Affiliation:
1. Duanyi Yang is an Assistant Professor in the School of Industrial and Labor Relations at Cornell University. Erin L. Kelly is the Sloan Distinguished Professor of Work and Organization Studies at MIT Sloan School of Management. Laura D. Kubzansky is the Professor of Social and Behavioral Sciences in the Harvard T.H. Chan School of Public Health at Harvard University. Lisa Berkman is the Thomas D. Cabot Professor of Public Policy and of Epidemiology in the Harvard T.H. Chan School of Public Health at...
Abstract
The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers’ well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women’s well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations.
Subject
Management of Technology and Innovation,Organizational Behavior and Human Resource Management,Strategy and Management
Cited by
10 articles.
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