Exploring work-life and life-work conflicts on professional's health, work results, and willingness to teleworking

The file contains anonymized data from 396 participants (university teachers) who fully completed the questionnaire with the following scales. Work-life and life-work conflict: The Work/Nonwork Interference and Enhancement Scale (Fisher et al., 2009) was used to assess participants’ perceptions of work-life and life-work conflict during the lockdown. They were asked to rate their agreement (1 = completely disagree, 5 = completely agree) with 10 statements regarding (a) work-life conflict (e.g., “I often neglect my personal needs because of the demands of my work”, 5 items, α = .92) and (b) life-work conflict (e.g., “I am too tired to be effective at work because of things I have going on in my personal life”, 5 items, α = .87). Burnout: To evaluate participants’ perceptions of burnout, an adaptation of the Maslach Burnout Inventory (Maslach & Jackson, 1981) was used. Participants indicated how frequently (1 = never, 5 = always) they experienced ten different situations during the lockdown (e.g., “I feel emotionally drained from my work”). Perceived performance: The “Productivity” dimension of the E-Work Life Scale (Grant et al., 2018) was used to assess participants’ perceptions regarding their performance while teleworking. They rated their agreement (1 = completely disagree, 5 = completely agree) with four different statements (e.g., “E-working makes me more effective to deliver against my key objectives and deliverables”). Willingness to continue teleworking: To assess participants’ willingness to continue teleworking after the pandemic, they were asked to rate their agreement (1 = completely disagree, 5 = completely agree) with three statements: “I now hold a positive view of teleworking”, “I hope to have opportunities to keep teleworking”, and “I am motivated to keep teleworking”.