This paper analyses teleworking in social services during the state of alarm caused by the COVID-19 pandemic in Spain. It has a double objective: To analyse the profile of the professional who teleworked in social services and, on the other hand, to analyse the perception of teleworkers of working conditions during this period, as well as the degree to which they have been affected by them depending on whether they work face-to-face or telematically. To this end, a questionnaire was administered to Spanish social service professionals working, obtaining a sample of 560 professionals in the sector. The profile obtained in relation to teleworking may be especially useful when considering the progressive incorporation of more non-presential activity in social services, and the results show that, although teleworking has been perceived as an efficient way of overcoming the limitations to face-to-face work arising from the pandemic, both the positive and negative consequences of the implementation of this modality of work should be carefully assessed.

During the state of alarm declared in Spain by COVID-19 due to the pandemic, the country's authorities declared Social Services and their workers to be essential, considering that the activity of these professionals with the vulnerable population was crucial and that services should continue to be provided to guarantee the well-being of users in this exceptionally serious situation. This article analyzes the impact that the COVID-19 and the state of alarm has had on Spanish social service professionals. An ad hoc questionnaire was used, administered on-line, individually, voluntarily and anonymously to 560 professionals working in social services, both in the public and private sectors, based throughout Spain. This questionnaire has five different parts: socio-demographic profiling, impact that the health crisis has had on the practice of professional functions, degree of knowledge of the measures imposed to guarantee the protection and safety of professionals and users, impact that it has had on the professional and personal development of social services professionals and, the fifth and last part, degree of adaptation of the measures aimed at the care of the vulnerable population. These results are discussed based on the situation in which professionals working in this sector find themselves in the face of the changes they are experiencing in the development of their work, and we are able to determine the profile of the workers who have felt most affected by the situation, with the consequent and foreseeable mental and emotional affectation that this implies. These professionals tend to value more negatively the set of measures developed to mitigate the impact of COVID-19 on Spanish social services.

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The COVID-19 pandemic has had a decisive impact on our society, generating both direct and indirect effects in a multitude of dimensions, beyond the purely health-related, which have conditioned people’s well-being and quality of life. The social services system has played an essential role in absorbing the consequences of these impacts on the most socially vulnerable population. Analysing the social impacts and monitoring the risks derived from the pandemic can favour the prevention of risk situations, adjust the resources of the social services system to changing social realities and facilitate the strategic decision-making process to mitigate or minimise the impacts of potential socio-annual crises or catastrophes. This article presents a methodological process, based on the HCVRA (Hazards, Capacity Building, Vulnerability, Risk Assessment) disaster management models, designed ad hoc with the aim of identifying, on the one hand, the social impacts of COVID-19 and, on the other hand, the areas with the highest social risk in the post-COVID scenario. The application of this methodological process has made it possible to configure a set of indicators based on public databases, defined by consulting experts and weighted by a panel of stakeholders through a multi-criteria method to obtain a territorialised risk index at the highest level of disaggregation of the available data, based on the dimensions of vulnerability, threat and resilience.

Introducción. Las investigaciones sobre la realidad de la inmigración suelen centrarse en las condiciones de vida y trabajo de esta población, la percepción de la misma en las sociedades receptoras o aspectos que facilitan o dificultan su participación e integración social. Pocas son, sin embargo, las investigaciones que analizan la realidad de las personas que trabajan con los colectivos migrantes. Metodología. Este artículo analiza la pasión por el trabajo y el compromiso organizacional en el desempeño de su trabajo en un contexto a veces hostil y, frecuentemente, en condiciones difíciles desde el punto de vista laboral. Se ha trabajado en una muestra de 171 trabajadores/as (126 mujeres, 43 hombres y 2 participantes de la muestra que optaron por no indicar su sexo), analizando su compromiso organizacional y pasión por el trabajo. Resultados. Se presentan los estadísticos descriptivos para las variables pasión por el trabajo (armoniosa y obsesiva) y compromiso organizacional (afectivo, normativo y calculado), así como los análisis en relación a las variables sociodemográficas, y por último, los resultados de las distintas correlaciones bivariadas entre las variables. Discusión. El hecho de encontrar para estas entidades “pro-migrantes”, un valor elevado en la pasión armoniosa se considera positivo puesto que dicha pasión refleja el deseo de participar libremente en el trabajo. Además, se valora positivamente el hecho de que la pasión obsesiva tiene una media no muy elevada. Haber obtenido puntuaciones elevadas en el compromiso afectivo es coherente con las características de un ámbito como el social, donde es frecuente que puedan crearse vínculos de afecto. Conclusiones. Los datos evidencian que, si bien estos factores podrían considerarse como protectores, se debe explorar con mayor profundidad otros factores y su influencia para promover un buen clima laboral que redunde en la consecución de los objetivos de las entidades que los/as emplean.