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Working from Home: What is the Effect on Employees’ Effort?
Abstract
This paper investigates how working from home affects employees’ work effort. Employees who have the possibility to work from home have a high autonomy in scheduling and organizing their work and are therefore assumed to have a higher intrinsic motivation. Thus, we expect working from home to positively influence work effort of employees. We introduce a theoretical model that analyzes whether intrinsic motivation influences the impact of working from home on employees’ work effort. To account for the self-selection into working locations, we use an instrumental variable (IV) estimation strategy. Our empirical results indicate that working from home has a positive influence on employees’ work effort. In addition, we show that working from home indeed increases intrinsic motivation and thus employees’ work effort. Moreover, we find that the frequency of working from home also matters. The more frequently employees work from home, the higher the work effort they provide is.
... Researchers have used varied terms to describe remote work including telecommuting, telework, work from home, and e-work (Charalampous et al., 2018;Brunelle and Fortin, 2021;Nilles, 1975;Rupietta and Beckmann, 2018). This paper will use the term remote work as defined as work performed independent of time and location. ...
... All methods serve to advance the understanding of the impacts of remote work on employee autonomy and well-being. Rupietta and Beckmann (2018) assessed employee autonomy by measuring work effort, hypothesising that autonomy associated with the flexibility of remote work would increase employees' work effort. By accessing the annual Socio-Economic Panel dataset of the German Institute for Economic Research from 2009, these researchers studied self-reported data for over 22,000 employees. ...
... Additionally, employee intrinsic motivation was self-reported. Rupietta and Beckmann (2018) found that remote work had a direct positive impact on effort calculated as 4.46 extra weekly working hours. After adjusting for socio-economic background and job characteristics, the extra weekly work hours were calculated at 2.51, maintaining statistical significance. ...
During the COVID-19 pandemic, organizations transitioned their operations to remote work. To better understand the effects of remote work, this paper reviews research on employee well-being before and during the pandemic and provides post-pandemic recommendations. Studies utilizing the job demands-resources model and self-determination theory were examined as a framework for exploring remote employees’ fulfilment of the psychological needs of autonomy, relatedness, and competence. The focus is on remote work in a variety of industries to better understand its past, current, and future use. Practical implications are provided and include the specific actions that human resource professionals and managers can take to support and develop employee well-being in a remote work environment.
... While it is not always possible to have the full range of equipment at the office, staff could set up desks and workspace at home. From a theoretical point of view, the impact of working from home on employees' work effort is ambiguous; however, employees, who work from home, might have a higher commitment and thus respond with 'extra' work effort as it provides a degree of autonomy as the flexibility is of great importance (Rupiettaa & Beckmannb, 2016). However, it must be established at the outset that the current WFH situation in Fiji is not a matter of choice but is due to mandatory lockdown because of COVID-19 restrictions. ...
... This positive change in feeling and attitude reveals that staff had adapted well to working from home. On a similar note, Susilo (2020) concur with Rupiettaa and Beckmannb (2016) and is assertive that employees who can work from home have high autonomy in scheduling their work and therefore are assumed to have higher intrinsic motivation. Empirical results further reveal that working from home significantly influences work effort (Rupiettaa & Beckmannb, 2016). ...
... On a similar note, Susilo (2020) concur with Rupiettaa and Beckmannb (2016) and is assertive that employees who can work from home have high autonomy in scheduling their work and therefore are assumed to have higher intrinsic motivation. Empirical results further reveal that working from home significantly influences work effort (Rupiettaa & Beckmannb, 2016). Meta-synthetical data demonstrates that working from home provides more flexible working time scheduling than working in the office, as employees can work at their most productive working hours, even in the evenings. ...
People deserve credible information from responsible government units and authentic news from various sources, including online, social media and other networks, to learn and prepare for any epidemic and pandemic. Social media and online news portals are the main sources for the public to explore news on the coronavirus disease (COVID-19). This research aims to investigate the relationship between news and social media, awareness about, attitude and the action of the youths towards the spread of COVID-19 in Bangladesh. This research followed a structured survey method to investigate responses towards COVID-19 of Bangladeshi tertiary-level students of different disciplines. The study analysed students’ access to information through electronic and paper versions of Facebook and newspapers. Factor analysis was conducted for a sample of 705. A five-factor solution has been proposed. Access to information is critical in developing a diverse and effective strategy for combating COVID-19. Besides, awareness about the disease, Facebook access, attitude and reliance on local media were identified as key factors.
... In theory, WFH should increase employees' authority over working time, pace, and workplace. Following this line of argument, some exist-ing research suggests that increasing workers' authority over delegated tasks can positively influence their performance ( Eaton, 2003;Kelliher and Anderson, 2010;Lyness et al., 2012 ) and that there is a positive link between WFH and employee performance, e.g., hourly productivity ( Bloom et al., 2015 ) and work effort ( Beckmann et al., 2017;Bloom et al., 2015;Rupietta and Beckmann, 2018 ). Furthermore, an individual's job-related and household characteristics play an important role in the productivity association, which we consider in our attempt to understand the relationship between WFH and employee performance. ...
... First, we contribute to the emerging literature investigating the connection between WFH and employee performance. To this end, in addition to the pre-pandemic research demonstrating the link between voluntarily-taken WFH and employee performance ( Beckmann et al., 2017;Bloom et al., 2015;Rupietta and Beckmann, 2018 ), we contribute to the small yet growing body of literature on the topic that emerged during the COVID-19 pandemic ( Adrjan et al., 2021;Baert et al., 2020;Bonacini et al., 2021b;Felstead and Reuschke, 2020;Feng and Savani, 2020;Kunze et al., 2020;Lee and Tipoe, 2020 ). ...
... We find that WFH increases are, on average, not associated with employees' working hours, except for the weakly significant and negative association during the lockdown wave (column (7)). This is somewhat at odds with the existing literature studying the relationship in the prepandemic period (see Rupietta and Beckmann, 2018 ). Researchers at Atlassian , a developer of workplace software, find that employees in industrialized countries were logged into the software on average 30 min longer, especially in the evening, during the pandemic compared to before ( The Economist, 2020 ). ...
In 2020, many governments responded to the COVID-19 pandemic by encouraging employees to work from home (WFH). Analyzing representative data from the UK, we find that the pandemic-led increases in WFH frequency are associated with a higher self-perceived hourly productivity among employed respondents. Interestingly, changes in WFH frequency are unrelated to the respondents’ weekly working hours and weekly wages during the same period. While the WFH-productivity association is more substantial in non-lockdown months, it is inexistent during the months with strict lockdowns, indicating that lockdown measures inhibited the baseline association. The WFH-productivity association is weaker among parents with increased homeschooling needs due to school closures implemented during lockdowns. In addition, the effect heterogeneity analysis identifies the role of crucial job-related characteristics in the baseline association. Finally, looking at the future of WFH, we show that employees’ recent WFH experiences and subsequent changes in hourly productivity are intimately associated with their desires to WFH in the future.
... In Germany, Rupietta and Beckmann (2016) look into how workers' work effort is affected when they WFH. ...
... Specifically, the results are in line with Bloom et al. (2015), who conducted a field experiment in China and found that working from home causes a boost in employees' productivity, and with Dutcher (2012), who found similar results in the United States after undertaking a lab experiment. Moreover, the results agree with Rupietta and Beckmann (2016) who, using an IV estimation, found a favorable impact of RW on job effort and employees' performance in Germany. Therefore, we fail to reject our hypothesis that initiating RW policy positively impacts firm performance. ...
Businesses have been impacted particularly hard by the COVID‐19 pandemic, resulting in a decline in productivity. Whether a remote work policy boosts the firm’s productivity is still debatable. We use the COVID‐19 World Bank Enterprise Survey, a cross‐sectional dataset that covers Jordan and Morocco, to empirically examine this question. We use the propensity score matching technique to estimate the causal effect between remote work and firm performance. Results suggest the existence of a positive impact, suggesting that remote work policies cause an increase in productivity. In a further investigation, we perform our regression by country and firm size. Coefficients are found to remain positive in both countries but statistically significant only in Morocco. Regarding firm size, coefficients are found to be positive and statistically significant across all models. The paper offers some recommendations for policymakers in both countries to mitigate the ongoing crisis on firm performance.
... Research found that employees' work performance is not compromised by the working mode provided by the employer (Zamani et al., 2021). Furthermore, working from home is also a sign of appreciation and trust from employers because it limits their ability to supervise the employees (Rupietta & Beckmann, 2016). In addition, studies show that such employees put extra work effort and spend longer working hours to achieve their desired goals (see for instance Rupietta & Beckmann, 2016;Bhattacharya & Mittal, 2020). ...
... Furthermore, working from home is also a sign of appreciation and trust from employers because it limits their ability to supervise the employees (Rupietta & Beckmann, 2016). In addition, studies show that such employees put extra work effort and spend longer working hours to achieve their desired goals (see for instance Rupietta & Beckmann, 2016;Bhattacharya & Mittal, 2020). Therefore, it can be concluded that employees with achievement motivation would perform at work. ...
