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
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)
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Moens, Eline, Louis Lippens, Kathleen Vangronsvelt, Ans De Vos & Stijn Baert (2025): Too Much of a Good Thing? Telework Intensity and Workplace Experiences. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17721), Bonn, 27 S.
Abstract
"At a time when numerous organizations are urging a return to the office while many employees prefer to continue teleworking, it is crucial to ascertain the optimal level of telework intensity. In the present study, we determine this ideal level with respect to self-rated employee attitudes, behavior, well-being, social relations and professional growth. Drawing on a five-wave longitudinal dataset, we apply fixed effects regression analyses to investigate associations between telework intensity and various dimensions of workplace experience. We offer more robust empirical evidence for favoring hybrid work schedules over an office-only or telework-only regime owing to significant advances in causal interpretation of linear and non-linear associations compared to the majority of existing studies that examine linear associations based on cross-sectional data. Our results point toward an inverted U-shaped association between telework intensity and self-rated job satisfaction, work-life balance, relationships with colleagues and professional development, with optimal levels peaking around 50% teleworking. For task efficiency and work concentration, the association appears to be concave with a plateau, stabilizing at teleworking levels above 70%. Only between telework intensity and employer connectedness do we observe a slightly negative linear association." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Importance of occupation in the increase of gender differences in the advance of telework in Spain (2025)
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Ortiz García, Pilar & Salvador Manzanera-Román (2025): Importance of occupation in the increase of gender differences in the advance of telework in Spain. In: PLoS ONE, Jg. 20. DOI:10.1371/journal.pone.0322847
Abstract
"The COVID-19 pandemic significantly altered forms of labor. In this analysis, which focuses on the Spanish labor market, we consider telework from a gender-based perspective in order to identify whether there is a gender gap in this work form and, if so, whether this is impacted by occupation. The methodology is quantitative in nature, and we apply logistic regression based on data from Eurofound’s European Working Conditions Survey. We investigate how factors including labor characteristics, education, and life stage and cohabitation affect the propensity to engage in telework. The findings reveal the dominance of women in telework, moderated by labor characteristics (occupation, type of contract, and working day) and educational variables." (Author's abstract, IAB-Doku) ((en))
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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, S. 1-23. 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)
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Petitta, Laura & Valerio Ghezzi (2025): Disentangling the Pros and Cons of Flexible Work Arrangements: Curvilinear Effects on Individual and Organizational Outcomes. In: Economies, Jg. 13, H. 1. DOI:10.3390/economies13010020
Abstract
"The use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed inlight of the globally elevated rates of flexible work arrangements and mixed findings on their implementation." (Author's abstract, IAB-Doku) ((en))
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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
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
The socio-economic consequences of remote working: evidence from the European administrations in Brussels (2025)
Zitatform
Spithoven, André & Bruno Merlevede (2025): The socio-economic consequences of remote working: evidence from the European administrations in Brussels. In: The Annals of Regional Science, Jg. 74, H. 1. DOI:10.1007/s00168-024-01342-6
Abstract
"The COVID-19 pandemic urged policymakers to promote remote work. We showcase the impacts of remote working for the EU administrations in Brussels. Based on meticulous data collection and using an input–output multiplier approach, the paper calculates four scenarios on the socio-economic consequences of value-added and employment for Brussels and its neighbouring regions. Each scenario diminishes the time non-Belgian EU employees spend in Brussels. The estimates demonstrate a substantial contribution of the EU administrations in the regions of Belgium and highlight the impact of remote working, which is relevant for other cities’ economies known for being international hotspots." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector (2025)
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Trevino Garcia, Lorena Edith & Jan Olav Christensen (2025): Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector. In: International Archives of Occupational and Environmental Health. DOI:10.1007/s00420-025-02136-9
Abstract
