Salary Ranked as Top Priority (67.8%) in Job Selection Across All Ages and Work Styles; Remote Work Preference 2.7 Times Higher in Full Remote Workers vs. Office-Based Workers
The top priority in job selection was 'salary and bonus levels' at 67.8%, followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships' (42.2%), and 'availability and frequency of remote work' (38.4%).
📋 Article Processing Timeline
- 📰 Published: May 21, 2026 at 19:12
- 🔍 Collected: May 21, 2026 at 10:31
- 🤖 AI Analyzed: May 22, 2026 at 08:41 (22h 9m after Collected)
## Survey Overview
The 'Telework/Remote Work Research Institute' (Tele-Remote Lab), operated by LASSIC Co., Ltd., conducted a survey on 'conditions prioritized in job selection and reasons for considering resignation or job change' targeting 1,005 working professionals with experience in remote work.
The most prioritized condition was 'salary and bonus levels' at 67.8%, followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships/atmosphere' (42.2%), and 'availability and frequency of remote work' (38.4%).
When analyzed by office attendance style, the proportion prioritizing 'remote work availability and frequency' showed a significant gap: 56.6% for full remote workers versus 20.7% for full-time office workers, marking approximately a 2.7-fold difference. This highlights a clear trend where prioritized conditions change significantly based on office attendance frequency.
## Detailed Results
When 1,005 working professionals aged 20–65 with telework/remote work experience were asked to select all conditions they prioritize when job hunting, 'salary and bonus levels' was the highest at 67.8%. This was followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships/atmosphere' (42.2%), and 'remote work availability and frequency' (38.4%).
Other factors such as 'job satisfaction' (36.5%), 'level of benefits' (33.0%), 'stability/future prospects of the company' (32.9%), and 'flexibility of working hours (e.g., flex-time)' (32.8%) all hovered in the 30% range. The gap between the first-place 'salary' and second-place 'location' is 13.1 percentage points, with several items clustered between 30% and 42% for rankings 3 through 8.
## Differences by Attendance Style
The prioritization of 'remote work availability and frequency' was 56.6% for full remote workers, 48.0% for hybrid workers, and 20.7% for full-time office workers. The gap between full remote and full-time office workers is 35.9 percentage points, meaning full remote workers are approximately 2.7 times more likely to prioritize this. Even among full-time office workers, approximately one in five (20.7%) prioritizes remote work availability in their next job search.
Priority for 'salary and bonus levels' was 59.6% for full remote workers, 67.0% for hybrid workers, and 71.9% for full-time office workers. The priority rate increases with office attendance frequency, with a 12.3 percentage point gap between full remote and full-time office workers.
## Analysis by Age and Gender
Priority for 'salary and bonus levels' was 61.4% for those in their 20s, 63.9% in their 30s, 68.3% in their 40s, 75.7% in their 50s, and 64.2% in their 60s, peaking at 75.7% for the 50s age group. Conversely, the priority for 'remote work availability/frequency' was highest among those in their 20s (43.5%), confirming a tendency for younger generations to prioritize it more.
'Support for balancing work with childcare/nursing care' showed an 11.2 percentage point difference, with 19.5% for women and 8.3% for men. In contrast, there was minimal gender difference in the priority for salary levels or remote work availability.
The 'Telework/Remote Work Research Institute' (Tele-Remote Lab), operated by LASSIC Co., Ltd., conducted a survey on 'conditions prioritized in job selection and reasons for considering resignation or job change' targeting 1,005 working professionals with experience in remote work.
The most prioritized condition was 'salary and bonus levels' at 67.8%, followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships/atmosphere' (42.2%), and 'availability and frequency of remote work' (38.4%).
When analyzed by office attendance style, the proportion prioritizing 'remote work availability and frequency' showed a significant gap: 56.6% for full remote workers versus 20.7% for full-time office workers, marking approximately a 2.7-fold difference. This highlights a clear trend where prioritized conditions change significantly based on office attendance frequency.
## Detailed Results
When 1,005 working professionals aged 20–65 with telework/remote work experience were asked to select all conditions they prioritize when job hunting, 'salary and bonus levels' was the highest at 67.8%. This was followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships/atmosphere' (42.2%), and 'remote work availability and frequency' (38.4%).
Other factors such as 'job satisfaction' (36.5%), 'level of benefits' (33.0%), 'stability/future prospects of the company' (32.9%), and 'flexibility of working hours (e.g., flex-time)' (32.8%) all hovered in the 30% range. The gap between the first-place 'salary' and second-place 'location' is 13.1 percentage points, with several items clustered between 30% and 42% for rankings 3 through 8.
## Differences by Attendance Style
The prioritization of 'remote work availability and frequency' was 56.6% for full remote workers, 48.0% for hybrid workers, and 20.7% for full-time office workers. The gap between full remote and full-time office workers is 35.9 percentage points, meaning full remote workers are approximately 2.7 times more likely to prioritize this. Even among full-time office workers, approximately one in five (20.7%) prioritizes remote work availability in their next job search.
Priority for 'salary and bonus levels' was 59.6% for full remote workers, 67.0% for hybrid workers, and 71.9% for full-time office workers. The priority rate increases with office attendance frequency, with a 12.3 percentage point gap between full remote and full-time office workers.
## Analysis by Age and Gender
Priority for 'salary and bonus levels' was 61.4% for those in their 20s, 63.9% in their 30s, 68.3% in their 40s, 75.7% in their 50s, and 64.2% in their 60s, peaking at 75.7% for the 50s age group. Conversely, the priority for 'remote work availability/frequency' was highest among those in their 20s (43.5%), confirming a tendency for younger generations to prioritize it more.
'Support for balancing work with childcare/nursing care' showed an 11.2 percentage point difference, with 19.5% for women and 8.3% for men. In contrast, there was minimal gender difference in the priority for salary levels or remote work availability.
FAQ
仕事選びで最も重視されている条件は何ですか？
最も重視されているのは「給与・賞与の水準」で、回答者の67.8％が選択しました。
リモートワークの可否を重視する割合は出社形態で異なりますか？
はい。フルリモート勤務者では56.6％が重視するのに対し、フル出社者では20.7％にとどまり、フルリモート勤務者の重視率はフル出社者の約2.7倍となっています。
給与・賞与の水準を重視する割合が最も高い年代はどこですか？
50代が75.7％で最も高く、20代（61.4％）と比較して14.3ポイントの差があります。
今回の調査の対象と有効回答数を教えてください。
20歳〜65歳のテレワーク／リモートワークを経験したことがあるワーキングパーソン男女を対象とし、有効回答数は1,005件です。
育児・介護との両立支援を重視する割合に男女差はありますか？
女性が19.5％、男性が8.3％であり、女性の方が11.2ポイント高く重視する傾向があります。