Homeoffice – Mobiles Arbeiten zu Hause
Arbeiten von zu Hause aus - in den eigenen vier Wänden - bietet sowohl für Beschäftigte als auch für Unternehmen Vorteile einer größeren Flexibilität. Bislang war diese Art des Arbeitens allerdings noch nicht so verbreitet - trotz der fortschreitenden Digitalisierung. Die Corona-Pandemie hat nun die Einstellungen gegenüber Homeoffice sowohl bei den beschäftigten Frauen und Männern als auch bei den Führungskräften in eine neue Richtung gelenkt.
Die Infoplattform beleuchtet die Chancen und Herausforderungen mobilen Arbeitens von zu Hause für Beschäftigte und Unternehmen und zeigt Handlungsanforderungen auf.
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Literaturhinweis
Teleworking through the gender looking glass: Facts and gaps (2023)
Touzet, Chloé;Zitatform
Touzet, Chloé (2023): Teleworking through the gender looking glass: Facts and gaps. (OECD social, employment and migration working papers 285), Paris, 39 S. DOI:10.1787/8aff1a74-en
Abstract
"This paper takes stock of existing data and research on the gendered dimension of teleworking, to foster efficient data collection and evidence-based monitoring of the phenomenon in the future. Analysing existing data on work from home, teleworking, teleworkability and preferences for work from home highlights the need for a consistently defined teleworking concept to be used across sources. A literature review of existing results finds mixed effects of teleworking on work-life balance inequalities, on the gender wage gap, and on gender disparities in career progression. Prevailing gender norms are likely to mediate the effect of teleworking on all three outcomes and should be a focus of future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Erwerbs- und Lebenslagen von Über-60-Jährigen: Mit Pandemiebeginn arbeiteten auch Ältere mehr im Homeoffice als davor (2023)
Zitatform
Trahms, Annette, Basha Vicari & Christian Westermeier (2023): Erwerbs- und Lebenslagen von Über-60-Jährigen: Mit Pandemiebeginn arbeiteten auch Ältere mehr im Homeoffice als davor. (IAB-Kurzbericht 7/2023), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2307
Abstract
"Von der Covid-19-Pandemie waren Über-60-Jährige mehrfach betroffen. Einerseits wegen des höheren Risikos für einen schweren Infektionsverlauf. Andererseits wirkte sich der Rückgang der betrieblichen Arbeitskräftenachfrage infolge von Kontaktbeschränkungen insbesondere auf die atypische Beschäftigung aus: Dazu zählen auch Minijobs, die gerade für ältere Beschäftigte und Rentenbeziehende eine häufige Erwerbsform darstellen. Mit Daten des IAB untersuchen die Autorinnen pandemiebedingte Veränderungen in verschiedenen Erwerbs- und Lebenslagen von 60- bis 70-jährigen Beschäftigten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries (2023)
Zitatform
Tsen, Mung Khie, Manli Gu, Chee Meng Tan & See Kwong Goh (2023): Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries. In: Social indicators research, Jg. 168, H. 1, S. 511-538. DOI:10.1007/s11205-023-03138-1
Abstract
"Working from home (WFH) has had both positive and negative impacts on the work conduct. To maximise the benefits of homeworking, previous literature mainly focuses on creating self-help strategies for homeworkers to reduce work stress and maintain work engagement. However, fewer studies take on the policymaker perspective and evaluate optimal working conditions in the homeworking context. Using the Job Demands-Resources (JD-R) model, this study evaluates the effects of various work characteristics (job demands and resources) on the stress and engagement of infrequent and frequent homeworkers. Using the sixth European Working Conditions Survey 2015 which contains 5090 participants from 34 European countries, we studied 6 job demands and 5 job resources via Exploratory Factor Analysis. After testing the model's fitness using Confirmatory Factor Analysis, multiple mixed-effects models were used to test the job demands and resource effects on worker stress and engagement. Dominance Analysis was then used to identify the relative importance of each job demand and resource when explaining employee stress and engagement. We found emotional demands, time pressure, and workload to be the top three demand factors that cause work stress across the groups. Other than daily homeworkers, a positive and fair social climate is the most prominent resource able to boost job engagement across all of the other groups. By identifying the homeworkers' most influential demands and resources, this study will help managers better understand the steps to take to provide healthy job conditions for homeworkers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
New Work zwischen Entgrenzung und Empowerment (2023)
Urban, Hans-Jürgen;Zitatform
Urban, Hans-Jürgen (2023): New Work zwischen Entgrenzung und Empowerment. In: Aus Politik und Zeitgeschichte, Jg. 73, H. 46, S. 17-22.
