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
Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work (2023)
Zitatform
Kagerl, Christian & Julia Starzetz (2023): Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work. In: Journal of business economics, Jg. 93, H. 1/2, S. 229-265., 2022-11-01. DOI:10.1007/s11573-022-01124-6
Abstract
"In the wake of the COVID-19 pandemic, more firms than ever before have enabled their employees to work from home. Based on a representative firm survey in Germany, surveying 2.000 firms per month throughout the course of the pandemic (October 2020 until June 2022), this paper provides suggestive evidence concerning the effects of working from home (WFH) at different points in time during the pandemic and discusses implications for the future of work. We assess the potential of WFH in Germany to be 25–30% of private-sector employees. On the firm side, we find that higher WFH use is positively related to business success during the crisis, with increased employee productivity and employees working more hours when remote being possible mechanisms. Larger firms in particular are open towards expanding their WFH offerings in the future. During the pandemic, firms have experienced that WFH has worked well in many respects (e.g., productivity of employees, quality of work performed) and, for the future, they are willing to facilitate WFH in order to give their employees more flexibility, and to be considered an attractive employer. However, working on site brings advantages (e.g., communication, cooperation and onboarding of new employees) firms will not want to sacrifice, pointing towards a hybrid model of work." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
I wouldn't be working this way if I had a family - Differences in remote workers' needs for supervisor's family-supportiveness depending on the parental status (2023)
Zitatform
Kangas, Hilpi, Heini Pensar & Rebekah Rousi (2023): I wouldn't be working this way if I had a family - Differences in remote workers' needs for supervisor's family-supportiveness depending on the parental status. In: Journal of vocational behavior, Jg. 147. DOI:10.1016/j.jvb.2023.103939
Abstract
"This study investigates how working remotely blurs the boundaries between work and non-work domains by contrasting the experiences of employees with different parental status. The study further shows how leaders can mitigate this blurring via family-supportive supervisor behaviors (FSSB), and extends the concept to encompass non-work roles beyond the family. Working from home leads to an increasing intertwining of work and non-work roles, with family status playing a significant role in shaping boundary challenges and support needs. Through semi-structured interviews with 89 employees working from home in various industries, the study reveals that parents and non-parents, distinct in their challenges and requirements, exhibit varied demonstrated needs from their leaders. As parent employees require flexible boundaries to attend to their family responsibilities, non-parent employees need safeguards to maintain boundaries around their private life. The results underscore that FSSB benefit employees regardless of parental status. This study emphasizes the importance of employers tailoring their work-life programs to accommodate the diverse needs of employees, and recognizes the pivotal role of supervisors in attuning their supportive behaviors to employees' work-nonwork boundary needs and preferences." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Gender and the blurring boundaries of work in the era of telework—A longitudinal study (2023)
Zitatform
Karjalainen, Mira (2023): Gender and the blurring boundaries of work in the era of telework—A longitudinal study. In: Sociology Compass, Jg. 17, H. 1, S. e13029. DOI:10.1111/soc4.13029
Abstract
"This longitudinal study analyses gender and the blurring boundaries of work during prolonged telework, utilising data gathered during the different phases of the COVID-19 pandemic. The pandemic caused a major change in the knowledge work sector, which has characteristically been more prone to work leaking into other parts of life. The study examines the blurring boundaries of telework: between time and place, care and housework, and emotional, social, spiritual and aesthetic labour. The experiences of different genders regarding the blurring boundaries of work during long-term telework are scrutinised using a mixed methods approach, analysing two surveys (Autumn 2020: N = 87, and Autumn 2021: N = 94) conducted longitudinally in a consulting company operating in Finland. There were several gendered differences in the reported forms of labour, which contribute to the blurring boundaries of work. Some boundary blurring remained the same during the study, while some fluctuated. The study also showed how the gendered practices around the blurring boundaries of work transformed during prolonged telework. Blurring boundaries of work and attempts to establish boundaries became partially gendered, as gender and life situation were reflected in knowledge workers' experiences of teleworking." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Mobile Arbeit in der Zukunft: Klimaschutzbezogene Chancen und Risiken (2023)
Kimpeler, Simone; Hünecke, Katja; Kirstgen, Martin; Erdmann, Lorenz; Kachi, Aki; Röser, Frauke;Zitatform
Kimpeler, Simone & Lorenz Erdmann (2023): Mobile Arbeit in der Zukunft. Klimaschutzbezogene Chancen und Risiken. (Vorausschau für den Klimaschutz / Umweltbundesamt), Dessau-Roßlau, 43 S.
