Xymax Real Estate Institute

RESEARCH REPORTGreater Tokyo Office Worker Survey 2018
Capturing changes in workers’ workstyles and values

June 6, 2018

Companies are accelerating their efforts in workstyle reforms and promoting diverse ways of working that are
not bound by time and place. Such new workstyles have become an important topic not only in companies’
management strategies but also for office workers in terms of productivity improvement and work-life balance.
Against this backdrop, Xymax Real Estate Institute has been conducting questionnaire surveys to capturechanges in workstyles and the workplace from the perspectives of both companies and office workers, and has
published the results. We have conducted surveys of companies since autumn 2016, while our firstquestionnaire survey of office workers on telework was carried out in the end of 2016, this being the second.
This periodic report, based on the results of the questionnaire, summarizes the latest trend of office workers’
actual workstyles and values.
Related surveys
・ “New Ways of Working and New Types of Office” April 13, 2017
・ “Metropolitan Areas Office Demand Survey Autumn 2017” December 7, 2017https://www.xymax.co.jp/english/news_research/?type=research

Summary of Survey Results
1. Actual state of telework

8.1% of respondents teleworked for any length of time over a week. However, we found that there
was a disparity between respondents’ awareness that they were teleworking and the actual
teleworking ratio (18.3%).

Teleworkers tended to be male aged 20–24 (21.4%) and 40–44 (13.6%), and female aged 35–39(13.3%). The most common industries of teleworkers were information & communication (13.6%)
and manufacturing (12.5%), while the most common job categories were specialized technicalwork such as R&D, design, and system engineering (13.4%) and sales (13.2%).

The most popular place where teleworkers usually teleworked was home (81.8%). Almost allplaces, including office space made available by the company (21.0%), saw a rise in the percentage
compared to the previous survey, indicating that options of teleworking places are increasing.



44.6% of teleworkers chose only one place as the place where they usually teleworked, while
55.4% teleworked at two places or more.

In terms of when workers teleworked, “on the date and time arranged in advance” (58.1%) rose
sharply from the previous survey (37.3%), indicating that scheduled teleworking is increasing.



There was a gap between the expectations and concerns in telework of those who did not
telework and the actual upsides and downsides experienced by those who teleworked. Those who

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

1

RESEARCH REPORT｜Xymax Real Estate Instituteteleworked experienced upsides more strongly than expected in items such as “concentration onwork” and “improved work outcomes,” while not many of those who teleworked actuallyexperienced downsides in items that tend to be viewed as concerns by those who did not
telework, such as “less communication in work” and “difficulty for subordinates to report, contact
and consult with boss.”

2. Workplace and satisfaction

Satisfaction in the current workplace environment of those who teleworked (59.4%) was nearly
double that of those who did not telework (31.2%).

When presenting several conditions related to the tangible and intangibles aspects of workplaceenvironment and asking respondents how much each of them applied to their environment, thegroup of respondents with a greater satisfaction in the overall workplace chose “applies” or“somewhat applies” more than the group of respondents with smaller satisfaction for all of theconditions. This indicates that the conditions presented here (especially in the intangible aspects)
may have had an influence on the satisfaction of workers.

3. The needs for telework

44.6% of respondents had positive intentions toward teleworking in the future. Intentions were
especially high (more than 50%) among men aged 20–24 and 40–44 and women aged 25–29 and
30–34. In terms of child status, the intention was the highest among those with child(ren) in thelower grades of elementary school or younger (54.1%).

The place where respondents wanted to telework the most in the future was home (90.6%).
Intentions to use office space made available by the company (16.9%) and office space by service
provider (9.6%) also increased slightly from the previous survey.



Top impediments to promoting telework were “lack of system that allows telework” (54.6%) and“lack of work-from-home system” (35.1%). Teleworkers particularly felt impediments in the places
for telework, such as “lack of/few places for telework apart from home (third place office)” (22.3%)
and “own burden of costs for using office space by service providers” (16.2%).

In terms of what was important when using a third place office, the most popular reply was“proximity to home” (71.7%; “important” and “somewhat important” combined). “Quietness”(63.9%) and “security” (63.6%) also ranked high.

As for intentions to use the five types of third place offices ((1) touch-down type; (2) project room
type; (3) shared satellite type; (4) office with support features for workers with small children; (5)co-working type), both men and female aged 25–29 and 30–34 had high intentions to use offices
with support features for workers with small children, with female respondents in particularshowing greater interest than in other types. The intentions to use the other four types tended tobe higher among younger age groups.

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

2

RESEARCH REPORT｜Xymax Real Estate Institute1．Actual state of telework
1-1．Teleworking ratio and the profile of teleworkers


8.1% of respondents teleworked for any length of time over a week. However, we found that there
was a disparity between respondents’ awareness that they were teleworking and the actual
teleworking ratio.



In terms of respondent profile, the teleworking ratio was relatively high among men aged 20–24 and
40–44 and women aged 35–39, in the information & communications and manufacturing industries,
and in job categories of specialized technical work such as R&D, design, and system engineering, andsales.

In this survey, we obtained valid responses from 1,831 men and women aged between 20 and 69 whose
professions were officer of a company or institution, company employee or staff of institution, or self-employed(other than restaurant, retailer, or interpersonal service provider) and whose main place of work (office) was inGreater Tokyo (Tokyo, Kanagawa, Saitama, and Chiba prefectures). We examined the respondents’ degree oftelework.
First of all, we asked how much they teleworked out of their total working hours of one week. Those who
teleworked for even a short length of time (one minute or more) was 8.1% of all respondents (Figure 1).
This figure differs from the result of the current work environment (Figure 28 on p.29), which we will describe
later in “5. (Reference) Actual workstyles of respondents.” Those who chose an item that applied to thedefinition of telework* (“mobile working,” “using the work-from-home system/working from home,” etc.) fromthe options in Figure 28 was 18.3% of total, which exceeds 8.1% (Reference). This implies that quite a few
people are actually teleworking without being aware of it.
*This survey and report conforms to the definitions by the Ministry of Internal Affairs and Communications and Japan Telework Association.

Figure 1: Teleworking ratio(Reference) Actual teleworking ratio based on Figure 28

Teleworking
Teleworking

8.1%

18.3%

Not

Not

teleworking

teleworking

91.9%

81.7%

(n=1,831)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

(n=1,831)

3

RESEARCH REPORT｜Xymax Real Estate InstituteWe hereinafter define the 8.1% of respondents who are aware that they are teleworking as “teleworkers” andexamine their profiles.
In terms of gender and age, among men the teleworking ratio was relatively high in the age groups of 20–24
and 40–44, or, in other words, in the young and management post ages (Figure 2). Among women on the other
hand, while the ratio was lower than men overall, it stood out in the 35–39 age group. This may be due to thefact that this age group is in the midst of child-rearing.
Figure 2: Teleworking ratio by gender and age0%

10%

age 20–24 (n=28)

20%

21.4%

0%
age 20–24 (n=26)

7.7%

7.2%

25–29 (n=132)

9.8%

25–29 (n=139)

30–34 (n=106)

8.5%

30–34 (n=90)

35–39 (n=135)

8.9%

35–39 (n=75)

40–44 (n=132)

13.6%

13.3%
7.6%
2.3%

10.1%

45–49 (n=88)

50–54 (n=120)

10.0%

50–54 (n=81)