"Objective: Few studies have investigated the relationship between post-pandemic hybrid work-from-home (WFH), mental health, and work-life balance. We examined the association between hybrid WFH, mental distress, availability demands, work-life conflict, and life-work conflict. Methods: Data from 24,763 office workers in the public sector in Norway were analyzed by linear and logistic regressions. Results: Employees practicing flexible hybrid WFH (i.e., when needed/desired) were less likely to report mental distress (measured by the Hopkins Symptom-Checklist; HSCL-5) than those not practicing WFH. WFH being self-chosen was associated with less distress. Flexible WFH was also associated with availability demands, work-life conflict, and life-work conflict, which were, in turn, linked to distress. The risk of distress increased with the number of weekly days of flexible WFH. Workers with fixed agreements to regularly WFH did not report significantly less distress than those with no WFH. However, fixed WFH was associated with lower availability demands, not with work-life conflict, and was more often self-chosen than flexible WFH. Conclusion: Flexible WFH may alleviate distress but may also indicate attempts to cope with taxing availability demands, and may even introduce stressors that could reverse beneficial effects. Our results should motivate nuanced, multifactorial assessments of WFH in organizational practice and research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Adapting boundary preferences to match reality of hybrid work: A latent change score analysis (2025)
Wan, Min ; Zhang, Yejun; Carlson, Dawn S. ; Thompson, Merideth J. ; Kacmar, K. Michele; Perry, Sara Jansen;Zitatform
Wan, Min, Dawn S. Carlson, Sara Jansen Perry, Merideth J. Thompson, Yejun Zhang & K. Michele Kacmar (2025): Adapting boundary preferences to match reality of hybrid work: A latent change score analysis. In: Journal of vocational behavior, Jg. 157. DOI:10.1016/j.jvb.2025.104089
Abstract
"The hybrid work trend, where employees work from home and from the workplace, brings substantial changes to how employees manage their work and family lives, as well as the boundary between those roles. An important yet overlooked question is how hybrid workers, whose work environment overlaps with their home environment for at least part of every work week, navigate and adapt to work-family stressors over time. Drawing upon adaptation theory and boundary theory, we examine how work-family conflict triggers changes in boundary integration preferences, which further contribute to changes in work-family balance satisfaction. Moreover, we investigate the moderating role of spousal interaction, examining ways it shapes the preference-satisfaction relationship. We collect multi-source (hybrid workers and spouses) and multi-wave (two time points over a year) data to test the hypothesized relationships using latent change score analysis. The results suggest that hybrid workers experience increases in both work and family boundary integration preferences due to work-family conflict over time, and increased integration preferences further contributed to increases in work-family balance satisfaction. We also found that spousal interaction enhances the positive relationship between hybrid workers' increased family integration preferences and increased work-family balance satisfaction. This study illuminates nuanced and dynamic evidence of adaptation regarding the interface of the work and family domains, thus providing novel insights into work-family dynamics for an increasingly popular work arrangement – hybrid work." (Author's abstract,IAB-Doku, Published by Elsevier Inc.) ((en))
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Literaturhinweis
Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family (2025)
Zitatform
de Laat, Kim (2025): Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family. In: Work and occupations, Jg. 52, H. 1, S. 130-165. DOI:10.1177/07308884231207772
Abstract
"Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These “competing devotions” served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Organisational inhibition and promotion of flexible working in digitalised work environments (2024)
Zitatform
Abendroth, Anja-Kristin & Mareike Reimann (2024): Organisational inhibition and promotion of flexible working in digitalised work environments. In: New Technology, Work and Employment, Jg. 39, H. 1, S. 39-62. DOI:10.1111/ntwe.12275
Abstract
"Work-related use of digital information and communication technology (ICT) is not restricted to specific working sites and times. For employees, this can involve opportunities for flexible working, that is, having control over when and where to work. Applying an organisational comparative perspective, we examined whether adherence to the ideal worker norm inhibits and adherence to family-friendliness promotes flexible working as a consequence of ICT use. Linked employer–employee survey data from large German work organisations revealed that employees worked more flexibly in time and place due to work-related ICT use when supervisory work-life support was common. Mixed evidence is provided for the prevalence of ideal worker norm expectations. We conclude that work-life support in the organisation is a required complementary practice of flexible working for employees, promoting its dissemination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from home arrangements and organizational performance in Italian SMEs: evidence from the COVID-19 pandemic (2024)