Abstract
"Künftig werden wohl immer mehr Menschen nicht mehr im Büro am Standort des Unternehmens oder der öffentlichen Einrichtung, sondern im Homeoffice, auf Dienstreisen oder in Coworking-Räumen arbeiten. Wie sieht die Mobile Arbeitswelt in der Zukunft aus? Was geschieht mit den klassischen Büroräumen? Wie verändern sich die privaten Räume? Wo siedeln sich künftig die Menschen an? Welche Konsumangebote und Dienstleistungen wird es wo geben?. Die vorliegende Broschüre aus der Reihe „Vorausschau für den Klimaschutz“ untersucht, welche Trends die Mobile Arbeit in Zukunft verändern werden, wie sich das auf den Klimaschutz auswirken kann und welche Gestaltungsmöglichkeiten sich für die Klimaschutzpolitik ergeben. „Mobile Arbeit in der Zukunft“ ist ein Ergebnis des Vorhabens „Strategische Früherkennung (Horizon Scanning) klimaschutzrelevanter Entwicklungen“ mit dem das Bundesministerium für Wirtschaft und Klimaschutz zusammen mit dem Umweltbundesamt die Maßnahme 3.5.4.3 des 2019 beschlossenen Klimaschutzprogramms 2030 umsetzt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Exploring the Gender Gap in Teleworking from Home. The Roles of Worker's Characteristics, Occupational Positions and Gender Equality in Europe (2023)
Zitatform
Kley, Stefanie & Thordis Reimer (2023): Exploring the Gender Gap in Teleworking from Home. The Roles of Worker's Characteristics, Occupational Positions and Gender Equality in Europe. In: Social indicators research, Jg. 168, H. 1, S. 185-206. DOI:10.1007/s11205-023-03133-6
Abstract
"Previous research suggests an under-representation of women among teleworkers before the Covid-19 pandemic. However, we know little about whether such a gender gap was substantial, and whether it could be explained by occupational gender segregation. We explore whether a gender gap in regularly teleworking existed in the EU-28 and analyse its possible constituents, drawing on data from the European Working Conditions Survey 2015. To form a group of potential teleworkers, the analytical sample was restricted to employees who made use of information and communication technology (N ≈ 16,000). Country fixed effects regression and multilevel models were applied. The results show that women were under-represented among teleworkers compared to men, also when occupational gender segregation is taken into account; the remaining gender gap in telework is estimated at 10%. For women, working part-time and working in the private sector was associated with lower incidences of telework, but not for men. Country characteristics explain a small but significant share of telework incidence. In countries that rank high on the Gender Equality Index and have a large public sector, telework was widespread, whereas it was less present in countries with higher shares of women in the fields of science and engineering. The findings support the view that the gender gap in teleworking from home is a matter of historically grown gender inequality." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Beyond the “Comforts” of work from home: Child health and the female wage penalty (2023)
Kouki, Amairisa;Zitatform
Kouki, Amairisa (2023): Beyond the “Comforts” of work from home: Child health and the female wage penalty. In: European Economic Review, Jg. 157. DOI:10.1016/j.euroecorev.2023.104527
Abstract
"Using data on American women and the health status of their children, this paper provides estimates of the effect of remote work on female wages. A temporary child health shock, which does not affect a woman's labor market outcomes beyond inducing her to work at home, is used as an instrument. Instrumental variable estimates indicate a substantial wage penalty that is more likely attributed to women's choices or assignments of less promotable job tasks when working from home. The findings are valuable in assessing the costs associated with remote flexibility, especially when children are required to stay at home during episodes of illness." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Die Praxis orts- und zeitflexiblen Arbeitens: Mobile Arbeit, betriebliche Vereinbarungen und Erfahrungen während der Corona-Pandemie (2023)
Krause, Christoph Jan; Matuschek, Ingo;Zitatform
Krause, Christoph Jan & Ingo Matuschek (2023): Die Praxis orts- und zeitflexiblen Arbeitens: Mobile Arbeit, betriebliche Vereinbarungen und Erfahrungen während der Corona-Pandemie. (Hans-Böckler-Stiftung. Study 486), Düsseldorf: Hans-Böckler-Stiftung, Düsseldorf, 145 S.
