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
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
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
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, S. 1-16. DOI:10.1007/s41449-025-00459-4
Abstract
"Hybride Arbeitsmodelle haben sich seit der Corona Pandemie als fester Bestandteil in Unternehmen etabliert. Doch ringen Unternehmen immer noch mit der Ausgestaltung dieser Modelle, insbesondere wenn es um das richtige Maß der örtlichen Flexibilität geht. Mittlerweile setzen beispielsweise zwei Drittel der DAX Unternehmen auf feste Obergrenzen für Homeoffice Tage und erhoffen sich davon positive Einflüsse auf die Kultur, die Zusammenarbeit und nicht zuletzt die Performance der Organisation. In der vorliegenden Arbeit, wurde durch eine repräsentative Mehrebenenstudie untersucht, ob sich diese gewünschten Effekte tatsächlich einstellen. Die vorliegende Studie kommt zu dem Schluss, dass eine fest vorgeschriebene Anzahl von Bürotagen zwar tatsächlich dazu führt, dass Mitarbeiterinnen und Mitarbeiter etwas mehr im Büro arbeiten, als in Unternehmen ohne solche Quoten, sich jedoch keine positiven Effekte durch besagte Quoten oder diese dadurch herbeigeführte Mehranwesenheit einstellen. Bei verschiedenen Ausprägungen beispielsweise der Bindung der Mitarbeiterinnen und Mitarbeiter lassen sich sogar negative Auswirkungen in den Unternehmen mit Quote feststellen. Praktische Relevanz: In vielen Unternehmen gibt es insbesondere bei der Neugestaltung von Betriebsvereinbarungen aber auch bei Führungswechseln in der Personalleitung oder der Geschäftsführung zu teils heftigen und kontroversen Diskussionen, um die Ausgestaltung der Regelungen zum mobilen Arbeiten. Hierbei werden argumentativ mit einer erhöhten Präsenz im Unternehmen viele Vorteile assoziiert. Diese positiven Zuschreibungen können in dieser Form in dieser Forschungsarbeit nicht nachgewiesen werden und Unternehmen sollten sich bei der Ausgestaltung ihrer hybriden Arbeitsmodelle daher nicht ausschließlich auf die Frage der „richtigen“ Anzahl der Bürotage konzentrieren, sondern alle bzw. die relevanten Stellhebel eines guten Arbeitsmodells ganzheitlicher betrachten." (Autorenreferat, IAB-Doku)
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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
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
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
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, S. 1-30. DOI:10.1093/ej/ueaf025
Abstract
"We explore the consequences of the development of home working for wages, hours worked and employee health in the post COVID era. We base our research strategy on a French law passed in 2017 to encourage telework agreements between employers and employees. In the months following the law, many establishments signed telework agreements, and we show that this subsequently led to a much greater development of home working in these establishments after the epidemic shock in 2020. This increase was particularly significant in mid-level occupations, and was followed by a deterioration in the health of the employees concerned, particularly men." (Author's abstract, IAB-Doku) ((en))
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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
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, S. 1-15. DOI:10.1108/ijm-11-2024-0773
Abstract
"Purpose: This paper aims to enhance our understanding of the nuanced relationship between work from home (WFH) and employee burnout, particularly considering the increased prevalence of WFH after the COVID-19 pandemic. We integrate existing research to examine how work–family conflict (WFC) and job stress mediate this relationship, while also considering the moderating role of partners’ WFH practices. Design/methodology/approach In Study 1, we utilized a sample of working professionals to assess the endogenous relationship between WFH and burnout, focusing on WFC. Study 2 involved an online experiment with working adults that implemented a controlled manipulation of WFH to examine job stress as an additional mediator. We also investigated the moderating role of partners’ work arrangements and their effect on employee burnout. Findings The results showed that a partner’s WFH practice plays a significant role in the relationship between WFH and burnout. This effect is stronger for individuals whose partners work a hybrid schedule (partly WFH and partly WFO), leading to higher WFC and job stress. Originality/value This paper contributes to a better understanding of WFH-related burnout by exploring one’s partner’s WFH practice and how this can complicate the remote work experience for some employees. By integrating these variables with WFC and job stress as mediators within a single conceptual model, we provide a comprehensive view of their interrelationships, offering valuable insights for both research and practice." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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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
Arbeitszeiterfassung: Aktuelle Befunde zu ihrer Verbreitung und betrieblichen Organisation (2025)
Maas, Martina; Seifert, Hartmut;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
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))
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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
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))