Zitatform
Abrardi, Laura, Elena Grinza, Alessandro Manello & Flavio Porta (2024): Work from home arrangements and organizational performance in Italian SMEs: evidence from the COVID-19 pandemic. In: Empirical economics, Jg. 67, H. 6, S. 2821-2863. DOI:10.1007/s00181-024-02621-z
Abstract
"We use survey data on Italian small- and medium-sized enterprises collected during the COVID-19 pandemic to explore the relationship between the adoption of work from home (WFH) practices and organizational performance. In so doing, we investigate several dimensions of organizational performance, including measures of labor productivity and workers’ concentration and motivation, the level of absenteeism, the organization of work through management by objectives (MBO), and the presence of coordination and communication costs. We obtain several results. First, we find a significantly enhanced capability of firms that adopted WFH during the pandemic to sustain the overall organizational performance, particularly when such a work practice is used intensively. Less deteriorated labor productivity and workers’ concentration and motivation, decreased absenteeism, and a substantial rise in the adoption of MBO practices seem to be important aspects behind the detected benefits related to WFH. Third, when WFH is used at medium levels of intensity, it is associated with augmented coordination and communication costs, which nonetheless do not appear to overcome the benefits associated with WFH." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Blurred lines. Gendered implications of digitally extended availability and work demands on work-family conflict for parents working from home (2024)
Zitatform
Adams, Ayhan & Antje Schwarz (2024): Blurred lines. Gendered implications of digitally extended availability and work demands on work-family conflict for parents working from home. In: Community, work & family, Jg. 27, H. 5, S. 673-697. DOI:10.1080/13668803.2024.2415374
Abstract
"This study examines the impact of digitally extended availability in work-from-home arrangements on work-family conflict under the intensity of work demands for parents. The advent of digital communication technologies has facilitated a shift towards a more blurred distinction between work and private life, which is often enabled by the option of working from home. Digitally extended availability, as a condition of being available for work-related requests and answering messages during non-working hours, represents a specific aspect of boundary blurring. Theoretically, it builds on the work/family border theory, which is expanded by the perspective of the flexibility paradox. This approach assumes that flexible working arrangements in contexts of work-centred always-on cultures can potentially exacerbate the reconciliation of work and private life. The results of moderated mediation models on two waves of the German Family Panel (pairfam) indicate that working from home is associated with increased work-family conflict. This association is mediated by a higher degree of digitally extended availability for work communication. Furthermore, higher work demands serve to reinforce this mediation for fathers, but not for mothers. These findings lend support to the flexibility paradox perspective and underscore gender-specific differences in the conflict-enhancement of digitally extended availability in demanding work-from-home arrangements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm-Level Technology Adoption in Times of Crisis (2024)
Arntz, Melanie ; Gregory, Terry ; Lehmer, Florian ; Böhm, Michael J. ; Graetz, Georg; Lipowski, Cäcilia ;Zitatform
Arntz, Melanie, Michael J. Böhm, Georg Graetz, Terry Gregory, Florian Lehmer & Cäcilia Lipowski (2024): Firm-Level Technology Adoption in Times of Crisis. (ZEW discussion paper 24-057), Mannheim, 66 S.
Abstract
"This study investigates how crises affect firms’ adoption of frontier technologies using the Covid-19 pandemic as a case study. The analysis tracks the nature, timing, and pandemic-related motivations of investments among German firms, using longitudinal survey data linked with administrative worker–firm records. We find clear evidence for a shift toward remote work technologies that helped firms mitigate negative employment effects. Overall, however, the pandemic slowed down the diffusion of new technologies. This procyclical pattern of technology adoption is particularly striking since the pandemic created strong incentives to experiment with new technologies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The efficiency scope of work from home: A multidimensional approach and the significance of real estate (2024)
Bachtal, Yassien Nico;Zitatform
Bachtal, Yassien Nico (2024): The efficiency scope of work from home: A multidimensional approach and the significance of real estate. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 144916), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 176 S.