55–59 (n=112)

8.0%

55–59 (n=47)

60 or older (n=167)

6.6%

Total (n=1,831)

8.1%

20%

4.4%

40–44 (n=92)

45–49 (n=178)<Male>

10%

1.2%
2.1%

60 or older (n=83) 3.6%
Total (n=1,831)<Female>8.1%

In terms of industry, the ratio was relatively high in the information & communications and manufacturingindustries, both with more than 10% (Figure 3).
Figure 3: Teleworking ratio by industry(Excerpts of major industries)
0%

10%

Information & communications (n=191)

13.6%

Manufacturing (n=271)
Service (those not classified to other sectors) (n=322)
Financial / Insurance (n=176)
Wholesale / Retail (n=182)
Total (n=1,831)

20%

12.5%
8.7%
7.4%
5.5%
8.1%

In terms of job category, we discovered that teleworking was carried out in a broad range of job categories
such as “specialized technical work such as R&D, design, and system engineering,” “sales,” “specialized creative
work such as editing, designing, and writing,” “administration / personnel / accounting / planning, etc.,” and“specialized office work such as research/analysis and patent/law” (Figure 4). The ratio was relatively low in job
categories with designated places of work such as “site management/supervision” and “customer service.”
Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

4

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 4: Teleworking ratio by job category
0%10%Specialized technical work such as R&D, design, and SE (n=298)

13.4%

Sales (n=317)

13.2%

Specialized creative work such as editing, designing, and writing (n=65)

20%

10.8%

Administration / Personnel / Accounting / Planning, etc. (n=366)

8.5%

Specialized office work such as research/analysis and patent/law (n=38)

7.9%

Specialized medical and education-related work (n=28)

7.1%

General clerical work / Receptionist / Secretary (n=506)

3.0%

Site management/supervision (n=39)

2.6%

Customer service (n=58)

1.7%

Other (n=116)

5.2%

Total (n=1,831)

8.1%

In terms of the form of employment, the ratio was highest among the self-employed (other than restaurant,
retailer, interpersonal service provider), while persons in the management post had the highest ratio among
company employees and staff of institutions (Figure 5). This is probably because both relatively have discretionover their work. In terms of child status, the ratio was the highest among those with children in lower grades of
elementary school or younger, who are generally considered to be bearing a significant burden of child-rearing(Figure 6). This could be interpreted as proof that telework plays a role in supporting workers’ childcare.
Figure 5: Teleworking ratio by form of employment
0%10%

Officer of company or institution (n=112)

20%

6.3%

(Company employee/institution staff) Management post (n=283)

13.4%(Company employee/institution staff) Regular employee/staff (n=985)

8.6%(Company employee/institution staff) Non-regular employee/staff

2.0%(n=392)
Self-employed (Other than restaurant, retailer, interpersonal service

17.0%

provider) (n=59)
Total (n=1,831)

8.1%

Figure 6: Teleworking ratio by child status0%10%

Has child(ren) in lower grades of

13.0%

elementary school or younger (n=307)
Has child(ren) only in higher gradesof elementary school or older (n=436)

No child (n=1077)
Total (n=1,831)

8.0%
6.4%
8.1%

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

20%

5

RESEARCH REPORT｜Xymax Real Estate Institute

1-2．Actual state of teleworkThe most popular place where teleworkers usually teleworked was home. Almost all places, including
office space made available by the company, saw a rise in the percentage compared to the previous
survey, indicating that options of teleworking places are gradually increasing.



44.6% of teleworkers chose only one place as the place where they usually teleworked, while 55.4%
teleworked at two places or more.

In terms of when workers teleworked, “on the date and time arranged in advance” rose sharply fromthe previous survey, while “no particular timing” dropped. This indicates that scheduled teleworking
is increasing.

Xymax Real Estate Institute carried out its first questionnaire survey of office workers in December 2016. The
teleworking ratio was 9.1% then. Although the figure has not changed substantially in the survey resultspresented here, changes were seen in the details of telework, such as place and timing.
In terms of where teleworkers usually teleworked, almost all places saw a rise in percentage from the previous
survey (Figure 7). While “home” (81.8%) continued to be the most popular place, the use of third place offices
such as “office space made available by the company”*1 (21.0%) and “office space by service provider”*2 (11.5%)
also grew, indicating that the options of places to telework are increasing.
*1 Office space made available by the company: An office of the company other than the office to which theworker usually commutes, office space by service providers contracted by the company, and others.
*2 Office space by service provider: Rental offices for which the worker pays to use, and others.

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

6

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 7: Where teleworkers usually telework (comparison with previous survey)
100%

81.8%

Previous survey (n=169)

80%

This survey (n=148)
67.5%

60%

44.6%
38.5%

40%

34.9%
33.1%
21.0%
18.3%

20%

11.5%
7.1%

5.4%
1.8%

0%
Home

Office space

Office space by

Café, etc.

made available service provider
by company

When

Other

commuting or
traveling(Multiple answers)

The results also showed that only 44.6% of total chose just one place as the place where they usually
teleworked and that the majority of teleworkers worked at two places or more (Figure 8). This indicates that acertain number of workers have several options of places to work, such as the company’s main office, home,
and a satellite office (office space made available by the company).

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

7

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 8: Number of places where teleworkers usually telework
Only when commuting or traveling

Only at other places

service provider

2.7%

Only at café, etc.

Only at office space by

1.4%

0.7%

3.4%
Only at office space
made available bycompany
4.1%

Teleworking at

Only at home

two places or

32.4%

more
55.4%

(n=148)In terms of when the workers have teleworked, “on the date and time arranged in advance” (58.1%) rosesignificantly from the previous survey (Figure 9). On the other hand, “no particular timing” (12.8%) was the only
option that dropped, indicating that scheduled teleworking, or in other words teleworking permitted as asystem, has increased.

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

8

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 9: When teleworkers have teleworked (comparison with previous survey)
80%

60.1%
60%

Previous survey (n=169)
58.1%

51.5%

40%

This survey (n=148)

51.4%
47.9%

37.3%

41.9%
39.1%
33.8%

33.8%

29.0%

25.4%

24.9%
20.3%
20%
12.4%

14.9%

12.8%

0.0%

2.0%
1.2%

0%

(Multiple answers)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

9

RESEARCH REPORT｜Xymax Real Estate Institute

PICK UP
Difference in the place for telework by worker profile
There were different characteristics in the place for telework depending on the worker’s profile such as
job category and child status.
In terms of job category, teleworkers in the “sales” category worked at home relatively less than those inother categories but more at cafés and when commuting or traveling (Figure 10). Furthermore, the usage
rate of office space made available by the company*1 was as high as 20% even among job categories thatmostly involve desk work such as “specialized technical work” and “administration / personnel / accounting/ planning, etc.,” in addition to the “sales” category, which generally requires the worker to be out of theoffice. This indicates that such office space is used at a constant rate regardless of job category.
*1 Office space made available by the company: An office of the company other than the office to which theworker usually commutes, office space by service providers contracted by the company, and others.

Figure 10: Place for telework by job category
0%

20%

40%

60%

80% 100%

company
providerbyserviceavailable

madeOfficespace byspace

Office

Home

Sales

73.8%

Specialized technical work (R&D, design, SE, etc.)

80.0%

Administration / Personnel / Accounting / Planning, etc.

