Multidisciplinary Journal Epistemology of the Sciences

Volume 2, Issue 3, 2025, July–September

DOI: https://doi.org/10.71112/7vsj3v47

IMPACT OF THE FAMILY-RESPONSIBLE COMPANY (EFR) STANDARD ON

MENTAL HEALTH AND JOB PERFORMANCE: AN EMPIRICAL STUDY IN AGUAS

DE CARTAGENA S.A.

IMPACTO DE LA NORMA EMPRESA FAMILIARMENTE RESPONSABLE (EFR) EN

LA SALUD MENTAL Y EL DESEMPEÑO LABORAL: UN ESTUDIO EMPÍRICO EN

AGUAS DE CARTAGENA S.A.

Javier Alfonso Mendoza Betin

Colombia

DOI: https://doi.org/10.71112/7vsj3v47

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Impact of the Family-Responsible Company (EFR) standard on mental health and

job performance: an empirical etudy in Aguas de Cartagena S.A.

Impacto de la norma Empresa Familiarmente Responsable (EFR) en la salud

mental y el desempeño laboral: un estudio empírico en Aguas de Cartagena S.A.

Javier Alfonso Mendoza Betin

j.mendozabetin@gmail.com

https://orcid.org/0000-0002-8355-8581

Universidad Internacional Iberoamericana - UNINI México

Colombia

ABSTRACT

This study analyzes the impact of the Family-Responsible Company (EFR) Standard on the

mental health and job performance of employees at Aguas de Cartagena S.A., using the

structural equation modeling (SEM) technique. Through a qualitative-quantitative approach, the

relationship between the implementation of the standard, psychological well-being, productivity,

and organizational commitment was evaluated. The results show that the EFR enhances

performance, reduces stress, and strengthens talent retention. A predictive model with high

statistical fit is validated, establishing the EFR standard as a key strategy for organizational

sustainability. Finally, future research is proposed on its impact in other sectors and its

integration with neuroscience and artificial intelligence.

Keywords: mental health; job performance; work-life balance; EFR standard; structural

equation modeling (SEM)

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RESUMEN

Este estudio analiza el impacto de la Norma Empresa Familiarmente Responsable (EFR) en la

salud mental y el desempeño laboral de los empleados de Aguas de Cartagena S.A., utilizando

la tecnica de ecuaciones estructurales (SEM). A través de un enfoque cuali-cuantitativo, se

evaluó la relación entre la implementación de la norma, el bienestar psicológico, la

productividad y el compromiso organizacional. Los resultados evidencian que la EFR mejora el

desempeño, reduce el estrés y fortalece la retención del talento humano. Se valida un modelo

predictivo con alto ajuste estadístico, estableciendo la Norma EFR como una estrategia clave

para la sostenibilidad organizacional. Finalmente, se proponen futuras investigaciones sobre su

impacto en otros sectores y su integración con la neurociencia y la inteligencia artificial.

Palabras clave: salud mental; desempeño laboral; equilibrio entre el trabajo y la vida personal;

norma EFR; ecuaciones estructurales (SEM)

Received: September 5, 2025 | Accepted: September 19, 2025

INTRODUCTION

In a constantly evolving work context, the relationship between mental health and job

performance has gained unprecedented relevance. Various international studies (Bakker &

Demerouti, 2007; OECD, 2023; Organización Mundial de la Salud, 2022) have shown that

mental disorders such as anxiety and depression not only affect employees’ quality of life but

also have a significant impact on the productivity and sustainability of organizations. In Latin

America, and particularly in Colombia, this issue has been recognized in the National Mental

Health Policy (Ministerio de Salud y Proteccion Social, 2015), which highlights the need for work

environments that promote psychological well-being as a key factor for organizational success.

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Despite the growing attention to this topic, knowledge gaps remain in the literature that

limit a comprehensive understanding of the relationship between mental health and job

performance. Previous studies have addressed the psychosocial factors that influence workers’

well-being (Cartwright & Cooper, 1997; Maslach & Jackson, 1981; Murthy, 2023), as well as the

impact of organizational models on job satisfaction and productivity (De Neve et al., 2023; Dolan

& García, 2006; Frontiers in Public Health, 2023). However, in the Colombian context, and

particularly in the Caribbean region, questions persist regarding the effectiveness of business

strategies designed to mitigate the negative effects of work stress and enhance employee

performance.