Abstract
"Der Begriff "New Work" ist in aller Munde. Dabei ist New Work kein exakt definierter Terminus technicus. Vielmehr kann er in der aktuellen Debatte als Chiffre für alles verstanden werden, was neu an der Arbeit der Zukunft sein oder vermutet wird, und zugleich für das, was neu sein soll. Somit findet New Work als analytischer, prognostischer und zugleich als normativer Begriff Anwendung. Begriffshistorisch geht der Terminus "New Work" auf den Sozialphilosophen Frithjof Bergmann zurück. Er stellte ihn in das Zentrum seiner Anthropologie und Sozialtheorie. In dieser formulierte Bergmann das Zielbild einer befreiten (Erwerbs-)Arbeit, in der die Menschen nur das verrichten, "was sie wirklich, wirklich wollen." Das Ziel der Neuen Arbeit bestehe nicht darin, "die Menschen von der Arbeit zu befreien, sondern die Arbeit so zu transformieren, damit sie freie, selbstbestimmte, menschliche Wesen hervorbringt." Die Konzepte von New Work in den gegenwärtigen arbeitswissenschaftlichen und politischen Debatten haben sich zumeist vom sozialutopischen Gehalt der bergmannschen Ideen entfernt. Das Institut für angewandte Arbeitswissenschaft begreift New Work als einen "Sammelbegriff für Konzepte und Maßnahmen zur Gestaltung zukunftsfähiger, wertschöpfender und sinnstiftender Arbeit sowie deren Bedingungen und Umgebungen." Die Fraunhofer-Gesellschaft definiert New Work als eine "erwerbsorientierte Arbeit mit einer Arbeitsweise, die durch ein hohes Maß an Virtualisierung von Arbeitsmitteln, Vernetzung von Personen, Flexibilisierung von Arbeitsorten, -zeiten und -inhalten gekennzeichnet ist." Und die Bundesvereinigung der Deutschen Arbeitgeberverbände fordert unter dem Stichwort "New Work" die Verkürzung der gesetzlich vorgeschriebenen Ruhezeiten zwischen Ende und Beginn der Arbeit, die Verschiebung der Höchstarbeitszeit auf die wöchentliche statt auf die tägliche Arbeitszeit sowie die Option, die Pflicht zur Aufzeichnung der Arbeitszeit auf die Beschäftigten delegieren zu können. In den folgenden Ausführungen ist unter New Work oder Neuer Arbeit eine Erwerbsarbeit zu verstehen, die auf der Grundlage digitalisierter Arbeits- und Kommunikationsmittel an Orts- und Zeitflexibilität gewinnt und die sich oftmals in einer neuen, freilich interessenpolitisch umkämpften Arbeitskultur entwickelt. Dabei richtet sich der Blick aus der Interessenperspektive der abhängig Arbeitenden auf Möglichkeiten und Gefahren der Neuen Arbeit, um Elemente einer arbeitskraftzentrierten Gestaltungspolitik zu skizzieren. Im Vordergrund steht das Modell des Homeoffice als eine dominante Form digitalisierter und mobiler Arbeit. Homeoffice kann in der Sozialform der abhängigen Beschäftigung innerhalb der Arbeits- und Sozialverfassung, aber auch als soloselbstständige Arbeit im Rahmen von Click- und Crowdworking in der Plattformökonomie organisiert sein." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Employee preferences for working from home in Australia (2023)
Vij, Akshay ; Barrie, Helen ; Washington, Lynette ; Souza, Flavio F.; Sarmiento, Sergio ; Anilan, V.;Zitatform
Vij, Akshay, Flavio F. Souza, Helen Barrie, V. Anilan, Sergio Sarmiento & Lynette Washington (2023): Employee preferences for working from home in Australia. In: Journal of Economic Behavior & Organization, Jg. 214, S. 782-800. DOI:10.1016/j.jebo.2023.08.020
Abstract
"We surveyed 1,113 Australian employees with jobs that have some capability of being done remotely at least some of the time. Survey respondents were presented stated preference experiments where they were offered a choice between alternative working arrangements for their present job that varied in terms of ability to work remotely and wage rates. This data was used to develop and estimate a discrete choice model of worker preferences for remote working. We found that the average worker in our sample would be willing to forego roughly 4 - 8 per cent of their annual wages to have the ability to work remotely some workdays and/or workhours. However, we found considerable heterogeneity across our sample. Roughly 55 per cent of the sample were not willing to forego wages to have the ability to work remotely, while roughly 20 per cent were willing to forego 16 - 33 per cent in annual wages for the same. We found that attitudes towards the impacts of remote working on human relations were a significant predictor of these differences. Workers who did not value the ability to work remotely were more concerned about negative impacts on their relationships with their colleagues, supervisors, and the firm as a whole, as well as opportunities for learning and career advancement." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Working from Home and Worker Well-being: New Evidence from Germany (2023)
Zitatform
Yang, Duanyi, Erin L. Kelly, Laura D. Kubzansky & Lisa Berkman (2023): Working from Home and Worker Well-being: New Evidence from Germany. In: ILR review, Jg. 76, H. 3, S. 504-531. DOI:10.1177/00197939221148716
Abstract
