Mobiles Arbeiten
Mobiles Arbeiten bietet sowohl für Beschäftigte als auch für Unternehmen Vorteile einer größeren Flexibilität. Die Corona-Pandemie hat die Einstellungen gegenüber mobilem Arbeiten sowohl bei den Mitarbeitenden als auch bei den Führungskräften in eine neue Richtung gelenkt. Die Erfahrungen während Corona bewirkten, dass mittlerweile die Rahmenbedingungen und Fragen der Gestaltung hybrider Arbeitsformen in den Vordergrund rücken. Präsenzarbeit als auch mobiles Arbeiten sollen möglich sein, aber ebenso Lösungen, die mobile Arbeit und Freizeit - "workation" - verbinden.
Das Themendossier beleuchtet die Chancen und Herausforderungen mobilen Arbeitens für Beschäftigte und Unternehmen und zeigt Handlungsanforderungen auf.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Performance Pay in the Hybrid Work Economy (2026)
Zitatform
Alipour, Jean-Victor (2026): Performance Pay in the Hybrid Work Economy. (CESifo working paper 12680), München, 41 S.
Abstract
"The large-scale rise of working from home (WFH) has granted workers unprecedented autonomy over how they allocate their time and effort, while weakening employers' monitoring ability. We ask whether firms use performance-based compensation to align workers' incentives when adopting WFH. To isolate the causal impact of WFH, we use individual-level panel data and exploit workers' exposure to the WFH shock in 2020 through their 2019 job's WFH feasibility. Results show that WFH significantly raises the incidence of performance pay and its share in annual earnings between 2019 and 2023, consistent with principal-agent theory. The shift is concentrated among men and workers without collectively bargained wages. WFH simultaneously reduces uncompensated overtime, particularly in the groups with stronger shifts to performance pay. The pattern is expected when implicit incentives (overtime as a worker-quality signal) are replaced by explicit performance-based contracts (bonus for output). We find evidence for selection on gains, where those more easily induced to WFH are also more likely to adopt performance pay." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Post-Covid Telework and Productivity: A Large Scale Analysis (2026)
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Askenazy, Philippe, Ugo Di Nallo & Ismaël Ramajo (2026): Post-Covid Telework and Productivity: A Large Scale Analysis. (IZA discussion paper / IZA Network @ LISER 18655), Bonn: IZA Network @ LISER, 39 S., App.
Abstract
"This paper studies the causal impact of post-Covid telework on firm productivity in France, where hybrid work has become the dominant form of telework. Using matched survey and administrative data on over 6,500 firms employing three million workers, we test whether telework in 2022 relates to productivity growth from 2019 to 2022 excluding agriculture, finance and insurance, and real estate. OLS estimates show a modest positive link: a 10-percentage-point rise in telework share correlates with a 0.7-1.0 percentage-point productivity gain. To address endogeneity, we use an instrumental variable based on pre-pandemic office surface per employee in rented separate office spaces, which likely facilitated telework adoption and cost reductions. The instrument is strong, and 2SLS results indicate a sizeable LATE: a 10-point increase in telework raises productivity by about 2.7 points. Firms with separate offices also reduce obsolete space and slightly increase office equipment, suggesting additional productivity channels beyond real-estate adjustments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Home Alone: Work from Home and Loneliness (2026)
Zitatform
Baktash, Mehrzad B. (2026): Home Alone: Work from Home and Loneliness. (Universität Trier. Research papers in economics 2026,04), Trier, 48 S.
Abstract
"Does working from home lead to loneliness? If yes, how and for whom? Using a quasi-natural experiment and individual fixed-effects, this study shows that work from home leads to increased worker loneliness. Teleworking not only increases overall loneliness, but it also affects each of the three dimensions of loneliness (feeling isolated, feeling left out, lacking companionship). Working from home increases irregular work hours and decreases satisfaction with leisure time, dwelling, and family life. Consequently, teleworkers feel lonelier. However, the effect is highly heterogeneous. Work from home particularly exacerbates the loneliness levels of employees who are extroverted, not married, without children, living in smaller households, working in the private sector, or residing in East Germany. Importantly, this detrimental effect is mainly driven by fully working remotely. Implications are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace Flexibility and the Motherhood Penalty: Evidence from the Diffusion of Remote Work (2026)
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Basso, Gaetano, Maria de Paola, Salvatore Lattanzio & Matteo Paradisi (2026): Workplace Flexibility and the Motherhood Penalty: Evidence from the Diffusion of Remote Work. (RF Berlin - CReAM Discussion Paper Series 2026,140), Berlin, 40 S., App.
Abstract
"We study whether workplace flexibility is a key driver of the motherhood penalty. Exploiting the sharp and heterogeneous diffusion of work-from-home (WFH) contracts after COVID-19 in a difference-in-differences framework, we combine administrative data on the universe of Italian WFH contracts with matched employer--employee records, mother-father links, fertility records, and firm balance sheets. Greater exposure to flexible work substantially reduces mothers' post-childbirth earnings losses, primarily through higher weeks worked, lower part-time incidence, lower parental leave take-up, and improved career progression. IV estimates indicate that holding a WFH contract offsets about 77% of mothers' earnings losses around childbirth. Gains are larger among younger, lower-earning, and commuting mothers, in households where the father is the dominant earner, and in occupations with steeper hours-earnings profiles, consistent with flexibility relaxing constraints where most binding. Fathers' own earnings do not respond to flexibility around childbirth, yet fathers' exposure to flexible work reduces mothers' earnings losses by a comparable magnitude, pointing to household-level time constraints as a central mechanism. Consistent with this interpretation, fertility, a joint household decision, rises for women more exposed to flexibility, as flexibility lowers the labor-market cost of the marginal child. A counterfactual exercise shows that the life-cycle widening of the gender earnings gap would have been 10.7% smaller under current WFH diffusion and up to 29.4% smaller if all remotable jobs had adopted flexible arrangements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Taking a Break: Two Diary Studies on Lunch Break Recovery During Telework and On-Site Days (2026)
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Beckmann, Jan Sinner, Sebastian Seibel & Verena C. Haun (2026): Taking a Break: Two Diary Studies on Lunch Break Recovery During Telework and On-Site Days. In: Zeitschrift für Arbeits- und Organisationspsychologie, S. 1-17. DOI:10.1026/0932-4089/a000477
Abstract
"Mittagspausen sind entscheidend für die Erhaltung von Gesundheit und Leistungsfähigkeit von Beschäftigten. Diese Forschungsarbeit untersucht, ob sich an Homeofficetagen im Vergleich zu Präsenztagen Unterschiede in den Mittagspausenaktivitäten und im anschließenden Energieniveau zeigen. Wir nahmen an, dass Beschäftigte an Homeofficetagen häufiger entspannende und pflichtorientierte, jedoch seltener soziale Mittagspausenaktivitäten ausüben und dass diese Aktivitäten den Zusammenhang zwischen Arbeitsort und Energie vermitteln. Es wurden zwei Tagebuchstudien mit 80 Beschäftigten (N = 369 Tage) und 126 Beschäftigten (N = 322 Tage) durchgeführt. Mehrebenen-Pfadanalysen zeigten, dass Beschäftigte an Homeofficetagen mehr pflichtorientierten, weniger sozialen und (nur in Studie 1) mehr entspannenden Mittagspausenaktivitäten nachgingen. Soziale Pausenaktivitäten standen nicht im Zusammenhang mit Energie, während entspannende Aktivitäten konsistent mit höherer Energie assoziiert waren. Pflichtorientierte Aktivitäten waren in Studie 1 positiv mit Energie assoziiert. Insgesamt unterstreichen die Befunde die Bedeutung des Arbeitsortes für das Pausenverhalten und die Energie von Beschäftigten." (Autorenreferat, IAB-Doku, © 2026 Hogrefe Verlag)
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Literaturhinweis
Still in play, but out of sight? Recognition and fairness in hybrid work: Special Issue on Alternative Work Arrangements: The Role of HR in Responding, Managing and Championing (2026)
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Bertola, Lara, Véronique Robert, Julia Eisenberg & Lara Colombo (2026): Still in play, but out of sight? Recognition and fairness in hybrid work. Special Issue on Alternative Work Arrangements: The Role of HR in Responding, Managing and Championing. In: The International Journal of Human Resource Management, Jg. 37, H. 1, S. 57-80. DOI:10.1080/09585192.2026.2627460
Abstract
"Hybrid forms of work have become commonplace in many organizations, but bring new challenges when it comes to how presence, contribution and recognition are interpreted and managed. This study, based on interviews with 16 managers and focus groups with 37 employees in a multinational company, examines the social and structural dynamics that shape the experience of hybrid work. Employees often reported feeling disconnected or undervalued, especially when their contributions were not visible. Managers, in turn, reported difficulty assessing engagement and outcomes when they were not regularly face-to-face. In many cases, visibility of results was replaced as the most important signal of engagement, leading to compensatory measures such as frequent updates or extended availability. Using the Job Demands–Resources model and signaling theory, we show how these visibility practices can paradoxically act as new work demands, increasing pressure, reinforcing existing inequalities, especially when support systems are applied inconsistently. The findings point to the need for more coordinated HR policies that clarify expectations, promote inclusion and align recognition with actual contribution- regardless of the work settings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Individualism and working from home (2026)
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Bietenbeck, Jan, Natalie Irmert & Therese Nilsson (2026): Individualism and working from home. In: Economic Inquiry, Jg. 64, H. 2, S. 491-507. DOI:10.1111/ecin.70037
Abstract
"We show that culturally transmitted individualism is an important determinant of working from home (WFH). Using individual-level data from the U.S. Current Population Survey (CPS) and the European Social Survey (ESS), we compare immigrants and their descendants from different cultural backgrounds residing in the same location. A 10-point increase in country-of-origin individualism (0–100 scale) increases the likelihood of WFH by 3.9percentage points and WFH hours by 1.12 per week in the CPS, and frequent WFH by 2 percentage points in the ESS. Individualism appears to affect WFH partly through higher educational attainment and occupational selection." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from Home and Disability Employment (2026)
Zitatform
Bloom, Nicholas, Gordon Dahl & Dan-Olof Rooth (2026): Work from Home and Disability Employment. (CEPR discussion paper / Centre for Economic Policy Research 21377), London, 16 S., App.