Public and government organisations started to offer working from home (WFH) as part ofthe COVID-19 preventive measure. Working from home however, has its challenging aspectsdue to adaptations to its working style which may negatively impact work performance. Theprimary objective of this study is to analyse the influence of flexibility and work-life balanceon employees’ work performance when WFH. A quantitative methodology was employed inthis study and questionnaire was used for data collection. The 29-item questionnaire wasdistributed to private and government employees using the simple random sampling methodvia Google Forms. Data were obtained from 201 employees and a preliminary t-test wasconducted which highlighted that there was no significant difference between governmentand private employees’ responses. Subsequently, descriptive analysis and multiple regressionanalysis were conducted to fulfil the formulated research objectives. The multiple regressionresults illustrated that the total variance of work performance explained by flexibility andwork-life balance was 44%. However, the findings revealed that the influence of flexibility onwork-from-home performance was not significant. A notable finding of this study is that work-life balance was identified to be a significant predictor of employees’ work performance.Therefore, the results of this study suggest that work-life balance is an important facet thatneeds to be considered when implementing work-from-home policies. This is becauseworking from home is still heavily practised in many organisations despite the reduction inthe number Covid-19 cases.
... The employees who work from home may have a higher commitment and thus respond with extra work effort. The more often employees stay at home, the greater impact of work from home to work efforts (Rupietta & Beckmann, 2018). To work from home, employees need to have a suitable job design, especially having knowledge-based tasks, and others (Bailey & Kurland, 2002). ...
... Second, there is a connection between home and office. The exchange of information and communication with colleagues is made possible through the use of information and communication technology (Rupietta & Beckmann, 2018). ...
The pandemic caused by Coronavirus 2019 (Covid-19) which originated in Wuhan, China has spread rapidly to all countries around the world including Indonesia. Various methods are used to maintain safety and prevent the spread of virus getting faster, one of methods by implementing the work from home for the civil servant administration. Therefore, this research investigates the impact of working from home to the performance of civil servant administration in Indonesia. The employees who have the possibility to work from home, have a high degree of autonomy in scheduling their work and thus considered to have higher intrinsic motivation. Thereby, the research hypothesis between working from home can positively impact on employee performance of the civil servant administration at Banten Province. This study uses quantitative methods, the data in this study used by an online questionnaire of 72 civil servant administration in Banten Province. The analysis tool using structural equation modeling (SEM) PLS. Research variable divided become three variables, the work from home as predictor for the performance of civil servant administration, while the Covid-19 pandemic as the moderator variable. The empirical results shows that working from home has a significant positive effect on performance of civil servant administration. Meanwhile, Covid-19 Pandemic as a moderating variable will be weakens the relationship between work form home (WFH) on the performance of civil servant administration.
... 5,6 Working from home means that employees fulfill their job-related duties and responsibilities by creating an office or work environment from where they live. 7 Although WFH is not a new concept, 8 the pandemic made it more widespread, and since the end of the pandemic, many employees have continued to work from home more frequently. 9,10 For instance, during the COVID-19 pandemic, 37% of the working population in Europe worked from home. ...
Background: Working from home (WFH) has become more popular and has spread rapidly around the world. This became especially noticeable during the COVID-19 pandemic because most individuals had to work from home if they were not key workers (e.g., healthcare and public safety workers). However, further research is needed on the possible consequences of WFH, particularly in terms of benefits and challenges. Objective: The present study aimed to examine the advantages and disadvantages of WFH from an employee perspective. Methods: Two simple questions were asked to white-collar Turkish employees (N = 613) who experienced WFH during the COVID-19 pandemic: “ What do you think are the advantages of working from home?” and “ What do you think are the disadvantages of working from home?”. The answers to the questions were then content analyzed. Results: The key advantages identified were protection from COVID-19, saving time, better focus on work, more time for self-improvement, reduced personal expenses, and reduced social pressure. The key disadvantages included increased work-family conflict, alienation from work, non-ergonomic working conditions, technostress, miscommunication, social isolation, increased workload, inefficiency, and depression. Conclusions: The results indicate that although WFH has many advantages for employees, it also has many disadvantages that need to be carefully considered by both organizations and employees.
... Homeworking has several benefits such as more self-determination and autonomy (Klammer et al., 2017), fewer distractions (Bonin et al., 2020) and the possibility of combining work with care responsibilities (Gajendran and Harrison, 2007). These benefits of homeworking can increase intensive and extensive efforts, meaning employees work harder mentally and physically while simultaneously working more hours (Kelliher and Anderson, 2010;Rupietta and Beckmann, 2018). This additional effort is accompanied by increased loyalty, positive attitudes and commitment, which result from feelings of being valued, trusted and empowered when allowed to WFH (Felstead and Henseke, 2017;Anderson and Kelliher, 2009). ...
Purpose
This paper aims to explore how homeworking influences employee engagement in a German service company during the COVID-19 pandemic and to provide recommendations for organisations on how to secure employees’ engagement remotely.
Design/methodology/approach
This paper adopts a qualitative research design in a case study setup with a German service company. A refined framework links homeworking and engagement based on the data collected from interviews and surveys.
Findings
This paper identifies several factors that affect engagement whilst homeworking, such as work–life balance, family, work intensification, team environment, leadership, organisational activities and flexible working arrangements. The paper also proposes a refined framework that links homeworking and engagement and offers practical implications for organisations.
Research limitations/implications
This paper is based on a small and homogeneous sample from one service company in Germany, which limits the generalisability of the findings. Future research could use larger and more diverse samples, longitudinal designs and quantitative methods to examine the impact of homeworking on engagement.
Originality/value
This paper contributes to the scarce literature on homeworking and engagement by providing new and up-to-date insights into the homeworking experience and its effect on engagement in the context of the COVID-19 pandemic. The paper also offers useful suggestions for organisations on how to adapt their practices and policies to secure engagement in a remote work environment.
... A study in the United States (Linos, 2020) found that remote workers who worked from home showed decreased productivity, whereas their colleagues who worked in the office showed increased productivity. (Kira & Beckmann, 2016) shows that employees work harder when working from home. The study also found that knowledge workers choose WFH to avoid daily commutes and reduce the distractions they face in the office, and to meet the needs of their families. ...
Work from Home (WFH) is one of the policies implemented by the Indonesian government to contain the cases of Covid-19 in Indonesia since March 2020. People were required to adapt to the new normal way of working by means of WFH. WFH applied to workers in both formal and informal sectors. While those working in the formal sector can get a lot done through remote working, the types of work that can be done remotely in the informal sector are still very limited. The WFH way of working has finally become a trend that is considered flexible and has advantages for the workforce to be more productive without having to leave the house. By using the logit model, this study seeks to answer the characteristics of the formal and informal sector workers who work at home as an effect of the Covid-19 pandemic. The result show that the Covid-19 pandemic was the primary reason why workers did WFH and that a majority of them are from the formal sector. The activities of the majority of the workforce during WFH are communication, promotion, and transactions which are mostly carried out by married women workers. In addition, workers who do WFH tend to be young workers who are highly educated and are familiar with the internet. Keywords: labor characteristics, work from home, Indonesia
... Bagi karyawan yang menjalankan skema WFH, mereka mendapat keuntungan dapat menghemat waktu perjalanan ke tempat kerja dan biaya transportasi. Penelitian Rupietta & Beckmann (2016) menjelaskan bahwa skema work from home memiliki pengaruh positif terhadap motivasi kerja karena lebih karyawan merasa lebih fleksibel dalam hal waktu ketika menyelesaikan pekerjaan. Di sisi yang lain, situasi ketidakpastian bisnis di masa pandemi membuat tingkat ketidakamanan karyawan semakin tinggi. ...
Business uncertainty during the Covid-19 pandemic triggers feelings of threat and discomfort for employees in carrying out their work. Employees are afraid of losing their jobs and making work stress higher. This study aims to determine the effect of job insecurity, performance, work stress, and turnover intention on employees during the Covid-19 pandemic. There were 101 respondents from the service industry who participated in this study. The results of the study show that even though job insecurity is high during the pandemic, it does not make employees intend to move if they feel they are performing well. However, turnover intention will be higher if employees feel that the discomfort at work has made them stressed at work. This study provides several suggestions of important implications for organizations in managing human resources during the Covid-19 pandemic.
... Kaushik dan Guleria (2020) mengatakan bahwa work from home dapat membantu perusahaan dan melanjutkan fungsi operasinya, tetapi dengan cara yang terbatas dan membuat sistem kerja tidak wajib datang kantor. Menurut Rupietta dan Beckmann (2018), kebijakan work from home berpengaruh positif signifikan terhadap employee performance. Dengan mendukung penerapan work from home, perusahaan memberikan keleluasaan kepada karyawan untuk bekerja sesuai keinginan, karyawan merasa nyaman saat work from home seperti di kantor (Hutajulu 2021). ...
This study aimed to analyze the effect of work from home on job satisfaction mediated by work life balance and its impact on employee performance in the banking industry in Jakarta with the variables work from home, job satisfaction, and organizational identification as independent variables and employee performance as the dependent variable, work life balance as a mediating variable. The method used in sampling in this study was purposive sampling with a total of 200 employees as respondents. Hypothesis testing using the AMOS analysis tool. The results of testing the hypothesis in this study show that work from home has a positive effect on work life balance, work from home has a positive effect on job satisfaction, work life balance has a positive effect on job satisfaction, there is a work from home effect on job satisfaction which mediated by work life balance, job satisfaction has a positive effect on organizational identification, and organizational identification has a positive effect on employee performance. Keywords: Work From Home, Work Life Balance, Job Satisfaction and Organizational Identification, Employee Performance
... For instance, Germany's employers' association has not yet seen any need for statutory regulation on the assumption of workplace costs by employers (BDA, 2020). German politicians have even proposed that firms should send their employees to WFH in order to save energy costs (Slavik, 2022). Occasionally, there are even general demands that employees who WFH should accept salary cuts owing to the hedonic utility of WFH (Grant et al., 2020) or that employers should pay a penalty tax (Möbert & Schattenberg, 2020). ...