Abstract
"Die Arbeitswelten und insbesondere die physische Organisation der Arbeit befinden sich in einem tiefgreifenden Transformationsprozess. Ursächlich für diesen Transformationsprozess sind technologische Innovationen, organisatorische Veränderungen und die zunehmende Pluralisierung der Anforderungen von Arbeitnehmenden. Auch wenn dieser Transformationsprozess der physischen Organisation der Arbeit schon vor einigen Jahren eingesetzt hat, hat die COVID-19 Pandemie die Transformationsgeschwindigkeit signifikant erhöht. Work from Home, als eine Maßnahme zur Eindämmung der COVID-19 Pandemie, ermöglichte es Büroarbeitenden weltweit Erfahrungen mit der Arbeit zu Hause zu sammeln. Work from Home beschreibt dabei das regelmäßige Arbeiten von zu Hause, das durch die Nutzung von Informations- und Kommunikationstechnologien ermöglicht wird. Arbeitnehmende haben dadurch den direkten Vergleich zwischen dem Arbeiten im Büro und dem Work from Home und wägen ihren Arbeitsort in Abhängigkeit der Arbeitstätigkeiten zielgerichteter ab. Die flächendeckende Einführung von Work from Home beeinflusst das Leben und Arbeiten auf mehreren Ebenen. Auf individueller Ebene stellt sich die Frage, welche Arbeitnehmenden grundsätzlich für das Work from Home geeignet sind. Auf der Ebene der Arbeitsumwelt fehlt es an Erkenntnissen, inwiefern Work from Home einen Einfluss auf die digitale Ausstattung von Wohnimmobilien hat. Weiterhin bleibt offen, wie sich das Zusammenspiel aus den Arbeitnehmenden (person) und der Arbeitsumwelt (environment) im Work from Home auf den individuellen Arbeitserfolg (fit) auswirkt. Diesen Forschungsfragen geht die vorliegende Dissertation mithilfe von insgesamt fünf Forschungsartikeln nach. Der erste Artikel ordnet Work from Home in eine hybride Arbeitswelt ein und nutzt dazu einen internationalen Vergleich zwischen den Vereinigten Staaten und Deutschland. Hybrides Arbeiten definiert sich über die Verteilung der Arbeitszeit auf das Büro, das Work from Home und dritte Arbeitsorte und beschreibt eine Kombination dieser Arbeitsorte. Der Artikel zeigt, dass WFH in einer hybriden Arbeitswelt für viele Arbeitnehmende einen hohen Stellenwert einnimmt. Während die Arbeitszeit im Büro mit rund einem Drittel in beiden Ländern nahezu identisch ist, zeigt sich, dass vor allem dritte Arbeitsorte (z. B. Coworking Spaces) für Arbeitnehmende in den Vereinigten Staaten einen höheren Stellenwert als in Deutschland einnehmen. Der Artikel zeigt, dass diese Divergenz vor allem kulturell begründet ist. In der Summe zeigt dieser Artikel, dass Arbeitnehmende dem WFH in einer hybriden Arbeitswelt international einen hohen Stellenwert einräumen. Der zweite Artikel greift den hohen Stellenwert des Work from Home in einer hybriden Arbeitswelt auf und untersucht in einer Vorstudie, welche Aspekte erfolgreiches Arbeiten zu Hause ermöglichen. Die Ergebnisse des Artikels zeigen, dass korrelative Zusammenhänge zwischen räumlichen, personenbezogenen und arbeitsbezogenen Merkmalen auf der einen Seite und der Zufriedenheit und Produktivität auf der anderen Seite existieren. Konsequenterweise ist erfolgreiches Arbeiten zu Hause nur durch positive Voraussetzungen aller drei Dimensionen möglich. Dieser Artikel gibt einen ersten Hinweis darauf, dass tatsächlich nur rund 25 % der Arbeitnehmenden, die die Möglichkeit haben von zu Hause zu arbeiten, dort auch erfolgreich sind. Im dritten Forschungsartikel werden die Ergebnisse aus der zweiten Studie aufgegriffen. So ist das Ziel, diese 25 % der erfolgreich von zu Hause arbeitenden Arbeitnehmenden, näher zu betrachten. Die Ergebnisse verdeutlichen, dass insbesondere berufserfahrenere Arbeitnehmende, die in gut ausgestatteten Wohnimmobilien leben und eine hohe Arbeitsautonomie haben im Work from Home erfolgreich arbeiten können. Weniger erfolgreich im Work from Home sind vor allem Berufseinsteiger, die häufig in Immobilien wohnen, die nicht für das Work from Home geeignet sind. Der vierte Artikel widmet sich konkret der Frage, welchen Einfluss die immobilienwirtschaftlichen Merkmale auf die Zufriedenheit und die Produktivität im Work from Home