<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2007-8064</journal-id>
<journal-title><![CDATA[Entreciencias: diálogos en la sociedad del conocimiento]]></journal-title>
<abbrev-journal-title><![CDATA[Entreciencias: diálogos soc. conoc.]]></abbrev-journal-title>
<issn>2007-8064</issn>
<publisher>
<publisher-name><![CDATA[Universidad Nacional Autónoma de México, Escuela Nacional de Estudios Superiores]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2007-80642023000100002</article-id>
<article-id pub-id-type="doi">10.22201/enesl.20078064e.2023.25.82966</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Compromiso laboral y condiciones individuales en teletrabajo durante la pandemia por Covid-19 en México]]></article-title>
<article-title xml:lang="en"><![CDATA[Work Commitment and Individual Conditions in Remote Work during the Covid-19 Pandemic in Mexico]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Vanegas Rico]]></surname>
<given-names><![CDATA[María Cristina]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Bustos Aguayo]]></surname>
<given-names><![CDATA[José Marcos]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Barrientos Durán]]></surname>
<given-names><![CDATA[Cristina]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pérez Durán]]></surname>
<given-names><![CDATA[Javier]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional Autónoma de México  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Nacional Autónoma de México  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad La Salle  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidad Nacional Autónoma de México  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2023</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2023</year>
</pub-date>
<volume>11</volume>
<numero>25</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2007-80642023000100002&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2007-80642023000100002&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2007-80642023000100002&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Objetivo:  medir el compromiso laboral en una muestra de trabajadores mexicanos laborando en teletrabajo debido al confinamiento por el virus SARS-COV-2, para observar si el capital psicológico, así como recursos para trabajar desde casa, pueden tener una influencia en el grado de compromiso que presentan.  Diseño metodológico:  se utilizó un diseño no experimental transversal, al aplicar un conjunto de escalas a una muestra -no probabilística- de 404 trabajadores (57.2% mujeres, 42.8% hombres; con edad promedio de 35.82 años). Se evaluó el compromiso laboral con la versión breve de la UWES, traducida y adaptada por Villa et al. (2019); el capital psicológico con la escala PCQ-12, traducida y adaptada por Santana-Cárdenas et al. (2018), y se creó una lista de recursos para trabajar desde casa.  Resultados:  se propuso un modelo de ecuaciones estructurales que presentó un efecto de mediación del capital psicológico entre los recursos y el compromiso laboral, además, se observó que el grado de compromiso que mostraron los trabajadores no pareció diferente a lo que se reportaba en estudios prepandemia.  Limitaciones de la investigación:  el modelo de medición no concordó con la estructura original de las escalas, por ello se sugieren más estudios sobre la pertinencia de su uso.  Hallazgos:  los resultados resaltan la importancia de la adecuada adaptación para trabajar desde casa que impulsa el capital psicológico de los trabajadores y ayuda en el mantenimiento de su compromiso laboral.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Purpose:  The aim of the study was to measure work commitment in a sample of Mexican workers, working remotely due to the SARS-COV-2 confinement, in order to observe if psychological capital as well as resources for remote work can have an influence on the level of commitment they exhibit.  Methodological design:  A non-experimental, cross-sectional design was used, applying a set of scales to a non-probabilistic sample of 404 workers (57.2% women, 42.8% men; with an average age of 35.82 years). Work commitment was evaluated using the UWES-9 scale, translated and adapted by Villa et al. (2019); psychological capital was assessed with the PCQ-12 scale, translated and adapted by Santana-Cárdenas et al. (2018), and a list of resources for remote work was created.  Results:  A structural equation model was proposed showing a mediation effect of psychological capital between resources and commitment; additionally, we observed that the level of engagement shown did not appear different to studies conducted prior to the pandemic.  Research limitations:  The measurement model did not match the original structure of the scales, hence, further studies are suggested to explore the relevance of their use.  Findings:  The results highlight the importance of proper adaptation to remote work that enhances workers&#8217; psychological capital and contributes to maintaining their work commitment.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[recursos personales]]></kwd>
<kwd lng="es"><![CDATA[recursos físicos en casa]]></kwd>
<kwd lng="es"><![CDATA[compromiso laboral]]></kwd>
<kwd lng="es"><![CDATA[capital psicológico]]></kwd>
<kwd lng="es"><![CDATA[teletrabajo]]></kwd>
<kwd lng="en"><![CDATA[personal resources]]></kwd>
<kwd lng="en"><![CDATA[physical resources at home]]></kwd>
<kwd lng="en"><![CDATA[work commitment]]></kwd>
<kwd lng="en"><![CDATA[psychological capital]]></kwd>
<kwd lng="en"><![CDATA[teleworking]]></kwd>
</kwd-group>
</article-meta>
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