Abstract
"Damit orts- und zeitflexibles Arbeiten gelingt, müssen verschiedene Voraussetzungen erfüllt sein. Von Bedeutung sind unter anderem flexible Arbeitsorganisation, kollegiale Abstimmungsprozesse, Führungsstil der Vorgesetzten und nicht zuletzt Betriebs- und Dienstvereinbarungen. Anhand der Auswertung von Praxisbeispielen arbeitet diese Study die Erfahrungen von Betrieben mit dem sogenannten Homeoffice während der Corona-Pandemie auf. Es zeigt sich, dass mobiles Arbeiten dauerhaft an Relevanz gewonnen hat." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Flexibilisierung von Arbeitswelten in der digitalen Transformation und der Covid-19-Pandemie: Eine konfigurationstheoretische Analyse der funktionalen Umsetzung von Homeoffice (2023)
Krüger, Madlen Anna;Zitatform
Krüger, Madlen Anna (2023): Flexibilisierung von Arbeitswelten in der digitalen Transformation und der Covid-19-Pandemie. Eine konfigurationstheoretische Analyse der funktionalen Umsetzung von Homeoffice. (Zukunftsfähige Unternehmensführung in Forschung und Praxis), Wiesbaden: Springer Fachmedien Wiesbaden, 272 S.
Abstract
"Die Flexibilisierung von Arbeitswelten stellt eine zentrale Maßnahme für Unternehmen dar, um auf neue Anforderungen der Umwelt zu reagieren. Die Umsetzung flexibler Arbeitsmodelle muss daher wissenschaftlich erforscht und auf dieser Basis in der Praxis konkret gestaltet werden. Das vorliegende Buch untersucht empirisch die erfolgreiche Umsetzung von Homeoffice vor einem konfigurationstheoretischen Hintergrund. Es wird aufgezeigt, welche Faktoren die Umsetzung von Homeoffice in Organisationen beeinflussen, welche Konfigurationen von Faktoren in der Praxis besonders erfolgreich sind, und durch welche HR-Maßnahmen das Arbeitsmodell konkret gestaltet werden kann. Die Ergebnisse knüpfen an aktuelle Forschungen zu organisationalen Konfigurationen und zu neuen Arbeitswelten an und tragen außerdem dazu bei, künftig mehr positive Potentiale von Homeoffice nutzbar zu machen. Dazu gehören momentan besonders die Aufrechterhaltung des Arbeitsbetriebes während der Pandemie, eine leichtere Einbindung aller Arbeitskräfte in das Erwerbsleben und eine fortschreitende Gleichstellung der Geschlechter sowie ein sinkendes Verkehrsaufkommen in Zeiten des Klimawandels." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis -
Literaturhinweis
Working from Home and Work-Family Conflict (2023)
Zitatform
Laß, Inga & Mark Wooden (2023): Working from Home and Work-Family Conflict. In: Work, Employment and Society, Jg. 37, H. 1, S. 176-195. DOI:10.1177/09500170221082474
Abstract
"Longitudinal evidence on whether, and under what conditions, working from home is good or bad for family life is largely absent. Using 15 waves of data from the Household, Income and Labour Dynamics in Australia Survey, this study investigates the association between working from home and work–family conflict among parents. Fixed-effects structural equation models reveal that more hours worked at home are associated with less work–family conflict. This association, however, is only sizeable (and significant) for those working most of their hours at home. Furthermore, mothers benefit significantly more from home working than fathers. Additionally, mediation analysis suggests the association between working from home and work–family conflict is partly mediated by the level of schedule control, commuting time, and unsocial work hours. Whereas increased schedule control and less commuting among home workers reduce work–family conflict, home working is also associated with more unsocial work hours, which increases work–family conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working from home as an economic and social change: A review (2023)
Lee, Kangoh;Zitatform
Lee, Kangoh (2023): Working from home as an economic and social change: A review. In: Labour Economics, Jg. 85. DOI:10.1016/j.labeco.2023.102462
Abstract