"The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers’ well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women’s well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote Work and Post-Bureaucracy: Unintended Consequences of Work Design for Gender Inequality (2023)
Zitatform
de Laat, Kim (2023): Remote Work and Post-Bureaucracy: Unintended Consequences of Work Design for Gender Inequality. In: ILR review, Jg. 76, H. 1, S. 135-159. DOI:10.1177/00197939221076134
Abstract
"In-depth interviews with IT employees (N = 84) working under two types of work design—a post-bureaucratic work design labeled “agile,” and a bureaucratic work design labeled “waterfall”—are used to examine gendered patterns in the adoption of remote work. Interviews reveal an unintended consequence of the agile model: It promotes a physical orientation that induces on-site work. Agile is gender-inegalitarian, with more women than men working remotely despite its perceived unacceptability, and low numbers of employees working remotely overall. By contrast, workers within a waterfall work design express a digital orientation to work and feel empowered to work remotely. The waterfall model is associated with gender egalitarianism; most employees opt to work remotely, and men and women do so in even numbers. Findings suggest that when compared to the post-bureaucratic work design, the bureaucratic work design provides more flexibility. This article refines our understanding of barriers to remote work and provides a lens on the gender dynamics underlying work design." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family (2023)
Zitatform
de Laat, Kim (2023): Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family. In: Work and occupations online erschienen am 23.10.2023, S. 1-36. 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
Future of Jobs Report 2023: Insight Report (2023)
Zitatform
World Economic Forum (2023): Future of Jobs Report 2023. Insight Report. (The future of jobs report), Cologny/Geneva, 295 S.
Abstract
"The Future of Jobs Report 2023 explores how jobs and skills will evolve over the next five years. This fourth edition of the series continues the analysis of employer expectations to provide new insights on how socio-economic and technology trends will shape the workplace of the future." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unlocking the potential of teleworking to address labour shortages in the Ems-Achse, Germany (2023)
Zitatform
OECD (2023): Unlocking the potential of teleworking to address labour shortages in the Ems-Achse, Germany. (OECD Local Economic and Employment Development working papers 2023,18), Paris, 66 S. DOI:10.1787/ea8dc114-en
Abstract
"In the north-western corner of Germany, the Ems-Achse, a rural region, has witnessed a decade of economic growth. This growth has exacerbated labour shortages, primarily due to an aging population and the outmigration of youth. Acknowledging the potential of teleworking, regional stakeholders aim to explore its capacity to address labour gaps and attract a broader talent pool. This paper delves into three main dimensions for harnessing teleworking's potential: activating individuals who are not currently seeking employment, expanding the talent pool to include surrounding areas, and attracting workers from congested urban areas or overseas. To facilitate successful teleworking, the region can bolster its high-speed internet infrastructure, promote a culture of flexibility in management and nurture digital skills. Additionally, increasing opportunities for higher education, improving public transportation and enhancing international accessibility could help profile the Ems-Achse as an attractive hub for teleworkers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Transitions to parenthood, flexible working and time-based work-to-family conflicts: A gendered life course and organisational change perspective (2022)
Zitatform
Abendroth, Anja-Kristin (2022): Transitions to parenthood, flexible working and time-based work-to-family conflicts: A gendered life course and organisational change perspective. In: Journal of Family Research, Jg. 34, H. 4, S. 1033-1055. DOI:10.20377/jfr-730
Abstract
"Objective: This study investigates how flexitime and flexiplace moderate the consequences of transitions to parenthood for time-based work-to-family conflicts for women and men, and whether the normalisation of their use in organisations additionally contributes to reducing work-to-family conflicts. Background: Although flexible working has been described as a resource for better aligning demands in the domains of work and family, the findings of previous - mainly cross-sectional – research on its consequences for work–family conflict are inconsistent. Method: Individual fixed effects analyses were conducted using linked employer-employee panel data for 1,973 partnered men and 1575 partnered women in 132 large work organisations in Germany. Results: Time-based work-to-family conflicts after transition to parenthood increased for men but decreased for women. This can be explained by women reducing