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
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)
Zitatform
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
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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))
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Literaturhinweis
Homeoffice im Sozialbereich am Beispiel der Caritas: Trotz deutlichen Ausbaus liegen noch Potenziale brach (Serie Arbeitskräftesicherung) (2024)
Zitatform
Bellmann, Lutz, Pascal Krimmer & Marcel Pietsch (2024): Homeoffice im Sozialbereich am Beispiel der Caritas: Trotz deutlichen Ausbaus liegen noch Potenziale brach (Serie Arbeitskräftesicherung). In: IAB-Forum H. 08.02.2024. DOI:10.48720/IAB.FOO.20240208.01
Abstract
"Mobiles Arbeiten hat seit der Pandemie in vielen Wirtschaftsbereichen stark zugenommen. Dies gilt, wie eine gemeinsame Studie der Caritas und des IAB zeigt, auch für das Sozial- und Gesundheitswesen. Zentrale pflegerische oder betreuende Tätigkeiten lassen sich zwar bislang nicht ins Homeoffice verlagern. Viele begleitende administrative Aufgaben könnten jedoch flexibel von zu Hause aus erledigt werden. Der Ausbau von Homeoffice-Angeboten für diese Tätigkeiten könnte dazu beitragen, die Attraktivität von Arbeitgebern im Sozialbereich zu verbessern." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Measuring remote working skills: Scale development and validation study (2024)
Zitatform
Benligiray, Serap, Abdullah Y. Güngör & İlkay Akbaş (2024): Measuring remote working skills: Scale development and validation study. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0299074
Abstract
"Remote work, one of the most significant working arrangements of today, requires certain employee skills. Although there are some hints, there is not much information in the literature on this subject. This study aims to identify the skills required for productive remote working activities and to develop a scale for measuring these skills. For this purpose, a thorough review of the literature, consultation with experts, and analysis of data obtained from four samples with remote working experience were all conducted. Within this context, item generation and content validation, initial factor structure analysis, and factor structure confirmation and construct validity examination were performed. Consequently, the Remote Working Skills Scale was developed, which has 36 items and five dimensions (cybersecurity, problem-solving, time management, verbal communication, and written communication)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Optimal Degree of Remote Work (2024)
Bertram, Justus; Schöndube, Jens Robert; Ruhnke, Carsten S.;Zitatform
Bertram, Justus, Carsten S. Ruhnke & Jens Robert Schöndube (2024): Optimal Degree of Remote Work. (Hannover economic papers / Universität Hannover, Wirtschaftswissenschaftliche Fakultät dp-718), Hannover, 35 S.
Abstract
"As a new work style remote work has become an increasingly important factor for firms and their employees. Employees potentially benefit from a higher flexibility when working remotely. Firms can make use of this non-financial benefit to increase their attractiveness on the job market and to substitute financial wage payments to the employees. However, working remotely offers chances for the employees to engage in unproductive activities at the cost of productive working time. Hence, firms need to trade off the benefits against the costs in order to decide which degree of remote work is optimal. We use an agency model to examine the optimal degree of remote work and its interaction with the optimal incentive rate. Higher uncertainty in the productive outcome or higher risk aversion of the employee leads to both a lower degree of remote work and a lower incentive rate, while the effect of the employee's productivity on the degree of remote work is ambiguous. If pay-performance sensitivity is sufficiently high, an increase in the employee's productivity leads to a decrease in the degree of remote work, whereas it is the other way around for a low pay-performance sensitivity. In addition, we find that the optimal degree of remote work increases in the employee's preferred degree of remote work. While in the first-best solution the optimal degree of remote work is always higher than the preferred degree, in the second-best solution it can be higher or lower." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional employment change and the geography of telework in Europe (2024)
Zitatform
Bisello, Martina, Matteo Sostero, Chiara Litardi, John Hurley & Enrique Fernández-Macías (2024): Regional employment change and the geography of telework in Europe. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 63 S. DOI:10.2806/815188
Abstract
"The fast and steady recovery in employment following the COVID-19 pandemic in the EU benefited from proactive policy responses to the crisis and from resilient labor markets. Almost 90% of regions across the EU had exceeded their pre-pandemic employment levels by 2022; however, significant regional disparities remain. EU regions fared differently, depending on their economic specialization and notably on the concentration of jobs in knowledge-intensive services that can be performed remotely. The geography of telework across EU regions was primarily shaped by differences in occupational structure, and fast internet connectivity remains an essential enabling factor. Recent initiatives to support remote work in rural, peripheral or marginalized areas through the creation of coworking spaces show how dynamism and diversity in rural economies can be promoted." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work from Home and Disability Employment (2024)
Zitatform
Bloom, Nicholas, Gordon B. Dahl & Dan-Olof Rooth (2024): Work from Home and Disability Employment. (NBER working paper / National Bureau of Economic Research 32943), Cambridge, Mass, 34 S.