"WFH (working from home) has been crucial to the economy during the Covid-19 pandemic and is expected to continue to grow in importance even after the pandemic. WFH is becoming more popular among employees due to benefits such as flexible work schedules and no or less frequent commuting. Given the prevalence of WFH, a large literature has studied various aspects of WFH, and this paper reviews the literature. As WFH is a work mode, the literature has mainly considered labor-economics related issues, including the feasibility of WFH across jobs and the effects of WFH on workers’ productivity and well-being. However, this paper views WFH as an economic and social change not just as a new work mode, as WFH has far-reaching effects on our society and economy. As such, this paper emphasizes the topics that have received relatively less attention such as WFH as a job amenity and the effects of WFH on the environment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Affective commitment, home-based working and the blurring of work–home boundaries: Evidence from Germany (2023)
Zitatform
Lott, Yvonne & Anja-Kristin Abendroth (2023): Affective commitment, home-based working and the blurring of work–home boundaries: Evidence from Germany. In: New Technology, Work and Employment, Jg. 38, H. 1, S. 82-102. DOI:10.1111/ntwe.12255
Abstract
"Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Home sweet home? Arbeits(t)raum Homeoffice: Eine qualitative Untersuchung zum Erleben des mobilen Arbeitens unter besonderer Berücksichtigung der Geschlechtergerechtigkeit (2023)
Lübcke, Stefanie; Ohlbrecht, Heike;Zitatform
Lübcke, Stefanie & Heike Ohlbrecht (2023): Home sweet home? Arbeits(t)raum Homeoffice. Eine qualitative Untersuchung zum Erleben des mobilen Arbeitens unter besonderer Berücksichtigung der Geschlechtergerechtigkeit. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 32, H. 2, S. 175-194. DOI:10.1515/arbeit-2023-0011
Abstract
"Spätestens seit Beginn der COVID-19-Pandemie wurde öffentlich vielfach diskutiert, welche Auswirkungen die Arbeit im Homeoffice auf die Beschäftigten hat und ob die Zunahme des mobilen Arbeitens neue Chancen für die Geschlechtergerechtigkeit birgt. An diesen Diskurs knüpft die Untersuchung an und widmet sich der Frage, wie das Homeoffice von den Beschäftigten erlebt wird. Auf der Grundlage der Auswertung von 28 qualitativen Interviews mit der Grounded Theory werden die Chancen und Risiken des Homeoffice betrachtet. Die zentralen Ergebnisse der Untersuchung sind, dass dieselben Elemente des Homeoffice sowohl als Belastung als auch als Entlastung wahrgenommen werden, dass das Erleben des Homeoffice von arbeitsbezogenen und von personenbezogenen Bedingungen beeinflusst wird und dass sich die Geschlechterungleichheit in traditionellen Paarbeziehungen mit Kind im Homeoffice verstärken kann." (Autorenreferat, IAB-Doku, © De Gruyter)
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Literaturhinweis
Bessere Vereinbarkeit im Homeoffice? Erfahrungen und Grenzgestaltungen von Eltern (2023)
Mallat, Anja;Zitatform
Mallat, Anja (2023): Bessere Vereinbarkeit im Homeoffice? Erfahrungen und Grenzgestaltungen von Eltern. (IAQ-Report 2023-08), Duisburg ; Essen, 20 S. DOI:10.17185/duepublico/79083
Abstract
"Homeoffice kann für Eltern zu mehr Flexibilität und Freiheit in ihrer Alltagsgestaltung, jedoch auch zu einer zunehmenden Entgrenzung der Lebensbereiche Beruf und Familie führen. Insbesondere erwerbsbezogene erweiterte Erreichbarkeiten werden in der Forschung als negative Konsequenz von Homeoffice bewertet. Der Beitrag zeigt auf, dass es aufseiten der Beschäftigten sehr verschiedene Sichtweisen auf das Arbeiten außerhalb regulärer Arbeitszeiten und folglich auch unterschiedliche Regulierungsbedarfe für eine gelingende Vereinbarkeit gibt. Deswegen gilt es, in der betrieblichen Praxis nicht einzig auf kollektive Regelungen zu erwerbsbezogenen Erreichbarkeiten zu fokussieren, sondern auch die Vereinbarkeitsideale der Beschäftigten zu berücksichtigen. Dies setzt zum einen voraus, Führungskräfte für Vereinbarkeitsfragen zu sensibilisieren. Zum anderen müssen die Beschäftigten familiäre und berufliche Leitbilder und Vereinbarkeitsideale reflektieren und befähigt werden, aktive Grenzsetzungsstrategien zu erlernen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Mechanisms Underlying the Effects of Work From Home on Careers in the Post-Covid Context (2023)