Digitalisation and the COVID-19 pandemic have increased the use of telework. Employees often use private resources for working from home (WFH). However, we know little about how employers and employees divide telework-related work-place costs, whether employees are burdened with workplace costs in a trend of 'Uberisation of private homes', or whether there are legal or economic reasons to have employees bear the workplace cost. We first analyse Germany's legal framework. Second, we estimate the compositions and levels of workplace costs in different scenarios. We then analyse the allocation of workplace costs from the perspectives of the de facto legal situation, risk allocation and preference matching. We show that, for the most common telework types, the assumption of costs is insufficiently regulated. In practice, there is often only an implicit understanding that employees bear the workplace costs – which runs partly against the legal framework. Cost assumption by employees is efficient only in special conditions – if the employee is free to decide on workplace location and thus whether telework is voluntary. We advocate an obligation to conclude an agreement on whether the employer or the employee decides on the workplace location, whether the employer will reimburse (parts of) the workplace costs, and, if so, which parts of the costs will be borne. Such an agreement would make workplace cost negotiation mandatory, reduce uncertainty, and help improve preference matching, thereby increasing the efficiency of spatial workplace organisation.
... Furthermore, he mentioned that if employees are more motivated and perform to a higher standard, this is likely to positively impact the organization regarding staff retention and achieving more from their employees. Rupietta (2016) studied how working from home affects employees' efforts. Employees who can work from home have high autonomy in scheduling their workand, therefore, are assumed to have higher intrinsic motivation. ...
The study investigates the impact of remote work setup on the work-life balance of BPO employees in China. The respondents, who have experienced remote work for over three years, expressed concerns about self-discipline, punctuality, dedication, respect, and tact in their interactions. They also expressed insufficient time for self-development, proper nutrition, and rest. Stress management was also deemed challenging, with employees unable to manage mental distractions caused by non-fulfilment of obligations. The study suggests the need for a work-life balance improvement program for BPO employees in remote work settings.
... c. Flexible Scheduling: The WFH system gives employees autonomy in scheduling and organising their work (Rupietta & Beckmann, 2016). Employees have more control over their daily start and end times, as long as they fulfill the required number of hours within a defined timeframe. ...
... It was shown that 75% of companies in the globe were fast adjusting to flexible work schedules which enable their employees to telework because of its enormous contributions to their productivity. Rupietta and Beckmann (2018) in a similar study showed that remote offices have increased tremendously in the last decades mainly because of advancement in technology, and a positive relationship was established between productivity and workers operating from home in comparison to the workers who are always working in the office. These findings revealed that remote work in organizations had been gaining acceptance pre-COVID era, which was catalysed by the pandemic, and the basic attractions of this work style are linked to flexible work schedules, effective time planning, and work-life balance for employees (Fetoshi, 2021). ...
Teleworking has become a new work practice in many organizations accentuated by the recent COVID-19 pandemic. Contending findings in the literature on the relationship between teleworking and employee performance in various industries motivated this new study. The paper seeks to examine the effect of teleworking on team performance in the public sector in Nigeria. The study is focused on selected government agencies in Abuja and Kaduna State, Nigeria. 384 questionnaires are administered on the senior staff of these agencies, and quantitative method is adopted to measure the effect of remote work and team communication on the performance of the team members. SPSS software is used to analyse the data collected, and descriptive statistics and multiple regression analysis are undertaken to determine the effect of teleworking on team performance. The statistical tests conducted reveal a significant relationship between remote work and team performance. Findings also show there is significant relationship between team communication and team performance in the Nigerian public sector. Recommendations are proposed that governments should create a policy on remote work for workers in the public sector, and increased investments should be made in ICT infrastructure in order to increase the motivations and efficiencies of workers.
... In a study that was done in Brazil, Costa Rica, and Peru, Gottlieb et al. (2021) reported that educated workers, wage employees, and women have a higher probability of working from home successfully. Even before the outbreak of Covid-19, Rupietta and Beckmann (2017) had reported that employees who work from home have a high autonomy in scheduling their work and, therefore, are likely to be intrinsically motivated. Employees who are intrinsically motivated are likely to be productive. ...
The purpose of this study was to investigate the impact of working from home (WFH) on employee engagement in the context of Covid-19. The study developed a model which tested the effect of autonomy, convenience, and psychosocial safety climate on employee engagement from a developing country perspective, where empirical research work barely exists. Data from a total of 170 employees who were conveniently sampled from the public sector were analysed using structural equation modelling. The results indicated that autonomy, convenience, and psychosocial safety climate had a significant positive impact on employee engagement. These results have practical implications for managers as it is envisaged that the WFH concept will be a permanent feature in the foreseeable future.
... However, they are also concerned that if management is unaware of the contribution made, it would negatively impact their promotion. According to a case study conducted in Germany (Kira & Beckmann, 2016), staffs who work from home exert greater effort, particularly when they have additional responsibilities at home that must be completed in addition to their work. On the other hand, OWL Labs (2017) made the case that workers choose WFH to fulfill their responsibilities to their families, avoid frequent travel, and minimize office disturbances. ...
The implications of the COVID-19 pandemic have greatly changed the norm in the employment system. Workers in both the public and private sectors are now adapted to the term "Work from Home" (WFH). Also, despite the little information on reliable practices for working from home, employees are nevertheless expected to perform at their highest level in accordance with the organizational goals. Therefore, this study is aimed to evaluate the need of establishing a guideline for WFH. A total of 178 employees from both private and government sectors were recruited in this survey. Findings showed that 69.1% of staff agreed their organization should provide them with proper guidelines in the implementation of WFH. It means that when they have specific guidelines it enables them to work more independently which also exhibits flexibility and creativity. As a conclusion, the developed and validated WFH manual handbook is able to become the main reference for employees for them to prepare physically and mentally while working efficiently from home.
... Our findings align with Hilbrecht et al. (2008), who stated that WFH negatively impacts WLB by allocating the time saved by WFH to more work or household chores. But Rupietta and Beckmann (2016) found that employees who WFH more frequently provide a higher work effort than employees who only stay at home very infrequently or always stay in the office. Sullivan's (2012) study demonstrated that WFH could improve WLB without reducing productivity in certain circumstances. ...
... For employees, the home office has offered greater flexibility in terms of work schedules and use of time and energy, contributing to better job satisfaction and quality of life. The home office also offers autonomy and greater concentration (Rupietta, 2016). In their study, Moretti and colleagues highlighted that workers perceived working from home as less productive and stressful. ...
IT solutions have been transforming the world of work, albeit with varying intensity, for decades. They affect, among other things, the organisation of work, work structures, employment patterns and working time. Solutions such as artificial intelligence (AI), business intelligence (BI), robotic process automation (RPA), workflow, process mining, etc. are now a daily reality in the corporate sector, be it physical or mental work. However, the spread of digital solutions across organisations, spaces and sectors is uneven. Can the impact of this uneven spread be observed in employment, especially in atypical forms of employment? In our questionnaire research, we seek to establish how employees with tertiary education in two pairs of sectors (Hungarian and Romanian non-profit sectors and Hungarian non-profit and for-profit sectors) in two countries perceive some demographic characteristics of teleworking. In our research, we analysed the responses of Hungarian and Romanian working-age citizens with tertiary education who had been working in telework for at least one year at the time of completing the questionnaire. In addition to the deterioration of work relationships and the lack of personal contacts already shown by many studies, it is observed that the work-life balance is upset for single people and those without children, while the number of children does not influence opinions on teleworking. The differences observed and presented in the study are typically not gender-specific but largely based on globalised perspectives.
... The employees' work efforts are therefore expected to be positively influenced when working from home. Business expects working from home to positively influence work effort of employees (Rupietta & Beckmann, 2016). Results of a study by Dutcher (2012) reveal that the impact of remote working can be negative on productivity of dull tasks while positive on productivity of creative tasks. ...
The Covid-19 pandemic brought changes in the workplace. Some of these changes have not been subject to research in order to gather empirical evidence on their effectiveness. The focus of this study was to investigate the effects of working from home (WFH) on employee productivity. A mixed research approach (pragmatism) was used where a sample of 100 employees out of a population of 300 from Nedbank Zimbabwe participated as respondents selected using a purposive sampling technique. Data was collected, presented and analysed using descriptive and inferential statistical methods with the aid of SPSS Version 27. The study found that working from home (WFH) is suitable during times of pandemics as it allows for social distancing and it protects employees by reducing chances of infection. It was established that working from home is not possible for certain categories of employees such as the cleaners and grounds maintenance staff to mention but just a few. The study found that the WFH strategy is effective if employees are availed with appropriate resources such as laptops, smart phones and desktops including enough bandwidth over and above training in teleconferencing skills, e-meetings and other e-management techniques. It was also a finding of this study that employees enjoyed a better work-life balance while working from home and this resulted in increased productivity and an increase in staff morale. WFH minimises pilferage, conflicts, chances of demonstrations and work disruptions. The study noted that WFH made it difficult to supervise staff and ensure that they did not break their employment contracts by taking up multiple employments even with competitors. The study recommended that in order to ameliorate the negative effects of working from home on employee productivity, it should be part of employment contracts to specify what is permissible and not during WFH. It was further recommended that working from home should be made a permanent feature within the banking sector since ICTs have overtaken the traditional methods of operation.
... Bloom et al. (2014) investigated call centre employees who worked from home 4 days a week, finding that performance increased by 13%. Other research has also found that productivity rose due to increased work motivation, which resulted in greater work effort (Rupietta & Beckmann, 2018). Further, a meta-analysis found a positive relationship between working from home, productivity, and performance (Harker Martin & Mac-Donnell, 2012). ...
