Details
| Original language | English |
|---|---|
| Pages (from-to) | 424-441 |
| Number of pages | 18 |
| Journal | International journal of manpower |
| Volume | 42 |
| Issue number | 3 |
| Early online date | 25 Aug 2020 |
| Publication status | Published - 19 May 2021 |
Abstract
Purpose: It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions. Design/methodology/approach: Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time. Findings: No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment. Originality/value: A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.
Keywords
- Effects on employees, Job satisfaction, Remote work, Telecommuting, Work–life balance
ASJC Scopus subject areas
- Business, Management and Accounting(all)
- Strategy and Management
- Business, Management and Accounting(all)
- Organizational Behavior and Human Resource Management
- Business, Management and Accounting(all)
- Management of Technology and Innovation
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In: International journal of manpower, Vol. 42, No. 3, 19.05.2021, p. 424-441.
Research output: Contribution to journal › Article › Research › peer review
}
TY - JOUR
T1 - Working from home, job satisfaction and work–life balance
T2 - robust or heterogeneous links?
AU - Bellmann, Lutz
AU - Hübler, Olaf
PY - 2021/5/19
Y1 - 2021/5/19
N2 - Purpose: It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions. Design/methodology/approach: Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time. Findings: No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment. Originality/value: A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.
AB - Purpose: It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions. Design/methodology/approach: Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time. Findings: No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment. Originality/value: A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.
KW - Effects on employees
KW - Job satisfaction
KW - Remote work
KW - Telecommuting
KW - Work–life balance
UR - http://www.scopus.com/inward/record.url?scp=85089782761&partnerID=8YFLogxK
U2 - 10.1108/IJM-10-2019-0458
DO - 10.1108/IJM-10-2019-0458
M3 - Article
AN - SCOPUS:85089782761
VL - 42
SP - 424
EP - 441
JO - International journal of manpower
JF - International journal of manpower
SN - 0143-7720
IS - 3
ER -