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Specialist_Honey_629 t1_je5oohe wrote

Reply to comment by JadeitePenguin1 in I Would Love to Have Enough Time and Money to Go to an Office to Work All Day - Perhaps Steven Rattner and the executives complaining to him about their remote employees could lend me a hand (or $50,000 more a year). by speckz

>Centre for Transformative Work Design

Also pointing out there is another study out of china that I have posted a link to. Again making your comments meritless

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JadeitePenguin1 t1_je5rw23 wrote

Also you mean your link that doesn't work...

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Specialist_Honey_629 t1_je5vmcl wrote

yea doesn't work for you conveniently https://www.researchgate.net/publication/256051553_Does_Working_from_Home_Work_Evidence_from_a_Chinese_Experiment

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JadeitePenguin1 t1_je66o0e wrote

Yeah you 100% didn't click the link...it says error 404, the site it's on works meaning what you linked isn't right....

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Specialist_Honey_629 t1_je6775e wrote

my man do you not know how to use the internet?
Abstract
A rising share of employees now regularly engage in working from home (WFH), but there are concerns this can lead to “shirking from home.” We report the results of a WFH experiment at Ctrip, a 16,000-employee, NASDAQ-listed Chinese travel agency. Call center employees who volunteered to WFH were randomly assigned either to work from home or in the office for nine months. Home working led to a 13% performance increase, of which 9% was from working more minutes per shift (fewer breaks and sick days) and 4% from more calls per minute (attributed to a quieter and more convenient working environment). Home workers also reported improved work satisfaction, and their attrition rate halved, but their promotion rate conditional on performance fell. Due to the success of the experiment, Ctrip rolled out the option to WFH to the whole firm and allowed the experimental employees to reselect between the home and office. Interestingly, over half of them switched, which led to the gains from WFH almost doubling to 22%. This highlights the benefits of learning and selection effects when adopting modern management practices like WFH. JEL Codes: D24, L23, L84, M11, M54, O31.

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