Abstract
"There has been a dramatic rise in disability employment in the US since the pandemic, a pattern mirrored in other countries as well. A similar increase is not found for any other major gender, race, age or education demographic. At the same time, work from home has risen four-fold. This paper asks whether the two are causally related. Analyzing CPS and ACS microdata, we find the increase in disability employment is concentrated in occupations with high levels of working from home. Controlling for compositional changes and labor market tightness, we estimate that a 1 percentage point increase in work from home increases full-time employment by 1.1% for individuals with a physical disability. A back of the envelope calculation reveals that the post pandemic increase in working from home explains 80% of the rise in full-time employment. Wage data suggests that WFH increased the supply of workers with a disability, likely by reducing commuting costs and enabling better control of working conditions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit (2024)
Boehm, Stephan A.; Schertler, Magdalena; Glumann, Nicola V.;Zitatform
Boehm, Stephan A., Magdalena Schertler & Nicola V. Glumann (2024): Von Diversität zu Inklusion: Aktuelle Forschung zu Behinderung und Telearbeit. In: Personal quarterly, Jg. 76, H. 1, S. 10-17.
Abstract
"Effektives Management von Diversität hat in den letzten Jahrzehnten zunehmend an Bedeutung gewonnen. Verschiedene Entwicklungen wie die zunehmende Migration, die steigende Erwerbsteilnahme von Frauen, sowie der demografische Wandel führen dazu, dass Teams immer diverser werden. Vor dem Hintergrund einer zunehmend älter werdenden Belegschaft gewinnt auch das Thema Behinderungsdiversität ständig an Relevanz. (Boehm/Dwertmann 2015) Diversität am Arbeitsplatz ist aus unterschiedlichen Gründen zu begrüßen, sei es aus moralischer Perspektive und dem Ruf nach mehr Gerechtigkeit oder aus wirtschaftlicher Perspektive, da ein breiterer Talentpool Wettbewerbs- und Innovationsvorteile verspricht. Tatsächlich haben Studien gezeigt, dass diversere Teams das Potenzial für eine höhere Kreativität und Leistung haben und besser komplexe Probleme lösen können.(homan et al., 2015; van Knippenberg et al., 2004) Gleichzeitig kann Diversität innerhalb eines Teams oder einer Organisation aber auch eine Quelle für Konflikte und Kommunikationsprobleme sein (Jackson et al., 2003; Nishii, 2013) In Wissenschaft und Praxis hat sich daher zunehmend die Erkenntnis durchgesetzt, dass Diversität eine notwendige, aber nicht hinreichende Bedingung für nachhaltigen Unternehmenserfolg ist. Tatsächlich scheint es erforderlich, Diversität nicht nur zu schaffen, sondern sie auch aktiv zu gestalten." (Textauszug, IAB-Doku, © Haufe-Lexware)
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Literaturhinweis
Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic (2024)
Zitatform
Boll, Christina, Dana Müller, Christopher Osiander & Simone Schüller (2024): Working from Home and Parental Childcare Division: Evidence from Two Years of the COVID-19 Pandemic. In: Social Politics, S. 1-27. DOI:10.1093/sp/jxae031
Abstract
"We investigate the dynamics of gendered parental childcare division across the coronavirus disease 2019 pandemic up until spring 2022. We employ unique data from a German (bi)monthly survey based on a random sample from administrative data (IAB-HOPP) and find dynamics toward a more equal division. Up to April 2021, drivers are couples with already care-involved fathers, while later on, couples with a strongly traditional division drive these changes. The latter shift emerges in parental constellations where fathers unilaterally gain working-from-home possibilities. Our results give moderate support for optimism but also point to an ambiguous role of working from home." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))