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  • 1Inga Laß and Esperanza Vera-Toscano are Senior Research Fellows at the Melbourne Institute of Applied Economic and Social Research, University of Melbourne. Mark Wooden is Professor Emeritus at the Melbourne Institute of Applied Economic and Social Research, University of Melbourne. At the time this research commenced, Inga Laß was a Senior Researcher at the Federal Institute for Population Research (BiB) (Germany).

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Working from home increased job satisfaction for women, especially mothers, by improving work-life balance. Men

Keywords:
COVID-19 pandemicHILDA Surveygenderteleworkwell-beingwork–family balance

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Area of Science:

  • Socioeconomics
  • Labor Economics
  • Gender Studies

Background:

  • The COVID-19 pandemic accelerated the adoption of remote work globally.
  • Understanding the impact of working from home on job satisfaction is crucial for workers and employers.
  • Previous research has yielded mixed results on the relationship between remote work and job satisfaction.

Purpose of the Study:

  • To examine the impact of increased working from home on job satisfaction.
  • To investigate potential gender differences in the effects of remote work on job satisfaction.
  • To explore the role of childcare responsibilities in the relationship between remote work and job satisfaction.

Main Methods:

  • Utilized longitudinal data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey (2019 and 2021).
  • Employed fixed-effects models to analyze changes in job satisfaction.
  • Assessed the association between changes in weekly work hours done from home and job satisfaction.

Main Results:

  • No significant association was found between increased working from home and job satisfaction for men.
  • A significant positive, nonlinear association was observed between working from home and job satisfaction for women.
  • This positive effect for women was concentrated among those with children.

Conclusions:

  • The primary benefit of working from home appears to be enhanced work-family balance.
  • This improved balance is particularly impactful for women, who disproportionately manage household and caregiving duties.
  • Policy and organizational strategies should consider gendered differences in the benefits of remote work.