If there is any field that has experienced changes as a result of the COVID-19 pandemic, it is work, primarily due to the implementation of teleworking and the effort made by workers and families to face new responsibilities. In this context, the study aims to analyze the impact of work–family conflict on burnout, considering work overload, in teleworkers during the COVID-19 pandemic. To evaluate the hypotheses, we used data collected during the last week of July 2020 using an online survey. Work–family conflict and burnout were measured using the Gutek et al. (1991) and Shirom (1989) scales. We tested the hypotheses using a structural equation model (SEM). The results indicated, between other findings, that there was a positive relationship between work–family conflict and family–work conflict and all the dimensions of burnout. However, there was no effect of teleworking overload in the work–family conflict and burnout relationship. This article is innovative because it highlights the importance of the economic and regulatory conditions that have surrounded the modality of teleworking during the pandemic, and their influence on wellbeing and psychosocial risks in workers.

The importance of Digital Self-Efficacy is likely to grow as digital technology becomes increasingly widespread. To succeed in today’s digital world, it is essential for people to have a strong belief in their ability to effectively use digital technologies. Therefore, it is necessary for researchers to have adequate instruments to measure them in different populations. The Digital Self-Efficacy Scale offers an innovative technology-independent approach. It provides a multidimensional assessment grounded in the DigComp framework, allowing adaptability and facilitating comparison across diverse demographics. This study examined the validity and reliability of the Spanish-adapted version of the Digital Self-Efficacy for Equatorian workers. The results from a sample of 471 participants, with a gender-balanced distribution (43.74% female and 55.41% male) and a mean age of 34 years, showed that this translated 19-item scale is a valid and reliable measure of this construct. Nomological network analysis with SEM showed that Digital Self-Efficacy had a positive and significant association with task-technology fit and the use of technology. This suggests that workers with higher levels of Digital Self-Efficacy are more likely to use technology effectively and efficiently and that they are more likely to find technology that is a good fit for their tasks.

Eco-innovation has received a great deal of attention in academia and the business sector because it promotes a firm’s sustainable development and seeks to improve its performance. The prime objective of this study was to analyze the effect of the process, organization, and product eco-innovation on the company’s financial and environmental performance. Using a structural equation model estimated by maximum likelihood and a sample from 214 South American manufacturing companies in Colombia, Ecuador, and Perú, we found that organizational eco-innovation (OE) and process eco-innovation (PCE) are positively and significantly associated with the firm’s environmental and financial performance. In contrast, product eco-innovation (PDE) is not significantly associated with the two types of performance described. Likewise, OE has a significant and positive indirect influence on PDE, environmental performance, and financial performance. These findings suggest that OE and PCE positively affect the firm’s performance. On the contrary, PDE does not have this effect, extending the discussion that eco-innovation is specific to the context of the study.

The objectives of this research are to qualitatively explore the attitudes towards online food delivery providers (ODP) during the COVID-19 lockdown in Ecuador, and to quantitatively analyse whether there are changes in e-satisfaction with ODPs and three determinants (e-service quality, delivery workers personal aspects, and food quality). Qualitative analysis results of 104 customer opinions showed positive attitudes towards ODPs and a new motivation for using this service: risk exposure reduction. However, concerns about the application of biosafety guidelines by restaurants and delivery workers were also evident. A structural equations model (n=483) revealed that personal aspects lost significance as a determinant for e-satisfaction during the lockdown, most likely due to personal contact reduction during delivery.

The working conditions during COVID-19 highlight the relevance of workers and their occupational health and well-being. The pandemic has caused adverse effects on workers and sharpened social and economic problems, such as a gender gap. In this study, with a multisector sample of 1044 Ecuadorian workers, we present a gender analysis where we evaluate how burnout can mediate the relationship between motivation and workers’ intention to leave their jobs in the COVID-19 context. To test the proposed hypothesis, structural equation model (SEM) was used. In the proposed conceptual model, turnover intention was considered as the dependent variable, the two dimensions of motivation (intrinsic and extrinsic) were the independent variables and burnout was tested as a mediating variable. Consistent with pre-COVID-19 research, our findings confirm the incidence of job motivation on burnout and turnover intention. Additionally, through Sobel’s criteria, we determine that burnout has a mediating effect between job motivation and turnover intention. In terms of gender, we find different results for female and male workers through critical ratios. Our study indicates that female and male workers’ burnout and turnover intentions levels are different when intrinsic motivation is present. In contrast to pre-COVID-19 studies that indicated no gender differences on these variables, we associate these results to gender roles in lockdown conditions during the pandemic.

The COVID-19 pandemic has accelerated digitalization in various work environments, including the education sector, leading to increased teacher stress levels and negative impacts on well-being. Despite the importance of teachers' well-being, there is a lack of understanding of the factors contributing to their motivation and performance. This study aimed to investigate the impact of meaning in life on teachers' work performance by examining the mediating role of intrinsic and extrinsic motivation. To evaluate the hypothesis, a sample of 1114 teachers from Ecuador participated in this study, they completed self-reported questionnaires, and provided data for the structural equation model (SEM) analysis. The results indicate that teachers with presence´s high levels in the meaning of life show greater intrinsic motivation, which positively influences the effort and quality of their work. Additionally, teachers with search´s high levels in the meaning in life show higher extrinsic motivation, which also positively influences the effort and quality of their work. These findings offer insights for improving compensation policies in the education sector, highlighting the importance of fostering meaning in life among teachers to enhance their workplace performance.