Employees experienced both advantages and disadvantages while working from home during the COVID‐19 pandemic. Researchers have examined these impacts on women and those with caring responsibilities; however, little research has examined the impacts on other groups of employees, such as those with a disability or employed on a casual basis. In this article, we focus on the public sector and examine who gained and who lost while working from home, based on a 2020 survey of over 5000 Australian public servants. We have constructed loss and gain indices to measure three elements of a change model, which enables an evaluation of the impacts on various groups of employees. The elements of change management examined are operational areas, performance management, and beliefs and values. To analyse the factors affecting gains and losses, as summarised in the indices, we applied a statistical model estimated using linear regression methods. Our findings reveal that, on average, survey participants experienced a net gain. Families and employees with a disability gained; however, women gained less than men in the first two categories and gained more than men on the beliefs and values category. These findings highlight areas on which public service organisations need to focus as we enter a COVID‐normal era.
Points for practitioners
The benefits and drawbacks of working from home differ according to employee demographics.
Overall, lower level employees and those employed on a casual basis gained less than higher level employees and those employed full time.
Women gained less than men in relation to how work was operationalised and performed.
These differential impacts highlight areas on which public sector organisations need to focus in a COVID‐normal era.
... WFH is more apt for those jobs where the tasks are knowledge based, with very few face-to-face interactions and lastly where the role has a high level of autonomy. (Rupietta & Beckmann, 2016) Work from Home can also be defined as employees working from either their homes or some place of their choosing other than their workplace provided by the employer. Work from Home has garnered a lot of attention and usage in recent years, as the growth of technology has made it much easier to communicate and work without actually needing to sit face to face, allowing an employee to complete their works remotely from their home. ...
This study investigates the effects of work-from-home on job performance and its mediating factors. This is certainly relevant in the aftermath of the coronavirus outbreak. While acknowledging the need of investigating employees' perspectives in order to create a productive work-from-home environment, this study focuses on the elements that influence job performance. It suggests job satisfaction and motivation as mediating variables to explain how working from home influences employee performance. The study's questionnaire-based data, which has been tailored to the changes caused by current pandemic, was acquired through multiple in-person and online survey of Bangladeshi employees. A total of 260 people actively participated in the assessment. In its further processing, the study utilized structural equation-based framework to address the research questions. In the study, employees reported more job satisfaction and motivation as a result of working from home, resulting in improved job performance. While the relevance of this study is constrained to how these advantages are manifested in Bangladesh, it may have external validity in other pandemic-affected nations.
The pressing issue of job associated balance is certainly a topic of
paramount importance for workers engaged in various stressful careers;
especially those involved in the higher learning institutions where demands
could be highly persistent. Precisely, this research seeks to assess the work life
balance of female faculty members in the selected higher education
institutions in New Delhi; analyse the work stress level among the female
faculty members in the chosen higher education institutions in New Delhi; and
exploring the correlation that exists between work life balance, work stress
and work satisfaction with reference to the female faculty members of higher
education institutions in New Delhi. Furthermore, this research examines the
mediating effect of some factors affecting this relationship. A combination of
quantitative and qualitative techniques to collect data was employed;
questionnaires and interviews were used to establish factors affecting work to
family/work to other life domains and job-related consequences.
A prime objective of this study was to find out if work life balance
moderates work-stress and job satisfaction among female teachers of higher
education. The study was conducted on 308 female teachers of private
institutions of higher education in New Delhi. The primary data for the
research was collected with the help of a self-administered questionnaire and
the analysis of collected data was done by using IBM SPSS Statistics 25. The
findings of this study indicate that work stress and work life balance bear a
positive correlation while there exists a negative correlation between job
satisfaction and work life balance for the female teachers. The findings of this
study clearly recommend the need for the policy makers of institutions of
higher education about framing the policies that assist the female faculty
members to cope up with the stress related to the work place, so that the female The pressing issue of job associated balance is certainly a topic of
paramount importance for workers engaged in various stressful careers;
especially those involved in the higher learning institutions where demands
could be highly persistent. Precisely, this research seeks to assess the work life
balance of female faculty members in the selected higher education
institutions in New Delhi; analyse the work stress level among the female
faculty members in the chosen higher education institutions in New Delhi; and
exploring the correlation that exists between work life balance, work stress
and work satisfaction with reference to the female faculty members of higher
education institutions in New Delhi. Furthermore, this research examines the
mediating effect of some factors affecting this relationship. A combination of
quantitative and qualitative techniques to collect data was employed;
questionnaires and interviews were used to establish factors affecting work to
family/work to other life domains and job-related consequences.
A prime objective of this study was to find out if work life balance
moderates work-stress and job satisfaction among female teachers of higher
education. The study was conducted on 308 female teachers of private
institutions of higher education in New Delhi. The primary data for the
research was collected with the help of a self-administered questionnaire and
the analysis of collected data was done by using IBM SPSS Statistics 25. The
findings of this study indicate that work stress and work life balance bear a
positive correlation while there exists a negative correlation between job
satisfaction and work life balance for the female teachers. The findings of this
study clearly recommend the need for the policy makers of institutions of
higher education about framing the policies that assist the female faculty
members to cope up with the stress related to the work place, so that the female The pressing issue of job associated balance is certainly a topic of
paramount importance for workers engaged in various stressful careers;
especially those involved in the higher learning institutions where demands
could be highly persistent. Precisely, this research seeks to assess the work life
balance of female faculty members in the selected higher education
institutions in New Delhi; analyse the work stress level among the female
faculty members in the chosen higher education institutions in New Delhi; and
exploring the correlation that exists between work life balance, work stress
and work satisfaction with reference to the female faculty members of higher
education institutions in New Delhi. Furthermore, this research examines the
mediating effect of some factors affecting this relationship. A combination of
quantitative and qualitative techniques to collect data was employed;
questionnaires and interviews were used to establish factors affecting work to
family/work to other life domains and job-related consequences.
A prime objective of this study was to find out if work life balance
moderates work-stress and job satisfaction among female teachers of higher
education. The study was conducted on 308 female teachers of private
institutions of higher education in New Delhi. The primary data for the
research was collected with the help of a self-administered questionnaire and
the analysis of collected data was done by using IBM SPSS Statistics 25. The
findings of this study indicate that work stress and work life balance bear a
positive correlation while there exists a negative correlation between job
satisfaction and work life balance for the female teachers. The findings of this
study clearly recommend the need for the policy makers of institutions of
higher education about framing the policies that assist the female faculty
members to cope up with the stress related to the work place.
Base: Demographic dividend is becoming an ardent and exorbitant approach in valuing human beings as resources in the corporate administrative system. The administrative approach of most companies varies with the strategy of key personnel based on market requirements. These strategies may not be universal in fact, are customized. Instant and timely decisions are a matter of experience and efficiency. However, text-enhanced by market-intensive management education will certainly assist these corporates. The tendency of tracking market requirements by B-students is yet to be improved in India since mere dominion of meritocracy is still a yardstick to review a potential employee. Purpose: The paper aims to review the key priority areas of expectations that the management graduates looking for from a corporate house. Design/Methodology/Approach: The research paper is fortified with secondary data by focusing on the qualitative approach to find out the corporate expectations of management graduates. The data has been gathered from a variety of research articles, websites, research reports, and surveys. Findings/Results: The review segment of this paper has explored the current status of research being done on management graduates’ expectations from corporate houses. According to the study conducted while preparing the research article, it is observed that nearly all the management graduates’ expectations from corporates are in line with the expectations of employees with other educational backgrounds. Remuneration, Job Security, Promotion, Recreation, Welfare Measures, Work from Home, Increments, and Work environment are the eight commonly derived priority lists of expectations. However, theevidence suggests thatthere are multiple other aspects like recognition, user-friendly tech, flexible working hours, flexible dress code, and usage of mobile phones at workstations, etc. Originality/Value: The paper identifies and proposes new fields of research to be carried out under empirical mode. A significant amount ofresearch on the topic/area till today is descriptive rather than empirical. Based on the study it is endorsed for further study.
This paper emphasises the perception of working parents regarding the mandatory remote working (work from home) arrangements and their impact on job satisfaction and performance during the COVID-19 lockdown in UAE. Qualitative data was collected using an online questionnaire from 56 working parents in UAE and evaluated using thematic analysis. The research explored the impacts of various antecedents from the work and family domain on work-life balance and the effect of remote working arrangements on job satisfaction and performance. The results suggest that remote working increased working hours and work demands, adversely impacting work-life balance. In contrast, increased family time and decreased family demands positively impacted work-life balance. Work-from-home arrangements and family support moderated the negative impact on work-life balance and increased Job satisfaction and performance. The research found that male participants had more family-work facilitation than female participants, whereas more female participants informed family-work conflict due to caring responsibilities. Participants between the age group of 30 and 39 faced family-work conflict. Most believed Family demands and family time interfered with work responsibilities. One of the significant findings was that parents with young children (less than ten years old) complained of difficulty managing family responsibilities with work-from-home arrangements. These findings will aid organisations in designing policies focused on work-life balance to improve employee satisfaction and performance while working from home during the COVID-19 lockdown and beyond.
Background:
The COVID-19 pandemic led to widespread lockdowns and remote work and educational practices that have impacted the lives of many families.
Objective:
We aimed to investigate how parents and caregivers altered their routines due to online schooling and teleworking, exploring their association with increased anxiety and depression symptoms.