In this regard, the Family-Responsible Company standard (EFR, by its Spanish acronym)

emerges as a management model aimed at fostering work–life balance among employees

within organizations. Its implementation has been promoted internationally as an effective

strategy to optimize productivity, reduce absenteeism, and strengthen organizational

commitment (Fundación Másfamilia, 2019). Despite its benefits, the applicability and impact of

this standard in the Colombian business context have been little explored, which justifies the

need for an empirical study to assess its effectiveness in improving job performance and

workers’ well-being.

This article aims to analyze the impact of the EFR standard on the mental health and job

performance of employees at Aguas de Cartagena S.A., using a structural equation modeling

(SEM) approach. Based on a mixed qualitative–quantitative methodology, the study seeks to

establish causal relationships between work–life balance practices, psychological well-being,

organizational commitment, talent retention, and productivity. The results of this study will not

only contribute to advancing knowledge in the fields of organizational psychology and human

talent management but will also provide empirical evidence for the formulation of business

strategies that promote a healthier and more efficient work environment.

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Based on the above, this study becomes a key reference for future research on the

integration of work–life balance policies in the Colombian business sector and their impact on

optimizing organizational performance, ultimately reflecting the epistemological stance of the

author of this research.

Theoretical framework

The relationship between mental health and job performance has been the subject of

study for the past decades, highlighting the importance of a work environment that fosters

employees’ psychological well-being, in line with Chang (2024), Nielsen et al. (2017), and

Verywell Health (2024). The following is an analysis of the body of literature on both constructs,

integrating contributions from representative international authors, as well as Colombian and

Caribbean regional scholars over the past 30 years.

This research conducts a literature review—approximate but related to the relevant

paradigms—beginning with a simultaneous analysis of mental health and job performance

during the last three decades. To this end, approaches are examined at three geographical

levels, addressing their general conceptualization as well as the associated factors and

components in each context. Subsequently, the existing knowledge gaps are identified, and a

new scenario of analysis based on the EFR Standard is proposed. Finally, the hypotheses

derived from the study are formulated.

Mental health and job performance: an international perspective

At the global level, the World Health Organization (Organización Mundial de la Salud,

2022) has emphasized that mental disorders, including depression and anxiety, are significant

causes of disability, affecting work productivity. It is estimated that each year 12 billion workdays

are lost due to these disorders, representing an economic loss of approximately USD 1 trillion

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(Organización Mundial de la Salud, 2022) and £100 billion annually in the United Kingdom

(Blake, 2023).

The (World Federation for Mental Health [WFMH], 2017) and Kawakami et al. (2023)

have underscored the need for workplaces that promote mental health, pointing out that healthy

work environments benefit both employees and employers.

The international analysis of the constructs helps to understand the relationship between

psychosocial and organizational factors and workers’ well-being. Various models have emerged

to explain how mental health influences productivity and job performance, among which the

following stand out:

Work stress and mental health. Work stress has been identified as one of the main

causes of deteriorating mental health and job performance (Spector & Cooper, 2002). Karasek

(1979) developed the demand–control model, which establishes that jobs with high demands

and low autonomy increase stress levels, negatively affecting health and performance. This

model has been widely validated across different work environments and has served as a basis

for intervention strategies.

Marmot et al. (1991) in their Whitehall studies, demonstrated that hierarchical

relationships and control over work are key determinants of mental health and job performance.

Their findings suggest that workers with less autonomy and social support present higher levels

of stress and work-related illnesses.

Burnout syndrome and work engagement. Burnout has been widely studied in

organizational contexts. Maslach and Jackson (1981) developed the Maslach Burnout

Inventory, which conceptualized the syndrome in three dimensions: emotional exhaustion,

depersonalization, and reduced personal accomplishment. Their research highlighted how

burnout negatively impacts workers’ motivation, commitment, and productivity, becoming a key

factor in turnover and absenteeism, findings echoed by Schaufeli & Bakker (2004).

