Who and How Many Can Work from Home? Evidence from Task Descriptions and Norwegian Job Advertisements.

Holgersen, Henning; Jia, Zhiyang; Svenkerud, Simen

doi:10.2139/ssrn.3580674

Cited by 9 publications

(6 citation statements)

References 23 publications

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“…Most of these studies (see, for instance, Béland et al 2020b;Dingel and Neiman 2020;Gottlieb et al 2020;Hensvik et al 2020;Holgersen et al 2020;Koren and Peto 2020;Leibovici et al 2020;Yasenov 2020) aim to classify occupations according to their WFH feasibility in the USA and some European countries (e.g. UK, Germany), as well as in Latin American and Caribbean countries (Delaporte and Pena 2020).…”

Section: Introductionmentioning

confidence: 99%

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

2020

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In the current context of the COVID-19 pandemic, working from home (WFH) became of great importance for a large share of employees since it represents the only option to both continue working and minimise the risk of virus exposure. Uncertainty about the duration of the pandemic and future contagion waves even led companies to view WFH as a 'new normal' way of working. Based on influence function regression methods, this paper explores the potential consequences in the labour income distribution related to a long-lasting increase in WFH feasibility among Italian employees. Results show that a positive shift in WFH feasibility would be associated with an increase in average labour income, but this potential benefit would not be equally distributed among employees. Specifically, an increase in the opportunity to WFH would favour male, older, high-educated, and high-paid employees. However, this 'forced innovation' would benefit more employees living in provinces have been more affected by the novel coronavirus. WFH thus risks exacerbating pre-existing inequalities in the labour market, especially if it will not be adequately regulated. As a consequence, this study suggests that policies aimed at alleviating inequality, like income support measures (in the short run) and human capital interventions (in the long run), should play a more important compensating role in the future.

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Section: Introductionmentioning

confidence: 99%

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

2020

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“…In Germany, Alipour et al (2020) financial sector. A similar study showed that 36% of total jobs in the Norwegian economy can be performed at home (Holgersen et al, 2020). In Malaysia, data suggests that workfrom-home is possible for less than 30% of all workers due to the arrangement being suitable for high-skill jobs only (Tumin, 2020).…”

Section: Literature Reviewmentioning

confidence: 98%

Work from Home (Wfh) Arrangements During Covid-19 Pandemic: Comparative Analysis of Practices Among the Universities in Negara Brunei Darussalam

Sarbini

Zin

2021

ijbass

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Currently, all countries in the world are shocked by a global pandemic called Corona Virus Disease (COVID-19). This virus attack has had a huge impact on humans in the world and has changed many important aspects of life such as health, economy, politics, and also security. We have seen how COVID-19 has become a major threat to all organizations in the world, which has led to changes in work methods and also human interaction within the organization. The working method shifting in question is a change in the organization in giving tasks and responsibilities to its employees by “prohibiting” its employees to work in the office and gather in a room. This prohibition is not intended to destroy the performance of the organization but rather aims to prevent the spread of COVID-19, which until now continues to add the number of its victims globally. The concept of Work from Home (WFH) has been the subject of discussion and global study theme by researchers in the past 10 years, but this global phenomenon begins to emerge at the coming of the COVID-19 attack and becomes an alternative strategy for many organizations. However, in Brunei, this Working from Home (WFH) initiative or arrangement has not been widely implemented yet and become a work culture in the organization, although there are still a few organizations that have given the flexible arrangement of work for their employees. WFH, which is a phenomenon today in Brunei, is not a work culture found in many organizations, especially government organizations that are very bound by direct supervision, discipline, and also public services. In reality, WFH is not fully understood by the employees, they feel a lot of dilemma conditions such as the mindset that the home is where they rest while work is generally done in the office. This dilemma condition sometimes creates conflicts within the family even though WFH creates flexibility of time and place. Therefore, this paper tries to excavate and compare the different WFH arrangements that have been executed by three higher education institutions in Brunei following the de-escalation plans that have been widely disseminated by the government during the active spread of COVID-19. The findings suggest that different institutions have different ways of interpreting and implementing the WFH arrangements. This paper concludes with preliminary suggestions on managerial perspectives and implementation of flexible working arrangements like WFH and further research to be done in tackling the perceptual attitudes of employees undergoing the WFH initiative.

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“…Teleworkability estimates in Brazil and Ukraine used small-sample surveys (XP Investments as cited in Berg et al (2020); Sapiens as cited in Berg et al (2020)) while opinion surveys were used in Holgersen et al (2020)’s study for Norway. Berg et al (2020) utilised the Delphi survey approach that relies on a panel of experts from different countries.…”

Section: Literature Reviewmentioning

confidence: 99%

Telework potential in the Philippines

Gaduena

Caboverde

Flaminiano

2022

Econ. labour relat. rev.

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Using work from home (WFH) scores obtained by matching Philippine occupations with U.S. O*NET occupations, this paper estimates that only 12.38% of all workers can WFH and 25.7% of Philippine occupations are teleworkable––mostly from the following occupational groups: professionals, clerical support workers, and technicians and associate professionals. The education, real estate and, professional, scientific and technical sectors account for the largest share of teleworkable jobs. Those workers belonging to lower per capita income deciles, who are male, who have lower levels of education, who are self-employed, aged 55 and older, and who are working in sectors such as agriculture and retail, are also less likely to be in teleworkable occupations. JEL codes: J240, J280

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Who and How Many Can Work from Home? Evidence from Task Descriptions and Norwegian Job Advertisements.

Cited by 9 publications

References 23 publications

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

Work from Home (Wfh) Arrangements During Covid-19 Pandemic: Comparative Analysis of Practices Among the Universities in Negara Brunei Darussalam

Telework potential in the Philippines

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