80.7%

Sales

23.8%

Specialized technical work (R&D, design, SE, etc.)

20.0%

Administration / Personnel / Accounting / Planning, etc.

19.4%

Sales

7.1%

Specialized technical work (R&D, design, SE, etc.)

7.5%

Administration / Personnel / Accounting / Planning, etc.

25.8%

or travelingcommuting

When

Café

Sales
Specialized technical work (R&D, design, SE, etc.)

32.5%

Administration / Personnel / Accounting / Planning, etc.

51.6%

Sales

54.8%

Specialized technical work (R&D, design, SE, etc.)

25.0%

Administration / Personnel / Accounting / Planning, etc.
Sales

Other

66.7%

35.5%
11.9%

Specialized technical work (R&D, design, SE, etc.)

2.5%

Administration / Personnel / Accounting / Planning, etc.

3.2%

(Sales: n=42; specialized technical work (R&D, design, SE, etc.): n=40; admin/personnel/accounting/planning, etc.: n=31)(Multiple answers, excerpts of major industries)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

10

RESEARCH REPORT｜Xymax Real Estate Institute

In terms of child status, the group with children in the lower grades of elementary school or younger hada higher usage ratio of “office space made available by the company” and “office space by service
provider”*2, but lower in “home” (Figure 11). This implies that workers with small children may be having
difficulty working at home and prefer third place offices as the place for telework.
As seen in Figure 6, the teleworking ratio was the highest in the group with children in the lower gradesof elementary school or younger (13.0%), who also showed strong intentions to telework as described later(Figure 21). If teleworking at home was difficult for the group with such high needs, providing more third
place offices could prompt more teleworking by the age group with small children.
*2 Office space by service provider: Rental offices for which the worker pays to use, and others.

Figure 11: Place for telework by child status
0%

20%

40%

60%

80%

Has child(ren) in lower grades of elementary school or

77.5%

Home

younger
Has child(ren) only in higher grades of elementary school

82.4%

or olderavailable by company

84.1%

Has child(ren) in lower grades of elementary school or

30.0%

younger
Has child(ren) only in higher grades of elementary school

17.7%

or olderNo child

17.4%

Has child(ren) in lower grades of elementary school or

22.5%

younger

providerOffice space by service

Office space madeNo child

Has child(ren) only in higher grades of elementary schoolor olderNo child

5.9%

8.7%

Has child(ren) in lower grades of elementary school or

62.5%

Café

younger
Has child(ren) only in higher grades of elementary school

47.1%

or olderNo child

100%

33.3%

(Has child(ren) in lower grades of elementary school or younger: n=40; has child(ren) only in higher grades of elementary
school or older: n=34; no child: n=69)(Multiple answers)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

11

RESEARCH REPORT｜Xymax Real Estate Institute

There was a gap between the expectations and concerns in telework of those who did not teleworkand the actual upsides and downsides experienced by those who teleworked.

A comparison of the expectations and concerns in telework of those who did not telework and the actual
upsides and downsides experienced by those who teleworked (teleworkers) revealed an interesting trend.
Figure 12 shows the relationship between the expectations and the actual upsides. We asked
non-teleworkers to choose what they expected in telework (horizontal scale) and teleworkers to choose theactual upsides they experienced (vertical scale) from among the same choices.
When drawing a central line at the average value of both the horizontal and vertical scales, the upper right(first quadrant) included “less stress,” “less travel/commuting time,” “more time with family,” “less overtime work,”and “more time for hobby and leisure.” This implies that these upsides were actually experienced as expected.
Attention should be paid to the upper left (second quadrant). It can be interpreted that upsides such as“concentration on work,” “improved work outcomes,” and “ability to generate good ideas” were actuallyexperienced more than was expected. On the other hand, “more time for childcare and nursing care” in thelower right (fourth quadrant) seemed not to have been actually experienced as strongly as expected.

Figure 12: Expectations of non-teleworkers x experience of teleworkers (upside)(Average of expectations: 31.9％; average of experience: 42.7%)
86%

Actual experience was greater than expected

Concentration on work

Experience of telew orkers

Less stress
Less travel/commuting time
Improved work outcomesLess overtime work
More time with family

Ability to generate good ideas

43%

More time for hobby and leisureMore time to communicate with clients

Improved healthMore time for childcare and nursing care

Good collaboration
More frequent client visits

Actual experience was not as strong as expected

0%
0%

32%

64%

Expectations of non- telew orkers(Non-teleworkers: n=1,683; teleworkers: n=148)(Multiple answers)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

12

RESEARCH REPORT｜Xymax Real Estate Institute

In terms of the relationship between concerns and the actual downsides, it is worth noting that the averagescore of concerns of non-teleworkers was 38.6% while the average score of the actual downsides experienced
by teleworkers was 22.7%, and that actual experience (scores of the vertical scale) was less than concerns(scores of the horizontal scale) in all downsides (Figure 13). In other words, the actual downsides experienced
by teleworkers were not as strong as were concerned.
In particular, “less communication in work,” “difficulty for subordinates to report, contact and consult withboss,” and “concerns related to information security” in and near the lower right (fourth quadrant), which werestrong concerns of non-teleworkers, seemed not to have been actually experienced by many teleworkers.
Instead, we found that a majority of teleworkers experienced a strong labor load-related downside of “difficulty
in separating work and private life.” This downside may be solved in the future with the progress of theestablishment of teleworking places and operating methods as well as awareness-raising among workers.
Figure 13: Concerns of non-teleworkers x experience of teleworkers (downside)(Average of concerns: 38.6％; average of experience: 22.7%)
45%

Difficulty in separating work and private life

Experience of telew orkers

Actual experience was greater than concerned

Difficulty for work to be evaluated properly
Long working hours

Less communication in work

Difficulty in managing subordinates' working hours
23%

Difficulty in checking progress of subordinates' work

Difficulty for subordinates to report, contact and consult with boss

Difficulty in evaluating subordinates' performance
Concerns related to information security
Loneliness
Concern in IT skills

Actual experience was not as strong as concerned
0%
0%

39%

78%

Concerns of non- telew orkers(Non-teleworkers: n=1,683; teleworkers: n=148)(Multiple answers)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

13

RESEARCH REPORT｜Xymax Real Estate Institute

2．Workplace and satisfaction

Teleworkers have greater satisfaction in their workplace environment than non-teleworkers.

Certain conditions related to workplace environment (especially in the intangible aspects) may haveinfluenced the satisfaction of workers.

The percentage of “satisfied” and “somewhat satisfied” responses in the current workplace environment*
among the group of teleworkers (59.4%) was nearly double that among the group of non-teleworkers (31.2%)(Figure 14). The ability provided by teleworking to decide where to work at the worker’s discretion may have led
to teleworkers’ high level of satisfaction.
*Here “workplace environment” refers to all places workers usually work, such as the company’s main office, home, and third place offices.