Zitatform
Matysiak, Anna, Agnieszka Kasperska & Ewa Cukrowska-Torzewska (2023): Mechanisms Underlying the Effects of Work From Home on Careers in the Post-Covid Context. (Working papers / Faculty of Economic Sciences, University of Warsaw 2023-28), Warsaw, 51 S.
Abstract
"This article explores how Work From Home (WFH) affects workers' career progression in the post-pandemic context of the United Kingdom, elucidating the mechanisms that drive these outcomes. Using data from the discrete choice experiment fielded between July and December 2022 among 1,000 managers, we show that teleworkers, whether in hybrid or full-time WFH arrangements, face a disadvantageous evaluation by managers compared to their office-based counterparts. The adverse effect of hybrid teleworking is due to the fact that employers consider hybrid workers are less productive than onsite workers. Full-time teleworkers are penalized even if they display the same performance at work as onsite workers. We demonstrate this penalty to be driven by the fact that managers consider full-time teleworkers to be less committed to work than onsite workers. Consistently with past research, we also find that WFH affects workers' careers differently depending on their gender and parental obligations and that managers' assumptions about workers' performance and commitment allow to explain at least some of these differences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does Working from Home Improve the Temporal Alignment of Work and Private Life? Differences Between Telework and Informal Overtime at Home by Gender and Family Responsibilities (2023)
Zitatform
Mergener, Alexandra, Ines Entgelmeier & Timothy Rinke (2023): Does Working from Home Improve the Temporal Alignment of Work and Private Life? Differences Between Telework and Informal Overtime at Home by Gender and Family Responsibilities. In: A.-K. Abendroth & L. Lükemann (Hrsg.) (2023): Flexible Work and the Family, S. 129-157. DOI:10.1108/S1530-353520230000021005
Abstract
"This chapter examines the extent to which Working from Home (WfH) affects the temporal alignment of work and private life, i.e., the consideration of personal and family interests in work scheduling, for male and female employees with and without children. A distinction is made between telework that is formally recognized home working time by the employer, and informal overtime at home that is not recorded. It is argued that while the first represents a job resource, by increasing flexibility in work scheduling, the latter constitutes a job demand, which hinders the consideration of personal and family responsibilities in work time planning. Due to differences in status beliefs, identification and the distribution of childcare, gender gaps as well as differences according to family responsibilities are predicted in these associations. Using data from the German BIBB/BAuA Employment Survey 2018, the temporal alignment of work and private life is found to be positively associated with telework, particularly so for men, and negatively associated with informal overtime at home, particularly so for women. While mothers do not benefit from telework during regular working hours in particular, they have the worst temporal alignment of work and private life when they work informal overtime at home." (Author's abstract, IAB-Doku, © Emerald) ((en))
Weiterführende Informationen
Inhaltsverzeichnis des kompletten Sammelwerks vom Verlag -
Literaturhinweis
So, Dear Applicant, Do You Mean Working from Home or Shirking from Home? (2023)
Zitatform
Moens, Eline, Elsy Verhofstadt, Luc Van Ootegem & Stijn Baert (2023): So, Dear Applicant, Do You Mean Working from Home or Shirking from Home? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16560), Bonn, 41 S.