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In contrast, Bakker & Demerouti (2007) introduced the Job Demands–Resources model,

emphasizing that organizational resources (autonomy, feedback, social support) can reduce the

impact of stress and foster work engagement, thereby improving performance. This model has

been widely studied in organizational psychology and workplace well-being (Linnan, 2024).

Organizational factors and their impact on mental health. The psychological contract

between employers and employees is another determinant of mental health and performance.

Levinson (1972) introduced this concept to describe mutual expectations in organizational

settings. According to his theory, when these expectations are unmet, tensions arise that can

affect motivation, commitment, and psychological health.

From a management perspective, Dolan & García (2006) proposed the Managing by

Values approach, arguing that alignment between personal and organizational values improves

job satisfaction and psychological well-being, positively impacting performance. Similarly,

Pfeffer (1998) and, more recently, Medina-Garrido et al. (2023a,b), analyzed how management

practices can influence employee mental health, suggesting that certain organizational cultures

may harm workplace well-being.

Interventions and strategies for workplace well-being. Organizational interventions

aimed at improving mental health and performance have been the subject of numerous studies.

Cartwright & Cooper (1997) and Medina-Garrido et al. (2023c) analyzed the impact of work

stress on occupational health and promoted strategies to reduce it, including work flexibility and

the strengthening of positive leadership. Likewise, research has investigated how companies

can implement well-being programs to improve productivity and mitigate the negative effects of

stress.

Rojas-Estapé (2023) proposed neuroscience-based strategies to improve workplace

mental health, emphasizing the importance of “vitaminic routines” (positive habits such as

exercise, meditation, and interpersonal relationships) in regulating stress and work

performance.

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The reviewed literature demonstrates that the relationship between mental health and job

performance in the global context is complex and multifactorial (Richmond, 2024). The

Demand–Control model (Karasek, 1979) and the Job Demands–Resources model (Bakker &

Demerouti, 2007) have provided insights into how work conditions affect mental health and

productivity. In addition, studies on burnout (Maslach & Jackson, 1981) and the psychological

contract (Levinson, 1972) have highlighted the importance of psychosocial factors in workplace

well-being.

Organizations can improve employee performance through strategies based on values

management (Dolan & García, 2006), leadership strengthening, and workplace well-being

programs (Cartwright & Cooper, 1997). Finally, recent approaches such as those by Rojas-

Estapé (2023) highlight the role of neuroscience and healthy habits in promoting workplace well-

being.

This analysis provides an important basis for studying the relationship between mental

health and job performance internationally, highlighting the role of organizational interventions in

improving well-being and productivity.

Mental health and job performance in Colombia

In Colombia, mental health in the workplace has gained relevance in public policy. The

Ministerio de Salud y Protección Social, through the National Mental Health Policy, recognizes

the high prevalence of mental disorders among workers and their impact on productivity

(Gutiérrez-Avendaño, 2019).

National studies have shown that mental health problems in workers manifest as

absenteeism, decreased performance, and increased workplace accidents. For instance, the

2015 National Mental Health Survey reported that major unipolar depression is one of the main

causes of disability in the country.

In essence, the relationship between mental health and job performance has been a

subject of growing interest in Colombia, with research addressing psychosocial, organizational,

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and epidemiological factors. Based on these studies, risk patterns, intervention strategies, and

guidelines for promoting healthy workplaces have been identified.

Workplace mental health in Colombia. Research on workplace mental health has

become increasingly relevant in academic and governmental agendas in Colombia. Lesmes

(2023) reviewed recent research in this field, highlighting the need to update intervention

models and strengthen public policies to support psychological health in the workplace.

Similarly, Sierra-Castellanos & Velásquez-Murcia (2020) underscored the importance of health

promotion and prevention strategies, emphasizing the role of working conditions in the

emergence of psychological disorders.

From a historical perspective, Téllez-Bedoya (2021) examined the evolution of the

concept of mental health in Colombia and its impact on labor policies, showing how regulatory

changes have influenced workers’ well-being over time. In this line, Gutiérrez-Avendaño (2019)

highlighted the incorporation of mental hygiene into public health in the first half of the 20th

century, laying the foundation for preventive models in the workplace.