Figure 14: Satisfaction in the workplace environment by teleworking status0%

Teleworking

Not teleworking

20%

40%

60%

SatisfiedSomewhat satisfied

10.1%

49.3%

5.9%
Somewhat satisfied

100%

Neither satisfied nor
Somewhat dissatisfied
dissatisfied
Dissatisfied
12.8%
27.0%
0.7%

Neither satisfied nor

Satisfied80%

dissatisfied
49.0%

Somewhat dissatisfiedDissatisfied
14.6%

5.3%

25.3%

Then, what would be the specific conditions of a workplace environment that improve workers’ satisfaction?
We presented several workplace conditions in both the tangible side (e.g. facility, building specifications) andthe intangible side (e.g. elements that involve workstyles) and asked how much each of the conditions applied.
Figure 15 is a table and scatter diagram that compare the percentage of “applies” and “somewhat applies”
responses of the satisfied (those who replied that they were either “satisfied” or “somewhat satisfied” in theircurrent workplace environment) and the dissatisfied (those who replied that they were either “dissatisfied” or“somewhat dissatisfied”). The multiple of the satisfied vs the dissatisfied indicates the disparity between the two.
The central lines of the horizontal and vertical scales of the scatter diagram are the average value of the scales.
A comparison of the percentage of responses of the satisfied and the dissatisfied shows that the satisfied had
a higher ratio of “applies” and “somewhat applies” responses than the dissatisfied in all conditions. In otherwords, the conditions presented here may have influenced workers’ satisfaction in their workplace environment.
The disparity between the satisfied and the dissatisfied was especially large in such intangible conditions(with a red circle) as “can work comfortably,” “improves productivity,” “improves motivation,” and “increases
engagement in the organization.” These conditions are concentrated in the upper side of the scatter diagram. It
may be able to assume that these intangible elements have a greater impact on workers’ satisfaction thantangible elements such as facilities and building specifications.

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

14

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 15: Evaluation of the current workplace environment by degree of satisfaction(●: tangible conditions●: intangible conditions)
Percentage of respondents who chose"Applies" or "Somewhat applies"

Rank(of multiple)

Evaluation of current workplace environment

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17

●
●
●
●
●
●
●
●
●
●
●
●
●
●
●
●
●

18

●

19
20

● Building is large● High security performance

Satisfied

Can work comfortably
Improves productivity
Improves motivation
Increases engagement in the organization
Improves work-life balance
Improves work efficiency
Promotes innovation / Leads to creation of new business

Refreshing
Induces collaboration
Reduces or improves efficiency of work hours
Easier to balance work and childcare/nursing care
Invigorates communication within the company
High-grade building exterior and common areas
Promotes health
Building is relatively new
Convenient location
Good cleaning/sanitation and maintenance conditions of building

High seismic capacity (new standards, seismic isolation,
vibration control, etc.)

Dissatisfied

Multiple(Satisfied vs dissatisfied)

60.5%
37.1%
37.9%
28.9%
38.1%
42.5%
20.4%
40.2%
20.1%
34.3%
28.4%
41.3%
30.6%
29.1%
30.1%
70.6%
51.8%

14.7%
9.9%
10.2%
7.9%
11.3%
12.7%
6.2%
12.7%
6.5%
11.9%
10.7%
16.1%
12.4%
12.4%
14.1%
39.5%
29.1%

42.3%

24.3%

1.7

39.1%
50.0%

22.9%
31.6%

1.7
1.6

4.1
3.8
3.7
3.7
3.4
3.3
3.3
3.2
3.1
2.9
2.7
2.6
2.5
2.3
2.1
1.8
1.8

(Average of the satisfied: 38.7%; average of multiple: 2.8)

(Multiple answers; satisfied: n=612; dissatisfied:n=354)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

15

RESEARCH REPORT｜Xymax Real Estate Institute3．The needs for telework
3-1．Intentions toward telework

44.6% of respondents had positive intentions toward telework. Intentions were especially highamong men aged 20–24 and 40–44 and women aged 25–29 and 30–34. In terms of child status,
intention was highest among those with children in lower grades of elementary school or younger.

The place where respondents wanted to telework the most in the future was home. All places saw
slight increases from the previous survey.



54.6% of respondents replied that the impediment to promoting telework in the future was “lack ofsystem that allows telework.” Teleworkers particularly felt impediments in the places for telework,
such as “lack of/few places for telework apart from home (third place office)” and “own burden ofcosts for using office space by service providers.”

8.1% of respondents replied that they currently teleworked, but what about their future intentions?
We asked all respondents including those who did not telework about their intentions to telework as theideal workstyle without being bound to their current work. The result showed that those who had positive
intentions toward telework (“intend to telework primarily,” “intend to telework as much as possible,” and “intend
to telework as needed”) accounted for 44.6% in total (Figure 16). This indicates that, in contrast with the current
teleworking ratio, not a few people had potential needs for teleworking.
On the other hand, the survey revealed that 41.5% did not intend to telework. This may imply that offices as aplace where workers gather to work will remain in demand and continue to be required in a form suited to thetimes, even if the use of telework increased in the future.
Figure 16: Intentions toward telework
Intend to telework
primarily
5.9%

Do not intend to

telework (intend

Intend to telework

to work at own

as much as

desk atpossible

workplace)

Intend to

41.5%

telework as
Intend to teleworkneededonly when it is

26.0%

12.7%

Total: 44.6％

unavoidable

13.9%（n=1,831）

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

16

RESEARCH REPORT｜Xymax Real Estate Institute

In terms of profile, what kind of people had positive intentions toward telework? Relatively high intentions(more than 50%) were seen among men aged 20–24 and 40–44, and women aged 25–29 and 30–34 (Figure 17).
In terms of industry, “information & communications” and “manufacturing,” which had high teleworking ratios,
also had high intentions (Figure 18). Similar results were seen in job categories, with “specialized technical work
such as R&D, design, and system engineering” and “sales,” which had high teleworking ratios, ranking top(Figure 19).
Figure 17: Intentions toward telework by gender and age

Female

Male

0%

20%

age 20–24 (n=28)

10.7%

25–29 (n=132)

10.6%

30–34 (n=106)

10.4%

40%

14.3%

32.1%

18.2%
11.3%
17.0%

40–44 (n=132)

7.6%

12.9%

45–49 (n=178)

3.4%10.7%

50–54 (n=120)

2.5% 8.3%

55–59 (n=112)

4.5%

9.8%

28.6%

60 or older (n=167)

6.0%

10.8%

23.4%

age 20–24 (n=26)

3.8%

15.4%

25–29 (n=139)

3.6%

30–34 (n=90)

10.0%

35–39 (n=75)

8.0%

9.3%

40–44 (n=92)

6.5%

14.1%

45–49 (n=88)

5.7%

11.4%

50–54 (n=81)

4.9%

11.1%

55–59 (n=47)

4.3% 8.5%

29.2%

17.0%

33.3%

34.1%

18.9%

33.1%

27.3%

10.7%

25.0%

42.1%

15.8%

48.3%
19.6%

37.5%

14.4%
30.8%

45.5%

3.8%

46.2%

33.1%
20.0%

13.7%

23.3%
22.7%

22.7%

10.0%

36.7%
46.7%

13.0%

41.3%

4.5%

19.8%
17.0%

30.2%

13.3%

25.0%

2.4% 3.6% 12.0%

33.3%

22.6%

27.4%

19.4%

100%

28.6%

15.9%

26.4%

4.4%

80%

14.3%

22.0%

35–39 (n=135)

60 or older (n=83)

60%

55.7%

9.9%

54.3%

4.3%

66.0%

9.6%

72.3%

Intend to telework primarily
Intend to telework as needed
Do not intend to telework (will work at own desk at workplace)

Intend to telework as much as possible
Intend to telework only when unavoidable

Figure 18: Intentions toward telework by industry (Excerpts of major industries)
0%

20%

40%

Information & communication (n=191)

7.9%

12.6%

35.1%

Manufacturing (n=271)

6.3%

16.6%

30.3%

Wholesale / Retail (n=182)

6.0%

16.5%

Financial / Insurance (n=176)

5.1% 14.2%

Service (those not classified to other sectors) (n=322)
Intend to telework primarily

9.9%
5.6%

Intend to telework as needed

24.2%
26.7%
26.7%

60%

80%

16.8%

27.7%

14.8%

32.1%

11.0%

42.3%

13.1%

40.9%

14.3%

100%

43.5%

Intend to telework as much as possible
Intend to telework only when unavoidable

Do not intend to telework (will work at own desk at workplace)Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

17

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 19: Intentions toward telework by job category0%Specialized technical work such as R&D, design, and SE (n=298)

20%

8.1%

Sales (n=317)

40%

16.1%

32.6%

5.4% 14.8%

Administration / Personnel / Accounting / Planning, etc. (n=366)

5.5%11.2%

Specialized creative work such as editing, designing, and writing (n=65)

7.7% 6.2%

Specialized office work such as research/analysis and patent/law (n=38)

7.9%

29.0%

10.7%

General clerical work / Receptionist / Secretary (n=506)

6.5% 12.8%

36.9%

14.5%

38.3%

21.1%

18.4%

2.6% 5.1% 25.6%

Customer service (n=58)

25.5%

26.2%

27.7%

23.7%

28.6%

100%

13.9%

32.3%

15.8%

80%

17.8%

30.6%

Specialized medical and education-related work (n=28)

Site management/supervision (n=39)

60%

31.6%

7.1%

53.6%

11.1%

51.2%

15.4%

51.3%

6.9% 12.1% 5.2%

70.7%

5.2%

Other (n=116)

11.2%

24.1%

1.7%
Intend to telework primarily
Intend to telework as needed
Do not intend to telework (will work at own desk at workplace)

9.5%

53.4%

Intend to telework as much as possible
Intend to telework only when unavoidable

In terms of the form of employment, “management post,” which showed a high teleworking ratio, also had
the highest intentions (Figure 20). In terms of child status, the group with childrend in the lower grades of
elementary school or younger had the highest intentions, implying that the burden of childcare is related to theneed for teleworking (Figure 21).
Figure 20: Intentions toward telework by form of employment
0%

Officer of company or institution (n=112)

20%

40%

8.0% 8.9%(Company employee/institution staff) Management post (n=283)

60%

27.7%

80%

14.3%

12.0%

34.6%

5.7% 14.5%

26.3%

100%

41.1%

19.1%

30.4%

3.9%

(Company employee/institution staff) Regular employee/staff (n=985)(Company employee/institution staff) Non-regular employee/staff(n=392)
Self-employed (Other than restaurant, retailer, interpersonal service
provider) (n=59)

6.4% 10.7%

18.9%

11.9% 6.8%

14.5%

39.0%

8.9%

23.7%

55.1%

10.2%

47.5%

Intend to telework primarily

Intend to telework as much as possible

Intend to telework as needed

Intend to telework only when unavoidable

Do not intend to telework (will work at own desk at workplace)

Figure 21: Intentions toward telework by child status0%

Has child(ren) in lower grades of
elementary school or younger (n=307)
Has child(ren) only in higher gradesof elementary school or older (n=436)
No child (n=1077)

20%

40%

18.6%

60%

30.3%

80%

14.7%

100%

31.3%

5.2%
9.6%

25.2%

12.6%

48.2%

4.4%
6.6%

12.4%

25.1%

14.2%

41.8%

Intend to telework primarily

Intend to telework as much as possible

Intend to telework as needed

Intend to telework only when unavoidable

Do not intend to telework (will work at own desk at workplace)Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

18

RESEARCH REPORT｜Xymax Real Estate InstituteFurthermore, we asked those with positive intentions toward teleworking to choose where they wanted totelework. The scores increased slightly in all places except for “other” compared to the previous survey (Figure22). Intentions to use third place offices such as office space made available by the company*1 (16.9%) andoffice space by service provider*2 (9.6%) showed flat growth/slight increase, suggesting that the trend ofdiversifying workplaces may accelerate.
*1 Office space made available by the company: An office of the company other than the office to which theworker usually commutes, office space by service providers contracted by the company, and others.
*2 Office space by service provider: Rental offices for which the worker pays to use, and others.

Figure 22: Place where respondents want to telework (comparison with previous survey)
100%
90.6%
87.5%

Previous survey (n=1,141)

80%

This survey (n=1,071)

60%

40%

34.3% 34.9%

20%

15.0%

16.9%

15.0%
9.0%

11.4%

9.6%

0.4%

0.2%

0%
Home

Office space madeOffice space byavailable byservice provider

Café, etc.

When

Other

commuting/travelingcompany(Multiple answers)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

19

RESEARCH REPORT｜Xymax Real Estate Institute

When we asked all respondents what the impediments to promoting workstyles that used teleworking were,
the top replies were factors related to the lack of a work system, namely “lack of system that allows telework”(54.6%) and “lack of work-from-home system” (35.1%) (Figure 23). Some also pointed out a factor related to theteleworking place (“Unsuitability of home environment for telework”).
Figure 23: Impediments to promoting telework
0%

20%

40%

Lack of system that allows telework

54.6%

Lack of work-from-home system

35.1%

Difficulty in ensuring information security

20.0%

Difficulty in teleworking in terms of attendance management

18.4%

Unsuitability of home environment for telework

15.7%

Difficulty in performance evaluation

15.2%

Lack of provision of mobile or IT devices

13.8%

Low awareness among management

12.7%

Lack of/few places for telework apart from home (third place office)12.4%

Low awareness among employees
Own burden of costs for using office space by service providers

60%

9.8%
7.1%

Bothersome procedures despite the existence of a teleworking system

4.8%

Other

3.5%
(Multiple answers; n=1,831)

Figure 24 is a comparison of the results of teleworkers and non-teleworkers.
Regarding the two work system-related impediments mentioned above, non-teleworkers showedsignificantly higher percentages in both items. This implies that a certain number of workers are prevented fromteleworking due to the lack of a system at their workplace.
On the other hand, the impediments chosen more by teleworkers than by non-teleworkers are framed in red.
The score of “lack of/few places for telework apart from home (third place office)” as an impediment was 1.9
times more among teleworkers (22.3%) than among non-teleworkers (11.5%), while the difference in the score
was 2.6 times in “own burden of costs for using office space by service providers.” As such impediments related
to the place for telework are resolved, teleworking by current teleworkers may expand, leading to more
effective telework.

