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The purpose of this paper is to empirically analyse gender differences in job quality during the first years of the economic crisis in Spain.

The paper uses microdata from the Quality of Working Life Survey. A representative sample of 5,381 and 4,925 Spanish employees (men and women) in 2008 and 2010, and a two-stage structural equation modelling (SEM) are empirically tested.

The study revealed three main results. First, the improvement in job quality was more favourable to men than it was to women. Second, the gender differences in the explanation of job quality increased considerably in favour of men. Third, this increase in gender-related job inequality in favour of men is explained by a worsening of 4 of the 5 explanatory dimensions thereof: intrinsic job quality; work organisation and workplace relationships; working conditions, work intensity and health and safety at work; and extrinsic rewards. Only inequality in the work-life balance dimension remained stable.

The availability of more detailed microdata for other countries and new statistical methods for analysing causal relationships, particularly SEM-PLS, would allow new approaches to be taken.

Public policy measures required to fight against gender inequalities are discussed.

The paper contributes to enrich the understanding of the multidimensional and gender-related determinants of job quality and, in particular, of studying the effects of the first years of the economic crisis.

Due to the crisis originated by the COVID-19 pandemic, an important number of workers have been incorporating the telework modality. In this context, the distance from the workplace generates new dilemmas for work performance. In the paper the authors study the role of some individual and social antecedents on telework outcomes. In particular, they empirically investigate the direct relationship between trust (TR) and telework performance (PER) and explore mediators of that relationship such as social isolation (SI) and fatigue (FA).

A theoretical model with three main hypotheses is proposed and tested using partial least square structural equation modeling (PLS-SEM). The study sample, of an exploratory nature, consists of a dataset of 201 teleworkers working in Spanish companies.

The relevance of the proposed model is demonstrated and FA is found to be the factor that most affects (negatively) PER, followed by TR (positively) and SI (negatively). Beyond the direct effects, the results provide support for the role of SI and FA in mediating the relationship between TR and PER.

This paper discusses the PER dilemma and proposes and tests a background model that may be useful for future research. The results are of interest to human resource managers, consultants, academics and telework tool developers and managers. Practices are proposed to improve TR or to reduce feelings of SI or FA. The research provides a practical evaluation tool for telework implementation.

Despite the significant growth of project management as a field, it remains undervalued as a recognised career path within many organisations. This study aims to address this gap by investigating the factors that contribute to the sustainability of project managers’ careers. Specifically, this research assesses the role of career motivation, organisational support and supervisor support in enhancing career sustainability.

Using a sample of 224 project managers, a conceptual model is tested using partial least squares.

Career motivation, supervisor support and organisational support all play crucial roles in enhancing project managers’ perception of career sustainability. Supervisor support positively influences career motivation, and the latter mediates the relationship between supervisor support and one dimension of career sustainability – resourcefulness. Besides, organisational support is positively related to resourcefulness. The model demonstrates a good explanatory power of career sustainability, especially resourcefulness.

The use of a convenience sample limits generalisability. Future research should include diverse cultural contexts and longitudinal designs to better establish causal relationships.

Organisations should develop programmes to enhance project managers’ career motivation and provide tailored supervisor support. Investing in both tangible and intangible resources will help sustain their career paths.

This study advances the project management literature by integrating personal and contextual factors into a comprehensive model of career sustainability. It highlights the synergistic effects of career motivation, organisational support and supervisor support.