Psychosocial risk factors and job performance. Analyzing psychosocial risk factors

has been central to workplace mental health research. Lopera (2015) examined the

conceptualization of mental health in the policy instruments of the Organización Mundial de la

Salud (2024) and their application in Colombia, evidencing the need to adapt global strategies

to the national reality.

Meanwhile, the (Ministerio de Trabajo and Universidad Javeriana, 2016) developed

protocols for psychosocial risk intervention, providing tools for identifying and mitigating risks

affecting employees’ well-being. These initiatives have been fundamental for implementing

prevention and treatment programs for workplace psychological disorders.

From a critical perspective, Mojica-Perilla (2014) analyzed the discourse on mental health

in Colombia, emphasizing how social representations have shaped the perception and

management of workplace psychological issues. This research highlights the need to

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reformulate corporate communication and education strategies to better manage stress and

employees’ emotional health.

Impact on healthcare workers. One of the sectors most affected by mental health

problems in Colombia is healthcare. A 2021 study by Universidad Javeriana, commissioned by

the Ministerio de Salud y Protección Social, analyzed the impact of the COVID-19 pandemic on

healthcare workers’ well-being, showing significant increases in anxiety, depression, and work-

related stress. This highlighted the importance of policies supporting this sector, given its critical

societal role.

Over a decade earlier, Rodríguez & Kohn (2009) had already contributed to

understanding the epidemiology of mental disorders in Latin America and the Caribbean,

including Colombia, providing key data on prevalence and its impact on workplace performance.

National surveys and public policy. The Ministerio de Salud y Protección Social (2015,

2018) conducted National Mental Health Surveys, providing essential data on the prevalence of

psychological disorders and their workplace implications. These studies enabled the design of

more effective intervention and prevention strategies adapted to Colombia’s needs.

Overall, research on workplace mental health in Colombia has advanced significantly,

with historical, epidemiological, and organizational approaches identifying factors that affect

employees’ psychological well-being. Studies by Lesmes (2023), Sierra-Castellanos &

Velásquez-Murcia (2020), and the (Ministerio de Salud y Protección Social, 2015) have shown

the importance of prevention and intervention strategies in workplace settings.

Research by Lopera (2015) and the (Ministerio de Trabajo and Universidad Javeriana,

2016) has contributed tools for managing psychosocial risks in organizations. In the healthcare

sector, Rodríguez & Kohn (2009) underscored the vulnerability of this workforce, calling for

specific support and well-being policies.

The data gathered through the National Mental Health Survey (Ministerio de Salud y

Protección Social, 2015) and related studies has consolidated a clear picture of mental health in

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Colombian workplaces. These findings are fundamental for formulating public policies and

organizational strategies aimed at improving workers’ quality of life and, consequently, their

performance.

Mental health and job performance in Colombia’s Caribbean Region

In the Colombian Caribbean region, recent research has examined workplace factors

influencing workers’ mental health. Guerra-Zúñiga et al. (2023) identified that work pressure,

overload, and lack of organizational support are determinants of anxiety and depression

symptoms among employees in various companies in the region.

These findings highlight the need for intervention strategies that foster healthy work

environments and strengthen psychological well-being in the region.

Further studies, such as Alandete-Castro et al. (2023), revealed that healthcare workers

are particularly vulnerable, especially those with long shifts or night duties, with chronic fatigue

and anxiety directly affecting decision-making and performance. Peiró et al. (2018) and Plazas

et al. (2023) similarly analyzed stress in the healthcare sector, showing its impact on both

professionals and the quality of patient care.

Construction of the discourse. Gómez (2020) critically analyzed how Colombian

authors have defined and applied the concept of mental health in organizations, noting the

influence of imported models not always suited to the socioeconomic and cultural reality of the

Caribbean. The Observatorio de Salud Mental desde el Bienestar at Universidad del Norte

(2023) also studied patterns and trends in the region, linking workplace mental health to issues

such as suicide prevention.

Strategies for prevention and promotion. Plazas et al. (2023) suggested implementing

stress management programs in the healthcare sector, while Alandete-Castro et al. (2023)

recommended workday adjustments and active breaks. The Observatorio de Salud Mental

desde el Bienestar (2023) at Universidad del Norte emphasized the role of organizational

support networks, highlighting their effectiveness in reducing anxiety and depression.