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

20

RESEARCH REPORT｜Xymax Real Estate Instituteallowshome

system teleworkmentnevaluatio manageng
ment foroffice) telework system

place
or IT

security devices
s

on

12.8%

Not teleworking

58.2%

Teleworking

20.3%

Not teleworking

36.4%

Teleworking

18.2%

Not teleworking

18.4%
23.0%

Not teleworking
Teleworking
Not teleworking

14.6%
8.8%
4.4%

Teleworking

17.6%

Not teleworking

15.5%

Teleworking

22.3%

Not teleworking

11.5%

Teleworking

12.8%

Not teleworking

13.9%

Teleworking

23.0%

Not teleworking

19.8%

Teleworking

ment

employe manage provider

Teleworking

Teleworking

es is lowsystemthat
fromcence

e of a performa attendan workhomeenviron teleworki(thirdhomeofspace by ensuringservice informati mobile
among

ss
ss

among

ng in

terms of Lack of Lack ofinility of existenc
fromprovision
inofficeAwarene awarene

teleworki
despitetheapart

teleworkof costsLow

for using Difficulty Lack offorplacesOwnburdenLackof/few

Unsuitabes

procedurme

Botherso

DifficultyinDifficulty

Figure 24: Impediments to promoting telework by teleworking status

Not teleworking

16.2%
6.3%

Teleworking

12.8%

Not teleworking

12.7%

Teleworking
Not teleworking

10.1%
9.7%

(Multiple answers; teleworkers: n=148; non-teleworkers: n=1,683)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

21

RESEARCH REPORT｜Xymax Real Estate Institute

3-2．Needs toward the place to work

The top reply as to what was important in using a third place office was “proximity to home.”In terms of respondents’ interest in using the five types of third place offices, both men and women
aged 25–29 and 30–34 had high interest in “office with support features for workers with smallchildren,” with female respondents in particular showing higher interest than in other types. Interestin the other four types was relatively higher among the younger age groups.

Third place offices such as rental offices and shared offices have been increasing their presence in recent
years as the third workplace after companies’ offices and home. Third places offices provided by providers tocompanies and used by the employees of client companies are also on the rise. What kind of needs do workers,
the actual users, have toward third place offices? We attempted to find out in this survey.
We first asked respondents what they placed importance in when using a third place office. The top reply was“proximity to home” (71.7%; “important” and “somewhat important” combined) (Figure 25), followed bymatters related to comfort of the work environment, such as “quietness” (63.9%), “security” (63.6%), and “freewifi” (60.9%).
Figure 25: Points of importance in using a third place office
0%

10%

20%

30%

40%

50%

Proximity to home

27.8%

Quietness

26.4%

37.5%

Security

29.8%

33.8%

Free wifi

28.2%

Office equipment such as printer22.1%

Appropriate cost of using the office

20.6%

36.6%
28.6%
33.4%

Soundproof phone area

15.1%

28.2%

10.5%

28.8%

Proximity to main office

7.8%

Relaxation equipment such as sofas and massage chairs

6.8%Open meeting space

5.1%

23.6%

Meeting room, reception room

6.3%

20.3%

Dedicated section for use in team/project units

4.6%

22.0%

Proximity to clients

5.2%

19.2%

25.5%
24.6%

Stylish interior design

4.1% 15.0%

Full-time reception staff

3.4%15.1%

Nursery room

5.4% 11.2%

Opportunity for exchange with other users

2.6% 12.4%

Rental bicycles

3.3% 11.3%

Located in outskirts of city center

2.5% 10.8%

1.9%
0.3%

ImportantSomewhat important(Multiple answers; n=1,831)

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

80%

32.7%

14.3%

Other

70%

43.9%

Proximity to major stations in city center

Help-yourself drinks, cantine, kitchen, etc.

60%

22

RESEARCH REPORT｜Xymax Real Estate InstituteWe then asked their interest in using the following five major types of third place offices.

Five major types of third place offices(1)(1) Touch-down type (mainly used by individuals)
Area, period・Major office area in city center. Irregular, one-off use.
Situations of use・Salespersons drop by while out of the office or when goingsomewhere and return without stopping by at office, and workin the same way as in the office.
・Concentrate by oneself on paper work, etc.

(2)・Can choose a convenient place for each occasion and use immediately.

(2) Project room type (used in team units)Area, period ・Major office area in city center. Multiple month or annual contract.
Situations of use ・Fixed-term use for system development or projects.
・ Used not only when working with internal personnel but also withexternal personnel.

(3)(3) Shared satellite type (used in company units)Area, period・Suburban residential area. Multiple month or annual contract.
Situations of use・Jointly used by several companies as a satellite office.
・Exclusive sections for companies (with dedicated lines) and common area
・Employees living nearby can gather to work.

(4) Office with support features for workers with small children(4)Area, period・Suburban residential area. Irregular, one-off use.
Situations of use・Comes with a nursery space and can be used by employeeswith small children as needed on an individual and one-off basis.

(5) Co-working type(5)

Area, period・Major office area in city center.
Situations of use・Jointly used by people from various industries and professions,
inducing collaboration and innovation.
・Not only corporate but also individual contracts are often possible.

Figure 26 shows respondents’ interest in using each type of office by gender and age.
The first thing we notice is that the younger age groups tend to have higher interest in all office types. In
particular, the interest of men aged 20–24 in using “(1) touch-down type,” which had high scores overall, wasextremely high at 60.7% (“interested in using” and “somewhat interested in using” combined). Interest in “(4)office with support features for workers with small children” was high among men and women aged 25–29 andGreater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

23

RESEARCH REPORT｜Xymax Real Estate Institute

30–34, with female respondents in particular showing higher interest than in other types. This is probably
related to the fact that these age groups are in the midst of child-rearing or may soon become so.
Figure 26: Interest in using third place offices by gender and age group
1. Touch-down type (mainly used by individuals)0%10%

age 20–24 (n=28)

Male

11.4%

45–49 (n=178)

9.0%

50–54 (n=120)

10.0%

55–59 (n=112)

5.4%

60 or older (n=167)

6.0%

age 20–24 (n=26)

Female

29.6%
30.3%
33.7%
21.7%
25.0%
26.4%

7.7%

25–29 (n=139)

34.6%

13.0%

30–34 (n=90)

10.0%

35–39 (n=75)

10.7%

40–44 (n=92)

38.1%
34.4%
25.3%

9.8%

19.6%

2.3%

50–54 (n=81)

21.6%

7.4%

55–59 (n=47)

60%

30.2%

14.8%

40–44 (n=132)

50%

36.4%

14.2%

35–39 (n=135)

40%

50.0%

17.4%

30–34 (n=106)

60 or older (n=83)

30%

10.7%

25–29 (n=132)

45–49 (n=88)20%Interested in using

21.0%

10.6%

Somewhat interested in using

17.0%

4.8%

13.3%

2. Project room type (used in team units)0%

age 20–24 (n=28)

14.3%

25–29 (n=132)

15.2%

30–34 (n=106)

Male

35–39 (n=135)

45–49 (n=178)

3.9%

50–54 (n=120)

3.3%

55–59 (n=112)

1.8%

60 or older (n=167)

2.4%

22.3%

26.9%
24.5%
23.3%
24.0%
15.2%

13.6%

50–54 (n=81)

60 or older (n=83)

23.0%

16.2%

7.2%

55–59 (n=47)

21.7%

13.3%

6.7%

3.3%

60%

20.2%

30–34 (n=90)

40–44 (n=92)

50%

25.0%

25–29 (n=139)

2.7%

40%

21.2%

7.7%

35–39 (n=75)

30%

17.9%

8.2%
5.3%

45–49 (n=88)

20%

8.5%

40–44 (n=132)

age 20–24 (n=26)

Female10%Interested in using

16.1%
8.5%

Somewhat interested in using

2.1%

12.1%

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

24

RESEARCH REPORT｜Xymax Real Estate Institute

3. Shared satellite type (used in company units)0%

age 20–24 (n=28)

9.9%

30–34 (n=106)