Methods:
We conducted an online cross-sectional study and collected data through snowball sampling. We asked questions about age, gender, dwelling area, educational level, and marital status, as well as an open-ended question about teleworking and homeschooling - "Did your routine change due to your children being forced to stay home and take online classes? If so, please explain how it has influenced your personal and professional life, both positively and negatively". Thematic analysis was used to analyse the responses.
Results:
A total of 181 respondents, primarily women (72.4%), averaging 36.6 years old, holding bachelor's degrees (44.2%), were included. About 78.5% reported routine adjustments. Four salient themes emerged: 1) Perceived changes in professional and personal life, 2) Perceived changes in learning methods, 3) Mental health issues and 4) Perceived advantages of working from home with children at online school. Regarding mental health, 25.4% exhibited symptoms of anxiety, and 7.7% displayed depression symptoms, predominantly linked (80%) to the pandemic's impact.
Conclusion:
Family routines were disrupted, causing stress. In future crises, policymakers, public health experts, and researchers must acknowledge these challenges to mitigate negative consequences. Simultaneously, they should focus on strategies that enhance the positive aspects of restrictive measures and related policies.
This research looks at how demographic factors affect the way telework laws are implemented in the ICT industry. Data from 161 analyses of the replies were conducted to ascertain the effects of telework on work hours, workplace productivity and performance, and accessibility to a healthy work-life balance. The results demonstrate that telework has a positive impact on work, better performance and production, as well as life balance. Nevertheless, there were problems with hours of labor and availability. Even though younger workers frequently benefited more from telework, factors such as sex, marital status, and work-life balance were not significantly influenced by education or wealth outcomes. The report highlights the need for tailored strategies to improve telework laws and meet the particular needs of different ICT industry employee associations.
Little research has been done on the remote working from an overall management and swot analysis instead, the majority of the literature that has been written on the topic has been on the advantages and disadvantages of working from home through a perspective of the company, employee, and society. Work from home has managed to seek importance during and after the pandemic situation, working from home has been encouraged millions of workers worldwide because of the anxiety and threat posed by the Covid-19. Since it is a strong likelihood that remote work will persist in this "new normal," organizations must carefully create and execute a remote working culture. This review study, which is in line with strategic planning, looks at the body of research and attempts to pinpoint a distant working SWOT Analysis that would be helpful in the present "new normal" environment. Four topics have been defined and identified from the literature study using the thematic analysis approach, helping the paper achieve its goal. The review took into account the literature from the conceptual and empirical investigations on remote working that have been carried out over the previous many years.
Abstrak. Kinerja karyawan adalah salah satu unsur penting dalam sebuah organisasi. Berbagai hal dapat lakukan agar meningkatkan kinerja karyawan disuatu organisasi. Tujuan dari penulisan penelitian ini untuk menganalisis kondisi pasca pandemi COVID-19 serta ditunjang dengan gaya kepemimpinan yang diterapkan dapat mempengaruhi kinerja karyawan.. Penelitian ini menggunakan metode kuantitatif dengan sampel 100 karyawan. Metode analisis data yang digunakan adalah metode penelitian korelasional dan analisis regresi linear berganda. Dari hasil penelitian diketahui bahwa variabel lingkungan kerja dan gaya kepemimpinan berpengaruh secara signifikan terhadap kinerja kerja dari pegawai RSUD Beriman Kota Balikpapan. Salah satu cara agar RSUD menjaga kebersihan dilingkungan RSUD adalah dengan melakukan pembersihan 3 kali sehari oleh rekan-rekan Cleaning Service dan melakukan Sterilisasi dengan melakukan disinfektan setiap 2 kali dalam seminggu sehingga menimbulkan rasa aman dan nyaman dalam bekerja. Komunikasi yang baik dari pimpinan juga menjadi hal penting dalam mendorong peningkatan kinerja pegawai. Pimpinan yang dapat berkomunikasi dengan baik akan dapat memberikan arahan, memotivasi dan melakukan koordinasi baik antar pimpinan maupun antar bawahan. Kata Kunci : Kinerja Pegawai, Normal Baru, Lingkungan Kerja, Gaya Kepemimpinan Abstrac. Employee performance is one of the important elements in an organization. Various things can be done to improve employee performance in an organization. The purpose of writing this research is to analyze the conditions after the COVID-19 pandemic and supported by the leadership style applied can affect employee performance. This research uses quantitative methods with a sample of 100 employees. The data analysis method used is correlational research method and multiple linear regression analysis. From the result of the research, it is known that work environment and leadership style variables significantly influence the work performance of the employees of RSUD Beriman Kota Balikpapan. One way for the RSUD to maintain cleanliness in the environment is by cleaning 3 times a day by Cleaning Service colleagues and sterilizing by disinfecting every 2 times a week so as to create a sense of security and comfort at work. Good communication from leaders is also important in encouraging improved employee performance. Leaders who can communicate well will be able to provide direction, motivate and coordinate both between leaders and between subordinates. Keywords: Employee Performance, New Normal, Work Environment, Leadership Style
Uzaktan çalışma kavramı, bilgi ve iletişim teknolojilerinin gelişmesiyle son dönemlerde en çok tercih edilen çalışma modeli olarak literatürde yer almaktadır. Uzaktan çalışma sistemi ile ilgili çalışan ve işveren açısından gereklilikleri ve kazanımlarına yönelik olumlu ve olumsuz bakış açıları bulunmaktadır. Bununla birlikte çalışan açısından uzaktan çalışmanın fiziksel bir yere bağlılığı ortadan kaldırması olumlu olarak değerlendirilirken, işveren açısından çalışan üzerindeki denetimin yitirilmesi vb. konular olumsuz olarak görülebilmektedir. Uzaktan çalışmanın çalışanların hem içsel hem de dışsal motivasyonları üzerinde etkileri bulunduğu çok sayıda araştırma ile desteklenmektedir. Bu çalışmada uzaktan çalışma sisteminin çalışanların motivasyonları üzerinde nasıl etkili olduğu ortaya konulmak istenmiştir. Bu amaçla nitel araştırma yöntemi kullanılmıştır. Bu doğrultuda amaçlı örneklem ile belirlenen uzaktan çalışma sistemi ile çalışmakta olan 20 kişi ile yarı yapılandırılmış görüşme gerçekleştirilmiştir. Sonuçta ise uzaktan çalışmanın çalışanlar açısından kendine kişisel vakit ayırabilme, ulaşım sorunu yaşamama, esnek çalışma saatlerini kullanma vb. nedenlerle motivasyon gelişimine olumlu katkılarda bulunduğu, bunun yanı sıra sosyalleşme ihtiyacının ise tam olarak karşılanmaması vb. nedenler ile motivasyonun olumsuz etkilenmesinin söz konusu olduğu belirlenmiştir.
Presented article examines the post-Covid-19 global pandemic work situation, which has become a new opportunity for flexible and crisis-ready organizations and institutions after the challenges experienced during the pandemic. Based on the review of international literature, the features of the post-pandemic work situation were analyzed and new opportunities in the post-pandemic work era were identified. Based on the review of existing practice and international literature, as a result of the obtained data, modern and current methods of work forms were determined, such as the transition to a completely remote work format and only working away from the workplace and working hybridly, which implies a mixed form of work and can work both at the workplace and away from the workplace. As a result of the aforementioned forms of work, the creation of new jobs has become easier and employment in several places at the same time has become available. The created situation has improved the socio-economic condition of the citizen, and the state has increased the labor force resource. The article explains the advantages and disadvantages of modern methods of work forms and generalizes them in relation to the existing international practice. The results of the study will be of interest to employers facing the challenges created by the global pandemic, to industry specialists and individual experts, however, the attitudes and needs of employees towards modern work methods are a separate subject of research, since the part of the workforce of the labor market is not fully capable of actively using modern digital technologies. The article will be of interest to scientists, public and private organizations, employers, and experts working on labor market research and employment issues.
This paper studies the effects of working from home (WFH) on wages, housing prices, utilities and welfare in a simple model. The model consists of two types of workers and two cities. High-skilled workers can WFH or work onsite, but low-skilled workers work onsite. Production takes place in the central city, and workers who live in the suburbs commute to work onsite or WFH. Even if WFH does not change workers’ productivity, it makes the suburbs more attractive due to no commuting, increasing the housing price in the suburbs and decreasing it in the central city. It increases the utility of high-skilled workers but may increase or decrease the utility of low-skilled workers. WFH increases social welfare if the commuting cost is high and decreases otherwise. If WFH is less productive than onsite working, it decreases the housing prices in the central city and makes high-skilled workers better off. If WFH is more productive, it increases the housing prices but also increases the utilities of all workers, increasing social welfare.
Would physical location become less essential when work and communication are not limited to a fixed space? We explore the question with the micro-location choices of co-working spaces (CWSs) in London. The empirical results show that the CWS tends to choose districts with more ‘teleworkable’ jobs and a high reliance on tacit knowledge in local industries. CWS also tends to be located where start-up firms co-locate, echoing the different influences of knowledge spillover in firms’ life cycles. The study highlights how CWS facilitates businesses in a digitised and more collaborative economy, carrying implications for business empowerment and local urban patterns.
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.
The pandemic that is still continuing has made several business actors carry out various kinds of policy innovations so that their business continues to run, one of which is the implementation of Work From Home as one of the solutions. This is no exception in the banking sector whose services have switched to online, making employees change their habits at work who used to do their work offline now have to work at home to provide maximum service to the community. In addition to measuring the impact of Work From Home on employee performance, the research also examines the extent of employee motivation when they carry out Work From Home regulations in their offices. The research uses quantitative research methods which are also supported by various supporting literature reviews. The analysis tool in this study uses path analysis with SmartPLS 3.0 software. Respondents in this study were banking sector employees in the East Java region. The results showed that Work From Home has an effect on performance and Work Form Home is significant to worker motivation. Research is also supported by data based on viewer that has been done.
