Relational job characteristics contribute to nurses' work engagement, which in turn contributes to affective organizational commitment.

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

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Due to the COVID-19 pandemic, organizations are forced to adopt teleworking. However, little is known about this work modality longitudinally. This study aims to clarify the impact of continuing to work on the organization’s premises and shifting to a telework situation on the work and family relationship and employees’ well-being. Using a sample of 435 bank employees with two waves, two groups were compared: (1) workers who continued to work on the organization’s premises (213), and (2) workers’ who had shifted to a telework situation (222). The first set of data were collected prior to the pandemic and the second approximately 10 months after its onset. The study found no statistically significant change to the work and family relationship (i.e., work–family conflict and work–family enrichment) as a result of a shift to telework. However, the shift to telework had a beneficial effect on work engagement, as opposed to remaining on the premises of the company. This study emphasizes the absence of effects on the work–family relationship resulting from the adoption of telework in response to COVID-19.