Who Supports the Ideal Worker Norm? Group Differences and Consequences of Remote Work

Although the COVID-19 pandemic spurred a shift toward remote work, the ideal worker norm, centered on constant availability and physical presence, remains deeply entrenched in U.S. culture. This study examines two unresolved questions regarding the ideal worker norm in the post-pandemic context: how support for the ideal worker norm varies across groups with differing levels of decision-making authority (e.g., age, education, sex, and managerial experience), and whether stronger support for this norm is linked to greater flexibility stigma. Drawing on an original survey experiment with a national sample of 1,003 Americans conducted after the pandemic and using insights from status characteristics theory, we find that men and individuals with managerial experience were more likely to endorse the ideal worker norm, while younger workers were less likely to. Contrary to our expectations, education was unrelated to support for the ideal worker norm. Additionally, stronger endorsement of the ideal worker norm was associated with more negative evaluations of employees requesting remote work, who were perceived as less committed and likable, and deserving of less respect and support. These findings suggest that the ideal worker norm continues to fuel flexibility stigma and underscore the role of cultural schemas and status hierarchies in shaping workplace inequality.