The COVID 19 epidemic has wreaked havoc on economies worldwide, forcing the Philippines into lockdown for almost a year and a half. This compelled commercial and public sector employers to adopt strategic work-from-home (WFH) arrangements to guarantee productive and dignified work during the epidemic. This study looks into the situation of teleworkers in the Philippines in light of the following variables: (1) WFH frequency, (2) physical work area, (3) social context, and (5) amenability to WFH. A piloted, self-constructed questionnaire was used to poll 363 WFH respondents situated in Metro Manila. The approach is exploratory and does not use triangulation. Teleworkers have sophisticated technology and use tools like Email, Zoom, Viber, and Messenger to communicate. The most popular WFH schedules are five times a week, daily, and twice a week. Because many people live in tiny dwellings, the most frequent WFH setup is in the bedroom rather than the living room. In a social environment, no teleworker lives alone. Moreover, half live with 2-4 people, then 5-7 people, and finally one person. They also don't have in-laws, live with a senior, and just a handful have a housekeeper. Teleworkers are generally open to WFH, especially those without children or elderly relatives. This research advises governments and companies to examine their WFH arrangements.
The purpose of the study is to determine how remote learning affects the development of social competencies, particularly coping with pressure and stress of future managers.
Design/Methodology/Approach: The technique of non-standardised written statements was used to analyse the statements of 200 management students.
According to a large group of respondents, future managers learn to cope with pressure and stress better in the remote education situation. On the one hand, this is related to learning by experiencing the stress of remote learning and, on the other, for some respondents, to the possibility of training in more comfortable conditions. Some threats and specific difficulties for the "remote" development of this type of competencies have also been noticed. These include the inadequacy of the remote methods of coping with pressure and stress for the challenges of future stationary work or, according to some of the respondents, too low level of stress during such learning to practice coping skills.
The analysis of young people's opinions made it possible to formulate recommendations for remote education, toward including in education programs the specificity of developing social competencies and introducing the issue of remote work hygiene (so that managers can better cope with stressors of this type in their future careers).
Using a novel German linked employer–employee dataset, we provide unique evidence about the consequences of working from home (WfH) on individual health and well-being. During the recent pandemic, this locational flexibility measure has been used extensively to promote health by hampering the spread of the virus and to secure jobs. However, its direct theoretical ambiguous effects on health and well-being as characterized by different potential channels have barely been empirically investigated to date despite WfH’s increasing popularity in the years before the pandemic. To address concerns about selection into WfH in our dataset that is unaffected by the COVID-19 shock, our analysis relies on an identification strategy ruling out confounding effects by time-invariant unobservable variables. Moreover, we explain the remaining (intertemporal) variation in the individual WfH status by means of an instrumental variable strategy using variation in equipment with mobile devices among establishments. We find that subjective measures of individual health are partly affected by WfH, whereas no corresponding effect is present for an objective measure of individual health. In terms of individual well-being, we find that WfH leads to considerable improvement. By addressing the potential heterogeneity in our effect of interest, we find that men and middle-aged individuals particularly benefit from WfH.
Motivation: Working conditions have changed significantly as remote working has become widespread in many countries. These changes were caused by a pandemic, as a result of which the possibility of direct communication as well as control and integration of employees was limited. There are also new cost categories for employees and employers, such as installing a better internet connection, purchasing new hardware and software, and implementing better security for data transmission outside the company’s premises. These changes resulted in changes in the employee motivation factors against the background of organizational and cost conditions, which is important for the proper development of the organization.Aim: The aim of the article is to assess motivation to work remotely, based on a survey of opinions among 450 employees in total in Poland, the Czech Republic and Hungary. The assessment was performed by verifying, using the logistic regression method, ten hypotheses describing organizational and cost conditions as well as individual effects, such as career opportunities, increase in knowledge and skills, and the occurrence of stress that arose as a result of working remotely. The motivation to work remotely was verified by establishing the willingness to continue working through an opinion.Results: Motivation in remote work is influenced by both efficient communication and technical assistance provided to the employee remotely. Motivation resulting from the independent organization of working time is also important, and it is based on the decision to choose the duration of work, hours and intensity of its performance. Organizational and cost-related factors are related to motivation, as well as individual effects experienced by the employee. Directly from the survey, it appears that only 26.8% of the respondents incurred higher costs related to remote work during the COVID-19 pandemic. However, the respondents want to continue it with their current earnings. The study found that employees are motivated to work remotely because the organizational conditions and earnings meet their needs. They also admitted that thanks to remote work, they have a better chance of developing a professional career, as well as a higher level of their knowledge and skills, which is also associated with the motivation to continue working remotely.
The COVID-19 pandemic disrupted the nature of work. Involuntary work from home (IWFH), another form of telework, is increasingly promoted in sectors as a means to ensure continuity of operations in an emergency situation like a pandemic. This study includes the exploration of the relationship between involuntary work from home, communication functions, work-life balance, and its effect on work productivity and employee job satisfaction during this COVID-19 pandemic outbreak in the work situation of 100 employees at the higher educational institutions in Indonesia. The collected data of questionnaires were processed using the SEM method using the SmartPLS program. This study finds some critical factors shaping the experiences and outcomes of IWFH in pandemic situations. The success of work management depends on the communication function between employees to job satisfaction for work productivity.
Due the societal change of experiencing remote working, caused by the COVID-19 pandemic, many corporations are facing the need for an extensive new remote work policy. Thus, corporations and management need to position themselves towards new ways of working and therefore towards the new standard of remote working in order to develop their long-term remote work policy. For this purpose, this study identifies criteria and consequences, as well as advantages and challenges which need to be considered during the policy-making procedure to incorporate a remote working environment. By conducting eleven semi-structured interviews with managers following a maximum variation sampling approach, valuable insights are gained, which deepen the understanding for a management’s perspective. Regardless of the industry, this study most notably identifies that managers benefit from similar advantages and are confronted by identical challenges trying to establish remote working policies. Illustrating the different policies and investigating remote working in respect to today’s highly relevant impact on the employer’s attractiveness, present the key contribution to existing literature. This research provides extensive considerations and recommendations for the management how to deal with remote working.KeywordsRemote WorkingManagementQualitative Research
COVID-19 was a crucial time to survive and created unprecedented challenges for every industry globally. This unexpected event distracted the work-life balance to where many are physically and mentally tired. Being pushed to quickly adapt to the new work environment and online teaching pedagogy was a challenge for the entire education system. Many studies have been conducted on the impact of COVID-19 in work-life balance of teachers, but the authors observed not a single study has revealed the strength of association between gender, employability, post lecture energy, and domestic responsibilities. This study aimed to measure the strength of this association using chi-square and Cramer's v analysis as well as impact of the pandemic on teaching faculty and subsequent implications of policy. The major outcomes of the study are that personal and professional life was imbalanced with affected mental health, which leads to less productivity.
The idea of Work from Home (WFH) has been one of the alternate workplace options for decades,
mostly used by technology companies for their knowledge workers, and till 2019 it was available
only at special request. The arrival of Covid 19 and the global lockdowns that followed made WFH
mandatory.
For this study, we reviewed the literature on the concepts of Work from Home and the concepts of
productivity from a non-mathematical point of view. Research about Work from Home in the Covid
19 period is limited as the pandemic is of recent origin. Following this review, we decided to focus
our study on some aspects of personality and the attitudes of the IT professionals and the impact
of these factors on their productivity.
The study used a questionnaire sent out to IT employees of various organizations in India. Almost
all these employees were working from their homes. Over 500 validated responses were received.
The study found that some of the aspects of core self-evaluation and job attitudes were positively
correlated to the productivity of the employee. At the same time, other aspects of these dimensions
were not correlated to productivity. These differential results mirrored that of other scholars and
earlier researches, where there was no unidirectional correlation between these variables and
productivity.
This is one of the first detailed works on productivity during the course of Work from Home, both
among knowledge workers as well as in the Indian context
This descriptive quantitative research determined the significant relationship between the effectiveness of work from home and the employees’ job performance. It also determined the significant difference in the work performance of the 300 employee-respondents in terms of their demographic profile. Data were gathered through a self-made questionnaire in the form of 4-Likert scale questions. The work from home program was effective and the work performance was of high level. Based from the results, it was concluded that there was direct and significant relationship between the reorganization, work-life balance and the speed; supervision and work quality; and reorganization, work-life balance and target. In addition, there was a significant difference in the work performance of the employees according to gender and educational attainment. Based from the findings of the study, it was recommended that Human Resource Department develop scheme to identify positions and employees appropriate under the program. There may also be an establishment of proper mechanism for the continuity and sustainability of the program and maintenance of the work quality may be a shared responsibility.
The current coronavirus outbreak has led universities worldwide to find new means of providing uninterrupted education for their students. Travel bans, campus closures and isolation measures have forced university students and staff into their homes, which has required them to adapt quickly to working and studying remotely. This study examines working from home (WFH) as a teaching trajectory and investigates the perceptions of the staff of a tertiary institution regarding their experiences of it. An exploratory research design was adopted using an online survey and was supported by meta-synthesis in the form of pertinent literature in the appropriate field to reveal how academics had adapted to WFH. Findings reveal that the WFH requires a supportive virtual learning environment (VLE) consisting of interactive learning platforms, suitable technological gadgets and quality Internet service. Results further demonstrate that institutions need robust information technology (IT) departments that can regularly invest in upgrading institutions’ online platforms, provision of IT gadgets to staff and ensuring staff competence in using them. Findings also propose WFH as a necessity to offer uninterrupted learning safely in times of lockdowns and social distancing due to the COVID-19 pandemic.