their working hours. However, work-to-family conflicts remained rather stable despite of the transition to parenthood among women who used flexitime. This can partly be explained by their weaker work-to-family conflicts already before the transition as well as to adjustments in work investments being less common among them. There is some evidence that the normalisation of flexitime and flexiplace in the organisation is associated with fewer work-to-family conflicts among women and men. Conclusion: Flexitime seems to be not an additional but an alternative resource to decrease the likelihood of more frequent time-based work-to-family conflicts after transition to parenthood among women. The normalization of flexible working depicts organizational change towards more family-friendliness." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
COVID-19, normative attitudes and pluralistic ignorance in employer-employee relationships (2022)
Abraham, Martin ; Grimm, Veronika; Collischon, Matthias ; Schnabel, Claus ; Moser, Klaus; Stephan, Gesine ; Kreuter, Frauke ; Trappmann, Mark ; Niessen, Cornelia ; Wolbring, Tobias ;Zitatform
Abraham, Martin, Matthias Collischon, Veronika Grimm, Frauke Kreuter, Klaus Moser, Cornelia Niessen, Claus Schnabel, Gesine Stephan, Mark Trappmann & Tobias Wolbring (2022): COVID-19, normative attitudes and pluralistic ignorance in employer-employee relationships. In: Journal for labour market research, Jg. 56, 2022-10-18. DOI:10.1186/s12651-022-00325-4
Abstract
"Employment relationships are embedded in a network of social norms that provide an implicit framework for desired behaviour, especially if contractual solutions are weak. The COVID-19 pandemic has brought about major changes that have led to situations, such as the scope of short-time work or home-based work in a firm. Against this backdrop, our study addresses three questions: first, are there social norms dealing with these changes; second, are there differences in attitudes between employees and supervisors (misalignment); and third, are there differences between respondents’ average attitudes and the attitudes expected to exist in the population (pluralistic ignorance). We find that for the assignment of short-time work and of work at home, there are shared normative attitudes with only small differences between supervisors and nonsupervisors. Moreover, there is evidence for pluralistic ignorance; asked for the perceived opinion of others, respondents over- or underestimated the consensus in the (survey) population. Such pluralistic ignorance can contribute to the upholding of a norm even if individuals do not support the norm, with potentially far-reaching consequences for the quality of the employment relationship and the functioning of the organization. Our results show that, especially in times of change, social norms should be considered for the analysis of labour markets." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate (2022)
Adamovic, Mladen ; Mendoza, Antonette; Olsen, Jesse; Gulyas, Andre; Gahan, Peter; Shallcross, David;Zitatform
Adamovic, Mladen, Peter Gahan, Jesse Olsen, Andre Gulyas, David Shallcross & Antonette Mendoza (2022): Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate. In: The International Journal of Human Resource Management, Jg. 33, H. 17, S. 3492-3525. DOI:10.1080/09585192.2021.1913623
Abstract
"Previous research has shown that virtual work provides benefits to individual employees (e.g. less stress, higher job satisfaction, and higher productivity), the organization (e.g. lower real estate costs and higher commitment and performance) and, potentially, society at large (less traffic, less pollution, and lower healthcare costs through reduced stress and work-family conflict). To realize the potential benefits associated with virtual work, many organizations have introduced new policies to enable employees to work virtually. However, research evidence and media reports indicate that many employees are hesitant to utilize the opportunity to work virtually. To better understand this gap between formal organizational policies and actual adoption, we investigate the predictors and conditions of virtual work adoption. Drawing on Lewin’s field theory and Bandura’s social cognitive theory, we examine the extent to which virtual work self-efficacy, virtual work climate, and their interaction predict individual adoption of virtual work arrangements. To test our hypotheses, we conducted a survey study of 256 employees from a multinational information technology company. Our results suggest that an effective virtual work climate encourages employees with low virtual work self-efficacy to engage in more virtual work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work That Can Be Done from Home: Evidence on Variation within and across Occupations and Industries (2022)
Zitatform
Adams-Prassl, Abigail, Teodora Boneva, Marta Golin & Christopher Rauh (2022): Work That Can Be Done from Home: Evidence on Variation within and across Occupations and Industries. In: Labour Economics, Jg. 74. DOI:10.1016/j.labeco.2021.102083
