Ongoing Remote Work, Returning to Working at Work, or in between during COVID-19: What Promotes Subjective...

Area of Science:

• Organizational Psychology
• Sociology of Work
• Public Health

Background:

• The COVID-19 pandemic drastically altered work arrangements, prompting a widespread shift to remote work.
• Subsequent transitions to hybrid or full in-office work models have raised questions about their impact on employee well-being.
• Understanding these dynamics is crucial for optimizing workplace policies and employee support.

Purpose of the Study:

• To investigate the relationship between changing work locations (remote, hybrid, in-office) and employee subjective well-being.
• To identify distinct patterns of well-being outcomes across different work arrangements.
• To analyze demographic differences in well-being responses to work location changes.

Main Methods:

• A nationally representative panel survey of U.S. employees (N = 1,817) who experienced remote work since the pandemic.
• Data collected in October 2020 and April 2021 (two waves).
• Cluster analysis used to identify well-being constellations based on burnout, work-life conflict, and job/life satisfaction.

Main Results:

• Four distinct well-being patterns were identified.
• A full return to the office was associated with increased stress and lower job/life satisfaction, particularly by the second wave.
• Remote and hybrid arrangements showed positive effects, with hybrid work benefiting minority and less educated men, but negatively impacting White women's well-being.

Conclusions:

• Work location significantly impacts employee well-being, with a full return to office posing greater risks.
• Hybrid work arrangements appear particularly beneficial for certain male demographic groups.
• Workplace policies should consider the nuanced effects of different work models on diverse employee populations.