At the outset of the COVID-19 pandemic, the Swiss federal government implemented a lockdown that prompted a majority of private and public organizations to implement teleworking solutions for their employees. This study aimed to examine the impact of work modalities, job-related, relational, and organizational climate variables on employees’ engagement, exhaustion, and perceived performance both before and during the forced teleworking period. Based on the job demands-resources framework, a survey was conducted (N = 1,373) in a Swiss Cantonal public administration. Results show that while the forced telework period positively influenced employees’ work autonomy and work–life balance, it negatively influenced their degree of collaboration and perceived job strain but did not affect their engagement levels. The freedom to organize ones’ own work and collaboration with colleagues were identified as the main resources that positively influence employees’ engagement and perceived performance while limiting exhaustion.

在 COVID-19 大流行开始时，瑞士联邦政府实施了封锁，促使大多数私人和公共组织为其员工实施远程办公解决方案。本研究旨在检查工作方式、工作相关、关系和组织环境变量对强制远程工作之前和期间员工敬业度、疲惫和感知绩效的影响。基于工作需求-资源框架，进行了一项调查（N= 1,373）在瑞士州公共行政部门。结果表明，虽然强制远程工作期间对员工的工作自主性和工作与生活的平衡产生了积极影响，但它对他们的协作程度和感知的工作压力产生了负面影响，但不影响他们的敬业度。组织自己的工作和与同事合作的自由被确定为积极影响员工敬业度和感知绩效同时限制疲惫的主要资源。