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Who can work from home? The roles of job tasks and HRM practices
Institution:1. Graduate School of Public Policy, Graduate School of Economics, and Center for Research and Education in Program Evaluation (CREPE), University of Tokyo, Japan;2. Recruit Co., Ltd, Japan;1. Faculty of Economics, Fukuyama University, Japan;2. Institute of Developing Economies, Japan;3. Institute of Developing Economies, Faculty of Global and Regional Studies, Toyo University, Japan;4. Institute of Developing Economies, Research Institute of Economy, Trade and Industry, Waseda University, Japan;5. Faculty of Economics, Kagawa University, Japan;1. Gakushuin University and RIETI, Japan;2. Rissho University, Japan;3. Graduate School of Economics, Hitotsubashi University, Japan;1. Chiba University, 1-33 Yayoi-cho, Inage-ku, Chiba-shi, Chiba 263-8522, Japan;2. Hosei University, 4342 Aihara-machi, Machida-shi, Tokyo 194-0298, Japan;3. Economic and Social Research Institute, Cabinet Office, 1-6-1 Nagata-cho, Chiyoda-ku, Tokyo 100-8914, Japan;1. Meiji Gakuin University, 1-2-37 Shirokanedai, Minato-ku, Tokyo, 108-8636, Japan;2. Osaka University of Commerce, 4-1-10 Mikuriya-Sakae, Higashi-Osaka, Osaka, 577-8505, Japan;3. Hitotsubashi University, Institute of Economic Research. 2-1 Naka, Kunitachi, Tokyo 1868601 Japan
Abstract:This paper examines the characteristics of remote work using a unique Japanese survey dataset that provides information on engagement in remote work together with the specific job tasks and human resource management (HRM) characteristics workers face. We show that the opportunity to work remotely was more likely to be available to those engaged in non-routine tasks as well as to workers subject to HRM practices presupposing that worker performance is measurable. The implications of these findings for income transfer policies and management practices in light of the COVID-19 pandemic are also discussed.
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