TY - JOUR
T1 - Working from home, hours worked and wages: Heterogeneity by gender and parenthood
AU - Arntz, Melanie
AU - Ben Yahmed, Sarra
AU - Berlingieri, Francesco
N1 - Funding Information:
We thank the editor, two anonymous referees, Christina Boll, Bernd Fitzenberger, Susanne Steffes, Ralf Wilke and Sarah McNamara for valuable feedback and suggestions. We also received helpful comments from conference and seminar participants at EALE (St. Gallen), ESPE (Glasgow), Gender Economics and the Workplace (Nuremberg), Gender Economics Workshop (DIW, Berlin), 4th TASKS Conference (Mannheim), 2nd IZA/OECD Workshop (Paris), VfS Annual Conference (Vienna), AIEL 2020, SOLE 2021, and ZEW. We are grateful to the Leibniz Association for financial support (SAW-2014-ZEW-2 and P56/2017). Note: Additional results and copies of the computer programs used to generate the results presented in the article are available from Sarra Ben Yahmed at [email protected]. The SOEP data used in the analysis (DOI: 10.5684/soep.v31.1) is available for free for research purposes from the DIW, see https://www.diw.de/en/diw_02.c.222518.en/research_data_center_of_the_soep.html for any details on data access. The paper mainly results from work undertaken by the authors at ZEW Mannheim. The views expressed herein are those of the authors and do not necessarily reflect the views of the European Commission.
Funding Information:
We thank the editor, two anonymous referees, Christina Boll, Bernd Fitzenberger, Susanne Steffes, Ralf Wilke and Sarah McNamara for valuable feedback and suggestions. We also received helpful comments from conference and seminar participants at EALE (St. Gallen), ESPE (Glasgow), Gender Economics and the Workplace (Nuremberg), Gender Economics Workshop (DIW, Berlin), 4th TASKS Conference (Mannheim), 2nd IZA/OECD Workshop (Paris), VfS Annual Conference (Vienna), AIEL 2020, SOLE 2021, and ZEW. We are grateful to the Leibniz Association for financial support (SAW-2014-ZEW-2 and P56/2017). Note: Additional results and copies of the computer programs used to generate the results presented in the article are available from Sarra Ben Yahmed at [email protected] . The SOEP data used in the analysis (DOI: 10.5684/soep.v31.1) is available for free for research purposes from the DIW, see https://www.diw.de/en/diw_02.c.222518.en/research_data_center_of_the_soep.html for any details on data access. The paper mainly results from work undertaken by the authors at ZEW Mannheim. The views expressed herein are those of the authors and do not necessarily reflect the views of the European Commission.
Publisher Copyright:
© 2022
PY - 2022/6/1
Y1 - 2022/6/1
N2 - Working from home (WfH) has been widely adopted since the Covid-19 pandemic. Pre-pandemic evidence on how hybrid work arrangements relate to labour market outcomes is a scarce and valuable benchmark. We exploit the German Socio-Economic Panel between 1997 and 2014 to investigate how such a work arrangement relates to working hours, wages and job satisfaction for different demographic groups. We find that childless employees work an extra hour of unpaid overtime per week and report higher job satisfaction after taking up WfH. Among parents, gender differences in working hours and monthly earnings are lower after WfH take-up. However, hourly wage increases with WfH take-up are limited to fathers, unless mothers change employers. We discuss the role of career changes, commuting and working-time flexibility in explaining these findings.
AB - Working from home (WfH) has been widely adopted since the Covid-19 pandemic. Pre-pandemic evidence on how hybrid work arrangements relate to labour market outcomes is a scarce and valuable benchmark. We exploit the German Socio-Economic Panel between 1997 and 2014 to investigate how such a work arrangement relates to working hours, wages and job satisfaction for different demographic groups. We find that childless employees work an extra hour of unpaid overtime per week and report higher job satisfaction after taking up WfH. Among parents, gender differences in working hours and monthly earnings are lower after WfH take-up. However, hourly wage increases with WfH take-up are limited to fathers, unless mothers change employers. We discuss the role of career changes, commuting and working-time flexibility in explaining these findings.
KW - Flexible work arrangements
KW - Gender
KW - Wages
KW - Working from home
KW - Working hours
UR - http://www.scopus.com/inward/record.url?scp=85129516723&partnerID=8YFLogxK
U2 - 10.1016/j.labeco.2022.102169
DO - 10.1016/j.labeco.2022.102169
M3 - Article
AN - SCOPUS:85129516723
VL - 76
JO - Labour Economics
JF - Labour Economics
SN - 0927-5371
M1 - 102169
ER -