The COVID-19 pandemic affected the relationship between work and life almost everywhere on the planet. Suddenly, remote work became the mainstream way of working for millions of workers. In this context, we explore how the relationship between remote work, work stress, and work–life developed during pandemic times in a Latin America context. In a sample of 1285 responses collected between April and May 2020, through a PLS-SEM model, we found that remote work in pandemic times increased perceived stress (β = 0.269; p < 0.01), reduced work–life balance (β = −0.225; p < 0.01) and work satisfaction (β = −0.190; p < 0.01), and increased productivity (β = 0.120; p < 0.01) and engagement (β = 0.120; p < 0.01). We also found a partial moderating effect, competitive and complementary, of perceived stress, and one significant gender difference: when working remotely, perceived stress affects men’s productivity more acutely than women’s productivity.

Permanent connection to the work world as a result of new technologies raises the possibility of workday extensions and excessive workloads. The present study addresses the relationship between technology and psychological detachment from work resulting from work overload. Participants were 313 professionals from the health sector who responded to three instruments used in similar studies. Through PLS-SEM, regression and dependence analyses were developed, and through the bootstrapping method, significance of factor loadings, path coefficients and variances were examined. Results of the study corroborate a negative effect of technology use on psychological detachment from work and a positive correlation between technology and work overload. Additionally, there is a significant indirect effect of technology on psychological detachment from work as a result of work overload. Findings extend the literature related to the stressor-detachment model, and support the idea that workers who are often connected to their jobs by technological tools are less likely to reach adequate psychological detachment levels. Implications for the academic community and practitioners are discussed.

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Psychological detachment is the central experience of recovery from work-related stress that allows individuals to reduce burnout symptoms. The stressor-detachment model (SDM) contends that job resources moderate the relationship between job stressors and psychological detachment. We designed an instrument to measure job resources from a multidimensional perspective. A sample of n = 394 individuals from the health service industry participated in the study. Data indicate that job resources comprise a four-factor structure underlying a formative model. Consistent with the SDM, a partial least squares structural equation modeling (PLS-SEM) analysis suggests a moderating effect of job resources (e.g., control over working conditions, leaders’ emotional support), between work intensification and psychological detachment. In addition; results indicate that workers who perceive high levels of support from their organization achieved higher levels of detachment compared with those who perceived low levels of support. Theoretical as well as practical implications for stress management practices, occupational health, and well-being are discussed.

El presente artículo, resultado de investigación, tiene como propósito diseñar y evaluar las propiedades psicométricas de un instrumento de medición que permita gestionar la cultura de la institución militar objeto de estudio. Se utilizó un tipo de estudio instrumental, de tipo cuantitativo, exploratorio. A partir de la construcción del modelo conceptual de las dimensiones y los determinantes, se realiza la validación de expertos internos y externos, que permite emitir una apreciación de la calidad de la prueba de medición, a fin de determinar la validez de contenido de esta. Posteriormente, se seleccionó una muestra de 1.644 miembros de la institución, con el fin de realizar la prueba piloto y determinar el análisis de propiedades psicométricas del instrumento de medición, por medio del análisis factorial confirmatorio y el análisis de fiabilidad de los factores. Como resultado de la investigación se logró determinar el modelo por proponer para la medición de cultura institucional, el cual se basa en 5 dimensiones, 21 determinantes y 53 ítems que aportan directamente al cumplimiento de la estrategia de la institución militar.