haben. Des Weiteren wird die relative Bedeutung der immobilienwirtschaftlichen Merkmale im Verhältnis zu arbeitsbezogenen und sozial-psychologischen Merkmalen gesetzt. Es zeigt sich, dass die immobilienwirtschaftlichen Merkmale im Work from Home einen hohen Einfluss auf die Zufriedenheit und die Produktivität haben. Im Vergleich zu arbeitsbezogenen und sozial-psychologischen Merkmalen haben die immobilienwirtschaftlichen Merkmale sogar die größte Bedeutung. Der fünfte Forschungsartikel untersucht, welche Aspekte die Kaufabsicht von Smart Homes beeinflussen und welche Rolle die gestiegene Technikaffinität, ausgelöst durch die COVID-19 Pandemie und insbesondere durch Work from Home, einnimmt. Die Kaufabsicht von Smart Homes wird vor allem durch das soziale Umfeld begünstigt. Die Ergebnisse machen aber auch deutlich, dass die gestiegene Technikaffinität die Einstellung gegenüber solchen Wohnimmobilien verbessert, was wiederum zu einer höheren Kaufabsicht führt. Mit diesen Erkenntnissen erweitert die vorliegende Dissertation die Forschung rund um das Thema Work from Home. Work from Home bietet sowohl für die Unternehmen als auch für die Gesellschaft Potentiale. Gleichzeitig zeigt die Dissertation auch Risiken, die mit dem Arbeiten von zu Hause verbunden sind. Nur durch die individuelle Betrachtung der Workforce einer Organisation und durch die Kombination des Büros, Work from Home und dritte Arbeitsorte lassen sich diese Potentiale realisieren. Die Dissertation bietet eine theoretisch-konzeptionelle Einordnung in den aktuellen Stand der Forschung und liefert mit den Ergebnissen Implikationen für die Praxis, um den Herausforderungen im Transformationsprozess der physischen Organisation der Arbeit gerecht zu werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Hybrides Arbeiten in Unternehmen: Wie HR Hybrid Work erfolgreich organisiert und weiterentwickelt (2024)
Zitatform
Bath, Johanna & Katrin Winkler (Hrsg.) (2024): Hybrides Arbeiten in Unternehmen. Wie HR Hybrid Work erfolgreich organisiert und weiterentwickelt. (Haufe Fachbuch), Freiburg: Haufe-Lexware GmbH & Co. KG, 280 S.
Abstract
"Das Thema Hybrid Work hat unsere Arbeitswelt grundlegend verändert. Für Unternehmen ist es zunehmend essenziell, sich noch klarer im Wettbewerb zu positionieren. HR-Abteilungen sind gefordert, ihre Prozesse an Hybrid Work anzupassen und so zum Unternehmenserfolg beizutragen. Dieses Herausgeberwerk von Johanna Bath und Katrin Winkler beleuchtet, wie die Integration von Hybrid Work im Personalwesen erfolgreich umgesetzt wird. Sie zeigen, welche Veränderungen und Herausforderungen HR und Organisationen bewältigen müssen, wie sich ihre Rolle dadurch ändert und wie diese Entwicklungen alle Aspekte der Personalarbeit beeinflussen." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltstext -
Literaturhinweis
Working from home: Too much of a good thing? (2024)
Zitatform
Behrens, Kristian, Sergei Kichko & Jacques-François Thisse (2024): Working from home: Too much of a good thing? In: Regional Science and Urban Economics, Jg. 105. DOI:10.1016/j.regsciurbeco.2024.103990
Abstract
"We develop a general equilibrium model with skilled workers who can and unskilled workers who cannot work from home (WFH). Firms choose the amount of time they require workers in the office, whereas workers choose to either work on-site or hybrid, splitting working time between office and home. The endogenous work arrangements determine productivity, wages, and demand for residential and commercial real estate. We find that firms ‘outsource ’ workers to their homes to save on real estate costs, and in doing so push beyond the WFH share that maximizes skilled workers’ productivity. This effect is more pronounced if land-use regulations are strict, thus showing another channel through which the latter may reduce productivity. More efficient information and telecommunication technologies allow firms to shift office expenditures toward skilled workers who invest more in home working space. In a nutshell, WFH may well be the ‘new margin of offshoring’ for firms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))