Abstract (Translated):
The sample includes 448 employees in the Colombian electrical sector. Data was collected through an online survey and analyzed through a multiple mediation scheme. The results indicate that teleworking and its benefits are related to the benevolent and principled ethical climates, but not related the egoistic ethical climate. In fact, teleworking emerges from the individual, but its flexibility seeks to bring people closer and support teamwork, which is why it is distant from a climate prioritizing self-interest. Likewise, virtual contexts give employees the ability to work autonomously, which relates to greater productivity and gender equality, as well as with less work-family conflict. Autonomy translates into job satisfaction, which limits turnover intentions and unjustified absences. On the other hand, autonomous decisions are related to different ethical climates, with the exception of the egoistic climate, as the essence of self-management seeks to respect the rules and regulations that egoistic climates tend to infringe. Teleworking at the end, by positively influencing personal interests, equally activates affective and normative commitment, but has a lesser impact on the continuity commitment. To conclude, organizational commitment positively relates to ethical climate as well as to its three dimensions: egoistic, benevolent, and principled. However, egoistic climates do not affect organizational commitment´ s affective and normative scales. In conclusion, job autonomy and organizational commitment satisfactorily mediate the positive relationship between telework and ethical climate.
