1. Agho, A. O., Price, J. L., & Mueller, C. W. (1992). Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity. Journal of Occupational and Organizational Psychology, 65(3), 185–195. https://doi.org/10.1111/j.2044-8325.1992.tb00496.x
2. Al-Alawi, A., Al-Saffar, E., Alomohammedsaleh, Z., Alotaibi, H., & Al-Alawi, E. (2021). A study of the effects of work-family conflict, family-work conflict, and work-life balance on Saudi female teachers’ performance in the public education sector with job satisfaction as a moderator. Journal of International Women’s Studies, 22, 486–503. Available at: https://vc.bridgew.edu/jiws/vol22/iss1/39
3. Andrade, C., & Petiz Lousã, E. (2021). Telework and Work–Family Conflict during COVID-19 Lockdown in Portugal: The Influence of Job-Related Factors. Administrative Sciences, 11(3), 103. https://doi.org/10.3390/admsci11030103
4. Asociación de Investigadores de Mercado [AIM] (2016). Cómo clasificar los grupos socioeconómicos en Chile.http://www.iab.cl/wp-content/uploads/2015/12/Presentaci%C3%B3n-final-AIM.pdf
5. Bakker, A., & Demerouti, E. (2013). The spillover-crossover model. In J. G. Grzywacz, & E. Demerouti (Eds.), Current issues in work and organizational psychology. New frontiers in work and family research (pp. 55–70). New York, NY, US: Psychology Press