This study investigates the role of two mechanisms – perceived workers’ performance and commitment – in shaping the career opportunities of teleworkers and office-based workers in the post-pandemic context of the United Kingdom. We outline a theoretical framework that integrates economic and sociological literature on work from home (WFH) and careers, and accounts for workers’ gender and parenthood obligations. We test it utilizing data from a discrete choice experiment conducted between July and December 2022 with 937 managers. Our findings reveal that hybrid workers face poorer career prospects than office-based workers because managers perceive them as underperforming. Among full-time teleworkers, reduced career opportunities stem not only from managers’ perceptions of their job performance but also from assumptions that full-time teleworkers are less committed to work. Finally, we demonstrate disparate impacts on promotion and earning opportunities based on gender and parenthood, primarily due to differing employer perceptions regarding work performance and commitment.

中文翻译：

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后 COVID 背景下在家工作对职业影响的潜在机制

本研究调查了两种机制——感知工人的表现和承诺——在英国大流行后背景下塑造远程工作者和办公室工作者的职业机会中的作用。我们概述了一个理论框架，该框架整合了关于在家工作 （WFH） 和职业的经济和社会学文献，并解释了工人的性别和育儿义务。我们利用 2022 年 7 月至 12 月期间对 937 名经理进行的离散选择实验的数据对其进行了测试。我们的研究结果表明，混合型员工比办公室员工面临更差的职业前景，因为管理者认为他们表现不佳。在全职远程工作者中，职业机会的减少不仅源于管理者对他们工作表现的看法，还源于全职远程工作者对工作投入较少的假设。最后，我们展示了基于性别和父母身份对晋升和赚钱机会的不同影响，这主要是由于雇主对工作绩效和承诺的不同看法。