomie haben im Work from Home erfolgreich arbeiten können. Weniger erfolgreich im Work from Home sind vor allem Berufseinsteiger, die häufig in Immobilien wohnen, die nicht für das Work from Home geeignet sind. Der vierte Artikel widmet sich konkret der Frage, welchen Einfluss die immobilienwirtschaftlichen Merkmale auf die Zufriedenheit und die Produktivität im Work from Home haben. Des Weiteren wird die relative Bedeutung der immobilienwirtschaftlichen Merkmale im Verhältnis zu arbeitsbezogenen und sozial-psychologischen Merkmalen gesetzt. Es zeigt sich, dass die immobilienwirtschaftlichen Merkmale im Work from Home einen hohen Einfluss auf die Zufriedenheit und die Produktivität haben. Im Vergleich zu arbeitsbezogenen und sozial-psychologischen Merkmalen haben die immobilienwirtschaftlichen Merkmale sogar die größte Bedeutung. Der fünfte Forschungsartikel untersucht, welche Aspekte die Kaufabsicht von Smart Homes beeinflussen und welche Rolle die gestiegene Technikaffinität, ausgelöst durch die COVID-19 Pandemie und insbesondere durch Work from Home, einnimmt. Die Kaufabsicht von Smart Homes wird vor allem durch das soziale Umfeld begünstigt. Die Ergebnisse machen aber auch deutlich, dass die gestiegene Technikaffinität die Einstellung gegenüber solchen Wohnimmobilien verbessert, was wiederum zu einer höheren Kaufabsicht führt. Mit diesen Erkenntnissen erweitert die vorliegende Dissertation die Forschung rund um das Thema Work from Home. Work from Home bietet sowohl für die Unternehmen als auch für die Gesellschaft Potentiale. Gleichzeitig zeigt die Dissertation auch Risiken, die mit dem Arbeiten von zu Hause verbunden sind. Nur durch die individuelle Betrachtung der Workforce einer Organisation und durch die Kombination des Büros, Work from Home und dritte Arbeitsorte lassen sich diese Potentiale realisieren. Die Dissertation bietet eine theoretisch-konzeptionelle Einordnung in den aktuellen Stand der Forschung und liefert mit den Ergebnissen Implikationen für die Praxis, um den Herausforderungen im Transformationsprozess der physischen Organisation der Arbeit gerecht zu werden." (Autorenreferat, IAB-Doku)

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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)

Zitatform

Behrens, Kristian, Sergei Kichko & Jacques-François Thisse (2024): Working from home: Too much of a good thing? In: Regional Science and Urban Economics, Jg. 105. DOI:10.1016/j.regsciurbeco.2024.103990

Abstract

"We develop a general equilibrium model with skilled workers who can and unskilled workers who cannot work from home (WFH). Firms choose the amount of time they require workers in the office, whereas workers choose to either work on-site or hybrid, splitting working time between office and home. The endogenous work arrangements determine productivity, wages, and demand for residential and commercial real estate. We find that firms ‘outsource ’ workers to their homes to save on real estate costs, and in doing so push beyond the WFH share that maximizes skilled workers’ productivity. This effect is more pronounced if land-use regulations are strict, thus showing another channel through which the latter may reduce productivity. More efficient information and telecommunication technologies allow firms to shift office expenditures toward skilled workers who invest more in home working space. In a nutshell, WFH may well be the ‘new margin of offshoring’ for firms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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)

Zitatform

Benligiray, Serap, Abdullah Y. Güngör & İlkay Akbaş (2024): Measuring remote working skills: Scale development and validation study. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0299074

Abstract

"Remote work, one of the most significant working arrangements of today, requires certain employee skills. Although there are some hints, there is not much information in the literature on this subject. This study aims to identify the skills required for productive remote working activities and to develop a scale for measuring these skills. For this purpose, a thorough review of the literature, consultation with experts, and analysis of data obtained from four samples with remote working experience were all conducted. Within this context, item generation and content validation, initial factor structure analysis, and factor structure confirmation and construct validity examination were performed. Consequently, the Remote Working Skills Scale was developed, which has 36 items and five dimensions (cybersecurity, problem-solving, time management, verbal communication, and written communication)." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bertram, Justus, Carsten S. Ruhnke & Jens Robert Schöndube (2024): Optimal Degree of Remote Work. (Hannover economic papers / Universität Hannover, Wirtschaftswissenschaftliche Fakultät dp-718), Hannover, 35 S.

