Agency Theory and Work from Home

White, Dustin R.

doi:10.1111/labr.12135

Cited by 21 publications

(20 citation statements)

References 16 publications

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“…Between 1980 and 1990, the wage penalties fell fastest in IT-intensive occupations. More recently, using the 1980-2014 ACS and Decennial Census data and controlling for selection using a Heckman selection model, White (2019) found that home-based workers earned a 5 percent wage premium in 2014. Using an instrumental variables technique and U.S. data, Heywood, Seibert, and Wei (2007) found a positive wage differential for WFH but not for other workplace practices.…”

Section: Wage Effects Of Teleworkmentioning

confidence: 99%

Telework and Time Use in the United States

Pabilonia

Vernon

2020

SSRN Journal

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Remote work is rapidly increasing in the United States. Using data on full-time wage and salary workers from the 2017-2018 American Time Use Survey Leave and Job Flexibilities Module, this paper examines the characteristics of teleworkers, the effects of teleworking on wages, and differences in time-use patterns between office and work-at-home workdays. We find that some teleworkers earn a wage premium, but it varies by occupation, gender, parental status, and teleworking intensity. Teleworkers also spend less time on commuting and grooming activities but more time on leisure and household production activities and more time with family on work-at-home days.

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Section: Wage Effects Of Teleworkmentioning

confidence: 99%

Telework and Time Use in the United States

Pabilonia

Vernon

2020

SSRN Journal

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“…The pre-pandemic wage premium or discount associated with WFH varies greatly with observable worker characteristics, occupation, and WFH intensity(Pabilonia and Vernon, 2021). Average wages associated with WFH evolved from a large discount in 1980, conditional on controls, to a modest premium by 2014(White, 2019).…”

mentioning

confidence: 99%

Why Working From Home Will Stick

Barrero¹,

Bloom²,

Davis³

2020

Preprint

197

306

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We survey 15,000 Americans over several waves to investigate whether, how, and whyworking from home will stick after COVID-19. The pandemic drove a mass social experiment in which half of all paid hours were provided from home between May and October 2020. Our survey evidence says that 22 percent of all full work days will be supplied from home after the pandemic ends, compared with just 5 percent before. We provide evidence on five mechanisms behind this persistent shift to working from home: diminished stigma, better-than-expected experiences working from home, investments in physical and human capital enabling working from home, reluctance to return to pre-pandemic activities, and innovation supporting working from home. We also examine some implications of a persistent shift in working arrangements: First, high-income workers, especially, will enjoy the perks of working from home. Second, we forecast that the post-pandemic shift to working from home will lower worker spending in major city centers by 5 to 10 percent. Third, many workers report being more productive at home than on business premises, so post-pandemic work from home plans offer the potential to raise productivity as much as 2.4 percent.

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“…It has also benefited some companies during the difficult times of the pandemic. Companies have adopted the WFH model, relying on modern technology to reduce the corresponding regulatory costs ( White, 2019 ).…”

Section: Impact Of Wfh On Enterprises Employees and Hr Practitionersmentioning

confidence: 99%

Influence of Working From Home During the COVID-19 Crisis and HR Practitioner Response

Chen

2021

Front. Psychol.

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The pandemic has changed the way people work, and more and more people are choosing to work from home (WFH). Unlike traditional work patterns, this approach has limitations and has had a significant impact on both organizations and individuals. It also brings many challenges to the work of HR practitioners. HR practitioners, as key players in strategic human resource management, need to take advantage of management innovations under the crisis to improve employees’ work flexibility and effectively address the impact of working from home. This study aims to address the need for employee skill improvement, psychological stress relief, work-family balance, and company culture reinforcement from an HRM perspective because of the impact of WFH work patterns during the COVID-19 crisis.

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Agency Theory and Work from Home

Cited by 21 publications

References 16 publications

Telework and Time Use in the United States

Telework and Time Use in the United States

Why Working From Home Will Stick

Influence of Working From Home During the COVID-19 Crisis and HR Practitioner Response

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