Work‐from‐home productivity during the COVID‐19 pandemic: Evidence from Japan

Abstract

This study examines the productivity of working from home (WFH) practices during the COVID‐19 pandemic. The results reveal that the mean WFH productivity relative to working at the usual workplace was about 60%–70%, and it was lower for employees and firms that started WFH practice only after the spread of the COVID‐19 pandemic. However, there was a large dispersion of WFH productivity, both by individual and firm characteristics. Highly educated and high‐wage employees tended to exhibit a small reduction in WFH productivity. The results obtained from the employee and employer surveys were generally consistent with each other.

Telework and Face-to-Face Work during COVID-19 Confinement: The Predictive Factors of Work-Related Stress from a Holistic Point of View

“…In particular, recent data show that 39.1% of teleworking people indicated that teleworking required more effort than face-to-face work [ 46 ]. Morikawa [ 47 ] states that, in the situation of confinement, the implementation of telework has occurred in a forced manner, without the workers having the necessary resources to carry out this work. In this sense, the research conducted during confinement by Tavares and collaborators [ 11 ] points out that, although teleworkers seem to have adapted easily to the sudden implementation of this modality, among the difficulties experienced is a lack of resources in terms of the necessary infrastructure for teleworking.…”

“…Concerning organizational variables, we anticipated that for face-to-face workers, security measures for face-to-face work would predict stress (hypothesis 6) [ 49 ]. Furthermore, given the hasty manner in which telework was established [ 47 ], and the fact that this involved greater effort on the part of teleworkers [ 16 , 46 ], it was expected that organizational resources allocated to telework and hours worked (hypothesis 7) would predict stress. At this level, it was expected that the organization’s size would moderate the relationship between organizational resources provided to teleworking and job stress (hypothesis 8) [ 48 ].…”

Effects of WFH on educators' wellbeing: mediating role of institutional head's support and moderating role of employees' self-efficacy at university level

“…Previous studies have also shown work from home (WFH) can improve happiness in jobs. When people work at home, they do not have to waste time, money and resources on business trips or in the workplace (Morikawa, 2022). They still do not want to wear formal dress at work time, so that they can align their work with their true individual more generously.…”

“…Coronavirus disease 2019 (COVID-19), like all other aspects of daily life, has had a severe influence on educational institutions including teachers, students around the world (Almanthari et al. , 2020; Morikawa, 2022). This pandemic contributed to the world-wide closure of schools, colleges and universities, and enabled students to pursue social distances (Toquero, 2020).…”

The Mediating Role of Employee Work Motivation in The Relationship between Working From Home and Job Performance

“…Work from home (WFH) has also been found in prior research to increase workplace satisfaction (Khan et al, 2022). People who work from home save time, money, and resources that would otherwise be wasted on travel or in the office (Morikawa, 2022). According to Susilo (2020), employees who work from home have greater flexibility when scheduling appointments and doing chores.…”