Abstract

"As a new work style remote work has become an increasingly important factor for firms and their employees. Employees potentially benefit from a higher flexibility when working remotely. Firms can make use of this non-financial benefit to increase their attractiveness on the job market and to substitute financial wage payments to the employees. However, working remotely offers chances for the employees to engage in unproductive activities at the cost of productive working time. Hence, firms need to trade off the benefits against the costs in order to decide which degree of remote work is optimal. We use an agency model to examine the optimal degree of remote work and its interaction with the optimal incentive rate. Higher uncertainty in the productive outcome or higher risk aversion of the employee leads to both a lower degree of remote work and a lower incentive rate, while the effect of the employee's productivity on the degree of remote work is ambiguous. If pay-performance sensitivity is sufficiently high, an increase in the employee's productivity leads to a decrease in the degree of remote work, whereas it is the other way around for a low pay-performance sensitivity. In addition, we find that the optimal degree of remote work increases in the employee's preferred degree of remote work. While in the first-best solution the optimal degree of remote work is always higher than the preferred degree, in the second-best solution it can be higher or lower." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bisello, Martina, Matteo Sostero, Chiara Litardi, John Hurley & Enrique Fernández-Macías (2024): Regional employment change and the geography of telework in Europe. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 63 S. DOI:10.2806/815188

Abstract

"The fast and steady recovery in employment following the COVID-19 pandemic in the EU benefited from proactive policy responses to the crisis and from resilient labor markets. Almost 90% of regions across the EU had exceeded their pre-pandemic employment levels by 2022; however, significant regional disparities remain. EU regions fared differently, depending on their economic specialization and notably on the concentration of jobs in knowledge-intensive services that can be performed remotely. The geography of telework across EU regions was primarily shaped by differences in occupational structure, and fast internet connectivity remains an essential enabling factor. Recent initiatives to support remote work in rural, peripheral or marginalized areas through the creation of coworking spaces show how dynamism and diversity in rural economies can be promoted." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bloom, Nicholas, Gordon B. Dahl & Dan-Olof Rooth (2024): Work from Home and Disability Employment. (NBER working paper / National Bureau of Economic Research 32943), Cambridge, Mass, 34 S.

Abstract

"There has been a dramatic rise in disability employment in the US since the pandemic, a pattern mirrored in other countries as well. A similar increase is not found for any other major gender, race, age or education demographic. At the same time, work from home has risen four-fold. This paper asks whether the two are causally related. Analyzing CPS and ACS microdata, we find the increase in disability employment is concentrated in occupations with high levels of working from home. Controlling for compositional changes and labor market tightness, we estimate that a 1 percentage point increase in work from home increases full-time employment by 1.1% for individuals with a physical disability. A back of the envelope calculation reveals that the post pandemic increase in working from home explains 80% of the rise in full-time employment. Wage data suggests that WFH increased the supply of workers with a disability, likely by reducing commuting costs and enabling better control of working conditions." (Author's abstract, IAB-Doku) ((en))

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Boehm, Stephan A., Magdalena Schertler & Nicola V. Glumann (2024): Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit. In: Personal quarterly, Jg. 76, H. 1, S. 10-17.

Abstract

"Effektives Management von Diversität hat in den letzten Jahrzehnten zunehmend an Bedeutung gewonnen. Verschiedene Entwicklungen wie die zunehmende Migration, die steigende Erwerbsteilnahme von Frauen, sowie der demografische Wandel führen dazu, dass Teams immer diverser werden. Vor dem Hintergrund einer zunehmend älter werdenden Belegschaft gewinnt auch das Thema Behinderungsdiversität ständig an Relevanz. (Boehm/Dwertmann 2015) Diversität am Arbeitsplatz ist aus unterschiedlichen Gründen zu begrüßen, sei es aus moralischer Perspektive und dem Ruf nach mehr Gerechtigkeit oder aus wirtschaftlicher Perspektive, da ein breiterer Talentpool Wettbewerbs- und Innovationsvorteile verspricht. Tatsächlich haben Studien gezeigt, dass diversere Teams das Potenzial für eine höhere Kreativität und Leistung haben und besser komplexe Probleme lösen können.(homan et al., 2015; van Knippenberg et al., 2004) Gleichzeitig kann Diversität innerhalb eines Teams oder einer Organisation aber auch eine Quelle für Konflikte und Kommunikationsprobleme sein (Jackson et al., 2003; Nishii, 2013) In Wissenschaft und Praxis hat sich daher zunehmend die Erkenntnis durchgesetzt, dass Diversität eine notwendige, aber nicht hinreichende Bedingung für nachhaltigen Unternehmenserfolg ist. Tatsächlich scheint es erforderlich, Diversität nicht nur zu schaffen, sondern sie auch aktiv zu gestalten." (Textauszug, IAB-Doku, © Haufe-Lexware)

