新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム

新型コロナウイルスと強制的な在宅勤務：男性労働者の主観的幸福感、新しい男性の役割への意識、および仕事のパフォーマンスへの影響
The Coronavirus and Mandatory Telework from Home: Effects on Regular Workersʼ Subjective Well-being, New Male Roles, and Job Productivity
研究代表者：マ⼆エー渡邊 レミー（筑波⼤学ビジネスサイエンス系）
共同研究者：ベントン キャロライン（筑波⼤学理事）
内⽥ 亨（新潟国際情報⼤学）
オルシニ フィリップ（⽇本⼤学）
マニエー渡邊 馨⼦（ハーバード⼤学）

１）研究期間短期集中型（2020 年 5 ⽉〜10 ⽉）
2）応募時の⽬的・⽬標・達成イメージなど
This exploratory paper examines attitudes and practices concerning the COVID-19 pandem
ic, as well as some of the effects of mandatory teleworking from home in the wake of the resulting state of emergency orders in Japan. A survey of married regular employees ret
rospectively assessed changes in work style, new male and gender roles, subjective well-being, work-family conflict, and job performance before and during forced teleworking fromhome in the Tokyo and surrounding areas.
The COVID-19 pandemic is affecting all aspects of everyday life. The population has had
to adjust to the new normal, which is causing a tremendous amount of disruption and str
ess. In Japan, the national government enacted Special Measures for Pandemic Influenza
and New Infectious Diseases Preparedness and Response on April 7, 2020, which declared a state of emergency throughout the country. It ended on May 5, 2020 in the Kanto reg
ion. Employees who work in offices were suddenly and very strongly encouraged to stay at home and work remotely. This unprecedented event has shaken the basis upon which employeesʼ working environment have been negotiated and accepted. Furthermore, working
from home is not only causing disruption in employeesʼ work and working conditions, butalso in employeesʼ home environment including their relationships with their spouse and other family members.
While telework is not new, most people experiencing it today in Japan were thrust into it
without having chosen to do so. This large-scale experiment has seen millions of people
provide services, produce content, organize meetings, teach courses and more from home.
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国⽴⼤学法⼈筑波⼤学

2020.12.01

新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム

However, this transition from occasional telework to generalized telework reveals certain li
mits (Dowek, 2020): the massive use of digital tools only imperfectly compensates for physical presence in the workplace. First, telework is appropriate only for those who deal more directly with knowledge rather than material assets. Second, telework is less suited tobuilding trust and collaborative relationships. Third, telework without prior experience or tr
aining requires more work than working from the office; many small questions once resolv
ed by a quick oral interaction are now answered after an exchange of numerous messages, which require additional efforts stemming from asynchronous communication and remot
e work (Rodier, 2020). Fourth, forced and pervasive telework can negatively affect employ
ee motivation and create tensions with other family members at home (WorkAnywhere, 2020). Fifth, the majority of employees do not have a dedicated and appropriate workspaceat home. This is a real and dire problem in the Tokyo metropolis and its surrounding areas with their generally smaller homes (Scarr et al., 2020). Sixth, younger and less-experienced employees who need more supervision can be especially vulnerable to (WorkAnywhere, 2020).
On the other hand, a recent survey of 2,000 people 18 and older in Japan by Jiji Press c
onducted in May 2020 revealed that 70% of respondents are in favor of telework even aft
er the pandemic ends (Japan Times, 2020). Positive consequences of telework were report
ed to be reduced stress from the absence of commuting (68%), being able to live and wo
rk from areas with lower housing costs (51%), being able to work and care for family members at the same time (48%), and less time spent on unproductive overtime (42%). Neg
ative effects of telework included work that has to be done at the office (72%), reduced
closeness with work colleagues (39%), difficulties communicating with bosses and coworkers (36%), being bothered by children and family during work (30%), and higher utility andfood costs (30%).
This report provides an analysis of the quantitative findings of a web-based survey on ho
w imposed teleworking from home has affected regular employeesʼ personal and professio
nal lives. The next section describes key concepts, followed by the methodology, results and discussion, and last a conclusion summarizing our findings.

3）本プログラムで実施した研究の内容と成果
Regular employees report being very anxious about COVID-19 and fear getting infected, they have in turn thoroughly internalized and implemented government-recommended hygiene practices. About half of respondents (54%) were satisfied with mandatory telework from
home, while about a quarter (27%) was not. Two thirds of surveyed regular employees (68%) desire to continue telework after COVID-19, and most 3 days per week (23%), 2 daysa week (17%), or 5 days a week (17%).
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国⽴⼤学法⼈筑波⼤学

2020.12.01

新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム

We found that work styles, emerging modern male roles and gender role attitudes had not been affected, suggesting that barely 2 months at home did not have a lasting effect on deeply-held beliefs and practices. Work-family conflicts related to time and stress declin
ed for both men and women. Both genders stated their satisfaction with social life had decreased, with men also reporting a drop in satisfaction with their economic situation andwomen with their health and family conditions. All dimensions of job performance worsen
ed as well, conscientiousness and task performance for men, and altruism and conscientio
usness for women.
Attitudes and Practices about COVID-19

MenWomen

I avoided
touching myface with myhands

I increased
the frequencyof handwashing

I wore a facemask or facecover when I
went out

I avoided
speaking too
close toothers

I avoided
enclosed
spaces withpoorventilation

I avoided
crowdedareas

The Japanese
government's
response wasadequate(PCR testing)

I was worried
about getting
infected withthe newcoronavirus

The new
coronavirus
affected mydaily life

6.5
5.5
4.5
3.52.5All

 Regular employees reported being very anxious about COVID-19, feared getting infected, and disapproved of the governmentʼsresponse But they internalized and implemented government-recommended hygiene practices.

