Family Well-being as a Key Predictor in University Telework Implementation: A Structural Equation Modeling Approach

The global health crisis caused by COVID-19 led universities to adopt remote work models as an emergency response. However, beyond institutional adaptation and digital transformation, the success of telework also depends on personal and psychosocial factors. In Latin American contexts such as the Dominican Republic, the family unit plays a vital role in shaping employee experiences. Cultural values, caregiving responsibilities, and multigenerational living arrangements influence how academic and administrative staff navigate remote work conditions. Despite this, most telework models overlook the predictive role of family well-being in shaping key organizational variables. This study aims to assess how family well-being functions as a central predictor of four core constructs relevant to telework implementation in higher education: autonomy, digital readiness, leadership flexibility, and telework preference. A cross-sectional survey was administered to 254 academic and administrative employees across four private universities in the Dominican Republic. Using structural equation modeling (SEM), the study examined whether family well-being-operationalized through perceived safety, reduced stress, financial savings, and work-life satisfaction-predicts employees’ perception of their autonomy, confidence with digital tools, flexibility of leadership, and preference for continued teleworking. The measurement model demonstrated strong reliability (α > 0.79) and excellent model fit indices (CFI = 0.963; RMSEA = 0.042). All hypothesized paths were statistically significant (p < 0.01), confirming the predictive role of family well-being. Subgroup analysis also revealed that women and employees with dependents reported higher well-being and a stronger preference for hybrid work models. The findings underscore the need to integrate family-centered variables into institutional telework strategies. Rather than treating well-being because of remote work, this study reframes it as a structural determinant of successful implementation. The proposed model provides a culturally relevant framework for developing equitable telework policies in higher education. Recommendations include incorporating family well-being assessments in staff satisfaction tools, offering flexible work arrangements for caregivers, and promoting empathetic leadership practices to enhance institutional resilience and employee satisfaction.