If there is any field that has experienced changes as a result of the COVID-19 pandemic, it is work, primarily due to the implementation of teleworking and the effort made by workers and families to face new responsibilities. In this context, the study aims to analyze the impact of work–family conflict on burnout, considering work overload, in teleworkers during the COVID-19 pandemic. To evaluate the hypotheses, we used data collected during the last week of July 2020 using an online survey. Work–family conflict and burnout were measured using the Gutek et al. (1991) and Shirom (1989) scales. We tested the hypotheses using a structural equation model (SEM). The results indicated, between other findings, that there was a positive relationship between work–family conflict and family–work conflict and all the dimensions of burnout. However, there was no effect of teleworking overload in the work–family conflict and burnout relationship. This article is innovative because it highlights the importance of the economic and regulatory conditions that have surrounded the modality of teleworking during the pandemic, and their influence on wellbeing and psychosocial risks in workers.

A substantial body of literature has analyzed the influence of psychological empowerment on individual and organizational outcomes. However, there is still a need to examine how empowered employees achieve higher performance. To fill this gap in the literature, this study analyzed the mediating role of self-efficacy and affective commitment in the relationship between psychological empowerment and task-based job performance. Data were collected from 357 employees. The hypotheses were tested using structural equation modeling and bootstrapping procedures. The results validated the structural relationships between psychological empowerment, self-efficacy, affective commitment, and task-based job performance. In addition, the serial mediation effect of self-efficacy and affective commitment was also confirmed. These results highlight the relevance of psychological variables, such as psychological empowerment and affective commitment, for individuals and organizations. The study supports that feeling empowered and emotionally committed is essential in building a long-term relationship between the employee and the organization.

PurposeWorking conditions constitute an important predictor of worker's wellbeing and, consequently, of organizational outcomes. The Working Conditions Questionnaire is derived from a theoretical framework in which working conditions within the organization are formulated as a triple relationship between the environment, the method and the individual. Previous studies have assessed the psychometric properties of this instrument, but its measurement invariance has not been evaluated before. In this context, this study's objective was to examine and validate the dimensionality of the questionnaire and to evaluate its measurement invariance across six Ibero-American countries.Design/methodology/approachData collected from 7,404 professionals from Brazil, Chile, Colombia, Ecuador, Mexico and Spain were analyzed using confirmatory factor analysis.FindingsConstruct validity and reliability were confirmed. Also, results allowed to propose a refined version of the instrument in Spanish and Portuguese and confirmed its measurement invariance across six Ibero-American countries.Originality/valueThe study extends the current research by demonstrating the cross-cultural applicability of this instrument, improving future research in these six Ibero-American countries.

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