Employee burnout levels have risen due to teleworking, increased job demands, and the lack of clear boundaries between personal and professional life. This study evaluated burnout levels, occupational health (through the presence or absence of psychosocial risk factors), engagement, and well-being/job satisfaction in a sample of employees aged over 18 from varying sociodemographic backgrounds. Additionally, we sought to explore the relationships among these variables and their influence on workplace well-being. The sample comprised 112 employees aged 18 to 65 (of both genders). The instruments used included the Burnout Syndrome Scale (Maslach Burnout Inventory—Student Survey -MBI-SS-), the DECORE multidimensional questionnaire, the Utrecht Work Engagement Scale (UWES), and the General Work Well-Being Questionnaire (qBLG). The results indicated that overall workplace well-being levels are high, while the presence of psychosocial risk factors and burnout levels are moderate to low. Most variables correlated with each other in the expected directions. Furthermore, job well-being was inversely predicted by cynicism and burnout and positively predicted by support, engagement, and control. This study highlights the importance of workplace well-being and occupational health. Our findings suggest the need for intervention programs that include strategies to motivate employees, improve the work environment, and enhance stress coping mechanisms, among other areas.

In recent decades, profound transformations in work organization, employment conditions, and organizational change processes have intensified workers’ exposure to psychosocial risks, with significant consequences for occupational health and well-being. Despite the growing relevance of these risks, organizations often lack psychometrically robust instruments capable of capturing psychosocial stressors associated with change, Conflicts, and working conditions in an integrated manner. The purpose of this study was to develop and psychometrically evaluate a questionnaire designed to measure psychosocial factors related to organizational changes, interpersonal Conflicts, and occupational well-being. An instrumental study design was employed, following international standards for the construction and validation of psychological instruments. The sample consisted of 350 workers with a mean age of 33.19 years (SD = 9.18; range: 18–66) and an average organizational tenure of 6.71 years (SD = 8.61). The initial 48-item questionnaire was refined to a final version comprising 24 items distributed across 7 scales: Organizational Changes, Work Program, Job Security, Promotion, Training, Interpersonal Conflicts, and Lack of Participation. Preliminary analyses indicated that the data adequately met the assumptions for factor analysis (KMO = 0.81; Bartlett’s test χ² = 4376.98, p < 0.001). The results supported a seven-factor structure explaining 72% of the total variance, with clear and interpretable factor loadings consistent with the theoretical model. Internal consistency was acceptable to excellent across scales (α = 0.72–0.91; ω = 0.84–0.95), including short scales with three items. Inter-scale correlations were low to moderate, supporting discriminant validity and indicating that the dimensions, while related, represent distinct constructs. Overall, the findings provide strong evidence for the instrument’s reliability and validity based on its internal structure, supporting its use for psychosocial risk assessment and research on organizational changes, interpersonal Conflicts, and occupational well-being.