Abstract
"There has been a dramatic rise in disability employment since the pandemic. At the same time, work from home (WFH) has risen four-fold. This paper asks whether the two are causally related. Controlling for compositional changes and labor market tightness, a 1 percentage point increase in WFH increases full-time employment by 1.0% for individuals with a physical disability. The postpandemic increase in working from home explains 68%-85% of the rise in full-time employment. Wage data suggests that WFH increased the supply of workers with a physical disability, likely by reducing commuting costs and enabling better control of working conditions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Arbeit im Homeoffice besser verstehen: Zusammenhänge zwischen Merkmalen der Arbeit im Homeoffice und Arbeitszufriedenheit, Produktivität sowie Stresserleben der Beschäftigten unter Berücksichtigung individueller Rahmenbedingungen (2026)
Brandt, Jörn ; Philippsen, Ana; Buchner, Axel; Scheepers, Louisa; Süß, Stefan ; Pischke, Claudia; Angerer, Peter ; Dragano, Nico ;Zitatform
Brandt, Jörn, Ana Philippsen, Peter Angerer, Nico Dragano, Claudia Pischke, Louisa Scheepers, Axel Buchner & Stefan Süß (2026): Die Arbeit im Homeoffice besser verstehen. Zusammenhänge zwischen Merkmalen der Arbeit im Homeoffice und Arbeitszufriedenheit, Produktivität sowie Stresserleben der Beschäftigten unter Berücksichtigung individueller Rahmenbedingungen. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 35, H. 1, S. 27-56. DOI:10.1515/arbeit-2026-0003
Abstract
"Die COVID-19-Pandemie hat die Bedingungen für Wissensarbeit durch die flächendeckende Verlagerung der Arbeit in das Homeoffice nachhaltig verändert. Dabei bringt die Arbeit im Homeoffice viele augenscheinliche Potenziale, aber auch Risiken mit sich. In der vorliegenden Studie wurden daher mögliche positive und negative Auswirkungen der Gestaltung der Arbeit im Homeoffice auf Arbeitszufriedenheit, Produktivität, potenzielle Konflikte zwischen Arbeits- und Privatleben sowie Technostress unter Berücksichtigung moderierender Variablen analysiert. Unsere Befragung von 532 Beschäftigten verschiedener Unternehmen zeigt, dass statt der absoluten Anzahl der Stunden im Homeoffice vielmehr die Qualität der Ausstattung und der Kommunikation im Homeoffice, die Partizipation bei der Gestaltung dieser Arbeit sowie Persönlichkeitseigenschaften der Beschäftigten entscheidend dafür sind, welche Effekte die Arbeit im Homeoffice hat. Zudem lassen sich Unterschiede zwischen verschiedenen Homeoffice-Mischmodellen finden. Auf Basis dieser Ergebnisse werden zentrale Handlungsfelder für die Gestaltung und das Angebot der Arbeit im Homeoffice abgeleitet." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does feasibility explain the unequal development of working from home? (2026)
Zitatform
Breda, Thomas, Paul Dutronc-Postel & Vladimir Pecheu (2026): Does feasibility explain the unequal development of working from home? In: Journal of Economic Behavior & Organization, Jg. 241. DOI:10.1016/j.jebo.2025.107328
Abstract
"Using rich historical survey data on job tasks and machine learning techniques, we study which jobs can be moved from the office to home over three decades in France. The share of jobs with task content compatible with working from home has increased steadily from 14 % in 1991 to 45 % in 2021. At the same time, actual Working From Home (WFH) remained limited to less than one-fifth of its full potential before the COVID-19 crisis and is still below that level in 2021. The growth of WFH is largely unrelated to the evolution of job tasks, implying that the main obstacles to WFH have not been technical constraints. Low-skilled employees in particular have been performing tasks compatible with teleworking for a long time, but they were barely teleworking before the COVID-19 crisis and remained still below 50 % of their full potential during it. This pattern is likely mostly explained by the cost to managers of supervising low-skilled remote workers and managerial trust in employees. It implies that the well-known large inequality in access to WFH along the earnings distribution cannot be attributed only to feasibility constraints and is potentially inefficient." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
HOP – An Occupational Indicator for the Potential of Working from Home (2026)
Zitatform
Bruns, Franziska, Britta Matthes & Michael Stops (2026): HOP – An Occupational Indicator for the Potential of Working from Home. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 246, H. 3, S. 261-280., 2025-03-17. DOI:10.1515/jbnst-2025-0014
Abstract
"Das Arbeiten von zu Hause aus (im folgenden WFH genannt) gewinnt zunehmend an Bedeutung, da die zunehmende Verfügbarkeit moderner Informations- und Kommunikationstechnologien es vielen Arbeitnehmern ermöglicht, selbst zu entscheiden, wo (und wann) sie arbeiten. Es ist jedoch wichtig anzuerkennen, dass bestimmte Arbeiten nicht außerhalb des Arbeitsplatzes ausgeführt werden können. Arbeiten, die mit digitalen Geräten wie Smartphones oder Laptops und einer Internetverbindung erledigt werden können, lassen sich relativ leicht von zu Hause aus erledigen. In Berufen, die soziale Nähe oder einfach physische Anwesenheit erfordern (z. B. bei der Überwachung und Steuerung von Maschinen, Systemen oder Geräten oder bei der Erbringung von Dienstleistungen für Menschen), ist WFH jedoch sehr schwierig, da es (derzeit) keine Technologien gibt, die die mit WFH verbundene soziale oder physische Distanz überbrücken können. Wenn das Potenzial für WFH in einem Beruf nicht berücksichtigt wird, führen Analysen darüber, wer WFH unter welchen Umständen nutzt oder wie sich die Nutzung von WFH auf Beschäftigung oder Löhne auswirkt, zu verzerrten Schätzungen. Es gibt verschiedene frühere Messungen des WFH-Potenzials in den Berufen. Es wird jedoch ein Indikator benötigt, der die folgenden vier Kriterien erfüllt. Erstens sollte der Indikator auf objektiven und nicht auf subjektiven Einschätzungen beruhen, da die subjektiven Einschätzungen der Befragten zu ihrer WFH-Fähigkeit naturgemäß mit ihren normativen Überzeugungen und persönlichen Präferenzen verbunden sind. Zweitens hängt die WFH-Fähigkeit nicht direkt von den Arbeitsaufgaben ab, sondern vielmehr davon, ob es möglich ist, ein vergleichbares Arbeitsumfeld an einem anderen Ort als dem vorgesehenen Arbeitsplatz zu schaffen. Drittens muss unbedingt vermieden werden, Berufe als entweder völlig geeignet oder ungeeignet für WFH zu kategorisieren, da die Arbeitsbedingungen in allen Berufen WFH mehr oder weniger wahrscheinlich machen. Viertens bedeutet dies, dass nicht nur das Vorhandensein ausgewählter (geeigneter) Arbeitsbedingungen, sondern die Bewertung aller typischen Arbeitsbedingungen eines Berufes notwendig ist, um festzustellen, ob sie die Arbeit von zu Hause aus ermöglichen. In diesem Papier entwickeln wir daher einen neuen Indikator für das berufsspezifische WFH-Potenzial, das wir „Home Office Potential“ (HOP) nennen. HOP gibt für jeden Beruf im Vergleich zu allen anderen an, ob es möglich ist, diesen Beruf in einer anderen Arbeitsumgebung als der eigentlichen Arbeitsstätte auszuüben. HOP ergänzt damit andere WFH-Indikatoren, die auf (subjektiven) Einschätzungen der Befragten oder auf Informationen über die am Arbeitsplatz ausgeübten Tätigkeiten beruhen. Zu diesem Zweck verwenden wir Informationen über Arbeitsbedingungen aus der deutschen Expertendatenbank BERUFENET. Im vorliegenden Beitrag wird HOP für eine Reihe von Berufsaggregaten nach der Klassifikation der Berufe in Deutschland (KldB-2010) und der Internationalen Standardklassifikation der Berufe (ISCO-08) zur Verfügung gestellt. Informationen zum WFH-Potenzial liegen für bis zu 1.200 Berufseinheiten vor, was einen wesentlichen Vorteil der Verwendung von Expertendaten gegenüber Befragungsdaten darstellt. Zur Beurteilung der Konstruktvalidität wurde eine Reihe von Analysen durchgeführt. Die Ergebnisse dieser Analysen zeigen, dass HOP geeignet ist, die Machbarkeit von Heimarbeit in einem bestimmten Beruf zu beurteilen." (Autorenreferat, IAB-Doku, © De Gruyter)
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Literaturhinweis
Is working from home changing the meaning of work? (2026)
Zitatform
Bähr, Sebastian, Bernad Batinic & Matthias Collischon (2026): Is working from home changing the meaning of work? In: PLoS ONE, Jg. 21, H. 1, 2025-12-22. DOI:10.1371/journal.pone.0340452
Abstract
"Especially since the COVID-19 pandemic, working from home (WFH) has become a common practice in the workplace. This raises the question of whether WFH changes the non-monetary benefits of work, such as job quality or social contacts. Thus, in this article, we investigate how working from home affects Jahoda’s latent functions of employment as well as job quality measures. To this end, we use panel data from the German Panel Study Labour Market and Social Security (PASS) and estimate the effects of changing work patterns on the aforementioned outcomes. Our findings reveal basically no effects of WFH on job quality measures and latent benefits. This, in contrast to anecdotal evidence, implies that WFH does not harm psychological well-being." (Author's abstract, IAB-Doku, © Sage) ((en))
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Literaturhinweis
Entrepreneurship and inequality in access to remote work: a longitudinal study of social groups in the United States (2026)
Zitatform
Carrasco-Garrido, Cristina, Antonio Martínez Raya & Alberto Muñoz Cabanes (2026): Entrepreneurship and inequality in access to remote work: a longitudinal study of social groups in the United States. In: International Entrepreneurship and Management Journal, Jg. 22, H. 2. DOI:10.1007/s11365-026-01220-x
Abstract
"In advanced economies, the growth of telework has changed the nature of labor. However, access to remote work is still not equally distributed. This study examines access to telework opportunities in the United States (U.S.) from October 2022 to February 2025, focusing on demographic factors such as age, gender, and educational attainment. Using a longitudinal, intersectional approach, the analysis identifies patterns in telework adoption based on monthly data from the U.S. Bureau of Labor Statistics (BLS). The findings reveal that individuals aged 25 to 54 and those with higher education consistently exhibited the highest telework rates. Women also demonstrated higher participation rates than men throughout the period. Conversely, younger workers (16 –24), older adults (55+), and those with lower levels of education remained significantly underrepresented. This study contributes to management and entrepreneurship research by providing insights into workforce segmentation in teleworking environments in the post-pandemic era. The findings are relevant for managers, human resources specialists, and policymakers aiming to promote inclusive remote work practices. Interventions such as digital skills training and sector-specific hybrid models may help close access gaps, enhancing employee engagement and fostering broader participation in the digital economy. However, the findings should be interpreted in light of certain research limitations, particularly the lack of granularity in the dataset with respect to ethnicity, family status, geographic region, and social class. Despite these limitations, the study provides valuable empirical insights and opens avenues for future research on telework inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Competing devotions in the postpandemic economy: the effect of remote working on perceptions of employees as “good workers” and “good parents” in Germany, South Korea, and the United States (2026)
Zitatform
Cha, Youngjoo, Lena Hipp & Soocheol Cho (2026): Competing devotions in the postpandemic economy: the effect of remote working on perceptions of employees as “good workers” and “good parents” in Germany, South Korea, and the United States. In: Social forces. DOI:10.1093/sf/soaf218
Abstract
"Before the pandemic, remote workers were often perceived as less committed than their in-office counterparts. Have these perceptions persisted in the postpandemic era of global remote work expansion? Does working remotely affect how people are viewed as parents and not just as workers? How do these relationships differ across cultural contexts with different work and parenting norms? We address these questions using original, preregistered survey experiments in three countries with distinct work cultures and gender norms: Germany, South Korea, and the United States. In all three countries, remote workers are perceived as less committed to work but as better parents. These effects, however, differ across countries in gender-specific ways: when working remotely, South Korean fathers face larger penalties in perceived work commitment than fathers in Germany, and South Korean mothers receive larger parental rewards than mothers in both Germany and the United States. These findings suggest that workers face competing pressures from work and family, and that remote work can produce distinctively gendered outcomes—drawing mothers into remote work while pushing fathers away from it. However, this pattern only occurs in cultural contexts where work and parenting norms are strongly gendered, such as South Korea." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment (2026)
Zitatform
Choudhury, Prithwiraj, Tarun Khanna, Christos A. Makridis & Kyle Schirmann (2026): Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment. In: The Review of Economics and Statistics, Jg. 108, H. 4, S. 1134-1140. DOI:10.1162/rest_a_01428
Abstract
"This paper reports causal evidence on how the extent of hybrid work—the number of days worked from home relative to days worked from office—affects employee attitudes and performance. Workers who spent around two days in the office each week on average self-reported greater work-life balance, more job satisfaction, and lower isolation from colleagues compared to workers who spent more or fewer days in the office. Employees in the intermediate hybrid condition received no different performance ratings compared to peers who spent more or fewer days in the office." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Working from home increases work–home distances (2026)
Zitatform
Coskun, Sena, Wolfgang Dauth, Hermann Gartner, Michael Stops & Enzo Weber (2026): Working from home increases work–home distances. In: Journal of Urban Economics, Jg. 152, 2026-01-09. DOI:10.1016/j.jue.2026.103832
Abstract
"Wir untersuchen, wie die verstärkte Nutzung von Homeoffice während und nach der Covid-19-Pandemie die Art und Weise beeinflusst, wie der Arbeitsmarkt und die Wahl von Wohn- und Arbeitsort interagieren. Für unsere Analyse kombinieren wir Individualdaten zu Erwerbsbiografien in Deutschland und einen neuen Homeoffice-Potenzialindikator, der auf umfassenden Daten zu berufsspezifischen Arbeitsbedingungen basiert. Wir stellen fest, dass sich im Zuge der Covid-19-Pandemie Arbeitsplatz und Wohnort von Beschäftigten in Berufen, die von zu Hause aus ausgeübt werden können, weiter entfernt haben: Der Zusammenhang zwischen Homeoffice-Potenzial und Entfernung zwischen Arbeitsplatz und Wohnort hat seit 2021 stetig zugenommen. Zuvor war der Zusammenhang über einen längeren Zeitraum stabil. Der Effekt ist für neue Arbeitsplätze im Vergleich zu bestehenden Arbeitsplätzen sehr viel größer. Im Vergleich zur Zeit vor der Pandemie, sind Jobs mit hohem Homeoffice-Potenzial im Durchschnitt weiter entfernt von den Wohnorten der Beschäftigten, die in diese Jobs gewechselt haben. Der größere Teil dieses Effekts ist auf Arbeitsplätze in Großstädten zurückzuführen, was darauf hindeutet, dass die Arbeit von zu Hause aus die Einschränkungen durch angespannte Wohnungsmärkte mildert. Wir finden dabei keine signifikanten Hinweise darauf, dass sich Pendelgewohnheiten bei Frauen oder Männern stärker verändert haben." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Coskun, Sena ; Weber, Enzo ; Gartner, Hermann ; Stops, Michael ; Dauth, Wolfgang ; -
Literaturhinweis
Hiring the ideal remote worker: the gendered implications of the rise of remote work (2026)
Zitatform
Daviss, Claire, Emma Williams-Baron & Erin Macke (2026): Hiring the ideal remote worker: the gendered implications of the rise of remote work. In: Social forces, Jg. 104, H. 4, S. 1313-1336. DOI:10.1093/sf/soaf141
Abstract
"The COVID-19 pandemic precipitated the widespread adoption of remote and hybrid work arrangements. How will this change affect parental status gaps in hiring? We experimentally test hiring decision-makers’ beliefs about companies’ preferences (i.e., third-order beliefs) and their personal preferences (i.e., first-order beliefs) when evaluating mothers, childless women, fathers, and childless men applying to in-person, remote, and hybrid jobs. Participants believed companies would prefer childless women over mothers in all three job types and expected no significant penalties for fathers versus childless men. However, participants’ own preferences varied across jobs: they preferred childless women over mothers applying for in-person jobs, but they held no significant preference for childless women or mothers in remote or hybrid jobs. In additional analyses of digital trace data, we show that the salience of parental status differs by job candidate gender and job type. Overall, our findings suggest meaningful variation in parental status hiring gaps across gender and core job features, with potential implications for gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fully remote work: Understanding employee experiences of work characteristics and work quality (2026)
Zitatform
Di Lauro, Stefano, Aizhan Tursunbayeva, Gilda Antonelli & Luigi Moschera (2026): Fully remote work: Understanding employee experiences of work characteristics and work quality. In: German Journal of Human Resource Management, S. 1-25. DOI:10.1177/23970022261454270
Abstract
"Fully remote work has increasingly become a standard operating model for many organizations. However, our understanding of employee experiences in entirely voluntary remote work environments remains limited, particularly regarding the specific work characteristics that define fully remote work, or how they interact with perceived work quality. To address this gap, this study investigates the multidimensional nature of employee experience in fully remote work by examining the relationship between work characteristics and work quality. We draw on 1659 Glassdoor employee reviews from 13 companies that operate exclusively remotely. Our analysis shows that social support, along with job autonomy, are the most salient and positively perceived work characteristics in fully remote settings. In contrast, workload and monitoring practices were consistently viewed as negative. Furthermore, the findings extend existing work characteristics models by identifying two novel dimensions – virtual team characteristics and task characteristics – that appear to be important in fully remote work contexts, responding to recent calls for more integrative perspectives on global virtual work that incorporate the dynamics of people, technology, context, and time. Taken together, these insights refine our understanding of employee experience in digitally mediated environments and offer practical guidance for designing fully remote roles that enhance it. In addition, they offer actionable implications for organizations by highlighting the importance of designing autonomy with clear coordination structures, fostering social support and belonging, and enhancing transparency around career development and recognition in fully remote settings. They also highlight several promising avenues for future research on remote work, job design, work quality, and employee experience." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vereinbarung von Erwerbstätigkeit und Care für ältere Angehörige - die betriebliche Ebene: Fünf Fallstudien aus Österreich (2026)
Zitatform
Dötig, Charlotte, Karl Krajic & Thomas Geisen (2026): Vereinbarung von Erwerbstätigkeit und Care für ältere Angehörige - die betriebliche Ebene. Fünf Fallstudien aus Österreich. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 35, H. 1, S. 57-86. DOI:10.1515/arbeit-2026-0004
Abstract
"Viele Menschen im erwerbsfähigen Alter sind in Care-Aufgaben für ältere Personen involviert. Die Vereinbarung von Erwerbstätigkeit und informeller Care-Tätigkeit ist oft mit erheblichen Belastungen verbunden, sodass viele betroffene Personen ihre Erwerbstätigkeit reduzieren oder aufgeben. Bisher wurde nur in wenigen Studien untersucht, wie die Vereinbarkeit von Erwerbstätigkeit und Care effektiv und nachhaltig gestaltet werden kann und welche Rolle die betriebliche Ebene dabei spielt. Das Projekt COMBECA setzt an dieser Forschungslücke an und untersucht Praktiken der Vereinbarung auf betrieblicher Ebene in Österreich. Die hier dargestellten Ergebnisse einer systematisch vergleichenden Analyse der Vereinbarungspraktiken in fünf Betriebsfallstudien in Österreich wurden in Orientierung an der Grounded-Theory-Methode erarbeitet. Sie zeigen, dass der Entlastungs- bzw. Unterstützungsbedarf in den untersuchten Betrieben in der Regel individuell beurteilt und mit situationsangepassten Lösungen bearbeitet wird, die auch gut an die formalen Strukturen der Betriebe angeschlossen sind. Zentral ist dabei die Anpassung der zeitlichen Erwartungen der Berufsrollen, die je nach betrieblichem Kontext durch örtliche, personelle und sachliche Anpassungen ergänzt bzw. ermöglicht werden können." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Flexibility and Social Protection in the Gig Economy: Experimental Evidence on Work Location and Scheduling (2026)
Ghorpade, Yashodhan; Abdur Rahman, Amanina; Jasmin, Alyssa;Zitatform
Ghorpade, Yashodhan, Alyssa Jasmin & Amanina Abdur Rahman (2026): Flexibility and Social Protection in the Gig Economy: Experimental Evidence on Work Location and Scheduling. (IZA discussion paper / IZA Network @ LISER 18589), Esch-sur-Alzette, 26 S.