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Together, these findings confirm that multiple psychosocial risks affect workers’ well-

being and performance in the Caribbean. Preventive policies and structured interventions are

thus crucial to mitigate these impacts.

Knowledge gaps and argumentative position

Within the literature review of the past 30 years, the researcher has identified, drawing on

the theory of argumentation proposed by Schuster (2006) and the “method of material

subtraction,” seven knowledge gaps that limit a full understanding of the mental health–

performance relationship.

In this regard, the argumentative process is sustained on three fundamental pillars: first,

the clear and logical exposition of the identified gaps, based on a review of the literature;

second, the empirical contrast that demonstrates the absence of sufficient evidence in these

areas; and third, the formulation of a future research proposal that addresses one of these gaps

in order to advance the theoretical and applied development of the relationship between mental

health and job performance.

Thus, argumentation becomes an essential means to support the need for new studies

that expand existing knowledge and foster the design of more effective strategies in the

workplace and health domains. In conclusion, up to this point in the analysis, the following

knowledge gaps are identified based on the argumentative methods discussed:

1. Lack of longitudinal studies in Colombia and the Caribbean. Although studies document

the prevalence of mental disorders at work, they are mainly cross-sectional; longitudinal

research on the long-term impact of organizational interventions on employees’ mental

health is lacking.

2. Limited integration of neuroscience into workplace well-being management. Recent

studies, such as Rojas-Estapé (2023), explore neuroscience applied to workplace

mental health, but its use in Colombia is minimal, with no research linking stress

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biomarkers and psychological well-being to organizational management strategies in

Caribbean companies.

3. Insufficient studies on telework and hybrid models. Remote and hybrid work have

reshaped job dynamics and stress factors, yet in Colombia and the Caribbean there is

little empirical evidence on their long-term effects on mental health and productivity.

4. Few studies on mental health in specific economic sectors (e.g., SMEs, informal labor).

Current studies focus mainly on healthcare workers, but little is known about the impact

of psychosocial factors on mental health and job performance in sectors such as

construction, public services, informal commerce, education, and agribusiness in the

Caribbean region.

5. Lack of analysis of organizational culture’s impact on mental health. Although Dolan and

García (2006) explored values-based management, in Colombia and the Caribbean

there are no detailed studies on how organizational culture affects mental health and

talent retention.

6. Absence of research on AI’s psychological effects in workplaces. The rise of AI has

created uncertainty, anxiety, and changes in work perception, yet no studies in the

Caribbean region address how automation and digitalization affect employees’ emotional

stability and performance.

7. Lack of integration of the Family-Responsible Company (EFR) Standard in workplace

well-being studies. The EFR Standard promotes work–life balance, but no studies

assess how its application in Colombian companies affects mental health and job

performance.

These gaps demand empirical research to design effective organizational strategies.

The EFR standard and hypotheses

The Family-Responsible Company Standard (EFR), developed by Fundación Másfamilia,

promotes work–life balance within organizations. Internationally, it has shown positive effects on

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productivity, absenteeism, and commitment. In Colombia, several companies have adapted it

with favorable results, though evidence remains scarce.

This study focuses on Aguas de Cartagena S.A., certified under the EFR Standard less

than two years ago. The aim is to analyze the standard’s impact on employees’ mental health

and performance using structural equation modeling (SEM).

Hypotheses:

• H1: Implementing work–life balance policies under the EFR Standard transforms

organizations successfully.

• H2: Promoting a healthy work environment under the EFR Standard improves

employees’ well-being and performance.

• H3: Temporal and spatial flexibility promoted by the EFR Standard increases satisfaction

and productivity.

• H4: Integrating the EFR Standard into organizational culture strengthens commitment

and talent retention.

• H5: Training and awareness on work–life balance optimize performance management.

Research objective and contribution

The objective is to analyze the impact of the EFR Standard on the mental health and job

performance of employees at Aguas de Cartagena S.A., by identifying causal relationships

between work–life balance practices, psychological well-being, organizational commitment, and

productivity.

This research aspires to be a reference for international, national, and local debates,

contributing to both academic reflection and the productive sector.

