The list of attributes and their levels.

Work from home (WFH) has been a part of the professional landscape for over two decades, yet it was the COVID-19 pandemic that has substantially increased its prevalence. The impact of WFH on careers is rather ambiguous, and a question remains open about how this effect is manifested in the current times considering the recent extensive and widespread use of WFH during the pandemic. To answer these questions, this article investigates whether managerial preferences for promotion, salary increase and training allowance depend on employee engagement in WFH. We take into account the employee’s gender, parental status as well as the frequency of WFH. Furthermore, we examine whether managers’ experience with WFH and its prevalence in the team moderate the effect of WFH on careers. An online survey experiment was run on a sample of over 1,000 managers from the United Kingdom. The experiment was conducted between July and December 2022. The findings indicate that employees who WFH are less likely to be considered for promotion, salary increase and training than on-site workers. The pay and promotion penalties for WFH are particularly true for men (both fathers and non-fathers) and childless women, but not mothers. We also find that employees operating in teams with a higher prevalence of WFH do not experience negative career effects when working from home. Additionally, the more WFH experience the manager has, the lesser the career penalty for engaging in this mode of working. Our study not only provides evidence on WFH and career outcomes in the post-pandemic context but also furthers previous understanding of how WFH impacts careers by showing its effect across different groups of employees, highlighting the importance of familiarisation and social acceptance of flexible working arrangements in their impact on career outcomes.远程办公（Work from Home, WFH）作为职场模式已存在二十余年，但真正使其普及度大幅提升的仍是新冠疫情。远程办公对职业发展的影响迄今仍颇具模糊性，且鉴于疫情期间远程办公的大规模广泛应用，当下这种影响具体以何种形式呈现，仍是悬而未决的问题。为解答上述疑问，本研究探讨了管理者在晋升、加薪及培训补贴方面的偏好，是否会因员工参与远程办公而产生差异。研究纳入了员工性别、育儿状态以及远程办公频率作为考量因素。此外，本研究还考察了管理者的远程办公经验，以及团队内远程办公的普及程度，是否会对远程办公的职业影响产生调节作用。研究基于英国超1000名管理者的样本开展了线上调查实验，实验时段为2022年7月至12月。研究结果显示，与线下办公员工相比，远程办公员工获得晋升、加薪及培训补贴的概率更低。这种远程办公带来的薪酬与晋升劣势，在男性（含为人父者与无子女男性）以及无子女女性群体中尤为显著，但育儿女性群体并未出现该情况。此外，研究发现，若所在团队远程办公普及度较高，员工远程办公时不会遭受负面职业影响。同时，管理者的远程办公经验越丰富，员工采用该办公模式所面临的职业惩罚就越轻微。本研究不仅为后疫情时代远程办公与职业发展成果的关联提供了实证依据，还通过揭示远程办公对不同员工群体的差异化影响，深化了学界对远程办公职业效应的既有认知，同时凸显了灵活办公安排的认知普及与社会接纳对其职业影响效应的重要意义。