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.

Purpose: This study aims to elucidate the relationship between women's participation on the board of directors and the company's financial performance in a sample of 45 Colombian companies listed on the Colombia Stock Exchange (CSE) (Bolsa de Valores de Colombia). Design/methodology/approach: Using 50,214 financial records of 45 companies listed on the CSE during 2008–2016, the authors performed panel data regressions to explore the relationship between the measures of gender diversity on boards and the impact on corporate financial performance. Findings: The authors show that the participation and presence of at least one woman on the board of directors are positively associated with firm financial performance as measured by return on equity (ROE), but not as measured by Tobin’s Q. This second indicator is positively associated with firm financial performance when there are at least three female directors on boards of 10 or more individuals. Practical implications: The findings also provide evidence supporting the development of managerial and organizational mechanisms that strengthen female presence at the highest level of governance. Originality/value: The study demonstrates that female presence on boards has a positive impact on firms’ financial performance, but the degree of diversity impacts differently ROE and Tobin’s Q. These findings are based on a study of an emerging economy in Latin America, and data on similar economies are scarce.

Purpose: This paper aims to determine the level of awareness and implementation of family‐responsible parameters: policies, enablers, practices, and culture, in Spanish and Latin‐American companies, and how they impact work‐life balance.Design/methodology/approach: The study uses data from different national IESE's Family‐Responsible Employer Index surveys in Spain (1,000 companies) and five Latin‐American countries (1,155 companies), Brazil, Chile, Colombia, El Salvador and Peru, done between 2006 and 2008. This is a structured questionnaire that assesses the stage of development the organization is in regarding four main family‐responsible parameters: policies, enablers, practices, and culture.Findings: Latin‐American countries get a slightly higher number of companies that are fully supportive of work‐family balance environment than Spain, but with lesser formal policies implemented and a stronger presence of enablers and practices. Policies are important but might not be as effective if not accompanied by the example of managers and staff as well as by a deep understanding of the cultural value placed by them on work, family and personal life.Research limitations/implications: The survey‐based data used limits insight into causal relationships. Qualitative and longitudinal studies are needed in order to clarify motives for individual and organizational decisions regarding work‐life initiatives. Data collected are from one source only: employer's management. Multi‐source studies must follow and include the public sector.Originality/value: This is the first comparison between Spanish companies and companies from five Latin‐American countries regarding work‐family policies, enablers, practices and culture with such an ample number of companies. Findings will aid HRD practitioners in developing work‐family initiatives and help researchers to address new questions in cross‐cultural comparisons.

Purpose: The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship. Design/methodology/approach: A questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed. Findings: Results show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM. Originality/value: This paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries.