Effectiveness of workplace interventions with digital elements to reduce sedentary behaviours in office employees: a systematic review and meta-analysis.

BACKGROUND: Digital interventions are potential tools for reducing and limiting occupational sedentary behaviour (SB) in sedentary desk-based jobs. Given the harmful effects of sitting too much and sitting for too long while working, the aim of this systematic review and meta-analysis was to examine the effectiveness of workplace interventions, that incorporated digital elements, to reduce the time spent in SB in office workers. METHODS: Randomised control trials that evaluated the implementation of workplace interventions that incorporated digital elements for breaking and limiting SB among desk-based jobs were identified by literature searches in six electronic databases (PubMed, Web of Science, Scopus, CINAHL, PsycINFO and PEDro) published up to 2023. Studies were included if total and/or occupational SB were assessed. Only studies that reported pre- and postintervention mean differences and standard deviations or standard errors for both intervention arms were used for the meta-analysis. The meta-analysis was conducted using Review Manager 5 (RevMan 5; Cochrane Collaboration, Oxford, UK). Risk of bias was assessed using the Standard Quality Assessment Criteria for Evaluating Primary Research Papers from a Variety of Fields QUALSYST tool. RESULTS: Nineteen studies were included in the systematic review. The most employed digital elements were information delivery and mediated organisational support and social influences. Multicomponent, information, and counselling interventions measuring total and/or occupational/nonoccupational SB time by self-report or via device-based measures were reported. Multicomponent interventions were the most represented. Eleven studies were included in the meta-analysis, which presented a reduction of 29.9 (95% CI: -45.2, -14.5) min/8 h workday in SB (overall effect: Z = 3.81). CONCLUSIONS: Multicomponent interventions, using a wide range of digital features, have demonstrated effectiveness in reducing time spent in SB at the workplace among desk-based employees. However, due to hybrid work (i.e., work in the office and home) being a customary mode of work for many employees, it is important for future studies to assess the feasibility and effectiveness of these interventions in the evolving work landscape. TRIAL REGISTRATION: The review protocol was registered in the Prospero database (CRD42022377366).

The epidemiological footprint of contact structures in models with two levels of mixing.

Models with several levels of mixing (households, workplaces), as well as various corresponding formulations for R 0 , have been proposed in the literature. However, little attention has been paid to the impact of the distribution of the population size within social structures, effect that can help plan effective interventions. We focus on the influence on the model outcomes of teleworking strategies, consisting in reshaping the distribution of workplace sizes. We consider a stochastic SIR model with two levels of mixing, accounting for a uniformly mixing general population, each individual belonging also to a household and a workplace. The variance of the workplace size distribution appears to be a good proxy for the impact of this distribution on key outcomes of the epidemic, such as epidemic size and peak. In particular, our findings suggest that strategies where the proportion of individuals teleworking depends sublinearly on the size of the workplace outperform the strategy with linear dependence. Besides, one drawback of the model with multiple levels of mixing is its complexity, raising interest in a reduced model. We propose a homogeneously mixing SIR ODE-based model, whose infection rate is chosen as to observe the growth rate of the initial model. This reduced model yields a generally satisfying approximation of the epidemic. These results, robust to various changes in model structure, are very promising from the perspective of implementing effective strategies based on social distancing of specific contacts. Furthermore, they contribute to the effort of building relevant approximations of individual based models at intermediate scales.

"That was one of my most difficult and biggest challenges": experiences, preconditions and preventive measures of health-oriented leadership in virtual teams - A qualitative study with virtual leaders.

BACKGROUND: Health-oriented leadership (HoL) has a positive impact on health- and work-related outcomes of employees in face-to-face settings. Increased digitization during the COVID-19 pandemic has led to many changes and increased job demands. According to current state of research, HoL in virtual teamwork is insufficiently researched. The aim of the study is to examine the experiences of virtual leaders during the COVID-19 pandemic and to identify preconditions and preventive measures for promoting HoL. METHOD: Using a qualitative study design, semi-structured, guide-based telephone interviews were conducted with 16 German virtual leaders between May and July 2021. The collected data were inductively analyzed and interpreted using qualitative content analysis according to Mayring. Explorative analyses of differences between leaders with and without pre-pandemic experiences with virtual leadership were made. RESULTS: Results indicated that leaders, regardless of pre-pandemic experiences with virtual leadership, faced diverse challenges in implementing HoL in virtual teamwork during the COVID-19 pandemic. Virtual leaders perceived personal preconditions (e.g., leaders' characteristics or behaviors), organizational preconditions (support by management or open-minded corporate culture), social preconditions (e.g., social support by team) and technical preconditions (e.g., sufficient technical equipment) as conducive to implementation of HoL. Almost all leaders with pre-pandemic experience identified a need for structural preventive measures, whereas almost all leaders without pre-pandemic experience reported a need for behavioral preventive measures in order to promote HoL in virtual teams. CONCLUSIONS: This study suggests that implementing HoL in virtual teamwork is challenging, complex and requires adjustments in leadership behavior. Thereby, the study provides initial empirical findings for a holistic approach to HoL implementation in virtual teams, considering beneficial multilevel preconditions. Due to a limited generalization of present results, longitudinal and interventional studies will be necessary for the analysis of causal relationships in future research. In particular, a holistic research perspective in order to understand the complex, contextual interdependencies of leadership is recommended. In practice, based on a differentiated needs analysis, structural preventive measures for a holistic organizational development as well as behavioral preventive measures for ongoing personnel development are recommended.

"Are we working (too) comfortably?": a focus group study to understand sedentary behaviour when working at home and identify intervention strategies.

BACKGROUND: The Covid-19 pandemic initiated an enduring shift in working patterns, with many employees now working at home (w@h). This shift has exacerbated existing high levels of occupational sedentary behaviour (SB) in office workers, which is a recognised risk to health and well-being. This study aimed to use the Capability-Opportunity-Motivation-Behaviour (COM-B) model to better understand both employees' SB, and line managers behaviour to assist employees to reduce SB when w@h, and identify how employees can best be supported to reduce SB. METHODS: Three online focus groups with employees aged 18-40 working in desk-based roles (e.g. administrative / sales / customer services) (n = 21), and three with line managers (n = 21) were conducted. The focus groups facilitated discussion regarding participants' current behaviour, what impacts it, and what could be done to reduce employee SB when w@h. The focus group data were thematically analysed guided by the COM-B framework to understand influences on behaviour, and to identify promising intervention strategies. RESULTS: Most participants recognised that w@h had elevated employee occupational SB, and line managers reported the importance of supporting employees to manage their workload, and encouraging and modelling taking breaks. There were multiple influences on both employee and line manager behaviour with capability, opportunity and motivation all perceived as influential, although not equally. For example, a major theme related to the reduced physical opportunities for employees to reduce their SB when w@h, including blurred work-life boundaries. Changes in physical opportunities also made supporting employees challenging for line managers. Additionally, the w@h environment included unique social opportunities that negatively impacted the behaviour of both groups, including an expectation to always be present online, and social norms. A range of strategies for reducing SB when w@h at both individual and organisational level were suggested. CONCLUSIONS: It was evident that SB when w@h is influenced by a range of factors, and therefore multi-component intervention strategies are likely to be most effective in reducing SB. Future intervention research is a priority to evaluate and refine strategies, and inform w@h guidance to protect both the short-term and long-term health consequences of elevated SB for those who continue to w@h.

Work Disability and Musculoskeletal Disorders Among Teleworkers: A Scoping Review.

PURPOSE: This project aimed to examine the existing evidence on work disability or musculoskeletal disorders (MSDs) among teleworkers. METHOD: A scoping review was conducted in eight bibliographic databases (MEDLINE, CINAHL, Embase, PsycINFO, ABI/Inform Global, EBM Reviews, Web of Science, Dissertations & Theses Global) from inception to June 2022. RESULTS: Out of 9192 records identified, a total of 79 selected articles representing 77 studies were retained. Most studies were published after 2019, aligning with the COVID-19 pandemic's telework surge. Among the included papers, 51 addressed MSDs among teleworkers, 17 were on work disability, and 11 addressed both concepts. The studies were predominantly cross-sectional. Some trends are emerging, although study results are contradictory. Several papers reported increased musculoskeletal discomfort among teleworkers. Factors associated with MSDs among teleworkers include poor workstation setup, extended workdays, sedentary lifestyle, excessive devices use, and psychological factors. Regarding work disability, studies found that telework is associated with reduced absenteeism but increased presenteeism, with employees more likely to work while unwell from home than when on-site. Mixed results were found regarding teleworkers' work ability and functioning. CONCLUSION: This paper provides an overview of the literature on work disability and MSDs among teleworkers. It identifies literature gaps, underlining the need for ergonomic improvements, long-term impact studies, a better conceptualization of presenteeism in the context of telework, and tailored interventions to enhance the telework experience.

Work Attendance with Acute Respiratory Illness Before and During COVID-19 Pandemic, United States, 2018-2022.

Both SARS-CoV-2 and influenza virus can be transmitted by asymptomatic, presymptomatic, or symptomatic infected persons. We assessed effects on work attendance while ill before and during the COVID-19 pandemic in the United States by analyzing data collected prospectively from persons with acute respiratory illnesses enrolled in a multistate study during 2018-2022. Persons with previous hybrid work experience were significantly less likely to work onsite on the day before through the first 3 days of illness than those without that experience, an effect more pronounced during the COVID-19 pandemic than during prepandemic influenza seasons. Persons with influenza or COVID-19 were significantly less likely to work onsite than persons with other acute respiratory illnesses. Among persons with positive COVID-19 test results available by the second or third day of illness, few worked onsite. Hybrid and remote work policies might reduce workplace exposures and help reduce spread of respiratory viruses.

Work stressors, work-family conflict, parents' depressive symptoms and perceived parental concern for their children's mental health during COVID-19 in Canada: a cross-sectional analysis.

BACKGROUND: Work-related stressors and work-family conflict are important social determinants of mental health. While the impact of these stressors on parents' mental health is well documented, we know comparatively less about their impact on children's mental health. Furthermore, though the COVID-19 pandemic has significantly altered these stressors, particularly with the increase in teleworking, major knowledge gaps persist regarding the association between parents' stressors and perceived parental concern for their children's mental health during the COVID-19 pandemic. Based on the stress contagion perspective, this study tests (1) the mediating role of parents' depressive symptoms with parental concern for their children's mental health, and (2) whether these associations vary depending on whether parents had the opportunity to engage in telework. METHODS: A path analysis was performed from a cross-sectional analytic sample of 780 employed parents in the province of Quebec (Canada). The same model was then stratified by teleworking opportunity. The model's indirect associations were obtained by the bootstrap bias-corrected method with 1,000 replications. RESULTS: The results show that the stressors of work-to-family conflict, increased difficulties in work-family balance since the COVID-19 pandemic, irregular schedules, low esteem derived from work, and job insecurity were all indirectly associated with an increase in parental concern for their children's mental health through increased parents' depressive symptoms. However, some associations differ depending on teleworking status. The indirect associations involving increased difficulties in work-family balance since the COVID-19 pandemic as well as irregular work schedules were observed only in the teleworking group. CONCLUSIONS: This study fills a gap in research on the association between the work-family interface and parental concern for their children's mental health during the COVID-19 pandemic. It highlights the importance of concerted and cohesive action between child health policies and those regarding work and work-family balance to prevent work-related psychosocial risks, particularly considering the post pandemic expanded and persistent reliance on teleworking.

Impact of 10-Min Daily Yoga Exercises on Physical and Mental Discomfort of Home-Office Workers During COVID-19.

OBJECTIVE: Evaluate the effects of 10 min/day of yoga for 1 month on musculoskeletal discomfort and mood disturbance of home-office workers. BACKGROUND: The COVID-19 pandemic forced many people to switch to teleworking. The abrupt change from an office setting to an improvised home-office may negatively affect the musculoskeletal and emotional health of workers. By providing mental and physical exercises, yoga may be effective in reducing adverse effects. METHOD: Fifty-four participants (42 women, 12 men) followed a 1-month yoga program, while 40 participants (26 women, 14 men) continued with their common work routine. The Cornell Musculoskeletal Discomfort Questionnaire was used to evaluate severity, interference with work and frequency of pain, and to obtain a total discomfort score for 25 body areas. Mood disturbance was evaluated with the Profile of Mood States questionnaire. Both groups completed both questionnaires, before and after the experimentation period. RESULTS: After 1 month, for the yoga group only, significant reductions were observed in the discomfort of eyes, head, neck, upper and lower back, right wrist, and hips/buttocks, as well as reductions in discomfort severity, frequency and interference for the neck, upper and lower back. Total mood disturbance was also significantly reduced for the yoga group only. No favorable changes occurred for the control group. CONCLUSION: The yoga intervention program appears to reduce musculoskeletal discomfort and mood disturbance of home-office workers. APPLICATION: Sedentary workers may benefit from 10 min/day of yoga during the workday to attenuate potential physical and emotional discomfort during the current pandemic and beyond.

Teleworking and housing demand.

The COVID-19 pandemic accelerated the trend towards teleworking. Many predicted that this would shift housing demand to the suburbs and homes with the potential for high quality office space. We examine these predictions using a survey of the working age population who live in the private housing sector. The majority in the sector are happy with their current home, but new teleworkers who plan to continue to do so - accounting for one fifth of the population - are characterised by a higher intention to move. Consistent with predictions, these teleworkers value a high quality home office more than others and are prepared to live further away from the centre to find it.

Firm behavior during an epidemic.

We derive a model in which firms operate in an epidemic environment and internalize infections among their employees in the workplace. The model is calibrated to fit the moments of the Covid-19 epidemic. We show that firms have incentives to fight against infections and can do so very effectively by increasing teleworking and rotating employees between on-site work, teleworking, and leave. The fight against infections in firms flattens the aggregate infections curve. Subsidies to teleworking reduce infections and save lives. Subsidies to sick leave reduce the cost of sick workers and raise workplace infections. Firms delay and weaken the fight against infections during economic downturns. We also consider the problem of a government that values output and lives. We show that the government prefers to severely restrict the epidemic by tolerating short-term output losses when it has a high valuation of life.

Teachers' teleworking job satisfaction during the COVID-19 pandemic in Europe.

This research takes insights from the job demand resource model to examine the teleworking job satisfaction of teachers for the period of COVID-19 pandemic. This study evidenced that teachers' satisfaction with teleworking has been reduced as a consequence of the job demand increase. In contrast, access to adequate resources has allowed them to confront the challenges of teleworking, thus increasing their job satisfaction. The adverse effect of job demands on teleworking job satisfaction is buffered by job resources as teachers' required extra means to confront unexpected and increased job demands. The technological gap between younger and older teachers was uncovered.

Sleep disorders and mental health in hospital workers during the COVID-19 pandemic: a cross-sectional multicenter study in Northern Italy.