Abstract
"Using large, geographically representative surveys from the US and UK, we document variation in the percentage of tasks workers can do from home. We highlight three dimensions of heterogeneity that have previously been neglected. First, the share of tasks that can be done from home varies considerably both across as well as within occupations and industries. The distribution of the share of tasks that can be done from home within occupations, industries, and occupation-industry pairs is systematic and remarkably consistent across countries and survey waves. Second, as the pandemic has progressed, the share of workers who can do all tasks from home has increased most in those occupations in which the pre-existing share was already high. Third, even within occupations and industries, we find that women and workers with less stable work arrangements can do fewer tasks from home. Using machine-learning methods, we extend our working-from-home measure to all disaggregated occupation-industry pairs." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Taxes and Telework: The Impacts of State Income Taxes in a Work-from-Home Economy (2022)
Agrawal, David R.; Brueckner, Jan K.;Zitatform
Agrawal, David R. & Jan K. Brueckner (2022): Taxes and Telework: The Impacts of State Income Taxes in a Work-from-Home Economy. (CESifo working paper 9975), München, 43 S.
Abstract
"This paper studies the interstate effects of decentralized taxation and spending when individuals can work from home (WFH). Because WFH decouples population and employment, the analysis of tax impacts on state populations, employment levels, wages and housing prices is radically different than in the standard model where individuals live and work in the same state. Which state can tax teleworkers—leading to either source or residence taxation—matters for tax impacts under WFH. Our main findings, which pertain to the employment and wage effects of WFH, show that a shift from a non-WFH economy to WFH reduces employment and raises the wage in high-tax states, with larger effects under source taxation. Once WHF is established, an increase in a state’s tax rate either reduces employment further while raising the wage (source taxation) or leaves the labor market unaffected (residence taxation). The analysis also shows that the residence-taxation equilibrium is efficient, while source taxation is inefficient." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Will the Remote Work Revolution Undermine Progressive State Income Taxes? (2022)
Agrawal, David R.; Stark, Kirk J.;Zitatform
Agrawal, David R. & Kirk J. Stark (2022): Will the Remote Work Revolution Undermine Progressive State Income Taxes? (CESifo working paper 9805), München, 81 S.
Abstract
"The remote work revolution raises the possibility that a larger segment of the population will be able to sever the geographic linkage between home and work. What are the taxing rights of states as to nonresident remote workers? May a state impose income taxes on nonresident employees only to the extent they are physically working within the state? Does state taxing power extend to all income derived from in-state firms, including wages paid to those who never set foot in the state? Standard sourcing rules attribute wage income to the employee's physical location. In the presence of remote work, however, rigid adherence to this physical presence rule could intensify the progressivity-limiting dynamics of federalism by reducing the costs to households of exploiting labor income tax differentials across jurisdictions. We document the rise of remote work and the status of state-level income tax progressivity as well as its evolution over time. We consider how alternative legal rules for the sourcing of income can affect telework-induced mobility, but conclude that, regardless of which sourcing regime prevails in coming legal battles, the rise of remote work is likely to limit redistribution via state income taxes. While some sourcing rules may better preserve progressivity in the short term than others, the more fundamental threat to progressive state tax regimes derives from remote work's long-term erosion of the benefits of urban spatial clustering. To the extent that the nation's productive cities lose their allure as centers of agglomeration and the wages of high-skilled workers in these cities fall, the ability of their host states to pursue redistributive tax policies will likely be constrained. These deglomeration effects will arise regardless of how state taxing rights are adapted for the remote work era, and therefore may carry with them implications for income tax progressivity at the federal level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home around the World (2022)
Aksoy, Cevat Giray; Davis, Steven J.; Barrero, José María; Bloom, Nicholas; Zarate, Pablo ; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2022): Working from Home around the World. In: Brookings Papers on Economic Activity H. Fall, S. 1-66.
