sabrinapabilonia.bsky.social
Economist. Bureau of Labor Statistics. IZA. Board member: SGE and Care Board. Interests: Labor, Productivity, Remote Work, Time Use. Alumna of University of Washington and Smith College. The views provided herein are my own.
www.sabrinapabilonia.com
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Maybe the Global Labor Organization will be the premier place for labor economists.
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Happy Birthday!
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Did you see that I added alt text for my figures on remote work arrangements?
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Lastly, we find that within-couple labor hours inequality ⬆️ (i.e. the woman's share of total couple work hours ⬇️) when women switch to a remote schedule but ⬇️ when women switch to a hybrid schedule unless their partners also switch to a hybrid schedule., in which there is no change.
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Results also suggest that hybrid, but not fully remote, work for women has the potential to improve women’s position in the labor market if there is a wage premium for working long hours and working long hours increases the likelihood of a promotion.
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This could have implications for employee performance—hybrid work may induce higher effort compared with fully remote or fully onsite jobs.
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Men and women switching to hybrid from onsite is associated with ⬆️ hours regardless of where their partners work. At the couple-level, both partners switching to hybrid is associated with a 5.4% ⬆️ in joint hours.
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At the couple-level, both partners switching to remote is associated with a 3.6% ⬇️ in joint hours.
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We find that own and partner work location arrangements matter for weekly hours worked. For example, men switching to remote from onsite is associated with their working ⬇️ hours unless their partners switch to hybrid from onsite.
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Using #ATUS time diaries, we show that on #WFH days, fathers ⬆️ time with their partners, both fathers and mothers ⬆️ joint childcare, and fathers ⬆️ solo childcare. Thus, #WFH may have positive implications for marital stability and child development.
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Using individual fixed-effects models, we find strong positive relationships between partners’ decisions to work from home that are consistent with prior research showing that partners arrange their work schedules to maximize their time together.
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The most common couple-level work location arrangement is both members of the couple working onsite. The second most common arrangement is for the man to work onsite and the woman to not be working. The third most common arrangement is for the man to work onsite and the woman to be work remotely.
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Women are more likely to be working a remote or hybrid schedule than men. In recent months, mothers were more likely to be working remotely than women without children.
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Between October 2022 and November 2024, hybrid and remote work among coupled workers increased, especially hybrid work.
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We examine the relationships between partners’ work location arrangements, hours worked, and within-couple labor hours inequality using the panel component of the Current Population Survey and telework questions introduced in Oct. 2022 that allow us to distinguish between remote and hybrid workers.