12.3%

40%

50%

60%

31.1%
19.8%

4.4%

40–44 (n=132)

30%

39.3%

26.7%

6.8%

45–49 (n=178)

3.9%

50–54 (n=120)

5.0%

55–59 (n=112)

1.8%

60 or older (n=167)

1.2%

age 20–24 (n=26)

3.9%

20.5%
27.5%

10.8%
12.5%
17.4%
34.6%

25–29 (n=139)

Female20%

3.6%

25–29 (n=132)

35–39 (n=135)
Male

10%

15.1%

30–34 (n=90)

7.8%

35–39 (n=75)

6.7%

23.0%
30.0%
17.3%

40–44 (n=92)

2.2%

45–49 (n=88)

1.1%4.6%

50–54 (n=81)

2.5%

16.1%

55–59 (n=47)

4.3%

12.8%

60 or older (n=83)

1.2%

18.5%
Interested in using
Somewhat interested in using

10.8%

4. Office with support features for workers with small children
0%10%

age 20–24 (n=28)

Male

30%

13.6%

21.2%

30–34 (n=106)

15.1%

19.8%

8.2%
3.8%

45–49 (n=178)

2.3%

50–54 (n=120)

1.7% 5.8%

55–59 (n=112)

2.7% 6.3%

21.2%

7.8%
11.5%

25–29 (n=139)

19.2%
26.6%

30–34 (n=90)

30.9%

23.3%

10.7%

40–44 (n=92)

4.4%

45–49 (n=88)

1.1% 3.4%

50–54 (n=81)

1.2%

9.9%

55–59 (n=47)

4.3%

6.4%

60 or older (n=83)

60%

10.7%

age 20–24 (n=26)

35–39 (n=75)

50%

15.6%

40–44 (n=132)

60 or older (n=167)

40%

25.0%

25–29 (n=132)

35–39 (n=135)

Female

20%

28.9%

25.3%
14.1%
Interested in using
Somewhat interested in using

10.8%

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

25

RESEARCH REPORT｜Xymax Real Estate Institute

5. Co-working type0%

age 20–24 (n=28)

10%

3.6%

25–29 (n=132)

FemaleMale

30–34 (n=106)

20%

13.6%

40–44 (n=132)

3.0%

22.0%

45–49 (n=178)

3.4%

19.7%

50–54 (n=120)

2.5% 5.0%
0.9%
2.4%

age 20–24 (n=26)

3.9%

15.6%

8.0%
16.8%
42.3%

25–29 (n=139)

10.1%

30–34 (n=90)

10.0%

23.0%
26.7%

35–39 (n=75)

2.7%

40–44 (n=92)

4.4%

45–49 (n=88)

2.3%

13.6%

50–54 (n=81)

1.2%

14.8%

55–59 (n=47)

4.3%2.1%
1.2%

60%

18.9%

5.2%

60 or older (n=167)

50%

25.8%

10.4%

55–59 (n=112)

40%

39.3%

35–39 (n=135)

60 or older (n=83)

30%

16.0%
16.3%
Interested in using
Somewhat interested in using
16.9%

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

26

RESEARCH REPORT｜Xymax Real Estate Institute4．SummaryIn this report we examined office workers’ behaviors and needs by focusing on workplaces in particular,
with the aim of understanding the current situation and foreseeing the future of telework. We have thus
found gradual changes in the situations surrounding telework.
First of all, we discovered that the options of places for telework have increased and that a majority ofteleworkers teleworked at two places or more. Such options included third place offices in addition tohome, with usage rates rising from the previous survey. In terms of the job category of users, the use of“office space made available by the company” was as much as 20% not only by respondents in the “sales”
category, which generally requires workers to be out of the office, but also by those in “specialized
technical work” and “administration / personnel / accounting / planning, etc.,” which mainly involve desk
work. This indicates the spread of the use of telework by a wide range of jobs in diverse places in
addition to home. Furthermore, the substantial rise in teleworking at scheduled timings may be anindication that companies are supporting workers’ telework.
The needs of workers also suggest the future direction of telework’s expansion. Those with positive
intentions toward telework amounted to 44.6% of total, largely exceeding the current teleworking ratio(8.1%). We also found that, as impediments to promoting telework, teleworkers felt dissatisfaction in theplace for telework more strongly than non-teleworkers, such as “lack of/few places for telework apartfrom home (third place office)” and “own burden of costs for using office space by service providers.”
This survey also showed that teleworkers had high satisfaction in their work environment. Furthermore,those with high satisfaction in their work environment replied that subjective conditions of theenvironment such as “can work comfortably,” “improves productivity,” “improves motivation,” and“increases engagement in the organization” applied more than those with low satisfaction, which implies
the possibility that the former actually worked with high motivations and with a strong engagement in
the organization. If so, designing or providing a workplace environment that meets such conditions, or inother words affects the mentality of the workers, may lead to improved productivity of the organization.
Meanwhile, workers have also become more diversified. The conditions of places where diverse
workers such as the young, women, seniors, and foreigners can work with high productivity andmotivation are bound to be more diversified.
For example, workers with small children had high demand for telework and tended to require
somewhere other than home. If participation of women and seniors in office work continues to increase,
the need for such types of third place offices as suburban or childcare support-type may rise. Although
the general image of a teleworker is young or has small children, it is workers in the management postthat actually have a high teleworking ratio. The requirements of such middle-aged workers in workplaces
must be different. On the other hand, as much as 41.5% of respondents did not intend to telework, whichindicates that conventional offices as a place where workers gather to work may continue to be required.
To address these situations, we believe the need to provide a wide array of options of workplaces andworkstyles will rise in the future. Providing an environment where workers can choose flexibly and freely
from the options may become an important management strategy for organizations, also from theperspective of improving productivity and securing human resources. Xymax Real Estate Institute will

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

27

RESEARCH REPORT｜Xymax Real Estate Institutecontinue to capture changes in the workplace by conducting worker surveys as well as company surveys
on a continuous basis.

5．(Reference) Actual workstyles of respondents
In this report we presented our survey results by focusing mainly on the teleworking. Lastly, for reference, weoffer information that shows how the respondents to this questionnaire survey usually work.
We asked respondents their total working hours of an average week (including overtime, excluding recesstime and commuting time). Those who worked 40–45 hours accounted for the most, at 34.3%. The median was
40 hours (Figure 27). The majority of respondents seem to be workers who work eight hours a day, five days aweek. Those who worked for less than 40 hours accounted for 28.1%.
Figure 27: Total working hours of an average week
40%

Median: 40 hours(n=1,831)

34.3%
30%

20%
14.6% 14.2%
9.1%

10%

7.0%
2.0% 2.0%

2.7%

1.6%

4.8%

10–15 hours

20–25 hours

25–30 hours

3.7%

2.1%

2.0%

0.0%
0%

65 hours or more

60–65 hours

55–60 hours

50–55 hours

45–50 hours

40–45 hours

35–40 hours

30–35 hours

15–20 hours

5–10 hours

Less than 5 hours

Asked about the current work environment, only 44.1% of respondents chose “basically working at fixed(own) desk” (Figure 28). This indicates that more than half of the respondents work at diverse places regardlessof whether in or outside the office.
Other top replies included “there is an open meeting space within the office” (23.8%), “using video or web
conferences” (20.9%), and “there is a place to refresh within the office” (20.5%). We also found that flexible useof time is spreading, as can be seen in “a flextime system has been applied” (19.3%) and “a shorter working
hour system has been applied” (14.3%).

