Remote jobs can help workers create more fulfilling lives, with increased psychological well-being and work engagement, but only if that work is done during regularly contracted hours, according to new research from the ILR School.
The negative impacts of working at home outside of work hours were particularly high for women, the researchers found.
The COVID-19 pandemic has sparked interest in remote work, but research by Duanyi Yang, an assistant professor of industrial relations, law, and history, produced mixed findings about the impact of working from home on workers’ well-being and work attitudes. workers.
In “Working from home and worker well-being: New evidence from Germany,” forthcoming in the ILR ReviewYang and her co-authors focus on the distinction between working from home during normal business hours, which they refer to as replacement work from home, and working from home outside of those hours, which they refer to as extension work from home. . -house.
Using a survey of 7,857 employees within 814 German establishments, their research found that outreach work from home is associated with lower psychological well-being, higher turnover intentions, and higher work-family conflict. In contrast, replacement work from home generates higher commitment and is not associated with increased work-family conflict or turnover.
In addition, they found that home-based extension work has more negative effects on women’s well-being and work-family conflict. Specifically, psychological well-being is 11% lower for women who do extension work from home than for women with similar characteristics who do not work from home. However, well-being is 5% higher for women whose telework is limited to their usual working day, compared to women with similar characteristics who do not telework.
“Given the evidence that remote work can bring benefits to workers and employers, but only when work-from-home is limited and not extended, an important next step is to determine how new labor standards and management practices can help guard against extension work from home,” Yang said.
For example, he said, in 2016, France passed a law giving workers the “right to disconnect” from workplace communication devices to ensure work doesn’t spill over into private time. Similarly, in Australia, the large public sector unions are currently negotiating with government employers to include the right to disconnect in upcoming collective agreements.
“In the United States, managers, executives, and worker representatives also have an opportunity to counter implicit ‘always-on’ expectations and develop new norms that embrace both remote work and clear boundaries between work and home life. Yang said. “In the context of a tight labor market, employers may be more open to encouraging time limits to prevent worker burnout and limit turnover.”
Duanyi Yang et al, Working from home and worker well-being: new evidence from Germany, ILR Review (2023). DOI: 10.1177/00197939221148716
Provided by Cornell University
Citation: Work-from-Home Success Linked to Work/Life Boundaries (January 25, 2023) Retrieved January 25, 2023 from https://phys.org/news/2023-01-home-success-linked -worklife-boundaries.html
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