管理层对在家工作的员工的 (不) 偏好:流行后的实验证据
Agnieszka Kasperska1, Anna Matysiak1, Ewa Cukrowska-Torzewska1
1Faculty of Economic Sciences, University of Warsaw, Warsaw, Poland.
PloS one
|May 15, 2024
概括
在家工作的员工 (WFH) 在晋升和加薪方面面临职业不利. 然而,随着管理经验和团队WFH患病率的增加,这些处罚会减少,特别是对于母亲来说.
科学领域:
- 社会科学 社会科学 社会科学
- 商业和经济学 商业和经济学
- 组织行为 组织行为
背景情况:
- 随着COVID-19大流行,在家工作 (WFH) 的流行率显著增加.
- 在后疫情时代,WFH对职业发展的影响仍然模糊不清.
- 了解WFH对晋升,工资和培训的影响对员工和组织至关重要.
研究的目的:
- 调查管理层对员工晋升,加薪和培训津贴的偏好是否受到参与WFH的影响.
- 检查管理人员的WFH经验和团队WFH患病率对职业成果的调节作用.
- 分析性别和家长身份如何影响WFH职业惩罚.
主要方法:
- 一项在线调查实验,在2022年7月至12月期间,对1000多名英国经理进行了调查.
- 该研究对员工的性别,家长身份和WFH的频率进行了控制.
- 调查了远程与现场工人的职业发展相关的管理决策.
主要成果:
- 与现场工人相比,参与WFH的员工不太可能获得晋升,加薪或培训.
- 职业惩罚不成比例地影响男性和没有孩子的女性,但不是母亲.
- 在高WFH流行率的团队和具有广泛WFH经验的经理中,负面的职业影响会被减轻.
结论:
- 劳动残疾人可能导致职业不利,特别是在薪酬和晋升方面,对人口群体的影响各不相同.
- 管理经验和团队级WFH的正常化可以减少这些负面的职业后果.
- 熟悉和社会接受灵活的工作安排是减轻与WFH相关的职业惩罚的关键.
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