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.
Telecommuting has not permeated the American workplace, and where it has become commonly used, it is not helpful in reducing work-family conflicts; telecommuting appears, instead, to have become instrumental in the general expansion of work hours, facilitating workers' needs for additional worktime beyond the standard workweek and/or the ability of employers to increase or intensify work demands among their salaried employees
Data from the American Time Use Survey (ATUS) and a Belgian national survey using weekly diaries indicate that, when asked to estimate their number of work hours, employed respondents tend to overestimate their work hours by 5–10 percent in relation to the work hours they report in their time diaries; most of the overestimation is accounted for by respondents who estimate longer work hours
Information technology makes possible working patterns with flexibility in location and time. But traditional assumptions of managerial control serve as a strong deterrent. This article deals with these issues through an analysis of interviews at ICL and Texaco UK, with managers and high-level employees who work partially at home. Rank Xerox networkers are used as a point of comparison.
Agency theory highlights losses in productivity that may occur when the interests of owners and employees are imperfectly aligned. Pay for performance has been proposed as a solution to this problem. Using a real-effort laboratory experiment with salient incentives, we compared pay-for-performance and fixed-salary compensation. The former achieved significantly higher firm productivity through both sorting and incentive effects. In particular, more productive employees selected pay for performance, and employees on average, regardless of their preferred compensation scheme, produced more under it. However, more risk-averse individuals were less likely to select pay for performance and less responsive to its incentives.
This article explores the relationship between work–family roles and boundaries, and gender, among home-based teleworkers and their families. Previous literature suggests two alternative models of the implications of home-based work for gendered experiences of work and family: the new opportunities for flexibility model and the exploitation model. Drawing on the findings of a qualitative study of home-based workers and their co-residents, we argue that these models are not mutually exclusive. We explore the gendered processes whereby teleworking can simultaneously enhance work–life balance while perpetuating traditional work and family roles.
Telework has inspired research in disciplines ranging from transportation and urban planning to ethics, law, sociology, and organizational studies. In our review of this literature, we seek answers to three questions: who participates in telework, why they do, and what happens when they do? Who teleworks remains elusive, but research suggests that male professionals and female clerical workers predominate. Notably, work-related factors like managers' willingness are most predictive of which employees will telework. Employees' motivations for teleworking are also unclear, as commonly perceived reasons such as commute reduction and family obligations do not appear instrumental. On the firms' side, managers' reluctance, forged by concerns about cost and control and bolstered by little perceived need, inhibits the creation of telework programmes. As for outcomes, little clear evidence exists that telework increases job satisfaction and productivity, as it is often asserted to do. We suggest three steps for future research may provide richer insights: consider group and organizational level impacts to understand who telework affects, reconsider why people telework, and emphasize theory-building and links to existing organizational theories. We conclude with lessons learned from the telework literature that may be relevant to research on new work forms and workplaces. Copyright © 2002 John Wiley & Sons, Ltd.
We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees' gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.
The literature on the impact of telecommuting on work-family conflict has been equivocal, asserting that telecommuting enhances work-life balance and reduces conflict, or countering that it increases conflict as more time and emotional energy are allocated to family. Surveying 454 professional-level employees who split their work time between an office and home, the authors examined how extensively working in this mode impacts work-to-family conflict and family-to-work conflict, as well as the contextual impact of job autonomy, scheduling flexibility, and household size. As hypothesized, the findings suggest that telecommuting has a differential impact on work-family conflict, such that the more extensively individuals work in this mode, the lower their work-to-family conflict, but the higher their family-to-work conflict. Additionally, job autonomy and scheduling flexibility were found to positively moderate telecommuting's impact on work-to-family conflict, but household size was found to negatively moderate telecommuting's impact on family-to-work conflict, suggesting that contextual factors may be domain specific.
What are the positive and negative consequences of telecommuting? How do these consequences come about? When are these consequences more or less potent? The authors answer these questions through construction of a theoretical framework and meta-analysis of 46 studies in natural settings involving 12,883 employees. Telecommuting had small but mainly beneficial effects on proximal outcomes, such as perceived autonomy and (lower) work-family conflict. Importantly, telecommuting had no generally detrimental effects on the quality of workplace relationships. Telecommuting also had beneficial effects on more distal outcomes, such as job satisfaction, performance, turnover intent, and role stress. These beneficial consequences appeared to be at least partially mediated by perceived autonomy. Also, high-intensity telecommuting (more than 2.5 days a week) accentuated telecommuting's beneficial effects on work-family conflict but harmed relationships with coworkers. Results provide building blocks for a more complete theoretical and practical treatment of telecommuting.
This paper shows that reciprocity has powerful implications for many economic domains. It is an important determinant in the enforcement of contracts and social norms and enhances the possibilities of collective action greatly. Reciprocity may render the provision of explicit incentive inefficient because the incentives may crowd out voluntary co-operation. It strongly limits the effects of competition in markets with incomplete contracts and gives rise to noncompetitive wage differences. Finally, reciprocity it is also a strong force contributing to the existence of incomplete contracts.
I: Background.- 1. An Introduction.- 2. Conceptualizations of Intrinsic Motivation and Self-Determination.- II: Self-Determination Theory.- 3. Cognitive Evaluation Theory: Perceived Causality and Perceived Competence.- 4. Cognitive Evaluation Theory: Interpersonal Communication and Intrapersonal Regulation.- 5. Toward an Organismic Integration Theory: Motivation and Development.- 6. Causality Orientations Theory: Personality Influences on Motivation.- III: Alternative Approaches.- 7. Operant and Attributional Theories.- 8. Information-Processing Theories.- IV: Applications and Implications.- 9. Education.- 10. Psychotherapy.- 11. Work.- 12. Sports.- References.- Author Index.
This paper theoretically and empirically examines the impact of self-managed working time (SMWT) on employee effort. As a policy of increased worker autonomy, SMWT can theoretically increase effort via intrinsic motivation and reciprocal behaviour, but it can also lead to a decrease of effort due to a loss of control. Based on German individual-level panel data, we find that SMWT employees exert higher effort levels than employees with fixed working hours. Even after accounting for observed and unobserved characteristics there remains a modest positive effect. This effect is largely driven by employees who are intrinsically motivated, suggesting that intrinsic motivation is complementary to SMWT. However, reciprocal work intensification does not seem to be an important channel of providing extra effort.
Trotz umfangreicher Förderung in den 1990er Jahren sowohl durch die Bundesregierung als auch durch die Europäische Kommission kam das Konzept der Telearbeit damals nur langsam voran. Nicht einmal ein Zehntel der Unternehmen in Deutschland praktizierte Telearbeit. Als Barrieren wurden hohe Telekommunikationskosten, mögliche Sicherheitsprobleme und Datenschutz genannt. Gewerkschaften warnten vor der Selbstausbeutung der Beschäftigten, die zu Hause mehr und länger arbeiten würden. Betriebsräte wurden aber von ihren Kollegen gebeten, dem Konzept der Telearbeit zuzustimmen, weil Telearbeit ihnen mehr Zeitsouveränität und damit eine bessere Vereinbarkeit von Familie und Beruf bot. Ein wesentlicher Grund war aber sicherlich auch das neue, für Telearbeit erforderliche Führungskonzept MbO (Management by Objectives = Führen mit Zielvereinbarungen). Inzwischen praktiziert etwa ein Viertel aller Unternehmen Telearbeit. Die Telekommunikationskosten sind in den letzten Jahren auf ein Minimum geschrumpft, die Datensicherheit ist immer besser geworden, die technischen Voraussetzungen sind für jedes Unternehmen erschwinglich. Auch der Führungsstil mit Zielvereinbarungen hat sich in vielen Unternehmen inzwischen etabliert. Durch die neue Generation der „Digital Natives“, die ganz selbstverständlich mit elektronischen Medien arbeitet und von ihren Arbeitgebern den „New Deal“ erwartet, wird Telearbeit allmählich zu einer gängigen Arbeitsform – zwei Jahrzehnte später als von der Politik erwartet, aber jetzt in rasender Geschwindigkeit.
Intrinsic and extrinsic types of motivation have been widely studied, and the distinction between them has shed important light on both developmental and educational practices. In this review we revisit the classic definitions of intrinsic and extrinsic motivation in light of contemporary research and theory. Intrinsic motivation remains an important construct, reflecting the natural human propensity to learn and assimilate. However, extrinsic motivation is argued to vary considerably in its relative autonomy and thus can either reflect external control or true self-regulation. The relations of both classes of motives to basic human needs for autonomy, competence and relatedness are discussed.
Both theory and evidence suggest a productivity effect, a hedonic effect, and a risk premium associated with working at home; an analysis of a sample drawn from the May 2001 Current Population Survey finds positive wage differentials overall for men and women, with significant differentials emerging for selected reasons and industries.
Much of the theory in personnel economics relates to effects of monetary incentives on output, but the theory was untested because appropriate data were unavailable. A new data set for the Safelite Glass Corporation tests the predictions that average productivity will rise, the firm will attract a more able workforce, and variance in output across individuals at the firm will rise when it shifts to piece rates. In Safelite, productivity effects amount to a 44-percent increase in output per worker. This firm apparently had selected a suboptimal compensation system, as profits also increased with the change.