METHOD

The practical exercise was carried out through an exploratory approach designed

specifically for this study, with a six-month follow-up scheme from January to June 2025. The

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methodology was based on the application of the Structural Equation Modeling technique (PLS-

SEM) and the Project Management approach, which made it possible to define an appropriate

methodological strategy for the research.

Design

The phases of the process were planned and executed with flexibility, allowing adaptation

to emerging needs and situations that arose during implementation. This facilitated the

generation of relevant data and information through the selected technique.

The methodological design was organized in two stages:

Stage 1. Data treatment and analysis plan

a. Design of the data-collection instrument based on the reviewed literature, the researcher’s

epistemological position, and the identified knowledge gap.

b. Expert judgment evaluation.

c. Pilot test administration.

d. Analysis of results and data treatment.

Stage 2. Administration of instruments and structural equation models

a. Administration of the instrument to the established sample.

b. Analysis of variable contrasts.

c. Estimation of the predictive model.

d. Calculation of the Goodness-of-Fit index (GOF).

e. Estimation of model parameters.

Participants

During the validation stage, a pilot test was administered to a purposive sample of 10

members of the management team at Aguas de Cartagena S.A., selected from the target

population. Subsequently, in the final administration phase (April to June 2025), 120 of the

company’s 642 employees were surveyed, including the 10 managers who took part in the pilot

test.

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This sample was considered sufficient to ensure the validity of the results, following the

methodological guidelines proposed by Hair et al. (2010) and Kline (2015), who indicate that a

sample of 120 participants is adequate for applying structural equation modeling in exploratory

studies.

Instruments

The ad hoc data-collection instrument was designed based on the theoretical review, the

author’s cognitive position, and the identified knowledge gaps, and is presented in the appendix

to the document. Before final administration, it underwent a twofold validation process:

Content validity by expert judgment: Three judges evaluated the instrument according

to Lynn’s (1986) criteria. The assessment showed high validity and a high level of agreement,

with a probability of chance agreement of 0.041, in accordance with Hernández-Nieto’s (2011)

scale.

Reliability and factorial validation through pilot testing: The instrument was

administered to the 10 managers noted above. No irregularities or outliers were detected, and

the average completion time was 12 minutes.

In summary, during the implementation of the data treatment and analysis plan, detailed

procedures were employed—as illustrated in Figure 1—including calculation of the sizes of the

purposive and statistical samples corresponding to the research.

Figure 1

Diagrammatic scheme of the data treatment and analysis plan, including the scrutiny samples

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Note: Own elaboration (2025)

Stage 2 is addressed in the research findings.

RESULT

The findings of this research are based on a rigorous analysis of the data collected and

processed throughout the previously described methodological stages. Through the application

of structural equations and the Project Management approach, the formulated hypotheses were

tested, identifying patterns, interactions, and relevant effects among the variables studied. In

this section, the results obtained after data processing are presented in detail, including the

estimation of predictive models, fit indicators, and key parameters, providing a comprehensive

understanding of the analyzed factors and their impact within the investigated context. The

organization of the results follows the structure of the research design, highlighting both

theoretical contributions and their practical implications.

During the instrument validation phase, initially focused only on the dependent variables

detailed later, expert content judges suggested the incorporation of an independent variable to

assess the impact of the implementation of the EFR Standard. This recommendation

strengthened the relevance of the instrument, enabling a more comprehensive evaluation of the

relationship between the dependent variables and their influence on the independent variable.

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The inclusion of this new dimension not only improved the validity of the design but also

provided a more robust and meaningful analysis of the results obtained.

The contrast analysis to evaluate the impact of the dependent variables (Successful

organizational transformation, employee performance and well-being, job satisfaction and

productivity, commitment and retention of human talent, and optimization of performance

management) on the independent variable (Implementation of the EFR Standard) was

conducted using SPSS and PLS, technological platforms appropriate for exploratory research.

According to Cohen (1998), the ƒ² of the five observable variables showed a significant

relationship with R², which reached 80.12%, indicating a strong association and high relevance

among the variables analyzed.