Abstract
"Debates on gig work often treat flexibility and social protection as substitutes. This paper shows that gig workers value different forms of flexibility differently, and that preferences for flexibility and social protection can be complementary. Using discrete-choice experiments with digital freelancers in Malaysia, with standard workers as a benchmark, we examine preferences for work location and scheduling autonomy. Four findings emerge. First, gig workers strongly value spatial autonomy and are willing to pay to work-from-home. Second, preferences for scheduling flexibility are heterogeneous, with many, including freelancers, preferring fixed schedules. Third, willingness to pay for long-term protection in the form of retirement savings increases with both types of autonomy. Fourth, willingness to pay for unemployment insurance is linked only to work-location flexibility. Gig workers possibly associate remote work, but not flexible hours, with greater employment uncertainty, and therefore demand stronger protection against unemployment risks. Flexibility and protection can therefore act as complements rather than substitutes in the gig economy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Has the Rise of Work from Home Reduced the Motherhood Penalty in the Labor Market? (2026)
Zitatform
Harrington, Emma & Matthew E. Kahn (2026): Has the Rise of Work from Home Reduced the Motherhood Penalty in the Labor Market? In: National Tax Journal, Jg. 79, H. 2, S. 507-527. DOI:10.1086/740865
Abstract
"When women become mothers, many step back from the workforce. Could work from home (WFH) mitigate this motherhood penalty, particularly in traditionally family-unfriendly careers? We leverage prepandemic technological changes that increased the feasibility of WFH in some college degrees but not others. In degrees where WFH increased, motherhood gaps in employment narrowed: for every 10 percent increase in WFH, mothers’ employment rates increased by 0.78 percentage points (or 0.94 percent) relative to other women’s. These changes are driven by occupations with inflexible time demands. Panel data show that women who could WFH before childbirth are less likely to exit the workforce." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Remote Work Narrow Gender Gaps in Greedy Jobs? (2026)
Zitatform
Harrington, Emma & Matthew E. Kahn (2026): Can Remote Work Narrow Gender Gaps in Greedy Jobs? In: AEA papers and proceedings, Jg. 116, S. 218-222. DOI:10.1257/pandp.20261011
Abstract
"Women are underrepresented in highly paid "greedy jobs" (Goldin 2014). Could flexibility over where to work narrow this gender gap? Our evidence suggests yes. Using hypothetical choice data from Maestas et al. (2023a), we show that women view work from home (WFH) as more complementary with long hours than men do. The gender difference in WFH preferences is driven by people working over 40 hours per week. In these long-hour jobs, women are willing to forgo 15.9 percent of their pay for WFH, compared to 2.4 percent for men. Women also choose longer hours when they can WFH." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeiten, wann und wo du willst? Feldexperimentelle Evidenz zur postpandemischen Akzeptanz flexibler Arbeitsformen (2026)
Zitatform
Harsch, Corinna, Marcel Knobloch & Lena Hipp (2026): Arbeiten, wann und wo du willst? Feldexperimentelle Evidenz zur postpandemischen Akzeptanz flexibler Arbeitsformen. In: WSI-Mitteilungen, Jg. 79, H. 1, S. 13-22. DOI:10.5771/0342-300x-2026-1-13
Abstract
"Die im Lockdown während der Covid-19-Pandemie etablierten Regelungen zum Homeoffice boten vielen Beschäftigten eine Flexibilität, auf die sie auch nach Ende der Pandemie nicht verzichten wollten. Doch wie ist es um die Akzeptanz von flexiblen Arbeitsformen aufseiten der Unternehmen bestellt? Erfahren Bewerber*innen, die gerne im Homeoffice arbeiten möchten oder nach flexiblen Arbeitszeiten fragen, Nachteile in Bewerbungsfahren? Und unterscheiden sich diese Nachteile möglicherweise nach Branchen und Berufen? Wir beantworten diese Fragen mithilfe eines Feldexperiments, welches wir in unterschiedlichen Berufen und Branchen durchgeführt haben: Hierfür haben wir über 15 000 vergleichbare Initiativbewerbungen an Unternehmen in ganz Deutschland versandt, die sich darin unterschieden, ob der Wunsch nach einer flexiblen Arbeitsform (flexible Arbeitszeit oder Homeoffice) geäußert wurde oder nicht. Die Ergebnisse zeigen, dass Bewerber*innen, die sich flexible Arbeitszeiten oder Arbeit im Homeoffice wünschen, seltener eine positive Rückmeldung erhalten. Obwohl die Unterschiede zwischen Branchen insgesamt relativ gering sind, ist die Akzeptanz von Homeoffice im männerdominierten produzierenden Gewerbe besonders niedrig. Demgegenüber erfahren Bewerber*innen, die sich flexible Arbeitsformen wünschen, in Branchen und Berufen mit akutem Fachkräftemangel keine Nachteile im Erstkontakt mit dem Unternehmen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Produktives Arbeiten von zu Hause: Interaktionen zwischen Gewissenhaftigkeit und Arbeitsumgebung (2026)
Zitatform
Heyen, Sabrina & Christian Spoden (2026): Produktives Arbeiten von zu Hause. Interaktionen zwischen Gewissenhaftigkeit und Arbeitsumgebung. In: Zeitschrift für Arbeits- und Organisationspsychologie, Jg. 70, H. 1, S. 4-17. DOI:10.1026/0932-4089/a000460
Abstract
"Zusammenfassung: Mit der zunehmenden Flexibilisierung des Arbeitsortes gewinnen die Auswirkungen der Arbeit von zu Hause auf das Verhalten von Mitarbeitende und die zugrunde liegenden Erklärungsmechanismen an Bedeutung. In diesem Beitrag wird untersucht, wie die Arbeitsumgebung mit dem Persönlichkeitsfaktor Gewissenhaftigkeit bei der Vorhersage von Produktivität, Cyberslacking und kontraproduktivem Arbeitsverhalten (CWB) bei der Arbeit von zu Hause aus im Vergleich zur Arbeit im Büro interagiert. Dazu nahm eine Stichprobe von N = 106 Arbeitnehmer_innen mit Homeoffice-Erfahrung an einer Online-Befragung zu ihrer häuslichen Arbeitsumgebung, ihrer Gewissenhaftigkeit und den abhängigen Variablen teil. Die Ergebnisse zeigen positive Korrelationen zwischen der Arbeitsumgebung im Homeoffice und der Produktivität sowie negative Korrelationen mit Cyberslacking und CWB. Darüber hinaus moderiert Gewissenhaftigkeit den Zusammenhang zwischen der Arbeitsumgebung und Cyberslacking sowie CWB: Je geringer die Gewissenhaftigkeit der Beschäftigten ausgeprägt ist, umso stärker ist der Zusammenhang zwischen Arbeitsbedingungen und negativem Arbeitsverhalten. Damit wird die Bedeutsamkeit der Konstellation aus Persönlichkeit und Arbeitsumgebung für das Arbeitsverhalten im Homeoffice hervorgehoben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Work from anywhere, but where? Understanding knowledge workers’ work location selection (2026)
Zitatform
Kuchenbauer, Maximilian & Almina Bešić (2026): Work from anywhere, but where? Understanding knowledge workers’ work location selection. In: German Journal of Human Resource Management, S. 1-31. DOI:10.1177/23970022251387667
Abstract
"In the wake of the COVID-19 pandemic, knowledge workers have transitioned from passive occupants of corporate spaces to active agents navigating diverse workspaces. As organizations attempt to recall employees to central offices, they encounter widespread reluctance, as the company premises now compete with other locations. This study examines how knowledge workers navigate the growing array of work location choices and the resulting mobilities. Through 25 semi-structured interviews with knowledge workers in Germany, Austria, and Switzerland who have flexible working arrangements, we explore the factors influencing employees’ location choices. Specifically, we examine the underlying drivers of location selection, work preferences, and the associated geographic mobility within the context of the ongoing remote work transformation. Our results show that employees experience flexibility as a daily negotiation shaped by personal preferences, resource constraints, and evolving definitions of “workplace.” From this, we develop a decision-making framework that maps how resource allocation shapes mobility patterns along a continuum—from micromobility through mesomobility to macromobility. Furthermore, we have conceptualized effective and ineffective organizational responses to shaping employee mobility. By bridging the gap between organizational policies and employee agency, this research advances the geographic mobility literature, offering actionable insights for firms grappling with hybrid work models. It encourages practitioners to reconsider “flexibility” as a strategic resource rather than a perk, suggesting that aligning spatial policies with employee-driven needs can mitigate attrition and support sustainable productivity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Telecommuting and division of domestic work: the role of gender role attitudes in Germany (2026)
Zitatform
Leshchenko, Olga & Heejung Chung (2026): Telecommuting and division of domestic work: the role of gender role attitudes in Germany. In: European Sociological Review, Jg. 42, H. 4, S. 545-560. DOI:10.1093/esr/jcaf046
Abstract
"Telecommuting is often portrayed as a work-life balance measure. Though, in theory, telecommuting can provide workers with more time for leisure and family, due to the boundary blurring between work and life spheres, it can exacerbate gender inequalities by pushing women to carry out more domestic work while increasing men’s time in paid work. Empirically, the evidenceis mixed. We extend the debate by exploring how individuals’ gender role attitudes (GRA) moderate the relationship between telecommuting and the division of domestic work. We apply hybrid models to the German Family Panel data. The data covers the timespan from 2008 to 2021, which includes the unique COVID-19 pandemic. Results show that GRA matter. When getting access to telecommuting, egalitarian men increased their contribution to childcare, while traditional men did not. Similarly, telecommuting traditional women increased their childcare contribution. The pattern remained the same during the expansion of telecommuting due to the COVID-19 pandemic: only telecommuting traditional women and telecommuting egalitarian men increased their childcare contribution. The results of this study suggest that telecommuting has the potential to serve as a ‘great equaliser’. However, achieving this requires actively promoting more egalitarian views on gender roles." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mismatch in Preferences for Working from Home: Evidence from Discrete Choice Experiments with Workers and Employers (2026)
Zitatform
Lewandowski, Piotr, Katarzyna Lipowska & Mateusz Smoter (2026): Mismatch in Preferences for Working from Home: Evidence from Discrete Choice Experiments with Workers and Employers. In: ILR review, Jg. 79, H. 1, S. 142-172. DOI:10.1177/00197939251355928
Abstract
"The authors study workers’ and employers’ preferences for remote work, distinguishing between hybrid and fully remote arrangements. Using discrete choice experiments with more than 10,000 workers and 1,500 employers in Poland, they find a shared preference for hybrid over fully remote work. However, workers’ estimated benefits from remote work fall significantly short of employers’ estimated costs, with average gaps equivalent to 5.2% of earnings for hybrid work and 24.6% for fully remote work. Only 25–35% ofemployers—those with positive views on remote work productivity and high-quality talent management—value remote work costs in line with workers’ valuations of benefits, particularly in non-routine cognitive occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Work-from-Home Wage Premium (2026)
Zitatform
Li, Huiyu, Julien Sauvagnat & Tom Schmitz (2026): The Work-from-Home Wage Premium. (CEPR discussion paper / Centre for Economic Policy Research 20996), London, 28 S.
