This study explores the relationship between work-from-home (WFH) experiences during COVID-19 and employees' willingness to continue remote work. Focusing on South Korea, Japan, China, the United States, and Germany, this study examines how demographic factors, job types, and perceptions of WFH influence future remote work preferences. The study aims to provide insights into the benefits and challenges of WFH, helping policymakers and organizations design flexible work arrangements that support diverse workforce needs, particularly for women and older workers.
A survey of 7,500 employees (1,500 per country) was conducted between July 17 and August 14, 2023, using quota sampling to ensure balanced gender and age representation. A logistic regression analysis was applied to examine the impact of WFH experiences on future remote work preferences. The study also analyzed how demographic attributes, job types, and perceived benefits of WFH—such as work efficiency, work-life balance, and career stability—affect employees' willingness to continue remote work. Basic statistics and logistic regressions were conducted for analyses.
WFH adoption rates varied significantly across countries, with China having the highest participation (59.6%) and Japan the lowest (26.4%) during COVID-19. Demographic factors influenced WFH participation, with office professionals and highly educated employees more likely to work remotely. While women in Korea had lower WFH participation than men, the opposite was observed in the U.S. and China. Employees who perceived WFH as beneficial—especially in terms of efficiency, work-life balance, and career stability—were significantly more likely to prefer remote work. However, WFH negatively impacted workplace relationships across all countries, though this had minimal effect on future remote work preferences.
The analysis is based on self-reported survey data collected during the pandemic, which may be subject to recall bias or social desirability effects. It also focuses on employee perspectives and does not incorporate employer strategies or broader organizational approaches. While national policy contexts are considered, detailed institutional, regional or firm-level differences are not explored. This study examines how individual experiences with WFH relate to the willingness to continue such arrangements in the future, offering insights into the post-pandemic labor market. Findings suggest that preferences for WFH are shaped by not only personal circumstances but also broader structural conditions.
This study encompassed Western countries with East Asia countries, which were relatively underexplored, comparing institutional and cultural variations. This study links individual-level experiences with national-level labor systems. Findings suggest that preferences for WFH are shaped not only by personal circumstances but also by broader structural conditions. Addressing inequality in access to WFH may require targeted interventions, such as digital literacy programs for older workers and expanded caregiving support to enable women's participation. Investment in digital infrastructure is also important to ensure broader and more equitable access.
The study highlights key social implications of WFH, including its potential to enhance work-life balance and career stability. However, disparities in access—particularly for lower education, small-sized firms, women and older workers—underscore the need for inclusive policies. While WFH improves efficiency, its negative impact on workplace relationships may weaken social cohesion. Countries must address these challenges by promoting flexible work arrangements and fostering legal protections. Additionally, cultural differences in WFH perceptions suggest that tailored policies are necessary. Ensuring equal opportunities for remote work can contribute to greater workplace equity and long-term adaptation to social and technical changes.
This study provides a cross-national comparison of WFH experiences and preferences, offering insights into how different demographic groups and job types influence remote work trends. By identifying key factors driving WFH adoption and future willingness, it contributes to the development of effective remote work policies. The research underscores the importance of balancing flexibility with workplace engagement, ensuring that remote work benefits both employees and organizations.