In an effort to cut costs and improve worker morale, corporations are increasingly turning to telecommuting. Conflicting reports exist though on the effects that working outside the office has on productivity which directly affects a company's bottom line. This study explores these controversies using an experimental approach. Creative and dull individual tasks were used to mimic two extreme work climates. Results of this study indicate that the telecommuting environmental effects may have positive implications on productivity of creative tasks but negative implications on productivity of dull tasks.
A rising share of employees now regularly engage in working from home (WFH), but there are concerns this can lead to “shirking
from home.” We report the results of a WFH experiment at Ctrip, a 16,000-employee, NASDAQ-listed Chinese travel agency. Call
center employees who volunteered to WFH were randomly assigned either to work from home or in the office for nine months.
Home working led to a 13% performance increase, of which 9% was from working more minutes per shift (fewer breaks and sick
days) and 4% from more calls per minute (attributed to a quieter and more convenient working environment). Home workers also
reported improved work satisfaction, and their attrition rate halved, but their promotion rate conditional on performance
fell. Due to the success of the experiment, Ctrip rolled out the option to WFH to the whole firm and allowed the experimental
employees to reselect between the home and office. Interestingly, over half of them switched, which led to the gains from
WFH almost doubling to 22%. This highlights the benefits of learning and selection effects when adopting modern management
practices like WFH. JEL Codes: D24, L23, L84, M11, M54, O31.
This paper seeks to explain the greater hours worked by Americans compared to Germans in terms of forward-looking labor supply responses to differences in earnings inequality between the countries. We argue that workers choose current hours of work to gain promotions and advance in the distribution of earnings. Since US earnings are more unequally distributed than German earnings, the same extra work pays off more in the US, generating more hours worked. Supporting this inequality-hours hypothesis, we show that in both countries hours worked is positively related to earnings inequality in cross section occupational contrasts and that hours worked raises future wages and promotion prospects in longitudinal data.
Innovations in telecommunications technology increase the possibilities of working from the home. Implications of work-at-home arrangements for the individual's quality of working life are discussed. Included are discussions of several major aspects of the work experience relevant to quality of working life, analyses of the differences along these aspects between working at home and working at a normal workplace, and speculation about the possible consequences for the individual of the transfer of jobs from employers' premises to employees' homes.
Job satisfaction and productivity were compared for 34 in-house employees and 34 telecommuters performing data-entry and coding. Job satisfaction was measured on the Minnesota Job Satisfaction Questionnaire and a five-item work arrangement subscale. Group productivity was measured by data-entry transactions per hour. No between-group differences were found on over-all job satisfaction and subscale scores; however, seven individual items relating to concerns about work-at-home differentiated the groups. Significantly different between-group ranks of importance on 12 of the 25 questionnaire items were found. Despite important limitations in our experimental design, the results suggest that telecommuting tends to increase satisfaction with specific work arrangements and that telecommuters are likely to be more productive than in-house workers on structured, repetitive tasks.
This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality, quantity, and effort. In addition, significant relationships between the job characteristics and internal motivation were obtained for employees who were desirous of growth satisfactions and who experienced high satisfaction with their supervisors and co-workers. Implications of the results for future research on job design were discussed.
This study explores how teleworking is perceived by employees and highlights its possible benefits and pitfalls. Interviews with sixty-two teleworkers in five UK organisations provide a comprehensive view on this mode of work. In particular the study examines teleworking impact on effectiveness, quality of working life, and family life.
This article complements the experimental literature that has shown the importance of reciprocity for behaviour in stylised labour markets or other decision settings. We use individual measures of reciprocal inclinations in a large, representative survey and relate reciprocity to real world labour market behaviour and life outcomes. We find that reciprocity matters and that the way in which it matters is very much in line with the experimental evidence. In particular, positive reciprocity is associated with receiving higher wages and working harder. Negatively reciprocal inclinations tend to reduce effort. Negative reciprocity increases the likelihood of being unemployed.
This study documents the rapid growth in home-based wage and salary employment and the sharp decline in the home-based wage penalty in the United States between 1980 and 2000. These twin patterns, observed for both men and women in most occupation groups, suggest that employer costs of providing home-based work arrangements have decreased. Consistent with information technology (IT) advances being an important source of these falling costs, I find that occupation-gender cells that had larger increases in on-the-job IT use also experienced larger increases in the home-based employment share and larger declines in the home-based wage penalty.
A model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs. The model focuses on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job. The model was tested for 658 employees who work on 62 different jobs in seven organizations, and results support its validity. A number of special features of the model are discussed (including its use as a basis for the diagnosis of jobs and the evaluation of job redesign projects), and the model is compared to other theories of job design.
Millions use electronic tools to do their jobs away from the traditional office. Some labor in a “virtual office” with flexibility to work wherever it makes sense and others telecommute primarily from home. This IBM study compares how three work venues (traditional office, n=4316, virtual office, n=767, and home office, n=441) may influence aspects of work (job performance, job motivation, job retention, workload success, and career opportunity) and personal/family life (work/life balance and personal/family success). Perceptions, direct comparisons, and multivariate analyses suggest that the influence of the virtual office is mostly positive on aspects of work but somewhat negative on aspects of personal/family life. The influence of the home office appears to be mostly positive and the influence of traditional office mostly negative on aspects of both work and personal/life. Implications of these findings are discussed.
Today's telecommuting workforce encompasses all categories of workers including managers, professionals and other knowledge workers. While organizations have the choice of mandating telecommuting or offering it as an option, individuals also have the choice of participating or not when telecommuting is optional. This research investigated whether individual factors, such as age, skills, identification with organization, or job category influenced these individuals' decisions to telecommute or not. A survey of telecommuters and non-telecommuters was conducted in two large work groups working for a high technology organization. Job category and gender showed a significant difference between telecommuters and non-telecommuters. Age, years with organization, and computer skills did not show significant differences. Reasons provided by respondents for opting not to telecommute are discussed. In addition, a comparison of perceived productivity, performance, sense of personal control, and satisfaction between telecommuters and non-telecommuters was performed. Differences were found between telecommuters and non-telecommuters in their ratings of personal control and productivity. The paper concludes with suggestions for practitioners and recommendations for future research.
The subject of this paper is work performed in the home with computer and communications technology, also known as telecommuting. The article reports on two studies of work at home: a quasi-experimental field study of organizational telecommuting pilot programs, and an attitude survey comparing computer professionals who work at home to employees doing similar jobs in traditional office settings. The results of the field study demonstrated that working in the home had little impact on employee performance; however, supervisors were not comfortable with remote workers and preferred their employees to be on site. In the survey, work in the home was related to lower job satisfaction, lower organizational commitment, and higher role conflict. The survey also included computer professionals who worked at home in addition to the regular work day. The author suggests that performing additional unpaid work in the home after regular work hours may be an important trend that merits further investigation. The studies demonstrate that while computer and communications technology have the potential to relax constraints on information work in terms of space and time, in today's traditional work environments, corporate culture and management style limit acceptance of telecommuting as a substitute for office work.
A unique dataset collected from the personnel records of a large company is used to study the relationship between on-the-job training and worker productivity. The analysis shows how information contained in a company database is useful for eliminating heterogeneity bias in the estimation of training's impact on wages and job performance. Even when selection bias in assignment to training programs is eliminated, training is found to have a positive and significant effect on both wage growth and the change in job performance scores, thereby confirming the robustness of the relationship between training and productivity. Copyright 1995 by University of Chicago Press.
After the introduction in Section 2, we very briefly sketch out current theoretical and empirical developments in the social sciences. In our view, they all point in the same direction: toward the acute and increasing need for multidisciplinary longitudinal data covering a wide range of living conditions and based on a multitude of variables from the social sciences for both theoretical investigation and the evaluation of policy measures. Cohort and panel studies are therefore called upon to become truly interdisciplinary tools. In Section 3, we describe the German Socio-Economic Panel Study (SOEP), in which we discuss recent improvements of that study which approach this ideal and point out existing shortcomings. Section 4 concludes with a discussion of potential future issues and developments for SOEP and other household panel studies.
In this paper we hypothesize that CEOs will be motivated to manage earnings prior to a turnover decision. This motivation comes from the horizon problem for CEOs nearing retirement age and for CEOs whose profit-based bonus is a large portion of their total compensation. We find that firms in which CEOs are nearing retirement age have large discretionary accruals in the year prior to turnover. Although we find firms with a larger proportion of profit-based bonus pay have larger discretionary accruals, this result is not robust with the inclusion of control variables in the regressions. Copyright Springer Science+Business Media, LLC 2007
This paper develops asymptotic distribution theory for instrumental variables regression when the partial correlations between the instruments and the endogenous variables are weak, here modeled as local to zero. Asymptotic representation are provided for various statistics, including two-stage least squares and limited information maximum likelihood estimators, Wald statistics, and statistics testing overidentification and endogeneity. The asymptotic distributions provide good approximations to sampling distributions with ten-twenty observations per instrument. The theory suggests concrete guidelines for applied work, including using nonstandard methods for construction of confidence regions. These results are used to interpret J. D. Angrist and A. B. Krueger's (1991) estimates of the returns to education.
- S Erat
Arbeit im Homeoffice: Förderung der Arbeitsbereitschaft oder Einladung zum Faulenzen
- Kira Rupietta
- Michael Beckmann
- K Rupietta
The currency of reciprocity: gift exchange in the workplace
- Kube
- Michel A Sebastian
- Clemens Maréchal
- Puppe
- S Kube
Erfolgsgeschichte Telearbeit – Arbeitsmodell der Zukunft
- C Flüter-Hoffmann
- B Badura
- A Ducki
- H Schröder
- J Klose
- M Meyer