Abstract
"Using administrative data from France, we document that within the same detailed occupation, industry, and commuting zone, workers who work from home earn on average 12% higher hourly wages than fully on-site workers. Approximately half of this wage premium is accounted for by observable worker characteristics (such as education, gender, and age) and firm characteristics (such as size and productivity). The remaining 6% wage premium largely reflects selection: workers who work from home after the COVID-19 pandemic already earned higher wages before the pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring the Ins and Outs of Remote Work: New Evidence from the Gallup Workplace Panel (2026)
Zitatform
Makridis, Christos A. (2026): Measuring the Ins and Outs of Remote Work: New Evidence from the Gallup Workplace Panel. (CESifo working paper 12411), München, 9 S.
Abstract
"Remote and hybrid work remain central features of the post-pandemic labor market, yet macro-labor evidence on their dynamics is limited by a lack of longitudinal data on individual work arrangements. This paper uses the Gallup Workplace Panel, a nationally representative worker panel over 2019 to 2025, to measure worker-level flows across on-site, hybrid, and fully remote work. I estimate multi-state transition matrices and document three main patterns: substantial persistence in both on-site and fully remote arrangements; comparatively higher churn in hybrid status, which often serves as a transitional state; and meaningful heterogeneity in transitions by industry and worker characteristics. I further decompose work-arrangement changes into within-employer adjustments versus transitions that coincide with job changes, showing that both margins contribute to aggregate dynamics. These transition objects provide new calibration targets for amenity-based search-and-matching models in which remote work is a valued job attribute, helping to discipline the valuation of flexibility, the magnitude of switching costs, and whether remote work should be modeled primarily as a job type or as an adjustable within-match contract margin." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring the Ins and Outs of Remote Work: New Evidence from the Gallup Workplace Panel (2026)
Zitatform
Makridis, Christos A. (2026): Measuring the Ins and Outs of Remote Work: New Evidence from the Gallup Workplace Panel. In: AEA papers and proceedings, Jg. 116, S. 228-235. DOI:10.1257/pandp.20261013
Abstract
"Using the Gallup Workplace Panel, a nationally representative longitudinal survey of full-time US workers from 2019 to 2025, this paper measures gross flows across on-site, hybrid, and fully remote work arrangements. Estimated transition matrices show high persistence in all modes, with hybrid work comparatively more transitory and remote work not absorbing. Decomposing transitions by job changes versus job staying indicates that re-sorting across employers amplifies movement across arrangements, while within-employer adjustments remain substantial. These moments provide calibration targets for amenity-based search-and-matching models." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Too Much of a Good Thing? Telework Intensity and Workplace Experiences (2026)
Zitatform
Moens, Eline, Louis Lippens, Kathleen Vangronsvelt, Ans De Vos & Stijn Baert (2026): Too Much of a Good Thing? Telework Intensity and Workplace Experiences. In: Kyklos, Jg. 79, H. 3, S. 828-841. DOI:10.1111/kykl.70061
Abstract
"At a time when numerous organisations 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, behaviour, 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 favouring hybrid work schedules over office-only or telework-only regimes, owing to significant advances in causal inference for 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 modest inverted U-shaped associations 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, stabilising at teleworking levels above 70%. Only between telework intensity and employer connectedness do we observe a slightly negative linear association. Age emerges as the most prominent moderator, with within-person increases in telework intensity being evaluated slightly more positively with increasing age across several workplace outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The double-edged sword of empowering leadership: Investigating why and when empowering leadership prevents versus promotes employee time theft while working from home (2026)
Zitatform
Muecke, Simeon (2026): The double-edged sword of empowering leadership. Investigating why and when empowering leadership prevents versus promotes employee time theft while working from home. In: German Journal of Human Resource Management, Jg. 40, H. 3, S. 349-377. DOI:10.1177/23970022251376913
Abstract
"Employee time theft is a prevalent negative work behavior in telework contexts. Empowering employees to work independently can be an effective strategy for managers to prevent employee time theft while working from home (TTWH). However, a growing body of research has questioned whether, in all cases, empowering leadership is beneficial. Thus, the primary goal of this research is to provide greater insight into both why empowering leadership may be an effective leadership style to prevent employee TTWH and when empowering leadership may not be effective but instead promote employee TTWH. Applying a social exchange perspective, I develop a theoretical model that incorporates a beneficial mediating effect and a detrimental moderating effect between empowering leadership and employee TTWH. On the one hand, telework employees who experience leader-bestowed benefits (i.e., empowerment) are more satisfied in their job and therefore respond positively to empowering leadership by engaging in less TTWH (beneficial mediating effect). On the other hand, if telework employees experience high levels of job ambiguity, they are likely to perceive their leader as passive and unhelpful and therefore respond negatively to empowering leadership by engaging in more TTWH (detrimental moderating effect). I found support for these predictions in both a time-lagged field study (Study 1) and a scenario-based experiment (Study 2). Taken together, these findings reveal the double-edged nature of empowering leadership by demonstrating that it has the potential to prevent and promote employee negative work behavior in telework contexts. Implications for future research and professional practice on empowering leadership are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gendered division of housework in times of Covid-19: the role of essential worker status and work location (2026)
Zitatform
Piolatto, Matteo, Marija Bashevska, Olga Leshchenko, Chantal Remery & Susanne Strauss (2026): The gendered division of housework in times of Covid-19: the role of essential worker status and work location. In: Journal of family studies, Jg. 32, H. 3, S. 339-358. DOI:10.1080/13229400.2025.2526468
Abstract
"The question whether the measures taken to curb the spread of Covid-19 exacerbated or reduced gender inequality with respect to the division of housework and childcare has initiated a large number of studies. This study adds to this field by investigating the role of an until now underexposed yet important element in the literature on the pandemic, which is the assignment of an essential worker status for one or two partners of a couple. Drawing on resource theory, we formulate different hypotheses on how an essential worker status impacts the gendered division of housework during the early phase of the Covid-19 pandemic in dual-earner opposite-sex couples. In addition, as essential work was often, but not always done on-site, we use the time availability perspective to formulate hypotheses on how the impact of being assigned the essential work status interacts with remote-work. We investigate these research questions in the United Kingdom and the Netherlands using household longitudinal panel data from UKHLS and COGIS-LISS, applying panel fixed effects models. The results suggest that having an essential occupation is a resource for women but not men to renegotiate the division of housework. This is particularly the case when one or both partners can work from home." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gendered Flexibility Paradox and Remote-First Work: How Working Parents Reconcile Work and Care (2026)
Zitatform
Ryan, Lauren, Brendan Churchill & Leah Ruppanner (2026): The Gendered Flexibility Paradox and Remote-First Work: How Working Parents Reconcile Work and Care. In: Work, Employment and Society, Jg. 40, H. 2, S. 203-224. DOI:10.1177/09500170251373035
Abstract
"Recent technological advances and globalised distribution of work have accelerated the rise of remote-first organisations where everyone works remotely, yet the effects of this approach on working parents remain underexplored. Drawing on qualitative interviews with 25 mothers and 16 fathers from 31 remote-first organisations, this study examines the gendered impact of standardised remote-first flexibility on work–family reconciliation. Findings show that remote-first work enhances location and schedule freedom, allowing parents to sustain a dual devotion to work and family. Fathers used this flexibility to increase engagement with domestic tasks and caregiving, while mothers focused on meeting work demands (in addition to caregiving responsibilities). The use of remote-first working arrangements increased employee trust and empathy among working parents, reducing flexibility stigma concerns. While fathers resisted tendencies to overwork, the remote-first model perpetuated the gendered flexibility paradox for mothers, leading to increased labour expansion and self-exploitation in both paid and unpaid work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Telework and the gender pay gap along the wage distribution (2026)
Zitatform
Siegert, Anja, Rafael Granell & Francisco G. Morillas-Jurado (2026): Telework and the gender pay gap along the wage distribution. In: Journal of Economic Inequality, S. 1-23. DOI:10.1007/s10888-026-09730-y
Abstract
"This paper examines the impact of teleworking on the gender pay gap in France using data from the French Labour Force Survey. The study explores how different frequencies of teleworking—hybrid and exclusive—affect working hours and wages for men and women and considers changes along the wage distribution. We run OLS regressions by gender and conduct an Oaxaca-Blinder decomposition. We extend this approach by using Recentered Influence Functions (RIF) at each decile for the analysis along the wage distribution. Our results show that teleworking increases the number of hours worked for women, leading to a reduction of the gender gap in working hours. However, telework potentially increases the hourly gender pay gap as men are rewarded more than women for teleworking. This pay disadvantage is greatest for women who telework exclusively and at the higher end of the wage distribution. Nevertheless, we find evidence that telework has the potential to reduce the gender pay gap at the lower end of the wage distribution for hybrid working models, where women benefit more than men from telework." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A personal network analysis of remote workers (2026)
Zitatform
Vacchiano, Mattia, Guillaume Fernandez & Eric D. Widmer (2026): A personal network analysis of remote workers. In: Social Networks, Jg. 86, S. 412-422. DOI:10.1016/j.socnet.2026.04.010
Abstract
"The rise of remote work has introduced new dynamics into the labor market, reshaping both where and how people work. While research on social networks has long emphasized the importance of personal contacts in job searches and status attainment, the rapid diffusion of remote work opens new and largely unexplored avenues of inquiry. Drawing on egocentric network data from 4010 workers and 22,052 professional and household ties, we examine how three distinct work arrangements—fully remote, hybrid, and on-site—are associated with the composition of personal networks, the exchange of social support, and the emergence of workplace and household conflict. Using multivariate and multilevel techniques to test a set of hypotheses, we find that although remote workers maintain professional networks that are geographically more extended, they do not report lower emotional proximity to colleagues compared to on-site workers. Overall, we observe no substantial differences in the transmission of social support across remote work modalities. In contrast, marked differences emerge with regard to conflictual relationships. Hybrid workers report higher levels of household conflict. Higher conflict within personal networks is also reported by fully remote managers and by workers who perceive a mismatch between their preferred and actual level of telework. This article provides novel empirical evidence on a growing and powerful driver of personal network dynamics in today’s labor market." (Author's abstract,IAB-Doku, © 2026 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
Hybride Arbeit – Herausforderung für die psychosoziale Gesundheit von Beschäftigten und die betriebliche Arbeitsschutzpraxis (2026)
Zenz, Cora;Zitatform
Zenz, Cora (2026): Hybride Arbeit – Herausforderung für die psychosoziale Gesundheit von Beschäftigten und die betriebliche Arbeitsschutzpraxis. In: Zeitschrift für Arbeitswissenschaft, Jg. 80, H. 1, S. 89-103. DOI:10.1007/s41449-026-00509-5
Abstract
"Der Artikel untersucht hybride (Büro-)Arbeit als neue Arbeitskonzepte, die mit größeren Veränderungen der Arbeitsorganisation einhergehen. Er analysiert damit einhergehende Belastungspotenzialen und Bewältigungsstrategien von Beschäftigten. Ausgehend von dem größeren Umfang, in dem hybride Arbeit (Homeoffice, mobile Arbeit, Telearbeit) genutzt wird, nimmt sie postpandemisch einen anderen Stellenwert ein. Neben den Chancen der Vereinbarkeit verschiedener Lebensbereiche bergen hybride Arbeitskonzepte in der postpandemischen Zeit Risiken für Entgrenzung, hohe Anforderungen an Selbstorganisation und Führungsverantwortung, sowie Schwierigkeiten in der Beziehung zu Kolleg:innen. Kommunikation und Kooperation müssen stärker als bisher ausgehandelt und initiiert werden. Beschäftigte werden mit verschiedenen (neuen) Anforderungen und Erwartungen an sich und ihre Arbeit konfrontiert, die sich in vier Spannungsverhältnissen zuspitzen. Damit rücken Fragen der Bewältigungsstrategien in den Vordergrund, die für eine gesundheitsförderliche Gestaltung von hybriden Arbeitskonzepten entscheidend sind. Schablonenartige Gestaltungsempfehlungen scheinen unmöglich. Vor diesem Hintergrund empfiehlt der Artikel die Spannungsverhältnisse in der Gestaltung von Arbeitskonzepten und Arbeitsschutz zu berücksichtigen. Ziel ist eine gesundheitsförderliche Gestaltung hybrider Arbeit. Praktische Relevanz : Die gewonnenen Erkenntnisse zu Herausforderungen hybrider Arbeit dienen dazu die neuen Arbeitskonzepte gesundheitsförderlicher gestalten zu können." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Digital Presence Behavior: Concept Presentation and First Explorative Analyses (2025)
Zitatform
Abendroth, Anja-Kristin, Yvonne Lott, Lena Hipp, Sandra Dummert & Tanja Carstensen (2025): Digital Presence Behavior. Concept Presentation and First Explorative Analyses. In: Schweizerische Zeitschrift für Soziologie, Jg. 51, H. 1, S. 43-60., 2024-11-13. DOI:10.26034/cm.sjs.2025.6175
Abstract
"Dank digitaler Technologien können Beschäftigte auch dann „präsent“ sein, wenn sie nicht vor Ort arbeiten. Der vorliegende Beitrag schlägt das Konzept des digitalen Präsenzverhaltens mit den theoretisch hergeleiteten Facetten digitale Verfügbarkeit, Sichtbarkeit, Vortäuschung, Multitasking und Teilhabe vor. Deskriptive Ergebnisse auf Basis von repräsentativen Daten von Beschäftigten im Homeoffice illustrieren die Ambivalenz und Ungleichheiten, die mit digitalen Technologien und ihrer Nutzung zur Herstellung von digitaler Präsenz verbunden sind." (Autorenreferat, IAB-Doku)
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Literaturhinweis
When Parents Work from Home (2025)
Zitatform
Achard, Pascal, Michèle Belot & Arnaud Chevalier (2025): When Parents Work from Home. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17957), Bonn, 70 S.
