Publicación: Diferencias en la interacción trabajo-familia en función de las modalidades de trabajo (presencial/en casa) durante el COVID-19
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Resumen en español
La pandemia por COVID-19 ha intensificado los cambios en el mundo laboral, específicamente, la relación trabajo-familia se ha visto permeada por las nuevas dinámicas laborales. Está investigación examina las diferencias en la interacción trabajo-familia en función de las modalidades de trabajo (presencial/en casa) durante el COVID-19. Se llevó a cabo un estudio cuantitativo, no experimental y de alcance descriptivo en el que participaron 207 trabajadores (M = 130 – H = 77) vinculados en modalidad de trabajo presencial (TC) y en casa (TC) (TP = 110 – TC = 97). Se usó una ficha de datos sociodemográficos y laborales, y el Cuestionario de Interacción Trabajo-Familia (SWING). Se comprobaron los supuestos de distribución normal por Shapiro-Wilk = 0,98 (p= .106), la homogeneidad de varianza por la prueba de Levene = 10,8 (p < .010) y la prueba de Welch.
Resumen en inglés
The COVID-19 pandemic has strengthened the changes in the working world, specifically, the work-family relationship has been affected by the new labor dynamics. This research examines the differences between the work-family interaction based on the working modalities (face-to-face/at home) during COVID-19. A quantitative, non-experimental, and descriptive study was carried out in which 207 workers (M = 130 – H = 77) contracted under face-to-face (TC) and at home (TC) (TP = 110 – TC = 97) working modality participated. A sociodemographic and labor data sheet, as well as the Survey Work-Home Interaction – NijmeGen were use. The normal distribution assumptions were verified by Shapiro-Wilk test = 0,98 (p= 0,106), and the homogeneity of variance by Levenge test = 10,8 (p < 0,010) and Welch test. Through a mean comparation, higher averages in the work-family conflict were found for the face-to-face working modality (CTF = 1,46, p< 0,001, CFT = 1,10, p< 0,001) with a large effect size towards the direction of the family-work conflict (d = 0,61). The work-family conciliation did not show any significant differences based on the working modality (p> 0,05). It is recommended to implement organizational policies on work-family conciliation within the framework of the emergent working modalities to benefit the quality of life of workers.