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Boll, Christina, Dana Müller, Christopher Osiander & Simone Schüller (2024): Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic. In: Social Politics, S. 1-27. DOI:10.1093/sp/jxae031

Abstract

"We investigate the dynamics of gendered parental childcare division across the coronavirus disease 2019 pandemic up until spring 2022. We employ unique data from a German (bi)monthly survey based on a random sample from administrative data (IAB-HOPP) and find dynamics toward a more equal division. Up to April 2021, drivers are couples with already care-involved fathers, while later on, couples with a strongly traditional division drive these changes. The latter shift emerges in parental constellations where fathers unilaterally gain working-from-home possibilities. Our results give moderate support for optimism but also point to an ambiguous role of working from home." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))

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Bonacini, Luca, Giovanni Gallo & Sergio Scicchitano (2024): Does Working from Home Increase the Gender Wage Gap? Insights from an Italian Survey of Occupations. In: Feminist economics, Jg. 30, H. 2, S. 53-88. DOI:10.1080/13545701.2024.2326509

Abstract

"This article investigates to what extent the working from home (WFH) feasibility of occupations can influence the gender wag gap (GWG) at the mean and along the wage distribution. Based on Oaxaca–Blinder decompositions and unconditional quantile regressions, results show that the GWG is greater among women working in an occupation with a high level of WFH feasibility. We find evidence of both sticky floor and glass ceiling effects for employees with high WFH feasibility and only a sticky floor effect for the group with low WFH feasibility. The positive association revealed between the level of WFH feasibility and the GWG appears particularly strong among older and married women employees. These results underscore that the WFH feasibility may play an important role in exacerbating future gender gaps in wages, as WFH is expected to remain a normal practice beyond the COVID-19 pandemic." (Author's abstract, IAB-Doku) ((en))

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Broecke, Stijn (2024): Offshoring, Reshoring, and the Evolving Geography of Jobs: A Scoping Paper. (OECD social, employment and migration working papers 308), Paris, 29 S. DOI:10.1787/adc9a9d5-en

Abstract

"While the second half of the 20th century was characterized by a growing integration of the global economy, in recent years there have been growing calls for protectionism and reshoring. At the same time, COVID-19 resulted in higher levels of remote working, which showed that many jobs could be done from anywhere and could, in theory, be offshored. The future of offshoring and reshoring is therefore highly uncertain. This document summarizes some of the key issues and trends with regards to offshoring and reshoring. It then sets out a research agenda which would result in a better understanding the future of offshoring and reshoring and their impact on domestic labor markets, which would help policy makers in OECD countries plan for the changes that lie ahead." (Author's abstract, IAB-Doku) ((en))

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Brumley, Krista M., Shirin Montazer, Laura Pineault, Katheryn Maguire & Boris Baltes (2024): Remote Work and Work-Family Conflict during COVID-19: Individual and Crossover Effects among Dual-Earning Couples. In: Socius, Jg. 10, S. 1-19. DOI:10.1177/23780231241295790

Abstract

"The study investigates the association of the extent of remote work with men’s and women’s behavioral work-family conflict and their partners’ behavioral work-family conflict. The authors examine if these effects vary by parental status. Analyses of survey data from 343 U.S. dual-earning couples collected during the coronavirus disease 2019 pandemic show that among couples with children, their extent of remote work is positively associated with both their own and their partners’ behavioral family-to-work conflict but is not associated with their own or their partners’ behavioral work-to-family conflict. For child-free couples, findings show that their extent of remote work does not affect their own work-family conflict (bidirectional). For child-free women only, behavioral work-to-family and family-to-work conflict increase as a function of their partners’ extent of remote work.The authors offer insights into potential policy for work organizations, including benefits that provide time or financial assistance to help employees manage family obligations that might interfere with work." (Author's abstract, IAB-Doku) ((en))

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Böhnen, Carina & Tobias Kuhnimhof (2024): Working from home and commuter travel in Germany – panel data analysis of long-term effects. In: Transportation Research Part A: Policy and Practice, Jg. 190. DOI:10.1016/j.tra.2024.104257