Abstract
"This paper estimates the causal effect of parental right to work from home (WfH) on children's educational attainment. Using administrative data from the Netherlands and variations in firm-specific WfH policies, which generate natural experiments, we find that children whose parents gain the right to WfH improve their scores on a high-stakes exam by 9% of a standard deviation. This results in a 4 percentage points upswing in qualifying for a general or academic track in secondary school. Additionally, using the labor force survey, we find that changes in WfH policies are associated with a 17 percentage points increase in WfH propensity, but no change in hours worked or income. These results highlight the large potential benefits of remote work in supporting families and their children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote Work, Well-Being, and Healthy Labor Force Participation Among Older Adults: A Scoping Review (2025)
Adegoke, Kola ; Kayode, Temitope ; Knapp, Kenneth A.; Gusmano, Michael ; Steger, Abigail M.; Singh, Mallika ;Zitatform
Adegoke, Kola, Temitope Kayode, Mallika Singh, Michael Gusmano, Kenneth A. Knapp & Abigail M. Steger (2025): Remote Work, Well-Being, and Healthy Labor Force Participation Among Older Adults: A Scoping Review. In: International journal of environmental research and public health, Jg. 22, H. 11. DOI:10.3390/ijerph22111719
Abstract
"Background: Aging populations make expanded workforce participation among older adults an economic and public health priority. The COVID-19 pandemic accelerated the growth of virtual work, providing new opportunities for healthy aging in the workplace through increased flexibility and less physical strain. However, digital exclusion, ergonomically challenging tasks, and social isolation can limit these opportunities for older populations. Objective: This scoping review aimed to synthesize interdisciplinary research on the relationship between remote work and labor force participation among adults aged 45 years and older, focusing on health-related outcomes, barriers, and facilitators. Methods: Following the JBI Manual for Evidence Synthesis and PRISMA-ScR guidelines, we conducted a comprehensive search across seven databases for peer-reviewed and gray literature published between 2000 and 2025. Of 2108 records screened, 33 studies met the inclusion criteria. Data were extracted using a standardized charting tool and analyzed thematically. Results: Most studies were published after 2020 and originated in North America (45%) and Europe (40%). Core barriers included digital exclusion, ageism, and adverse ergonomic environments. Facilitators involved flexible working hours, a supportive organizational environment, and digital skills. Health-related outcomes such as stress reduction and improved well-being were commonly reported. However, only 18% of studies assessed policy effects, and very few examined intersectionality (e.g., gender, socioeconomic status). Conclusions: Remote and flexible work options can improve the health and participation of older adults in the workforce, but technology, infrastructure, and social barriers remain. Age-inclusive policies, digital equity efforts, and inclusive workplace practices are necessary to maximize the benefits of remote arrangements for aging populations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from home after COVID-19: Evidence from job postings in 20 countries (2025)
Adrjan, Pawel ; Ciminelli, Gabriele ; Judes, Alexandre; Schwellnus, Cyrille ; Sinclair, Tara M. ; Koelle, Michael;Zitatform
Adrjan, Pawel, Gabriele Ciminelli, Alexandre Judes, Michael Koelle, Cyrille Schwellnus & Tara M. Sinclair (2025): Working from home after COVID-19: Evidence from job postings in 20 countries. In: Labour Economics, Jg. 96. DOI:10.1016/j.labeco.2025.102751
Abstract
"Remote work surged during the COVID-19 pandemic. To analyze its post-pandemic persistency, we construct an original dataset measuring remote and hybrid work (WFH) in 20 OECD countries and 55 occupations from January 2019 to December 2023, based on over 1 billion job postings from the global job site Indeed. The share of job postings advertising WFH more than quadrupled from about 2.5 % to around 11 % between January 2020 and January 2023 in the average country in our sample, continuing to grow even after pandemic-related restrictions were phased out. Exploiting changes in pandemic severity across countries and differences in the feasibility of remote work across occupations in a difference-in-differences design, we find that increases in pandemic severity substantially raised advertised WFH, but pandemic easing had no effect. We then use job search data to document persistently high interest in WFH from jobseekers and conclude that the post-pandemic persistency of WFH may partly be a response by employers to demand for flexibility from workers." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
The Global Persistence of Work from Home (2025)
Zitatform
Aksoy, Cevat, Jose Barrero, Nicholas Bloom, Steven Davis, Mathias Dolls & Pablo Zarate (2025): The Global Persistence of Work from Home. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,65), Chicago, 6 S. DOI:10.2139/ssrn.5253261
Abstract
"Work from home (WFH) surged worldwide during the COVID-19 pandemic, then partially receded as the pandemic subsided. Using our Global Survey of Working Arrangements (G-SWA) for 40 countries, we find that average WFH rates among college-educated employees stabilized after 2022. The average number of WFH days per week is steady at roughly one day per week globally from 2023 through early 2025. Cross-country variation persists: WFH is about twice as common in advanced English-speaking economies as in much of Asia. These results indicate that the pandemic-driven shift to remote work has persisted and reached a new equilibrium with implications for urban economies, workforce flexibility, and future research on labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from home and household behavior: Theoretical modelling and results for the United States (2025)
Alba, Salvatierra; Antonio, Gutiérrez-Lythgoe; Jorge, Velilla; Raquel, Ortega-Lapiedra;Zitatform
Alba, Salvatierra, Velilla Jorge, Gutiérrez-Lythgoe Antonio & Ortega-Lapiedra Raquel (2025): Work from home and household behavior: Theoretical modelling and results for the United States. (MPRA paper / University Library of Munich 126983), München, 30 S.
Abstract
"This article examines work from home (WFH) from a household perspective, using the collective framework, which accounts for intrahousehold bargaining, allowing decisions to be understood as interdependent between spouses. The analysis uses representative US data from the Panel Study of Income Dynamics for the period 2011-2021, which include detailed information on work hours, WFH, wages, and household demographics. The results reveal that WFH is a coordinated household decision, as spouses' WFH decisions are positively correlated. Second, WFH is persistent for individuals, with those who had WFH in the past having a higher probability of being WFH in the future. Finally, demographic and economic factors matter little in determining spouses WFH decisions, although wages generally reduce the probability of WFH. These findings suggest that policies should treat the household as the unit of decision and focus on removing structural barriers to initial WFH adoption rather than targeting specific individuals." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Homeoffice: Zukunftsvision auf dem Weg zu mehr Gleichberechtigung? (2025)
Zitatform
Alipour, Jean-Victor, Marlene Müller & Nadine Verkühlen (2025): Homeoffice: Zukunftsvision auf dem Weg zu mehr Gleichberechtigung? In: Wirtschaftsdienst, Jg. 105, H. 1, S. 59-63. DOI:10.2478/wd-2025-0017
Abstract
"Der Hauptgrund für die chronisch niedrige Erwerbsbeteiligung von Frauen im Vergleich zu Männern ist die „Child Penalty“. Das Phänomen beschreibt die beruflichen Nachteile, die Frauen nach der Geburt des ersten Kindes erfahren, während Männer keine Einbußen verzeichnen. Wie beeinflusst Homeoffice diese Gender-Ungleichgewichte? Verringert die Arbeit von zu Hause die Unausgewogenheit in Bezug auf Haus- und Sorgearbeit, Erwerbsbeteiligung und Entlohnung? Während die Literatur starke Hinweise liefert, dass Homeoffice die Erwerbsbeteiligung von Frauen fördert und teilweise Lohnungleichheiten verringern kann, ist die Auswirkung in Bezug auf Haus- und Sorgearbeit bislang weitgehend unklar." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does Remote Work Reinforce Gender Gaps in (Un)Paid Labor? (2025)
Zitatform
Alipour, Jean-Victor (2025): Does Remote Work Reinforce Gender Gaps in (Un)Paid Labor? (CESifo working paper 12052), München, 42 S.
Abstract
"I study how the rise in working from home (WFH) affects the gender division of paid and unpaid labor (caregiving, domestic tasks). Identification uses differences in individuals' exposure to the Covid-induced WFH shock, measured by the WFH feasibility of their job in 2019. Using panel data from the German SOEP, I estimate 2SLS models that instrument realized WFH in 2022 with WFH feasibility. Results show that WFH reduces paid hours and increases domestic work and leisure (including sleep) among women. Men's time use remains largely unchanged, partly because WFH induces moves toward larger, more distant homes, offsetting commuting time savings. Within-couple analyses confirm that the Big Shift to WFH intensifies gender gaps in paid and unpaid work, particularly caregiving. I find that gender norms, bargaining power, and childcare demands interact with WFH in ways that reinforce the unequal division of labor." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment strategies in response to the first Covid lockdown: A typology of French workplaces (2025)
Zitatform
Askenazy, Philippe, Clément Brébion, Pierre Courtioux, Christine Erhel & Malo Mofakhami (2025): Employment strategies in response to the first Covid lockdown: A typology of French workplaces. In: Industrial Relations, Jg. 64, H. 2, S. 168-199. DOI:10.1111/irel.12362
Abstract
"This research connects the literature on crisis management and on firm flexibility to investigate human resource (HR) strategies in response to unexpected crises such as the Covid-19 pandemic. Leveraging data from French workplaces we identify five main types of strategies implemented during the first lockdown, which go beyond the massive use of teleworking or the use of short-time work. The analysis demonstrates that a combination of preexisting HR practices (teleworking agreements, wage levels, risk exposure, and health and safety committees) and public policies (short-time programs, legislation on short-time contracts, and temps) influences which of these five strategies firms adopt." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Wirksamkeit von verpflichtenden Büroquoten in hybriden Arbeitsmodellen (2025)
Bath, Johanna; Brauchle, Simone;Zitatform
Bath, Johanna & Simone Brauchle (2025): Wirksamkeit von verpflichtenden Büroquoten in hybriden Arbeitsmodellen. In: Zeitschrift für Arbeitswissenschaft, Jg. 79, H. 2, S. 234-249. DOI:10.1007/s41449-025-00459-4
Abstract
"Hybride Arbeitsmodelle haben sich seit der Corona Pandemie als fester Bestandteil in Unternehmen etabliert. Doch ringen Unternehmen immer noch mit der Ausgestaltung dieser Modelle, insbesondere wenn es um das richtige Maß der örtlichen Flexibilität geht. Mittlerweile setzen beispielsweise zwei Drittel der DAX Unternehmen auf feste Obergrenzen für Homeoffice Tage und erhoffen sich davon positive Einflüsse auf die Kultur, die Zusammenarbeit und nicht zuletzt die Performance der Organisation. In der vorliegenden Arbeit, wurde durch eine repräsentative Mehrebenenstudie untersucht, ob sich diese gewünschten Effekte tatsächlich einstellen. Die vorliegende Studie kommt zu dem Schluss, dass eine fest vorgeschriebene Anzahl von Bürotagen zwar tatsächlich dazu führt, dass Mitarbeiterinnen und Mitarbeiter etwas mehr im Büro arbeiten, als in Unternehmen ohne solche Quoten, sich jedoch keine positiven Effekte durch besagte Quoten oder diese dadurch herbeigeführte Mehranwesenheit einstellen. Bei verschiedenen Ausprägungen beispielsweise der Bindung der Mitarbeiterinnen und Mitarbeiter lassen sich sogar negative Auswirkungen in den Unternehmen mit Quote feststellen. Praktische Relevanz: In vielen Unternehmen gibt es insbesondere bei der Neugestaltung von Betriebsvereinbarungen aber auch bei Führungswechseln in der Personalleitung oder der Geschäftsführung zu teils heftigen und kontroversen Diskussionen, um die Ausgestaltung der Regelungen zum mobilen Arbeiten. Hierbei werden argumentativ mit einer erhöhten Präsenz im Unternehmen viele Vorteile assoziiert. Diese positiven Zuschreibungen können in dieser Form in dieser Forschungsarbeit nicht nachgewiesen werden und Unternehmen sollten sich bei der Ausgestaltung ihrer hybriden Arbeitsmodelle daher nicht ausschließlich auf die Frage der „richtigen“ Anzahl der Bürotage konzentrieren, sondern alle bzw. die relevanten Stellhebel eines guten Arbeitsmodells ganzheitlicher betrachten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Remote work, skill upgrading, and wage inequality post-COVID (2025)
Zitatform
Bennett, Jeremy (2025): Remote work, skill upgrading, and wage inequality post-COVID. In: Economics of Innovation and New Technology, S. 1-24. DOI:10.1080/10438599.2025.2602133
Abstract
"This paper examines how the widespread shift to remote work during the COVID-19 pandemic reshaped skill development and wage inequality across occupations in the United States. Using a difference-in-differences framework and data from the Current Population Survey (CPS), American Time Use Survey (ATUS), and O*NET, we compare outcomes for remote-capable and non-remote occupations before and after the pandemic. Results show that remote-capable jobs experienced significantly higher wage growth – approximately 4–5 percent – relative to non-remote jobs, even after accounting for worker and occupational characteristics. These occupations also displayed greater gains in educational attainment and digital skill engagement, while non-remote occupations faced disruptions in access to training. The findings align with human-capital and task-based theories, suggesting that remote work intensified skill-biased technological inequality. Policy implications include the need for targeted workforce training, equitable digital infrastructure investment, and institutional support for workers in less adaptable roles. The study contributes to understanding how technological and organizational change reshape human capital formation and wage structures in the post-pandemic labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from Home and Firm Productivity: The Role of ICT and Size (2025)
Zitatform
Boeri, Filippo, Riccardo Crescenzi & Davide Rigo (2025): Work from Home and Firm Productivity: The Role of ICT and Size. (CESifo working paper 12253), München, 77 S.
