Escala corta de apoyo gerencial para teletrabajadores

Luciana Mourão - PhD in Psychology (University of Brasília) with a post-doctoral (University Institute of Lisbon). Professor at Salgado de Oliveira University and visiting professor at the University of the State of Rio de Janeiro. Coordinator of Aprimora - Center for Studies in Career and Professional Development. E-mail: mourao.luciana@gmail.com

Russencleyton Barros Costa - PhD in Psychology (Salgado de Oliveira University), Master in Administration (University of Grande Rio), Bachelor in Administration (Escola Naval). Science and Technology Analyst at the Technological Innovation Division of the National Institute of Technology. E-mail: russencleyton@yahoo.com.br

Gardênia da Silva Abbad - PhD in Psychology (University of Brasília). Professor of the Postgraduate Program in Social and Work Psychology and the Postgraduate Program in Administration at the University of Brasília. Full Professor and Coordinator of the E-labor Research Groups (design and management of telework) and Impacto Group (evaluation of training, development and education programs). E-mail: gardenia.abbad@gmail.com

Juliana Legentil - Doctoral student and Master in Business Administration (University of Brasília). Public worker; Coordinator of Studies and Projects in People Management at the General Secretariat of the Presidency of the Republic. E-mail: julianalegentil@gmail.com

Lara Barros Martins - PhD in Psychology (University of São Paulo and University of Seville), with a post-doctoral (University of Seville). Professor and researcher at the Department of Psychology at Universidad Loyola Andalucía (Seville - Spain). E-mail: lara_bmartins@hotmail.com

Hugo Sandall - PhD in Psychology (Salgado de Oliveira University), Master in Behavioral Sciences (University of Brasília) and Psychologist (Fluminense Federal University). Business consultant in employee experience, customer experience and client satisfaction. He created the Performapa, a job performance canvas that facilitates self-management. E-mail: hugo@evolua.co

Concept, code and scale item	Items from the scales used as inspiration
Constructive feedbacks [Feedback]	This organization avoids criticizing employees for minor faults, highlighting the positive aspects of their performance more than the negative ones (Queiroga et al., 2015); My leader emphasizes the importance of each ‘employee’s performance (Mourão et al., 2016); takes steps to remedy difficulties to effective performance (Oliveira-Castro et al., 1999).
I get constructive feedback from my manager about my performance in remote activities, pointing me to opportunities for improvement.
Compatible goal assignment [Goal (assignment)]	The organization where I work often sets unattainable goals (Queiroga et al., 2015); the employee knows the expected performance goals; the organization subjects the employee to an excessive workload (Oliveira-Castro et al., 1999).
The remote work goals assigned to me by my manager are compatible with the workload of my unit.
Support and guidance for tasks [Guidance]	In this organization, the employee receives all the guidance and information for the effective execution of their activities (Queiroga et al., 2015); Provides information for the effective execution of tasks; Provides technical guidance to the employee (Oliveira-Castro et al., 1999).
I receive support from my manager when I ask for guidance to perform tasks remotely.
Goal tracking [Goal (follow-up)]	My leader is concerned with getting the job done; My leader monitors the results of each employee’s work (Mourão et al., 2016); My leader maintains coherence between guidelines, goals and actions (Oliveira-Castro et al., 1999).
My manager tracks the achievement of work goals.
Health and welfare of subordinates [well-being]	My leader cares a lot about the well-being of his subordinates (Mourão et al., 2016); This company really cares about my well-being (Siqueira & Gomide Junior, 2008)
My manager demonstrates concern for my health and well-being.
Infrastructure for work [Infrastructure]	Provides the equipment necessary for an effective performance; provides sufficient supplies (Oliveira-Castro et al., 1999); In the company where I work, the equipment is always in good condition (Siqueira & Gomide Junior, 2008).
My manager is concerned about the adequacy of my infrastructure to work in.

Gender Invariance	RMSEA (90%)	TLI	CFI	ΔCFI
Configuration Model (Unrestricted)	0,07 (0,06 - 0,08)	0,99	0,99	-
Metric Invariance	0,03 (0,02 - 0,04)	0,99	0,99	0,003
Scalar Invariance	0,02 (0,01 - 0,03)	0,99	0,99	0,001
Residual Invariance	0,02 (0,01 - 0,03)	0,99	0,99	0,001
Schooling Invariance	RMSEA	TLI	CFI	ΔCFI
Configuration Model (Unrestricted)	0,07 (0,06 - 0,08)	0,99	0,99	-
Metric Invariance	0,03 (0,02 - 0,04)	0,99	0,99	0,004
Scalar Invariance	0,02 (0,01 - 0,03)	0,99	0,99	0,001
Residual Invariance	0,02 (0,01 - 0,03)	0,99	0,99	0,001

[TFN1] Note. RMSEA=Root Mean Square Error of Approximation; TLI=Tucker Lewis Index; CFI=Comparative Fit Index; ∆CFI=CFI difference.

Escala corta de apoyo gerencial para teletrabajadores

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