INTRODUCTION: From the beginning of the COVID-19 pandemic, healthcare workers had to face unprecedented emergency needs associated with an extraordinary amount of psychological distress. In this cross-sectional multicenter study, we investigated sleep disturbances, and the level of anxiety and depression among the healthcare and non-healthcare staff of three hospitals in Milan (Italy) during the COVID-19 outbreak. Moreover, we explored potential predisposing factors for affective symptoms and poor sleep. METHODS: Between June and July 2020, we administered an online questionnaire to evaluate the presence of sleep disorders (Pittsburgh Sleep Quality Index), insomnia (Sleep Condition Indicator), anxiety (State Trait Anxiety Inventory), and depression (Beck Depression Inventory-II). We used univariate and multivariate analysis to evaluate the association between the personal conditions and sleep and affective disorders. RESULTS: The 964 participants reported high rates of sleep disorders (80.3%)-mainly insomnia (30.5%)-anxiety (69.7%), and depression (32.8%). The multivariate analysis showed a strong association of sleep disorders, especially insomnia, with female gender (p = 0.004), divorced marital status (p = 0.015), self-isolation (p = 0.037), and chronic diseases (p = 0.003). Anxiety was significantly associated with teleworking (p = 0.001), while depressive symptoms were associated with self-isolation (p = 0.028), modified work schedules (p = 0.03), and chronic diseases (p = 0.027). CONCLUSION: In hospital workers, the high prevalence of sleep and psychiatric symptoms during the COVID-19 outbreak appears to be determined mainly by modifications of personal or work habits. Teleworking was associated with increased anxiety. An accurate planning of hospital activities and a psychological support are needed to prevent and manage sleep and mental disorders.

Prevalence, characteristics, and psychological outcomes of workplace cyberbullying during the COVID-19 pandemic in Japan: a cross-sectional online survey.

BACKGROUND: The rapid introduction of teleworking due to the coronavirus disease 2019 pandemic has led to concerns about increases in cyberbullying (CB) worldwide. However, little is known about workplace CB in non-Western countries. The first objective was to clarify the prevalence and characteristics regarding workplace CB victimization in Japan. The second objective was to demonstrate the psychological outcomes of CB victimization in combination with traditional bullying (TB). METHODS: We conducted an anonymous, cross-sectional, Internet-based survey targeting regular employees in Japan (N = 1200) in January 2021. We investigated CB victimization using the Inventory of Cyberbullying Acts at Work and TB victimization by using the Short Negative Act Questionnaire. Possible explanatory factors for TB/CB victimization were sociodemographic variables, personality trait, chronic occupational stress, organizational climate, and gratitude at work. We also measured psychological distress, insomnia, and loneliness to assess adverse effects of workplace bullying. Two-step cluster analysis was used in determining the patterns combined with TB and CB victimization. Hierarchical binomial logistic regression analysis was used. RESULTS: In total, 8.0% of employees reported experiencing CB on a weekly basis. CB victimization was associated with younger age, managerial position, higher qualitative workload, and active information dissemination via the Internet, and frequency of teleworking. Three clusters based on TB and CB victimization patterns were identified: those who belong to the first cluster suffered neither from TB and CB (81.0%), the second cluster suffered only from TB (14.3%), and the third cluster suffered from both TB and CB (4.8%). The third cluster exhibited higher odds ratios (ORs) and 95% confidence intervals (CIs) for psychological distress (OR = 12.63, 95% CI = 4.20-38.03), insomnia (OR = 6.26, 95% CI = 2.80-14.01), and loneliness (OR = 3.24, 95% CI = 1.74-6.04) compared to the first cluster. CONCLUSIONS: These findings firstly clarify the prevalence and correlated factors of CB victimization among employees in Japan. Further, we showed that psychological wellbeing can be impaired by the coexistence of TB and CB. Our research could be the first step to develop the effective countermeasures against workplace CB.

An overview of effects of COVID-19 on mobility and lifestyle: 18 months since the outbreak.