Abstract
"Using administrative firm-level data covering the universe of remote workers in Italy, and leveraging exogenous pre-pandemic variation in firm-specific access to fibre broadband as an instrument, this paper investigates the impact of post-pandemic adoption of work from home (WFH) on firm productivity. We find that WFH had a large negative impact on productivity during the pandemic. However, larger firms and those with prior ICT investments mitigated these losses. In the longer term, the impact of WFH is no longer significant. Yet, we find suggestive evidence that firms employing highly qualified workers experienced productivity gains." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic (2025)
Zitatform
Boll, Christina, Dana Müller, Christopher Osiander & Simone Schüller (2025): Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic. In: Social Politics, Jg. 32, H. 4, S. 780-806., 2024-10-05. DOI:10.1093/sp/jxae031
Abstract
"We investigate the dynamics of gendered parental childcare division across the coronavirus disease 2019 pandemic up until spring 2022. We employ unique data from a German (bi)monthly survey based on a random sample from administrative data (IAB-HOPP) and find dynamics toward a more equal division. Up to April 2021, drivers are couples with already care-involved fathers, while later on, couples with a strongly traditional division drive these changes. The latter shift emerges in parental constellations where fathers unilaterally gain working-from-home possibilities. Our results give moderate support for optimism but also point to an ambiguous role of working from home." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))
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Literaturhinweis
Die Wege zwischen Arbeits- und Wohnort sind seit der Covid-19-Pandemie deutlich länger geworden (2025)
Zitatform
Brixy, Udo & Anette Haas (2025): Die Wege zwischen Arbeits- und Wohnort sind seit der Covid-19-Pandemie deutlich länger geworden. In: IAB-Forum H. 13.06.2025 Nürnberg, 2025-06-17. DOI:10.48720/IAB.FOO.20250613.01
Abstract
"Während sich die durchschnittlichen Pendeldistanzen in den Jahren vor der Pandemie kaum veränderten, haben diese seit 2020 deutlich zugenommen. Dies hat auch damit zu tun, dass Homeoffice seither massiv an Bedeutung gewonnen hat. Allerdings trifft dies nicht für alle Beschäftigtengruppen in gleichem Umfang zu. So arbeiten insbesondere Frauen in Teilzeit vergleichsweise selten von zu Hause. Zugleich pendeln Männer im Schnitt nach wie vor über deutlich längere Distanzen als Frauen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Work-from-Home and Wage Convergence Across Cities: An Exploration (2025)
Brueckner, Jan K.; Agrawal, David R.;Zitatform
Brueckner, Jan K. & David R. Agrawal (2025): Work-from-Home and Wage Convergence Across Cities: An Exploration. (CESifo working paper 12150), München, 31 S.
Abstract
"This paper provides evidence on a WFH-related hypothesis that has not previously been tested empirically. The hypothesis is that the presence of fully remote workers, for whom residence and work locations are decoupled, should create a tendency toward wage convergence across cities within teleworkable occupations. The reason is that, since fully remote workers can work anywhere, local wages must match those available in other cities for employers to attract any of these workers. By combining occupational wage data with data on which occupations are teleworkable, the paper attempts to test the wage-convergence hypothesis. The results are mixed, but some evidence does emerge in favor of the hypothesis." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Distanzen werden größer (2025)
Zitatform
Coskun, 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)
Beteiligte aus dem IAB
Coskun, Sena ; Weber, Enzo ; Stops, Michael ; Gartner, Hermann ; Dauth, Wolfgang ; -
Literaturhinweis
Homeoffice begünstigt die Entscheidung, in weniger teuren Gegenden zu wohnen (2025)
Zitatform
Coskun, Sena (2025): Homeoffice begünstigt die Entscheidung, in weniger teuren Gegenden zu wohnen. In: IAB-Forum – Grafik aktuell H. 21.10.2025. DOI:10.48720/IAB.FOO.GA.20251021.01
Abstract
"Arbeitnehmer*innen pendeln häufig zwischen kostengünstigeren Wohngebieten und teureren Beschäftigungshochburgen. Dieser Trend verstärkt sich bei Beschäftigten in Tätigkeiten mit hohem Homeoffice-Potenzial, da die entsprechenden Arbeitsplätze häufig in teuren Ballungszentren zu finden sind." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social Substitution? Time Use Responses to Increased Workplace Isolation (2025)
Cowan, Benjamin W.; Jones, Todd R.;Zitatform
Cowan, Benjamin W. & Todd R. Jones (2025): Social Substitution? Time Use Responses to Increased Workplace Isolation. (CESifo working paper 12117), München, 47 S.
Abstract
"This paper examines how people adjust their time use when they experience an increase in time spent alone, which is a growing share of adults' lives. We utilize the dramatic rise in remote work following the onset of the pandemic, which is associated with a large decline in time spent in the physical presence of non-household members during the workday, to observe the extent to which individuals substitute toward more in-person interactions in non-work settings. We first document that on days that individuals work from home, they spend 3.5 additional hours in activities spent entirely alone and over 5 fewer hours in activities that include any non-household members. We then use a difference-in-difference strategy to ask what happens to time allocations when workers are induced toward remote work by analyzing changes over time in how workers in teleworkable occupations - who experienced the lion's share of the post-COVID increase in remote work - spend their time relative to workers in non-teleworkable occupations. Averaging over all days of the week, we see a relative increase in time spent in activities spent entirely alone by 32 minutes and a decrease in activities that include any non-household members by 38 minutes for workers in teleworkable jobs. Normalizing by the increase in average daily remote work time (46 minutes), these estimates are of a similar magnitude to what we observe in our descriptive analysis. When individuals are induced to work from home, they exhibit almost no substitution toward spending more time with others who are not in their household to make up for the loss of time with others at work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Home Sweet Home: How Much Do Employees Value Remote Work? (2025)
Zitatform
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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Literaturhinweis
Home Sweet Home: How Much Do Employees Value Remote Work? (2025)
Zitatform
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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Literaturhinweis
From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance (2025)
Zitatform
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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Literaturhinweis
Beyond Borders: Building Employee Loyalty in Remote Work (2025)
Faber, Philipp; Gräf, Miriam;Zitatform
Faber, Philipp & Miriam Gräf (2025): Beyond Borders: Building Employee Loyalty in Remote Work. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 156711), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 17 S.
Abstract
"The digital transformation of workplaces has accelerated remote work adoption, reshaping traditional employment dynamics. While remote work offers benefits such as flexibility and productivity, it also raises concerns about employee engagement, workplace culture, and long-term organizational commitment. Post-pandemic, organizations have adopted divergent strategies, with some embracing remote work and others enforcing partial office returns, reflecting ongoing debates about its sustainability. Using qualitative semi-structured interviews with 15 experts and thematic coding, we identify ten key loyalty factors. The findings reveal that while remote work is now an expected norm in many industries, particularly IT, it is not a direct driver of employee retention. Instead, factors such as the degree of flexibility, managerial support, communication, and digital infrastructure play a crucial role. The study contributes to a deeper understanding of organizational commitment in remote settings, offering theoretical insights and practical recommendations for fostering long-term employee engagement in digitally driven workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Determinants and Effects of Remote Work Arrangements: Evidence from an Employer Survey (2025)
Zitatform
Fang, Tony, Morley Gunderson, John Hartley, Graham King & Hui Ming (2025): Determinants and Effects of Remote Work Arrangements: Evidence from an Employer Survey. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18020), Bonn, 40 S.
Abstract
"Remote work arrangements are compelling examples of an organization's ability to utilize digital technology. This study analyzes data from a representative survey of Atlantic Canadian employers to evaluate three phenomena: how remote work evolved during the recent COVID-19 pandemic; the factors influencing these changes; and the impact of these changes on business outcomes. Our findings suggest that urban firms, technologically advanced companies in certain highly skilled industries, and firms offering greater flexibility for remote work were most likely to enhance remote work practices during the pandemic. For the average firm, an increase in the share of remote work correlated with higher organizational productivity, improved employee performance, and greater new product/service innovation. The primary downside was heightened management complexity. Variations were observed along industry and provincial lines." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Rise in Home Working and Spousal Labor Supply (2025)
Feuillade, Mylène; Maurin, Eric; Goux, Dominique;Zitatform
Feuillade, Mylène, Dominique Goux & Eric Maurin (2025): Rise in Home Working and Spousal Labor Supply. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17997), Bonn, 55 S.
Abstract
"This article explores how an employee's choice to work from home (WFH) influences his or her spouse's outcomes. Drawing on the specific features of the French institutions, we show that a spouse's switch to WFH leads to a sharp increase in the probability that his or her partner will also switch to WFH, as well as in the number of hours worked by the partner. These cross-effects are particularly strong on the better-paid partner within the couple (whether the man or the woman) who appears to condition his or her decision to work from home on that of his or her (less-paid) partner. The effects of WFH on the volume of hours worked are greatly underestimated when spillovers within couples are neglected. On the other hand, we detect no significant effect on partners' commuting distance, nor on the type of urban unit they choose to live in." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote Work and Women's Labor Supply: The New Gender Division at Home (2025)
Filippo, Isabella Di; Escobar, Bruno; Facal, Juan;Zitatform
Filippo, Isabella Di, Bruno Escobar & Juan Facal (2025): Remote Work and Women's Labor Supply: The New Gender Division at Home. (arXiv papers), 67 S.
Abstract
"We study how increases in remote work opportunities for men affect their spouses' labor supply. Exploiting variation in the change in work-from-home (WFH) exposure across occupations before and after the COVID-19 pandemic, we find that women whose husbands experienced larger WFH increases are over 2 percentage points more likely to be employed, equivalent to a 4% rise relative to pre-pandemic levels. Evidence from time-use diaries and childcare questionnaires suggests these effects are driven by intra-household reallocation of child-caring time: women are less likely to engage in primary childcare activities, while men working at home partially compensate by covering more for their spouse. These results highlight the role of intra-household spillovers and bargaining in shaping the labor market consequences of remote work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Trotz fortschreitender Digitalisierung der Arbeitsplätze stagniert die Homeoffice-Nutzung (2025)
Zitatform
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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Literaturhinweis
Explaining the Autonomy‐Control‐Paradox With the Rise of Remote Work (2025)
Zitatform
Fritsch, Nina-Sophie, Wyatt Sophia & Bernd Liedl (2025): Explaining the Autonomy‐Control‐Paradox With the Rise of Remote Work. In: Industrial relations journal, Jg. 56, H. 6, S. 427-440. DOI:10.1111/irj.70000
Abstract
"In the digital age, working remotely has become the new normal for many employees in most European countries. In Austria too, the context of the present study, remote work was once considered to be the exception rather than the rule. Nevertheless, it became indispensable for an unforeseen number of employees, especially within the last couple of years. In line with this transformation of the labour market, more flexibility over both time and place of work leads to a sense of more autonomy for employees. However, the increase of autonomy comes with paradoxical consequences as the new circumstances introduce different modes of control. Therefore, the present paper aims to explain how the autonomy-control paradox works from an employee's perspective, by applying a two-phase explanatory sequential mixed methods design. Our results are based on quantitative data using the Micro Census as well as the Austrian AKCOVID Panel Survey and a set of 33 problem-centred semi-structured interviews. The findings of our quantitative study indicate that especially employees regularly working remotely perceive increased levels of both autonomy and control. The analyses of our qualitative interviews deepen the understanding of this paradox as we discuss eight subcategories in an exemplary typology representing ideal-typical characteristics on a continuum where we evaluate individual preferences and the actual working situation using a schematic illustration in a two-dimensional model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Work from Home Help Balance the Parental Division of Labor? (2025)
Zitatform
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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Literaturhinweis
Gekommen um zu bleiben: Was kann aus den Pandemieerfahrungen für die Auswirkungen und die positive Gestaltung des Arbeitens im Homeoffice gelernt werden? (2025)
Zitatform
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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Literaturhinweis
Sick of Working from Home? (2025)
Goux, Dominique; Maurin, Eric;Zitatform
Goux, Dominique & Eric Maurin (2025): Sick of Working from Home? In: The Economic Journal, Jg. 135, H. 672, S. 2549-2566. 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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Literaturhinweis
Gendered Stereotypes on Working From Home (WFH) before and after the Pandemic: A Literature Review (2025)
Zitatform
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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Literaturhinweis
Homebound Happiness? Teleworkability of Jobs and Emotional Well-Being During Labor and Non-labor Activities (2025)
Zitatform
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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Literaturhinweis
Working from Home and Mental Health: Giving Employees a Choice Does Make a Difference (2025)
Zitatform
Jirjahn, Uwe & Cinzia Rienzo (2025): Working from Home and Mental Health: Giving Employees a Choice Does Make a Difference. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18187), Bonn, 35 S.