Satisfaction with mandatory telework from home during state of emergency
All

8%

Women

8%

13%

Men 3%

11%
7%

9%

0%

19%

10%

18%

20%

13%

19%

19%

10%

20%

Strongly disagree

Disagree

30%

31%
27%

17%
40%

Somewhat disagree

50%

6%
6%

35%
60%

70%

Neither agree nor disagree

Somewhat agree

5%

80%
Agree

90%

100%Strongly agree

 About half of respondents (54%) was satisfied with mandatory telework while about a quarter (27%) was not.

Willingness to continue telework from home after COVID-19
All

7%

Women

6%

10%

Men 3%
0%

6%
4%

8%

7%

14%

6%

20%

15%

17%

13%

10%

20%

Strongly disagree

Disagree

27%
25%

24%
30%

40%

Somewhat disagree

22%
25%

29%
50%

60%

Neither agree nor disagree70%
Somewhat agree

18%
80%
Agree

90%

100%

Strongly agree3
国⽴⼤学法⼈筑波⼤学

2020.12.01

新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム

Desired frequency of telework from home after COVID-19
All16%

Women

18%

Men

14%
0%

10%

7%
6%
9%
20%

No telework from home
1 day a week
3 days a week
5 days a week
7 days a week

7%

17%

23%

12%

17%

0%
1%

5%

20%

22%

10%

18%

1%
2%

10%

14%

30%

40%

24%
50%

60%

14%
70%

80%

17%

1%

90%

100%

1~3 days a month
2 days a week
4 days a week
6 days a week Two thirds of surveyed regular employees (68%) desire to continue telework after COVID-19, and most 3 days per week (23%), 2days a week (17%), or 5 days a week (17%).

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国⽴⼤学法⼈筑波⼤学

2020.12.01

新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム

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国⽴⼤学法⼈筑波⼤学

2020.12.01

新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム

The strongest predictor of satisfaction with mandatory telework from home turned out tobe, by far, adequate workspace at home for both men and women. These findings sugges
t that regular employees with higher financial means or living in less dense suburban are
as with larger homes may be at an advantage for mandatory telework from home, and that employers may have only limited options besides offering subsidies to purchase dedicat
ed home office furniture or offset the increased cost of working from home.
Predictors of satisfaction with mandatory telework from home

However, the antecedents of willingness to continue working from home differed by gender, with higher job performance and a longer commute for men, and adequate workspace at home and lower behavior-based work interfering with family conflict for women. While these results only apply to regular employees, defined as those with open-ended and full-t
ime employment, they were not affected by the respondentsʼ age, whether they have children, or their childrenʼs.
Predictors of desire to continue telework from home after COVID-19 by gender

These findings can help individuals, firms, and governments better understand the effects
of mandatory home-working and devise countermeasures to maximize employee well-being
and job performance. This is all the more crucial as Japan has entered a third wave of t
he virus and office workers will have to continue social distancing and remote working forthe time being.
Dowek, G. (2020). The transition from occasional to widespread telework reveals its limits6

国⽴⼤学法⼈筑波⼤学

2020.12.01

新型コロナウイルス緊急対策のための研究成果報告書

⼤学「知」活⽤プログラム(Le passage du télétravail occasionnel au télétravail généralisé en fait apparaître leslimites). Le Monde, 27 March 2020. Available at:https://www.lemonde.fr/idees/article/2020/03/27/coronavirus-le-passage-du-teletravailoccasionnel-au-teletravail-generalise-en-fait-apparaitre-les-limites_6034652_3232.html
Rodier, A. (2020). « I am fed up: teleworking is tiring many employees ("Franchement,jʼen ai ma dose »: le télétravail use de nombreux salariés). Le Monde, 24 May 2020.
Available at: https://www.lemonde.fr/economie/article/2020/05/23/je-ne-veux-plus-teletr
availler-franchement-j-en-ai-ma-dose-les-degats-du-teletravail_6040504_3234.html

Scarr, S., Hernandez, M., Sharma, M., Ando, R., & Kelly, T. (2020). Sheltering in small
places: What life indoors looks like in Tokyoʼs cramped homes. Reuter (April 9, 2020).
Available at: https://graphics.reuters.com/HEALTH-CORONAVIRUS/TOKYO-HOMES/dgkv
labxpbx/

WorkAnywhere (2020). WorkAnywhere: is telework efficient? (WorkAnywhere: Le travail
à distance est -il efficace ?) Choose My Company. Available at: https://choosemycompany.com/stock/docs/workanywhere-2020-global-2853-fr.pdf

4）研究業績・研究広報
Magnier-Watanabe, R., Magnier-Watanabe, K. (2020). COVID-19 and stay-at-home orders: Effects on gender roles and work family conflicts among Japanese regular employees. Proceedings of the 13th Conference of the International Academy of Strategic Man
agement (IASM) 2020, Tokyo (Japan).

Magnier-Watanabe, R., Orsini, P., Benton, C., Uchida, T., Magnier-Watanabe, K. (2020).
COVID-19 et les conséquences du télétravail à domicile obligatoire chez les employés
réguliers japonais [COVID-19 and the consequences of mandatory teleworking from home among regular Japanese employees]. Proceedings of the Journée Francophone de la Recherche (JFR) 2020, Tokyo (Japan).

5）最新の成果・情報
筑波⼤学「知」活⽤プログラムウェブサイト＞ マニエー渡邊 レミー
https://www.osi.tsukuba.ac.jp/fight_covid19/magnier-watanabe/

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