The outbreak of SARS-COV-2 has led to the COVID-19 pandemic in March 2020 and caused over 4.5 million deaths worldwide by September 2021. Besides the public health crisis, COVID-19 affected the global economy and development significantly. It also led to changes in people's mobility and lifestyle during the COVID-19 pandemic. In addition to short-term changes, the drastic transformation of the world may account for the potentially disruptive long-term impacts. Recognizing the adverse effects of the COVID-19 pandemic is crucial in mitigating the negative behavioral changes that directly relate to people's psychological and social well-being. It is important to stress that citizens and governments face an uncertain situation since nobody knows exactly how the viruses and cures will develop. Better understanding uncertainties and evaluating behavioral changes contribute to addressing the future of urban development, public transportation, and behavioral strategies to tackle COVID-19 negative consequences. The major sources of impacts on short-term (route, departure time, mode, teleshopping, and teleworking) and medium and long-term (car ownership, work location, choice of job, and residential location) mobility decisions are mostly reviewed and discussed in this paper.

Teleworking during COVID-19 in the Netherlands: Understanding behaviour, attitudes, and future intentions of train travellers.

With the arrival of COVID-19 in the Netherlands in Spring 2020 and the start of the "intelligent lockdown", daily life changed drastically. The working population was urged to telework as much as possible. However, not everyone had a suitable job for teleworking or liked teleworking. From a mobility perspective, teleworking was considered a suitable means to alleviate travel. Even after the pandemic it can (continue to) reduce pressure on the mobility system during peak hours, thereby improving efficiency and level of service of transport services. Additionally, this could reduce transport externalities, such as emissions and unsafety. The structural impact from teleworking offers opportunities, but also challenges for the planning and operations of public transport. The aim of this study is to better understand teleworking during and after COVID-19 among train travellers, to support operators and authorities in their policy making and design. We study the telework behaviour, attitude towards teleworking, and future intentions through a longitudinal data collection. By applying a latent class cluster analysis, we identified six types of teleworkers, varying in their frequency of teleworking, attitude towards teleworking, intentions to the future, socio-demographics and employer policy. In terms of willingness-to-telework in the future, we distinguish three groups: the high willingness-to-telework group (71%), the low willingness-to-telework group (16%), and the least-impacted self-employed (12%). Those with high willingness are expected to have lasting changes in their travel patterns, where especially public transport is impacted. For this group, policy is required to ensure when (which days) and where (geographical) telework takes place, such that public transport operators can better plan and operate their services. For those with low willingness, it is essential that the government provides tools to companies (especially in education and vital sector) such that they can be better prepared for teleworking (mostly during but also after the pandemic). Employers on the other hand need to better support their employees, such that they stay in contact with colleagues and their concentration and productivity can increase.

Satisfaction with one's job and working at home in the COVID-19 pandemic: A two-wave study.

As greater numbers of people have worked at home during the COVID-19 pandemic, workers, organisations and policy makers have begun considering the benefits of a sustained move towards homeworking, with workers' satisfaction with homeworking often cited as a key driver. But is satisfaction with homeworking that relevant to workers' overall job satisfaction? In this study, we examine whether job and homeworking satisfaction are predicted by different demands and resources, namely, those well established in the job design literature (workload, job autonomy and social support) for the former and those specific to the context of homeworking (loneliness, work-nonwork interference, work-nonwork interference and adequacy of homeworking environment) for the latter. We also explore whether homeworking satisfaction mediates the relationship between homeworking demands and resources and job satisfaction. Findings of a study of university workers during the COVID-19 pandemic (N = 753 in Phase 1, 471 in Phase 2) support our expectations about the domain-specific nature of the predictors of job and homeworking satisfaction, autonomy is positively related to job satisfaction, while loneliness, nonwork-to-work interference and inadequate homeworking environment are negatively related to homeworking satisfaction. Results also support the argument that satisfaction with homeworking mediates the relationship between homeworking factors and job satisfaction, reinforcing the value of differentiating the two concepts.

Effects of the residential built environment on remote work productivity and satisfaction during COVID-19 lockdowns: An analysis of workers' perceptions.