Abstract
"Many applicants want a job with the possibility of telework. However, the literature is unclear on whether being explicit about this wish and the reason for it leads to negative consequences on hiring intentions. In this paper we therefore investigate how expressing a desire for telework, for work-life balance and for productivity in particular, impacts the probability of receiving an interview and what it signals to recruiters. To this end, we set up a state-of-the-art vignette experiment in which recruiters evaluate fictitious applicants for different jobs. As a result of this experimental set-up, the answers to our research questions can be interpreted causally, and external validity benefits from the heterogeneity of the jobs. We find that if the desire for work-life balance is the stated motivation, the preference is punished more severely than if the motivation is productivity. Compared to applicants who do not mention a preference for telework, recruiters are 5.1 percentage points less inclined to invite applicants who pronounce this desire for work-life balance to an interview and 2.1 percentage points less inclined to invite applicants for whom the motivation is productivity. Lastly, mentioning a telework preference for work-life balance has a clear negative effect on anticipated achievement striving, commitment, and availability." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employer perspectives on employee work location: collaboration, culture and control (2023)
Mulcahy, Diane; Andreeva, Tatiana;Zitatform
Mulcahy, Diane & Tatiana Andreeva (2023): Employer perspectives on employee work location: collaboration, culture and control. (Working paper / Bruegel 2023,05), Brüssel, 35 S.
Abstract
"This paper discusses employers’ experience of working fully remotely during the pandemic, and their approaches to returning to the office following the pandemic. We chose to focus on the point of view of the employer since it is relatively less explored; much more is available and written on the views and opinions of employees about remote work and return to office. To understand the employer’s perspective, we reviewed existing research evidence, and carried out eleven structured interviews with corporate leaders about their experiences with remote, in-office and hybrid work. Our literature review suggests that remote work does not have negative effects on performance. Similarly, the small sample of employers we interviewed experienced very strong company and employee performance while operating their businesses fully remotely. All employers we interviewed are implementing a hybrid return-to-office policy, although the specifics of the policies are different for each company. No employer was returning to full in-office work. We focused our literature review and interviews on the impact of remote work on employee collaboration, firm culture and manager control, which we call ‘the 3 Cs’. We found that leaders maintain a belief that employee collaboration is negatively impacted by remote work, but the evidence to support this assumption is mixed. Firm culture is often cited by employers as an important rationale for bringing employees back to the office, but the research evidence and our interviewees suggest that the notion of culture is vague and the idea that better culture is supported by in-office work is not supported by any data. Finally, the shift to remote work caused corporate leaders and front-line managers to worry about effectively managing employees they couldn’t see every day. We found that companies did not widely begin implementing employee monitoring systems in lieu of onsite management. Our interviews suggest that much learning remains to transition managers and leaders to effectively managing remote or hybrid employees and teams. (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Challenges of Working from Home in Software Development during COVID-19 Lockdowns (2023)
Zitatform
Müller, Katharina, Christian Koch, Dirk Riehle, Michael Stops & Nikolay Harutyunyan (2023): Challenges of Working from Home in Software Development during COVID-19 Lockdowns. In: ACM transactions on software engineering and methodology, Jg. 32, H. 5, 2023-01-17. DOI:10.1145/3579636
