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This paper reviews the current literature on theoretical and methodological issues in discrete choice experiments, which have been widely used in non-market value analysis, such as elicitation of residents' attitudes toward recreation or biodiversity conservation of forests.

We review the literature, and attribute the possible biases in choice experiments to theoretical and empirical aspects. Particularly, we introduce regret minimization as an alternative to random utility theory and sheds light on incentive compatibility, status quo, attributes non-attendance, cognitive load, experimental design, survey methods, estimation strategies and other issues.

The practitioners should pay attention to many issues when carrying out choice experiments in order to avoid possible biases. Many alternatives in theoretical foundations, experimental designs, estimation strategies and even explanations should be taken into account in practice in order to obtain robust results.

The paper summarizes the recent developments in methodological and empirical issues of choice experiments and points out the pitfalls and future directions both theoretically and empirically.

The current research investigates the managers' perception of teleworking and attempts to understand how the psychosocial safety climate and psychosocial job characteristics affect their levels of burnout and cognitive stress levels while teleworking.

This study used a survey, collecting data via questionnaires from five distinct organizations. N = 161 responses from managers were analyzed using the confirmatory factor analysis and regression analysis.

The findings show that managers who telework do not experience numerous psychosocial stressors. This means that they experience less burnout and cognitive stress. However, results also show that managers benefit from working in an environment with a high psychosocial safety climate.

Our study highlights the need to address managers' working conditions and well-being in telework, given their unique challenges, by fostering a supportive psychosocial climate and providing resources to mitigate stress and burnout.

Previous studies have thoroughly examined the dynamics of telework employees, including the challenges they face and the strategies their immediate supervisors employ to foster a positive remote work environment. Such research has illuminated various stressors that these individuals may confront while teleworking. Despite this, scant attention has been paid to the experiences of managers themselves when they operate from home. The concept of psychosocial safety climate becomes crucial when considering managers grappling with high job demands, low control, and insufficient support from their own superiors and peers. This gap has prompted the present study to explore the unique experiences of managers in a teleworking context, particularly concerning cognitive stress and burnout.