COVID-19 pandemic has forced people to stay home and switch to the remote working mode, which - reportedly - affect job satisfaction and productivity. The present study investigates the relationship between the residential environment and worker's job satisfaction and productivity in the remote working mode during the COVID-19 pandemic. A hypothetical structural equation model (SEM) of the influencing factors is constructed based on a literature review and experts' opinions. A survey-based respondents' opinions (n = 2276) were then used to test and analyze the model. The model results reveal that a residential built environment has an indirect effect on both remote work satisfaction and productivity. However, among all the factors, comfortable space (separate space and ergonomic furniture) is found to be the most important. This study presents the importance of adopting a residential built environment to respond to a crisis like a pandemic in achieving the desired comfort level of remote work. Although this study provides a holistic approach, it also proposes a base for the future country-specific analysis by providing some possible countries' differences.

Online social transparency in enterprise information systems: a risk assessment method.

Teleworking refers to the utilization of information and communication technologies for work done outside the workplace. The Covid-19 crisis led to increased utilisation of social networking tools within enterprises, especially when working remotely. The aim of their use is often to improve situational awareness, coordination, and collaboration amongst employees. Online social transparency, typically done through social networks or enterprise social software, refers to the voluntary sharing of personal and contextual information such as those relating to their own and team status, intentions, motivation, capabilities, goal priorities besides updates on the physical and social context, with other colleagues. An ad-hoc practice of social transparency can introduce risks such as information overload, social loafing and peer pressure. Despite recognising its adverse effects, there is a lack of systematic methods that identify and assess the risks of online social transparency. In this paper, we present a method to identify and evaluate these within enterprises. We present the method's workflow, stakeholders, the novel artefacts and techniques devised to use and the outcomes to produce. We evaluate our proposed method by applying it in a real organisational context and assess applicability, efficiency, and effectiveness in identifying risks and supporting managers in risk assessment. The results showed that the method gives a framework of thinking and analysis and helps recognize and identify risks in a specialized manner.

Are remote work options the new standard? Evidence from vacancy postings during the COVID-19 crisis.

This study examines how the COVID-19 crisis has changed the willingness of employers to offer teleworking options. We analyze job descriptions from vacancy postings on the largest Austrian job board to classify whether employers offer the option to telework to new hires. Our results show that the crisis has substantially increased the scope for remote work. About one year after the onset of the crisis, employers were 2-3 times as likely to explicitly offer such an option relative to levels before the pandemic. This effect is particularly strong for jobs that require at least a degree from a higher secondary school. Accounting for changes in vacancies by occupations and firms, we find that the impact is neither driven by an increase in the demand for teleworkable occupations nor by an increase in vacancies at teleworking-friendly firms. Although many social distancing restrictions were relaxed again during the summer of 2020, the effect persists throughout the first year of the crisis, suggesting that the pandemic may have long-lasting effects on remote working arrangements. To test the robustness of our results, we merge two external occupation-level teleworking measures to our sample. Both measures are highly correlated with our measure and yield comparable estimates for the impact of the pandemic on vacancies for teleworkable occupations.

Desire to work from home: Results of an Irish study.

Large levels of working from home (WfH) were induced by social distancing and viral control measures undertaken to mitigate the Covid-19 pandemic. Representing an unpredicted change in the way large amounts of people undertake their day to day work, it is expected that the legacy of this event, in terms of significant alterations to work and commuting patterns will have wide-ranging and long-lasting results. However, how persistent the current trends will be, remains an open question. Therefore, there is a need for a well-represented study of employees' preferences for the post-pandemic future and focus on white-collar workers and their well-established attitudes considering their flexibility in terms of workplace arrangements. This paper presents the results of a survey undertaken in Ireland in the summer of 2021 gauging the desire of office workers to WfH, the format that most appeals to them, the consideration of home relocation based on the ability to WfH, and the factors that may explain such preferences. Results indicate high levels of desire to WfH, either full time or partially, with increased desire to WfH positively correlated to pre-pandemic commute length, and to a perceived increase in work productivity and quality of non-work life as a result of time spent WfH. Additionally, a number of workers state that they may consider home relocation based upon the ability to WfH. These results should be interpreted as the desire to WfH or total addressable market that exists, rather than the likely levels of WfH that will be observed post-Covid.