Abstract

"Working from home (WFH) is expected to be part of the ‘new normal’ in a post-pandemic future. WFH is often discussed as a contribution to climate protection, as WFH has the potential to reduce travel and emissions. However, there are also long-term rebound effects, which are under-investigated. These long-term effects are relevant for assessing the potential of new hybrid work concepts as a measure to improve sustainability. This paper aims to examine (1) the relationship between WFH, commuting distance and long-term effects by, (2a) the impact of WFH on the changes in commuting distance between 2011 and 2013, and (2b) the impact of commuting distance on the changes in WFH between 2011 and 2013. We used panel data from the ‘Families in Germany’ study (FiD) 2013 with changes to 2011. In this dataset, workers who WFH at least once per week had 29 % longer commuting distances than those who did not WFH. We found that the effects of WFH only show up years later when a change in commuting distance is pending, e.g., due to relocation. The change in commuting distances between 2011 and 2013 was 8.5 km higher for workers with constantly high WFH levels from 2011 to 2013 and a shift in commuting distance. Moreover, workers with a long commuting distance throughout the period tended to increase WFH between 2011 and 2013." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier Ltd.) ((en))

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Chen, Jerry & Li Wan (2024): Remote working and experiential wellbeing: A latent lifestyle perspective using UK time use survey before and during COVID-19. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0305096

Abstract

"Mental health in the UK had deteriorated compared with pre-pandemic trends. Existing studies on heterogenous wellbeing changes associated COVID-19 tend to segment population based on isolated socio-economic and demographic indicators, notably gender, income and ethnicity, while a more holistic and contextual understanding of such heterogeneity among the workforce seems lacking. This study addresses this gap by 1) combining UK time use surveys collected before and during COVID-19, 2) identifying latent lifestyles within three working mode groups (commuter, homeworker and hybrid worker) using latent class model, and 3) quantifying nuanced experiential wellbeing (ExWB) changes across workers of distinct lifestyles. The direction and magnitude of ExWB changes were not uniform across activity types, time of day, and lifestyles. The direction of ExWB change during the daytime activities window varied in accordance with lifestyle classifications. Specifically, ExWB decreased for all homeworkers but increased significantly for certain hybrid workers. Magnitude of ExWB change correlated strongly with lifestyle. To understand the significant heterogeneity in ExWB outcomes, a spatial-temporal conceptualisation of working flexibility is developed to explicate the strong yet complex correlations between wellbeing and lifestyles. The implications to post-pandemic “back-to-work” policies are 1) continued expansion of hybrid working optionality, 2) provide wider support for lifestyle adaptation and transitions." (Author's abstract, IAB-Doku) ((en))

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Choudhury, Prithwiraj, Tarun Khanna, Christos A. Makridis & Kyle Schirmann (2024): Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment. In: The Review of Economics and Statistics, S. 1-24. DOI:10.1162/rest_a_01428

Abstract

"This paper reports causal evidence on how the extent of hybrid work—the number of days worked from home relative to days worked from office—affects employee attitudes and performance. Workers who spent around two days in the office each week on average self-reported greater work-life balance, more job satisfaction, and lower isolation from colleagues compared to workers who spent more or fewer days in the office. Employees in the intermediate hybrid condition received no different performance ratings compared to peers who spent more or fewer days in the office." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))

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Coskun, Sena, Wolfgang Dauth, Hermann Gartner & Michael Stops (2024): Working from Home Increases Work-Home Distances. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16855), Bonn, 38 S.

Abstract

"This paper examines how the shift towards working from home during and after the Covid-19 pandemic shapes the way how labor market and locality choices interact. For our analysis, we combine large administrative data on employment biographies in Germany and a new working from home potential indicator based on comprehensive data on working conditions across occupations. We find that in the wake of the Covid-19 pandemic, the distance between workplace and residence has increased more strongly for workers in occupations that can be done from home: The association of working from home potential and work-home distance increased significantly since 2021 as compared to a stable pattern before. The effect is much larger for new jobs, suggesting that people match to jobs with high working from home potential that are further away than before the pandemic. Most of this effect stems from jobs in big cities, which indicates that working from home alleviates constraints by tight housing markets. We find no significant evidence that commuting patterns changed more strongly for women than for men." (Author's abstract, IAB-Doku) ((en))

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Coskun, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2024): Working from Home Increases Work-Home Distances. (IAB-Discussion Paper 06/2024), Nürnberg, 39 S. DOI:10.48720/IAB.DP.2406

Abstract

"Wir untersuchen, wie die verstärkte Nutzung von Homeoffice während und nach der Covid-19-Pandemie die Art und Weise beeinflusst, wie der Arbeitsmarkt und die Wahl von Wohn- und Arbeitsort interagieren. Für unsere Analyse kombinieren wir Individualdaten zu Erwerbsbiografien in Deutschland und einen neuen Homeoffice-Potenzialindikator, der auf umfassenden Daten zu berufsspezifischen Arbeitsbedingungen basiert. Wir stellen fest, dass sich im Zuge der Covid-19-Pandemie Arbeitsplatz und Wohnort von Beschäftigten in Berufen, die von zu Hause aus ausgeübt werden können, weiter entfernt haben: Der Zusammenhang zwischen Homeoffice-Potenzial und Entfernung zwischen Arbeitsplatz und Wohnort hat seit 2021 stetig zugenommen. Zuvor war der Zusammenhang über einen längeren Zeitraum stabil. Der Effekt ist für neue Arbeitsplätze im Vergleich zu bestehenden Arbeitsplätzen sehr viel größer. Im Vergleich zur Zeit vor der Pandemie, sind Jobs mit hohem Homeoffice-Potenzial im Durchschnitt weiter entfernt von den Wohnorten der Beschäftigten, die in diese Jobs gewechselt haben. Der größere Teil dieses Effekts ist auf Arbeitsplätze in Großstädten zurückzuführen, was darauf hindeutet, dass die Arbeit von zu Hause aus die Einschränkungen durch angespannte Wohnungsmärkte mildert. Wir finden dabei keine signifikanten Hinweise darauf, dass sich Pendelgewohnheiten bei Frauen oder Männern stärker verändert haben." (Autorenreferat, IAB-Doku)

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Coskun, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2024): Working from home increases work-home distances. Opinion. In: IZA world of labor, o. Sz.

Abstract

"In sum, the ability to work remotely potentially enables individuals to secure jobs that are a better match for them, even if those jobs are located further away, and is allowing firms to extend their recruitment reach, thus tapping into a larger pool of potential employees. This is advantageous for employers in metropolitan areas and also opens up opportunities for firms outside urban centers to attract suitable employees. Beyond improving individual working conditions, remote work has the potential to enhance labor market matching, which could induce increases in employment, productivity, and incomes. We anticipate that future research will continue to explore these issues from diverse perspectives, and we intend to actively contribute to this burgeoning field of study." (Text excerpt, IAB-Doku) ((en))

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Coskun, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2024): Working from Home Increases Work-Home Distances. (CEPR discussion paper / Centre for Economic Policy Research 18914), London, 38 S.

Abstract

"Wir untersuchen, wie die verstärkte Nutzung von Homeoffice während und nach der Covid-19-Pandemie die Art und Weise beeinflusst, wie der Arbeitsmarkt und die Wahl von Wohn- und Arbeitsort interagieren. Für unsere Analyse kombinieren wir Individualdaten zu Erwerbsbiografien in Deutschland und einen neuen Homeoffice-Potenzialindikator, der auf umfassenden Daten zu berufsspezifischen Arbeitsbedingungen basiert. Wir stellen fest, dass sich im Zuge der Covid-19-Pandemie Arbeitsplatz und Wohnort von Beschäftigten in Berufen, die von zu Hause aus ausgeübt werden können, weiter entfernt haben: Der Zusammenhang zwischen Homeoffice-Potenzial und Entfernung zwischen Arbeitsplatz und Wohnort hat seit 2021 stetig zugenommen. Zuvor war der Zusammenhang über einen längeren Zeitraum stabil. Der Effekt ist für neue Arbeitsplätze im Vergleich zu bestehenden Arbeitsplätzen sehr viel größer. Im Vergleich zur Zeit vor der Pandemie, sind Jobs mit hohem Homeoffice-Potenzial im Durchschnitt weiter entfernt von den Wohnorten der Beschäftigten, die in diese Jobs gewechselt haben. Der größere Teil dieses Effekts ist auf Arbeitsplätze in Großstädten zurückzuführen, was darauf hindeutet, dass die Arbeit von zu Hause aus die Einschränkungen durch angespannte Wohnungsmärkte mildert. Wir finden dabei keine signifikanten Hinweise darauf, dass sich Pendelgewohnheiten bei Frauen oder Männern stärker verändert haben." (Autorenreferat, IAB-Doku)

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Costi, Chiara, Andrew Clark, Conchita D'Ambrosio, Anthony Lepinteur & Giorgia Menta (2024): Return-to-Office Mandates, Health and Well-being: Evidence from a Natural Experiment. (LISER working papers 2024-07), Esch-sur-Alzette, 40 S.

Abstract

"We here exploit an exogenous shift in working conditions for public-sector workers in Italy to establish the causal effect of a return-to-office (RTO) mandate on worker health and well-being. In nine waves of quarterly panel data we first find a significant fall in teleworking for those affected by the RTO mandate, who also spend more time outdoors, work fewer hours, and interact less with relatives and friends. The net effect of these lifestyle changes on a battery of health and well-being measures following the return to office work is insignificant. The place of work post-pandemic has neither positive nor negative health implications." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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)

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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