Abstract
"The COVID-19 pandemic in 2020/2021/2022 and the resulting lockdowns forced many companies to switch to working from home, swiftly, on a large scale, and without preparation. This situation created unique challenges for software development, where individual software professionals had to shift instantly from working together at a physical venue to working remotely from home. Our research questions focus on the challenges of software professionals who work from home due to the COVID-19 pandemic, which we studied empirically at a German bank. We conducted a case study employing a mixed methods approach. We aimed to cover both the breadth of challenges via a quantitative survey, as well as a deeper understanding of these challenges via the follow-up qualitative analysis of fifteen semi-structured interviews. In this paper, we present the key impediments employees faced during the crisis, as well as their similarities and differences to the known challenges in distributed software development (DSD). We also analyze the employees’ job satisfaction and how the identified challenges impact job satisfaction.In our study, we focus on challenges in communication, collaboration, tooling, and management. The findings of the study provide insights into this emerging topic of high industry relevance. At the same time, the study contributes to the existing academic research on work from home and on the COVID-19 pandemic aftermath" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Remote Work, Wages, and Hours Worked in the United States (2023)
Zitatform
Pabilonia, Sabrina Wulff & Victoria Vernon (2023): Remote Work, Wages, and Hours Worked in the United States. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16420), Bonn, 48 S.
Abstract
"Remote wage employment gradually increased in the United States during the four decades prior to the pandemic, then surged in 2020 due to social distancing policies implemented to stem the spread of COVID-19. Using the 2010–2021 American Community Survey, the authors examine trends in wage and hours differentials for full-time remote workers and office-based workers as well as within occupation differences in wage growth by work location. Throughout the period, remote workers earned higher wages than those working on-site, and the difference increased sharply during the pandemic. Real wages grew 4.4 percent faster for remote workers within detailed occupation groups and remote work intensity was positively associated with wage growth across occupations. Before the pandemic, remote workers worked substantially longer hours per week than on-site workers, but by 2021, hours were similar." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern (2023)
Zitatform
Pauliks, Johanna Elisabeth, Reinhard Schunck & Yvonne Lott (2023): Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 75, H. 3, S. 319-340. DOI:10.1007/s11577-023-00910-6
Abstract
"Dieser Beitrag geht der Frage nach, wie sich die tatsächliche Arbeitszeit von Müttern und Vätern verändert, wenn sie die Möglichkeit erhalten, im Homeoffice zu arbeiten. Ausgehend von der Principle-Agent-Theorie, der sozialen Austauschtheorie und der Work/Family-Border-Theorie wurde mit längsschnittlichen Daten des deutschen Beziehungs- und Familienpanels (pairfam) geprüft, ob eine Veränderung der tatsächlichen Arbeitszeit zu beobachten ist, wenn die Möglichkeit besteht, im Homeoffice zu arbeiten. Um mögliche Selektionseffekte auszuschließen, wurden sowohl konventionelle Fixed-Effects- als auch Fixed-Effects-Individual-Slope-Modelle zur Schätzung des Effekts vom Zugang zu Homeoffice auf die Arbeitszeit von Vätern und Müttern verwendet. Bei Vätern sind die geschätzten Zusammenhänge zwischen dem Zugang zum Homeoffice und der tatsächlichen Arbeitszeit klein und statistisch nicht signifikant. Bei Müttern zeigen sich positive, substanzielle und – in Abhängigkeit von der Modellspezifikation – statistisch signifikante Zusammenhänge." (Autorenreferat, IAB-Doku, © Springer-Verlag)