Abstract
"Previous studies on working from home (WFH) and employee well-being have produced conflicting results. We hypothesize that giving workers a choice over whether to use WFH plays a crucial role in the consequences for well-being. This has a series of testable implications for empirical work. Using panel data from the UK, our fixed effects estimates show that not only the actual use, but also the pure availability of WFH is linked with improved job-related and overall mental health. Not controlling for the pure availability of WFH implies that the positive influence of the actual use of WFH is underestimated. However, we find a positive link between the use of WFH and overall mental health only for the years before and after the pandemic. The link was negative during the COVID-19 crisis where WFH was largely enforced. Moreover, gender moderates the influence of WFH on mental health. For women, both the actual use and the pure availability of WFH are positively associated job-related and overall mental health. For men, we find a more mixed pattern where either only the pure availability or only the actual use has an influence on mental health. Men are more likely to over- or underrate the consequences of WFH than women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of work arrangements on the choice to work from home: a discrete-continuous choice experiment (2025)
Zitatform
Jorck, Gerrit von, Tobias Börger, Linda Ghirardello, Jürgen Meyerhoff & Barbara Praetorius (2025): The impact of work arrangements on the choice to work from home: a discrete-continuous choice experiment. In: Journal for labour market research, Jg. 59. DOI:10.1186/s12651-025-00419-9
Abstract
"An important question regarding the future of working conditions revolves around employees’ choice of whetherto work from home or at their regular workplace. While many employees have become accustomed to working from home during the Covid19 pandemic and want to continue doing so, many employers want them to return to work on-site more intensively. In this study, we conduct a choice experiment with employees in Berlin and Brandenburg in Germany to investigate this rebalancing process. We examine how employers can influence employees ’ decision to either work from home or on-site and how the allocationof workdays between home and the regular workplace reacts to a set of work arrangements for different occupational groups. These work arrangements include flexible working hours, fixed desks, canteens, the presence of colleagues on-site, and an employer allowance for days worked from home. The results show that the most important incentive to work from home is produced by the employer allowance for working from home. The most important pull factors for working at the regular workplace are the provision of both a fixed, own desk and flexible working hours granted during days worked on-site. Overall, however, the impact of work arrangements on the choice to work from home or on-site is rather small." (Author's abstract, IAB-Doku)((en))
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Literaturhinweis
When working from home leads to burnout: the role of work–family conflict, job stress and partner work practices (2025)
Zitatform
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, Jg. 46, H. 7, S. 1321-1336. 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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Literaturhinweis
Career Penalties for Flexible Working: How Organizational Culture Shapes Managerial Decisions (2025)
Zitatform
Kasperska, Agnieszka, Anna Matysiak & Ewa Cukrowska-Torzewska (2025): Career Penalties for Flexible Working: How Organizational Culture Shapes Managerial Decisions. (Working papers / Faculty of Economic Sciences, University of Warsaw 2025-17), Warsaw, 39 S.
Abstract
"This study explores how organizational factors influence managerial decision-making regarding the career advancement of employees working from home. Despite a large body of research on the new modes of working, a gap persists concerning the role of the organizational context in shaping these dynamics. In this article, we investigate whether managers' promotion and pay decisions depend on the employee's use of remote work and whether these decisions are moderated by the presence of the ideal worker norms (i.e. high work devotion and centrality) and family-friendly policies (childcare-related and flexible work options) in their work environments. We use data from a choice experiment, which included over 1,000 managers from the United Kingdom. The experiment was run in the second half of 2022, and therefore, this study provides post-pandemic evidence and represents the “new normal” settings. The findings indicate that employees who work fully remotely are less likely to be considered for promotion and a salary increase than on-site workers. This pattern is observed particularly in firms with more demanding organizational cultures, namely those with stronger ideal worker norms and/or fewer family-friendly policies. Importantly, both male and female remote workers experience career penalties, albeit in distinct ways, as both ideal worker norms and family-friendly policies appear important for men, whereas for women, it is primarily the availability of supportive policies that influences outcomes. The findings underscore the significant impact of organizational culture on managerial decision-making, with implications for both theory and practice." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Career advancement prospects of home-based workers across Europe: a gender and family perspective (2025)
Zitatform
Kasperska, Agnieszka (2025): Career advancement prospects of home-based workers across Europe: a gender and family perspective. In: Community, work & family, S. 1-25. DOI:10.1080/13668803.2025.2549440
Abstract
"With the rise of remote work, understanding how it impacts careers is crucial for shaping equitable work environments. This article addresses a significant gap by examining the relationship between work from home (WFH) and perceived career advancement prospects for over 28,000 employees from 27 EU Member States, with a particular focus on gender and family perspectives. Multilevel modelling is used to analyse cross-sectional data of the European Working Conditions Survey. The findings indicate that employees report better career prospects when working remotely, but these perceptions vary based on the employee's gender and their family-related demands. Notably, the positive association between WFH and career prospects is not visible for single parents and partnered mothers. The level of gender equality and childcare policies in the country minimally explain the variance in reported career prospects for those who WFH. The frequency of WFH appears unimportant, as both those who WFH often and sometimes report better career prospects than on-site workers. These results shed light on how gender and family-related obligations moderate perceptions of one's ability to advance at work and highlight the need for more nuanced policies and actions that consider these factors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from home and well-being during the pandemic and beyond: a longitudinal analysis in five countries (2025)
Kornadt, Anna E. ; Bowen, Catherine E. ; Lepinteur, Anthony ; Ratti, Luca ; Vögele, Claus ; D’Ambrosio, Conchita ;Zitatform
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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Literaturhinweis
When Gender Kicks in: an Experimental Study of Work from Home and Attitudes to Household Work and Childcare (2025)
Zitatform
Kotsadam, Andreas, Mette Løvgren, Nicolas Moreau, Elena Stancanelli & Arthur van Soest (2025): When Gender Kicks in: an Experimental Study of Work from Home and Attitudes to Household Work and Childcare. (Paris-Jourdan Science Economiques. Working paper 2025-45), Paris, 39 S.
Abstract
"We study how working from home links to gendered attitudes about household work and childcare. Using a vignette experiment embedded in a regular Dutch population representative survey, we randomly vary the gender of the partner working from home in a hypothetical dualearner couple. When presented with various routine and emergency chores, respondents, on average, agree that the partner working from home should execute them, and the extent of agreement is significantly larger when the vignette randomly depicts a man, rather than a woman, working from home. These differences in respondents’gendered expectations around performing chores are not statistically significant in the baseline scenario where no partner works from home. All in all, the evidence gathered indicates that Work from Home may blast rather than boost gender norms around household work and childcare." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home and Job Satisfaction: A Mediating Effect of Organisational Culture (2025)
Zitatform
Kowalik, Zuzanna (2025): Working from Home and Job Satisfaction: A Mediating Effect of Organisational Culture. (IBS working paper / Instytut Badan Strukturalnych 2025,04), Warszawa, 30 S.
Abstract
"The widespread shift to remote work during the COVID-19 pandemic accelerated a debate on its impact on employee satisfaction. Despite assumptions that greater flexibility and autonomy would inherently boost job satisfaction, research findings have been inconsistent. A key mechanism that might help explain these mixed outcomes is organizational culture. This study, based on unique linked employer-employee panel data, examines how various dimensions of corporate culture are associated with job satisfaction among remote and on-site workers. The findings reveal that working from home (WFH) enhances job satisfaction, particularly within companies characterized by weaker organizational cultures in the area of communication, leadership and supervision. Importantly, this effect varies significantly by gender: men predominantly benefit from WFH in weaker cultural contexts, while women experience increased satisfaction primarily in organizations with strong supportive cultures. Personality traits, including extraversion and agreeableness, further moderate these relationships. These results highlight the importance of aligning remote work policies with organisational culture to effectively address gender differences and ensure broad-based improvements in employee satisfaction and workplace well-being." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LPP1221.de.en.v2 -
Literaturhinweis
IAB-Stellenerhebung 3/2025: Akademikerstellen haben mehrheitlich eine Homeoffice-Option (2025)
Kubis, Alexander;Zitatform
Kubis, Alexander (2025): IAB-Stellenerhebung 3/2025: Akademikerstellen haben mehrheitlich eine Homeoffice-Option. In: IAB-Forum H. 04.12.2025. DOI:10.48720/IAB.FOO.20251204.01
Abstract
"Im dritten Quartal 2025 gab es bundesweit 1,03 Millionen offene Stellen. Gegenüber dem Vorquartal ist dies ein Rückgang um 24.700 oder rund 2 Prozent. Im Vergleich zum dritten Quartal 2024 liegt die Zahl der offenen Stellen um 246.100 oder rund 19 Prozent niedriger. Zugleich wurde bei 26 Prozent der im letzten Jahr erfolgreich besetzten offenen Stellen die Option zur Arbeit im Homeoffice angeboten. Bei Spezialisten- oder Expertenstellen waren es 57 Prozent. Das geht aus der IAB-Stellenerhebung hervor, einer regelmäßigen Betriebsbefragung des IAB." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Kubis, Alexander; -
Literaturhinweis
Zwischen Präsenzpflicht und Homeoffice-Euphorie - Stand des mobilen Arbeitens fünf Jahre nach der Corona-Pandemie: Konstanzer Homeoffice Studie. Ergebnisreport April 2025 (2025)
Zitatform
Kunze, Florian & Kilian Hampel (2025): Zwischen Präsenzpflicht und Homeoffice-Euphorie - Stand des mobilen Arbeitens fünf Jahre nach der Corona-Pandemie. Konstanzer Homeoffice Studie. Ergebnisreport April 2025. Konstanz: KOPS Universität Konstanz, 11 S.
Abstract
"Fünf Jahre nach dem Beginn der Corona-Pandemie zeigt sich: Der Trend zu Homeoffice und mobilem Arbeiten ist ungebrochen. Aufseiten der Beschäftigten besteht weiterhin ein hohes Interesse an hybriden Arbeitsmodellen, in denen sich Präsenz- und Remote-Arbeit flexibel kombinieren lassen. Dieser Wunsch ist längst nicht mehr nur Ausdruck individueller Präferenzen, sondern ein zentraler Faktor für die Attraktivität von Arbeitgebern. Trotz der öffentlichen Diskussion über eine Rückkehr zur Präsenzpflicht lässt sich in den empirischen Daten kein flächendeckender Trend in diese Richtung erkennen. Im Gegenteil: Der Anteil der Unternehmen, die eine vollständige Präsenzpflicht einführen, ist im Vergleich zu 2024 gar rückläufig. Gleichzeitig deuten unsere Ergebnisse darauf hin, dass rigide Anwesenheitsregelungen mit einer erhöhten emotionalen Erschöpfung der Mitarbeitenden einhergehen – ohne dass sich daraus produktivitätssteigernde Effekte ableiten lassen. Eine mögliche Ursache für diesen Rückgang liegt in den sich wandelnden Einstellungen auf Führungsebene. Führungskräfte sehen mobiles Arbeiten zunehmend differenziert und sind grundsätzlich seltener der Überzeugung, dass Kommunikation oder Prozesse unter hybriden Bedingungen grundsätzlich leiden. Diese Entwicklung legt nahe, dass sich neue Formen der Arbeitsorganisation zunehmend etablieren – auch im Führungsverständnis. Insgesamt lässt sich festhalten: Der tiefgreifende Wandel, der mit dem pandemiebedingten Umstieg auf Homeoffice begann, hat sich verstetigt. Mobiles Arbeiten ist kein temporäres Phänomen mehr, sondern ein strukturelles Element moderner Arbeitskulturen. Unternehmen, die es verstehen, ihre Arbeitsmodelle, Prozesse und Kultur an diese neue Realität anzupassen, werden langfristig nicht" (Textauszug, IAB-Doku)
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Literaturhinweis
When Working From Home Fails to Support Work–Life Balance: The Role of Childcare- and Work-Related Demands (2025)
Zitatform
Kurowska, Anna, Agnieszka Kasperska & Gayle Kaufman (2025): When Working From Home Fails to Support Work–Life Balance: The Role of Childcare- and Work-Related Demands. In: Journal of Family Issues, Jg. 46, H. 11, S. 1664-1692. DOI:10.1177/0192513x251356260
Abstract
"The new normal of working from home (WFH) brought by the COVID-19 pandemic enabled parents to manage increased childcare demands while working remotely. Using multi-country data from the Familydemic Harmonized Dataset (n = 9364), this study examines how WFH was related to perceived changes in work–life balance (WLB) among mothers and fathers, considering the moderating role of childcare- and work-related demands. Overall, WFH was positively associated with improved WLB, regardless of partnership status. However, this relationship weakened for mothers whose children were out of formal childcare for over a month and when they increased their working hours. Furthermore, we found that fathers who extended their working hours while WFH were more likely to report worsened WLB than those working in the office. These findings, though based on mid-2021 data, remain relevant post-pandemic as parents continue to navigate the challenges of WFH, childcare, and demanding work schedules." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effect of Working from Home on the Agglomeration Economies of Cities: Evidence from Advertised Wages (2025)
Zitatform
Liu, Sitian & Yichen Su (2025): The Effect of Working from Home on the Agglomeration Economies of Cities: Evidence from Advertised Wages. In: The Review of Economics and Statistics, S. 1-45. DOI:10.1162/rest.a.1681
Abstract
"Using job posting wage data, we find a substantial decrease in the urban wage premium for occupations with high working-from-home (WFH) adoption following the COVID-19 pandemic, accompanied by an employment shift away from large cities. Based on a conceptual framework, the empirical findings suggest that WFH adoption lowered the productivity premium of large cities. A skill-level decomposition reveals that the urban wage premium decline was largely driven by reduced wage returns to interpersonal skills in large cities, suggesting that the reduced urban productivity premium was a result of weakened agglomeration economies due to decreased interpersonal interactions in large cities." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Mismatch between actual and preferred number of days working from home: parental status, work-family conflict, and stress (2025)
Love, Jasmine ; Lambert, Katrina A. ; Leach, Liana ; Giallo, Rebecca ; Hokke, Stacey ; Oakman, Jodi ; Doan, Tinh ; Cooklin, Amanda ; Findley, Helen ;Zitatform
Love, Jasmine, Katrina A. Lambert, Amanda Cooklin, Stacey Hokke, Liana Leach, Rebecca Giallo, Tinh Doan, Helen Findley & Jodi Oakman (2025): Mismatch between actual and preferred number of days working from home. Parental status, work-family conflict, and stress. In: Community, work & family, S. 1-22. DOI:10.1080/13668803.2025.2584084
Abstract
"This study assessed whether the mismatch between Australian employees actual and preferred number of days working from home is associated with work-to-family conflict, family-to-work conflict and four indicators of stress (burnout, general stress, somatic stress, cognitive stress). Whether these relationships were moderated by parental status was examined. Employees working from home completed online surveys in May 2021 (n = 451), November 2021 (n = 358) and May 2022 (n = 320). The three waves of data were pooled (337 non-parents, 179 parents) and generalised mixed effects models were used. For parents, a mismatch between actual and preferred amount of working from home, particularly working from home less than preferred, was associated with increased work-to-family conflict (but not family-to-work conflict). Working from home more than preferred was associated with increases in all four aspects of stress for parents and non-parents. Working from home less than preferred was associated with increased burnout among non-parents and decreased general stress and cognitive stress among parents. Findings suggest there is no one-size-fits-all approach in how much working from home is optimal, but a mismatch in work from home preferences can have adverse associations with employee wellbeing, particularly work-to-family conflict for parents. Work from home arrangements should be tailored to individual needs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitszeiterfassung: Aktuelle Befunde zu ihrer Verbreitung und betrieblichen Organisation (2025)
Zitatform
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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Literaturhinweis
The gender gap in working from home after the onset of COVID-19 (2025)
Zitatform
Marcén, Miriam & Marina Morales (2025): The gender gap in working from home after the onset of COVID-19. In: Review of Economics of the Household, Jg. 23, H. 4, S. 1459-1486. DOI:10.1007/s11150-025-09809-x
Abstract
"This study examines changes in the gender gap in the take up and intensity of working from home following the unexpected onset of the COVID-19 pandemic. Using data from the American Time Use Survey, we find that working from home became more prevalent among women than men, thus widening the gender gap. Job characteristics played a crucial role in this trend, particularly among private sector workers. The gender gap widened most significantly among young, highly educated individuals and those living with dependents. Moreover, our results suggest that social distancing measures increased working from home time for men but did not have the same effect on women. We also extend our analysis to other work-related outcomes, finding that women experienced less favorable outcomes, particularly an increase in unpredictable or non-standard schedules. Overall, this shift in the gender gap is statistically significant over time and remains robust." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Working-From-Home for Maternal Employment Re-Entry after Childbirth (2025)
Zitatform
Matysiak, Anna, Beata Osiewalska & Anna Kurowska (2025): The Role of Working-From-Home for Maternal Employment Re-Entry after Childbirth. (Working papers / Faculty of Economic Sciences, University of Warsaw 2025-18), Warsaw, 43 S.
