La pandemia por COVID-19 ha afectado las rutinas laborales y ha generado en las personas estrés o burnout, que puede disminuir por el engagement de los trabajadores. El propósito de esta investigación fue estudiar el burnout, engagement y la percepción de prácticas de gestión en apoyo que tienen los trabajadores en tiempos de pandemia por COVID-19 al enfrentar sus desafíos. El enfoque metodológico fue correlacional-explicativo, con encuestas a 408 trabajadores de una ciudad del centro sur de Chile. Los resultados muestran que existen diferencias por sexo y edad en engagement, pero no en burnout; además, las personas que per­ciben recibir apoyo presentan puntuaciones mayores de engagement y menores de burnout que quienes no perciben recibir apoyo orientado a prácticas de gestión en contextos inciertos.

The COVID-19 pandemic has substantially impacted mental health—workers at institutions are not exempt. In our research, from positive organizational psychology, specifically from the healthy and resilient organization (HERO) model, we analyzed the relationship between healthy organizational practices–engagement and workers’ burnout, and evaluated the mediation role of engagement between healthy organizational practices and worker burnout levels during the COVID-19 pandemic, through structural equation models of a cross-sectional survey-based study. We collected data from a sample of 594 Chilean workers. Our results of the correlations and structural equations demonstrate the relationship between PHOs with engagement (β = 0.51; p < 0.001) and burnout (β = −0.44; p < 0.001), in addition to the mediating effect of engagement between HOP with burnout (β = −0.66; p < 0.001). In conclusion, our findings suggest that healthy organizational practices promoted worker engagement and decreased worker burnout during the COVID-19 pandemic, contributing to the postulates of the HERO model. In addition, we were able to visualize a similar scenario, which showed that burnout during a pandemic decreases when worker engagement mediates the relationship with HOP.

La pandemia por COVID-19 se presentó como un evento repentino que generó emociones negativas por todo lo que ha implicado desde su aparición en el mundo. El objetivo de esta investigación fue analizar la relación entre la concilia-ción trabajo-familia con engagement y burnout, y comparar su conciliación trabajo-familia, engagement y burnout, en 203 docentes universitarios según la institución a la que pertenecen y datos sociodemográficos. El enfoque metodológico fue correlacional-explicativo. Los resultados indican que a mayor conciliación trabajo-familia, mayor es el engagement y menor el burnout. Al realizar las correlaciones por universidades, los resultados son diferentes, mediante la aplicación de t de student y ANOVA se observaron diferencias significativas en los diversos grupos, siendo las principales las del engagement según la universidad a la que pertenecen, del burnout según el género y la compañía con las que enfrenta la pandemia (pareja, hijos), de las interacciones negativas trabajo-familia según la edad y de las interacciones positivas trabajo-familia la cantidad de personas con las que se vive. Estos resultados ponen de relieve la importancia de seguir avanzando en temas de equidad de género, vida en comunidad y la gestión que hagan las universidades a través de prác-ticas organizacionales para el bienestar, felicidad y salud de los trabajadores.

Even before the COVID-19 pandemic, teaching was considered one of the most stressful occupations, one that could provoke burnout in workers. Continuing to provide educational services despite the pandemic and the new methodologies was a challenge for teachers that demonstrated their engagement in their work. This research, from the model of healthy and resilient organizations (HERO), aimed to assess the perception of healthy organizational practices (HOP) of teachers of an educational institution during the years 2020 and 2021 and the impact they have on their levels of engagement and burnout. Through the application of three instruments, 154 responses were obtained. The data were analyzed through correlations and mean comparisons. The main results show that in 2020, the correlations between HOP with engagement and burnout were positive and negative, respectively, as expected. In 2021, the perception of HOP decreased, as did teacher engagement, while burnout increased. In conclusion, the findings suggest that HOP can become a sustainable human resource management tool that promotes teachers’ mental health, even in challenging times.

The work routine of workers has been modified by the COVID-19 pandemic and may vary according to the management of their organizations. The objectives of this research were to analyze the relationship between the perception of healthy organizational practices and workers' engagement and burnout and to determine which healthy organizational practices have a greater relationship with the engagement and burnout of employees in times of COVID-19. The methodological approach was correlational-exploratory, with surveys of 162 workers in 4 health centers in Chile. The variables correlated as expected for the total sample, i.e., positively and significantly between healthy organizational practices and engagement and negatively and significantly with burnout. The main practices that are related to increased engagement are career development, information, and skill development; and burnout is reconciliation, well-being, and communication. This research adds to the fundamentals that the mental health of workers is related to the type of management carried out by organizations.