Teleworking in Times of COVID-19: Effects on the Acquisition of Personal Resources

Abstract

The COVID-19 pandemic has forced many employees to introduce different degrees of teleworking, leading to a transformation of the psychosocial work environment. In this study, we analyzed whether the relationship between a labor resource, social support, and a personal resource, vigor at work, is affected by the work modality (face-to-face, hybrid that includes face-to-face work and telework time, and telework caused by the current pandemic situation). Five hundred and forty-three employees answered an online questionnaire about their perceptions of the levels of social support, vigor experienced in the last month, and work modality. Seniority in the organization and the gender of the employees were controlled for. The model fit was significant [F(7, 535) = 20.816, p < 0.001], accounting for 21% of the variation in vigor (R2 = 0.21). The interaction was also significant [F(2, 535) = 4.13, p < 0.05], with an increase of 1% in the explanation of the variance in vigor at work (ΔR2 = 0.01). Differences were found in the positive relationship between levels of social support and vigor at work, among the face-to-face and telework modalities (hybrid and telework), but not between teleworking modalities. As a result, we posit that the different forms of telework moderate (buffer) the relationship experienced between labor resources (social support) and personal resources (vigor at work). This implies that, for the design of teleworking conditions, it is necessary to provide work resources similar to those in face-to-face settings, such as social support.

The Influence of Work–Family Conflict on Burnout during the COVID-19 Pandemic: The Effect of Teleworking Overload

“…Hypotheses 1a, 1b, 3a, and 3b results, which showed the impact of work–family conflict on physical fatigue and emotional exhaustion, are consistent with the existing literature [ 64 , 140 ] that supports that both dimensions of work–family conflict are positively related to the emotional exhaustion and cynicism dimensions. The dimensions of cognitive weariness and emotional exhaustion were the most affected as a result of several factors such as the new working conditions during the pandemic [ 141 ], the uncertainty, anguish, and anxiety experienced for months due to the fear of infection [ 59 ], the new demands of teleworking [ 2 , 142 ], the pressure due to the duality of responsibilities, the operational continuity of businesses, and the new modality of relationships within work teams now mediated by technology [ 143 ]. In the case of hypotheses 2a and 2b, the impact on cognitive weariness coincides with the literature on factors such as intensification [ 122 ], and it is also explained by factors such as the process of acquiring new work patterns, adaptation to digital processes, and uncertainty about the personal and work future during the pandemic.…”

“…During the COVID-19 pandemic, some studies have been published on teleworking [2,89,90]. Belzunegui-Eraso and Erro-Garcés [89] analyzed the implementation of teleworking on a massive scale during the first months of the pandemic.…”

“…Andrade and Petiz Lousã [90] explored the relationship between teleworking and work-family conflict moderated by supervisor and coworker support in a Portuguese multi-professional sample. For their part, Pulido-Martos et al [2] found that working modality moderates the relationship between social support and vigor at work. According to their results, hybrid work modality and teleworking reduce the influence of social support on vigor at work, since teleworking could decline the quality of professional relations.…”

“…The COVID-19 pandemic brought significant changes, not only in the field of public health with the adoption of strict confinement and biosecurity measures, but also in the field of work and employment. The adoption of teleworking worldwide as the first option to continue operations and provide services, especially during the second quarter of 2020, was one of the most remarkable transformations regarding workplaces and working conditions [ 1 , 2 ]. Although teleworking as a working modality was not new, its adoption as a response to contain the spread of the pandemic enhanced the relevance of several challenges that must be addressed, not only by academics but by employers and policymakers.…”

“…There is also the point of view that working hours can be easily extended given that the employee is at home. For this reason, employees have experienced an increase in the working hours and the job demands [ 2 , 120 , 121 ]. Considering that work and family responsibilities increased during the confinement due to the COVID-19 pandemic [ 3 ], it would be assumed that teleworking overload affects the relationship between work–family conflict and burnout.…”