AbstractIn recent years, many employees have gained more control over temporal and locational aspects of their work via a variety of flexible work arrangements, such as flexi-time and telehomework. This temporal and locational flexibility of work (TLF) is often seen as a means to facilitate the combination of work and private life. As such it has been recommended as a policy to increase the average number of working hours of part-time workers. To the best of our knowledge, the effectiveness of this policy instrument has not been tested empirically yet. We therefore analyse whether flexi-time and telehomework arrangements increase the number of actual, contracted, and preferred working hours. Based on Dutch household panel data, our results indicate that the link between TLF and working hours is quite weak. Telehomework is associated with moderate increases in actual hours, but not in contracted or preferred hours. Flexi-time generally does not seem to be associated with an increase in hours worked. Despite positive effects on job satisfaction and working time fit, we do not find any convincing evidence of a positive effect of TLF on labour supply. JEL classification: J22, J32, M52, M54

中文翻译：

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工作的时间和地点灵活性是否会增加工作时间？来自荷兰的证据

摘要近年来，许多员工已经通过各种灵活的工作安排（如弹性工作时间和远程家庭作业）对工作的时间和位置方面有了更多的控制。这种工作在时间和地点上的灵活性（TLF）通常被视为促进工作与私人生活结合的一种手段。因此，建议增加非全日制工人的平均工作时间作为一项政策。据我们所知，该政策工具的有效性尚未经过经验检验。因此，我们分析了弹性工作时间和远程家庭作业安排是否增加了实际的，约定的和首选的工作时间。根据荷兰家庭面板数据，我们的结果表明TLF与工作时间之间的联系非常薄弱。远程家庭作业与实际工时的适度增加相关，但与合同工时或首选工时无关。弹性工作时间通常似乎与工作时间的增加无关。尽管对工作满意度和工作时间适合性有积极影响，但我们没有任何令人信服的证据表明TLF对劳动力供应有积极影响。JEL分类：J22，J32，M52，M54