Abstract
"The pandemic triggered a large, lasting shift to work from home (WFH). To study this shift, we survey full-time workers who finished primary school in 27 countries as of mid 2021 and early 2022. Our cross-country comparisons control for age, gender, education, and industry and treat the U.S. mean as the baseline. We find, first, that WFH averages 1.5 days per week in our sample, ranging widely across countries. Second, employers plan an average of 0.7 WFH days per week after the pandemic, but workers want 1.7 days. Third, employees value the option to WFH 2-3 days per week at 5 percent of pay, on average, with higher valuations for women, people with children and those with longer commutes. Fourth, most employees were favorably surprised by their WFH productivity during the pandemic. Fifth, looking across individuals, employer plans for WFH levels after the pandemic rise strongly with WFH productivity surprises during the pandemic. Sixth, looking across countries, planned WFH levels rise with the cumulative stringency of government-mandated lockdowns during the pandemic. We draw on these results to explain the big shift to WFH and to consider some implications for workers, organization, cities, and the pace of innovation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from Home around the World (2022)
Aksoy, Cevat Giray; Dolls, Mathias; Barrero, José María; Davis, Steven J.; Zarate, Pablo ; Bloom, Nicholas;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2022): Working from Home around the World. (CESifo working paper 9938), München, 66 S.
Abstract
"The pandemic triggered a large, lasting shift to work from home (WFH). To study this shift, we survey full-time workers who finished primary school in 27 countries as of mid 2021 and early 2022. Our cross-country comparisons control for age, gender, education, and industry and treat the U.S. mean as the baseline. We find, first, that WFH averages 1.5 days per week in our sample, ranging widely across countries. Second, employers plan an average of 0.7 WFH days per week after the pandemic, but workers want 1.7 days. Third, employees value the option to WFH 2-3 days per week at 5 percent of pay, on average, with higher valuations for women, people with children and those with longer commutes. Fourth, most employees were favorably surprised by their WFH productivity during the pandemic. Fifth, looking across individuals, employer plans for WFH levels after the pandemic rise strongly with WFH productivity surprises during the pandemic. Sixth, looking across countries, planned WFH levels rise with the cumulative stringency of government-mandated lockdowns during the pandemic. We draw on these results to explain the big shift to WFH and to consider some implications for workers, organization, cities, and the pace of innovation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Time Savings When Working from Home (2022)
Aksoy, Cevat Giray; Bloom, Nicholas; Barrero, José María; Zarate, Pablo ; Davis, Steven J.; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, José María Barrero, Nicholas Bloom, Steven J. Davis, Mathias Dolls & Pablo Zarate (2022): Time Savings When Working from Home. (SocArXiv papers), [Charlottesville, VA], 11 S. DOI:10.31235/osf.io/6veyt
Abstract
"We quantify the commute time savings associated with work from home, drawing on data for 27 countries. The average daily time savings when working from home is 72 minutes in our sample. We estimate that work from home saved about two hours per week per worker in 2021 and 2022, and that it will save about one hour per week per worker after the pandemic ends. Workers allocate 40 percent of their time savings to their jobs and about 11 percent to caregiving activities. People living with children allocate more of their time savings to caregiving." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitszeiten in der Corona-Krise: Länger, kürzer oder flexibler? (2022)
Backhaus, Nils;Zitatform
Backhaus, Nils (2022): Arbeitszeiten in der Corona-Krise: Länger, kürzer oder flexibler? In: L. Bellmann & W. Matiaske (Hrsg.) (2022): Sozio-Ökonomik der Corona-Krise, S. 193-225.
Abstract
"Im Spiegel des Infektionsgeschehens und der wirtschaftlichen Situation hat die SARS-CoV-2-Pandemie die Arbeitszeiten vieler Erwerbstätiger stark verändert. Daten zu diesen Veränderungen und mögliche Auswirkungen auf Sicherheit und Gesundheit stehen im Fokus des Beitrags. Im Rahmen von Kurzarbeit oder besonders hoher Arbeitsbelastung mussten viele Arbeitszeiten verkürzt oder verlängert werden. Viele verlagerten ihre Arbeitszeiten erstmalig oder deutlich häufiger auf untypische Arbeitszeiten, z.B. auf das Wochenende oder in die Abendstunden, um die Anwesenheit im Betrieb zu entzerren oder um Betreuungsaufgaben nachzukommen. Zeitliche Entgrenzung ist insbesondere bei der Arbeit von zuhause ein viel beobachtetes Phänomen. Abschließend werden mögliche Entwicklungen und sich daraus ergebende zukünftige Herausforderungen für die Arbeitszeitgestaltung diskutiert." (Autorenreferat, IAB-Doku)