Abstract
"This study investigates how work-from-home (WFH) —by mothers and their male partners—shapes maternal employment re-entry after childbirth. Drawing on Conservation of Resources and Boundary Management theories, the study distinguishes between WFH access and regular use. It hypothesizes that regular WFH use by mothers and their partners supports earlier and full-time maternal return to paid work, particularly among second-time mothers. The UK Household Longitudinal Study (2009–2019) is used to estimate discrete-time hazard models of return to paid work after first and second births, distinguishing between full-time and part-time re-entry. Among first-time mothers, both WFH access and regular use are associated with a greater likelihood of full-time re-entry, though not with overall return. Among second-time mothers, regular pre-birth WFH use significantly increases the likelihood of returning to paid work—regardless of hours—whereas access alone does not. No significant associations are found between male partners' WFH and maternal employment outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mechanisms Underlying the Effects of Work from Home on Careers in the Post-Covid Context (2025)
Zitatform
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, Jg. 39, H. 5, S. 1103-1126. 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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Literaturhinweis
Working from home and health complaints: on the difference between telework and informal overtime at home (2025)
Zitatform
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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Literaturhinweis
Too Much of a Good Thing? Telework Intensity and Workplace Experiences (2025)
Zitatform
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))
Ähnliche Treffer
spätere (möglicherweise abweichende) Version erschienen in: Kyklos -
Literaturhinweis
Importance of occupation in the increase of gender differences in the advance of telework in Spain (2025)
Zitatform
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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Literaturhinweis
The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers (2025)
Zitatform
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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Literaturhinweis
Is Workplace Flexibility Penalised? The Gendered Consequences of Working from Home for the Wages of Parents and Childless Employees in the UK (2025)
Zitatform
Pauliks, Johanna Elisabeth (2025): Is Workplace Flexibility Penalised? The Gendered Consequences of Working from Home for the Wages of Parents and Childless Employees in the UK. In: Work, Employment and Society, Jg. 39, H. 5, S. 1059-1081. DOI:10.1177/09500170251336943
Abstract
"Working from home has been discussed in terms of reconciling work and family life and reducing gender gaps in the labor market. However, its implications for wages remain the subject ofdebate, with some researchers arguing that flexibility stigma disproportionately disadvantages certain groups, particularly mothers. This article uses data from Understanding Society, theUK Household Longitudinal Study, to investigate whether working from home has different consequences for individual wages according to gender and parental status. Inverse probability weighted fixed-effects regression models are used with a sample of up to 8552 employees. Theresults suggest that working from home is associated with higher earnings for mothers, suggesting that the benefits of flexible working arrangements may outweigh potential disadvantages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Disentangling the Pros and Cons of Flexible Work Arrangements: Curvilinear Effects on Individual and Organizational Outcomes (2025)
Zitatform
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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Literaturhinweis
Technostress and work-family interface in the face of COVID-19-related remote work: the moderator role of goals setting and prioritization skills (2025)
Zitatform
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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Literaturhinweis
Telework and establishment location: employee influence and regional heterogeneity (2025)
Zitatform
Schmidt, Torben Dall, Wenzel Matiaske & Martina Maas (2025): Telework and establishment location: employee influence and regional heterogeneity. In: Regional Studies, Jg. 59, H. 1. DOI:10.1080/00343404.2025.2570010
Abstract
"Telework could alter the spatial distributions of economic and social activities as work moves away from central places. Decisions regarding telework from home are made in establishments. Employee influence in establishments, as well as regional structures at the establishment location may interact to influence such decisions. Using the SOEP-LEE2 data for Germany findings show that decisions by establishments to use telework from home are influenced more by employees in establishment locations with stronger local competence structures and digital infrastructure, e.g., more science, technology, engineering and mathematics (STEM) and knowledge-intensive business services (KIBS) jobs and better fixed link broadband coverage. This reflects the incentives of employers and employees when negotiating telework arrangements within establishments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is informal telework a threat to work-family reconciliation? Comparing the implications of formal and informal telework for work-family conflicts (2025)
Zitatform
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)
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Literaturhinweis
Estimating the Effect of Working from Home on Parent's Division of Childcare and Housework: A New Panel IV Approach (2025)
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))
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Literaturhinweis
A Room of One's Own. Work from Home and the Gendered Allocation of Time (2025)
Zitatform
Senik, Claudia & Elena Stancanelli (2025): A Room of One's Own. Work from Home and the Gendered Allocation of Time. (Paris-Jourdan Science Economiques. Working paper 2025-13), Paris, 30 S.
Abstract
"The traditional specialization of men in paid work and women in housework is rooted in the spatial separation of these activities. We examine the possible consequences of the recent expansion of Work from Home (WfH) for the gendered allocation of time. We focus on the time devoted to housework by men and women who work from home versus at the workplace, before and after the Covid pandemic. Using data on several thousand workers drawn from the American Time Use Survey, we find that the gender gap in unpaid work has declined by about 27 minutes per day, i.e. by about 40% for remote workers. Among those, women now spend more time on paid work and less on unpaid work, whereas men do more household chores." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Telework and Occupational Segregation in Europe (2025)
Zitatform
Siegert, Anja, Rafael Granell & Francisco G. Morillas-Jurado (2025): Telework and Occupational Segregation in Europe. In: Economies, Jg. 13, H. 10. DOI:10.3390/economies13100292
Abstract
"Occupational segregation between men and women and between rural and urban areas is a persistent driver of labor market inequality in Europe. Women and rural workers are often overrepresented in lower-paid and lower-status occupations, reflecting structural barriers to occupational mobility. This paper investigates how occupational segregation varies across gender, space, and telework status and examines the potential of telework to reduce these inequalities. Using microdata from the 2023 European Labor Force Survey, we calculate segregation indices to measure occupational segregation and monetary gains, as well as losses due to segregation. We further analyze the relationship of segregation and telework. We find the highest segregation and economic disadvantages due to segregation for rural men. Female teleworkers are less clustered in feminized roles compared to non-teleworking women, suggesting that remote work can broaden occupational opportunities. Telework shows reduced segregation when primarily working remotely, but not in hybrid settings. Our findings contribute to a better understanding of spatial and gendered labor market disparities. We further identify the potential of telework to promote a more equitable occupational integration across gender and space." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Betriebliche Anreize zur Mitarbeitendenbindung: IAB-Betriebspanel Report Hessen 2024 (2025)
Sielschott, Stephan; Larsen, Christa; Lauxen, Oliver;Zitatform
Sielschott, Stephan, Oliver Lauxen & Christa Larsen (2025): Betriebliche Anreize zur Mitarbeitendenbindung. IAB-Betriebspanel Report Hessen 2024. (IAB-Betriebspanel Hessen 3/2024), Frankfurt am Main, 24 S.
Abstract
"Wie die Daten des IAB-Betriebspanels zeigen, stellen „Schwierigkeiten, benötigte Fachkräfte zu bekommen“ (Verian 2024a), seit vielen Jahren das von den Betrieben am häufigsten erwartete Personalproblem dar (Hohendanner et al. 2025). Der Anteil betroffener Betriebe stieg deutschlandweit stark an, von 25 Prozent im Jahr 2010 auf 64 Prozent im Jahr 2024. Dabei wird Fachkräftemangel von Betrieben aller Branchen und Größenklassen am häufigsten als Problem benannt. Betriebe verfolgen unterschiedliche Maßnahmen, um das Problem des Fachkräftemangels in den Griff zu bekommen. Neben der Gewinnung neuer Arbeitskräfte steht dabei vor allem die Bindung und Qualifizierung der bereits im Betrieb arbeitenden Beschäftigten im Vordergrund. Strategien, die sich auf die Förderung der Mitarbeitendenbindung beziehen, stehen bei den Betrieben hoch im Kurs: Für fast zwei Drittel der Betriebe in Deutschland hat das Schaffen von attraktiven Arbeitsbedingungen als Strategie der Fachkräftesicherung eine hohe Bedeutung (Hohendanner et al. 2025). Etwa die Hälfte der Betriebe setzt auf die Weiterbildung von Beschäftigten und auf die Verbesserung der Vereinbarkeit von Familie und Beruf. Welche Strategien der Fachkräftesicherung aber haben die Betriebe in Hessen im Jahr 2024 verfolgt? Und was bedeutete es konkret, attraktive Arbeitsbedingungen zu schaffen und die Vereinbarkeit von Familie und Beruf zu verbessern? Welche Maßnahmen wurden von Betrieben in Hessen angeboten, welche Weiterbildungen gefördert, wie viele Beschäftigte profitierten davon und wie hat sich das Angebot in den letzten Jahren verändert? Welche Unterschiede bestanden diesbezüglich zwischen Betrieben unterschiedlicher Wirtschaftszweige und Betriebsgrößen und wie kamen die verschiedenen Betriebe mit dem Koordinationsaufwand zurecht, der entsteht, wenn unterschiedliche Arbeitszeiten und Arbeitszeitmodelle koexistieren? Der vorliegende Bericht beantwortet diese Fragen durch eine Untersuchung betrieblicher Anreize zur Mitarbeitendenbindung und fokussiert sich dabei auf Aspekte der Flexibilisierung von Arbeitszeit und Arbeitsort sowie auf die Förderung von Weiterbildungen. Der hier vorliegende dritte Report konzentriert sich auf betriebliche Anreize zur Mitarbeitendenbindung. Kapitel 1 widmet sich verschiedenen Aspekten flexibler Arbeitszeitgestaltung, Kapitel 2 thematisiert ortsbezogene Flexibilität und mobiles Arbeiten, Kapitel 3 fokussiert auf die betriebliche Förderung von Weiterbildungen. In Kapitel 4 wird zusammenfassend die Frage beantwortet, wie viele Instrumente zur Förderung der Mitarbeitendenbindung die Betriebe in Hessen im Jahr 2024 genutzt haben. Kapitel 5 untersucht mit besonderem Fokus auf den Faktor Betriebsgröße, inwieweit der mit der Umsetzung verbundene Koordinationsaufwand von den Betrieben als herausfordernd wahrgenommen wird. Der Report wird mit einem Resümee abgeschlossen." (Textauszug, IAB-Doku)
Weiterführende Informationen
Infografiken -
Literaturhinweis
The Relation between Working from Home and Employees’ Self-Evaluations – The Moderating Role of Management Practices and Colleagues’ Support (2025)
Zitatform
Soboll, Alexandra (2025): The Relation between Working from Home and Employees’ Self-Evaluations – The Moderating Role of Management Practices and Colleagues’ Support. In: A. Soboll (2025): Relative Self-Evaluations of Performance – Determinants and Outcomes of Employees’ Comparisons with Colleagues, Aachen, S. 17-62.
Abstract
"Using survey data from Germany, I analyze the link between working from home and employees’ self-evaluations regarding skills and work effort in comparison to their colleagues. Working from home can be accompanied by several benefits. This might lead to overly high self-evaluations if employees do not consider information about their reference group. I take into account two management practices (feedback interviews and performance appraisals) as well as support received from colleagues which might mitigate this potential bias. Results from OLS estimations show that working from home increases self-evaluations, particularly when remote work is done in addition to regular working hours. Further analyses suggest that performance appraisals are particularly relevant for mitigating the positive relation between working from home and self-evaluations of work effort, while feedback interviews appear to be less relevant. Colleagues’ support is not found to have the assumed moderating role. These results are discussed and avenues for further research based on the findings are presented." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LPP1221.de.en.v2