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

28

RESEARCH REPORT｜Xymax Real Estate Institute

Figure 28: Current work environment
0%

10%

20%

30%

Basically working at fixed (own) desk

23.8%

Using video or web conferences

20.9%

There is a place to refresh within the office

20.5%

There is a cantine and café in the office

19.3%

A flextime system has been applied

19.3%

A shorter working hour system has been applied

14.3%

Mobile working (checking emails and schedules at places

12.1%

other than the office such as while traveling or outside)
IT devices such as laptops and tablets are provided

11.7%

by the company to enable mobile working
A shift work system has been applied

11.4%

A deemed working hour system has been applied

9.7%

Mobile working (a system that enables work outside by providing

9.4%

an internet environment equivalent to that in office)A discretionary work system has been applied

8.2%

Using the work-from-home system/working from home

7.9%(either fully or partially)

for work (BYOD*)
Hot desking

Choosing a workplace within the office from among a wide
variety of work areas according to the work (ABW)

Choosing a workplace such as the office, home,or a third place office according to the work
Group hot desking (free to choose desk within the team)Working at a third place office designated or permitted
by the company in addition to the office usually commuting to

50%
44.1%

There is an open meeting space within the office

Using own mobile device (e.g. tablet, smartphone)

40%

7.6%
5.1%
3.6%
2.7%
2.1%
2.0%

(Multiple answers; n=1,831)*BYOD: Stands for “Bring Your Own Device.” The policy of permitting employees to bring their own devices totheir workplace, and to use those devices for their work.

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

29

RESEARCH REPORT｜Xymax Real Estate InstituteOf teleworkers’ total working hours of an average week, the median of hours teleworked was six hours aweek (Figure 29). In terms of the percentage of teleworked hours to the total working hours of a week, the top
reply was less than 5%, with the median being just 16%. On the other hand, the result showed that 4.7% of
teleworkers allocated more than 90% of their total working hours to telework (Figure 30).
Figure 29: The distribution of hours teleworked of an average week（n=148）Median: 6 hours
30%
25.0%

18.2%

20%
13.5%
10.8%

10.9%

10%

8.1%

7.4%

6.1%

0%

30 hours or more

20–30 hours

10–20 hours

8–10 hours

6–8 hours

4–6 hours

2–3 hours

Less than 2 hours

Figure 30: The distribution of the percentage of hours teleworked to the total working
hours of a week（n=148）20%

18.2%

Median: 16%
15.5% 15.5%
12.2%

10%
6.8%

6.1%

2.0%

1.4%

6.1%

5.4%
2.0%

1.4%

4.7%
2.0%
0.7%

0%

Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

90% or more

This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.

80–90%

The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.

70–80%

60–70%

50–60%

45–50%

40–45%

35–40%

30–35%

25–30%

20–25%

15–20%

10–15%

5–10%

Less than 5%

Greater Tokyo Office Worker Survey 201830

RESEARCH REPORT｜Xymax Real Estate Institute

Survey Overview
SurveyperiodArea

Screening: 40,000 male and female aged between 15
February 2018

and 69Main survey: 2,064 male and female aged between 20

Greater Tokyo (Tokyo, Kanagawa, Saitama, Chiba

Targets ofprefectures)the survey

and 69 who replied in the screening that their profession
was officer of company or institution or self-employed(other than restaurant, retailer, interpersonal service
provider) and main workplace (office) was in Greater

MethodOnline survey

Tokyo (Tokyo, Kanagawa, Saitama, Chiba). 1,831
provided valid responses.

Profile of Respondents

%

n

％

n

Male aged 20–24

1.5%

28

Agriculture / Forestry

0.1%

2

Male aged 25–29

7.2%

132

Fishery

0.0%

0Male aged 30–34

5.8%

106

Mining / Quarry / Gravel extraction

0.0%

0

Male aged 35–39

7.4%

135

Construction

5.0%

91

Male aged 40–44

7.2%

132

Manufactring

14.8%

271

Male aged 45–49

9.7%

178

Electricity,

1.2%

22

Male aged 50–54

6.6%

120

Information & communications

10.4%

191

Male aged 55–59

6.1%

112

Transportation / Postal service

4.5%

83

Male aged 60 or above

9.1%

167

Wholesale / Retail

9.9%

182

Financial / Insurance

9.6%

176

Real estate / Leasing of goods
Academic research / Professional or

3.5%

65

3.0%

55

0.4%

7

Gender andage(Male total)

60.6%

1110

Female aged 20–24

1.4%

26

Female aged 25–29

7.6%

139

Female aged 30–34

4.9%

90

Female aged 35–39

4.1%

75

Female aged 40–44

5.0%

92

Female aged 45–49

4.8%

88

service
Daily life services / Entertainment

1.4%

25

Female aged 50–54

4.4%

81

Education / Learning support

2.3%

42

Female aged 55–59

2.6%

47

Medical / Welfare

2.1%

39

Female aged 60 or above(Female total)
Administration / Personnel /

4.5%

83

Multi-service business

0.7%

13

39.4%

721

Service (those not classified to other sectors)

17.6%

322

20.0%

366

5.7%

104

27.6%

506

Other / Unclassifiable

7.7%

141

6.1%

112

17.3%

317

Officer of a company or institution
Company employee or staff of

3.2%

58

15.5%

283

2.1%

38

53.8%

985

21.4%

392

0.0%

0

3.2%

59

0.0%

0

Accounting / Planning, etc.
General clerical work / Receptionist/ Secretary
Sales
Customer service
Specialized office work such as
Profession

research/analysis and patent/law
Specialized technical work such as
R&D, design, and system
Specialized creative work such as
editing, designing, and writing
Specialized medical and educationrelated work
Site management/supervision

16.3%

298

3.5%

65

1.5%

28

2.1%

39

Other

6.3%

116

Has child(ren) in lower grades of

16.8%

307

23.8%

436

No child

58.8%

1077

Unknown

0.6%

11

Has child(ren) only in higher
Child status

Industry

technical service
Accommodation / Food & beverage

Civil service (except for those classified toother sectors)

institution (management post)
Company employee or staff ofinstitution (regular employee or staff otherthan in management post)

Company employee or staff ofForm ofinstitution (non-regular employee or staff
such as part-time/temporary staff)

employment Self-employed (restaurant, retailer,interpersonal service provider)
Self-employed (other than restaurant,
retailer, interpersonal service provider)

Other / Unemployed (incl. job seekers,

grades of elementary school orstudents, stay-at-home wife/husband)older

The percentage mix in the charts contained in this report are rounded to the second decimal place and therefore may not add up to 100%.

Contact for inquiries concerning this report
Xymax Real Estate Institutehttps://soken.xymax.co.jp TELEPHONE: +81 3 3596 1477 | FAX: +81 3 3596 1478 | E-MAIL: info-rei@xymax.co.jp

Greater Tokyo Office Worker Survey 2018
The contents of this report are as of the time of writing. Xymax Real Estate Institute does not guarantee their accuracy or completeness.
This report may not be reproduced, cited, transmitted, distributed, or reprinted without prior permission of Xymax Real Estate Institute.
Copyright © 2019 Xymax Real Estate Institute Corporation. All rights reserved.

31