Table 1

The Effects of Dependent Variables on the Independent Variable

Variables

Effects ƒ2

Total Effect

Successful organizational transformation

0.336

Adequate or Relevant

Employee performance and well-being

0.316

Adequate or Relevant

Job satisfaction and productivity

0.318

Adequate or Relevant

Commitment and retention of human talent

0.302

Adequate or Relevant

Optimization of performance management

0.305

Adequate or Relevant

Note: Based on proprietary measurements analyzed using SPSS and PLS (2025)

In the analysis of the structural equation model (SEM) using PLS, it is essential that Q²

values be greater than zero to validate an endogenous latent construct. As shown in Figure 2,

the Q² obtained in this model was 0.498, exceeding the required threshold. This result

reinforces and validates the predictive capacity of the proposed model.

Figure 2

Predictive model

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Note: Based on proprietary measurements analyzed using SPSS and PLS (2025)

The goodness-of-fit index (GOF) was applied to the model with the aim of assessing its

ability to accurately represent the empirical data. This index, with values ranging between 0 and

1, establishes benchmarks for interpretation: 0.10 (low), 0.25 (medium), and 0.36 (high),

allowing for the determination of the overall validity of the model. The analysis carried out

showed that the model is parsimonious and consistent with the observed data. For its

calculation, the geometric mean of the average communality or average variance extracted

(AVE) was used together with the average of the R² values, which allowed for the consolidation

of the model’s validation.

Table 2

Computation of the Goodness-of-Fit (GOF) Index

Constructs

AVE

Successful organizational transformation

0.663

Employee performance and well-being

0.602

Job satisfaction and productivity

0.652

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Commitment and retention of human talent

0.651

Optimization of performance management

0.650

0.7396

Average Values

3.775

0.7396

AVE * R2

0.4944

GOF = √AVE * R2

0.7032

Note: Based on proprietary measurements analyzed using SPSS and PLS (2025)

The standardized root mean square residual (SRMR) index, calculated between the

observed results and the hypothesized covariance matrices, was 0.047. Under this condition, it

is deemed acceptable (SRMR ≤ 0.09); consequently, the model demonstrates good fit. In turn,

the Chi-square value was 1913.085, and the normed fit index (NFI) yielded 0.787, which also

indicates that the measurement model is adequate.

Table 3

Model estimators

SRMR

d_ULS

d_G1

d_G2

Chi-Square

NFI

0.047

1.622

0.914

0.767

1.913.085

0.787

Note: Based on proprietary measurements analyzed using SPSS and PLS (2025)

Finally, Table 4 shows the correlation coefficients of the latent variables, which allows us

to infer that there was a strong correlation between the exogenous latent variables and the

endogenous observed variables.

Table 4

Correlation of latent and observable variables

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Note: Based on proprietary measurements analyzed using SPSS and PLS (2025)

The analysis of the measurement model validated its feasibility as a confirmatory model,

demonstrating that all the formulated hypotheses were statistically significant and,

consequently, accepted. The findings of this research confirm that the evaluated factors had a

positive influence on the construct of EFR Standard implementation, thereby contributing to the

strengthening of its theoretical generalization. Nevertheless, the extent of this generalization will

depend on future research adopting similar methodological approaches.

DISCUSSION

The article made it possible to analyze the state of the art of the constructs: mental

health, job performance, and the EFR Standard. Likewise, it effectively addressed the proposed

objective: to analyze the impact of the implementation of the EFR Standard on the mental health

and job performance of the employees of Aguas de Cartagena S.A., through a structural

equation modeling approach. The research provides empirical evidence of the positive impact of

the EFR Standard, suggesting that the implementation of work–life balance policies not only

successfully transforms the organization, but also strengthens employee satisfaction,

productivity, commitment, and retention, thereby consolidating a healthier and more efficient

work environment.

Variables

SOT

EPW

JSP

CRH

OPM

Successful organizational transformation

1.000

Employee performance and well-being

0.251

1.000

Job satisfaction and productivity

0.268

0.263

1.000

Commitment and retention of human talent

0.264

0.261

0.278

1.000

Optimization of performance management

0.268

0.297

0.275

0.306

1.000

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The qualitative–quantitative methodological approach adopted filled a gap in the existing

literature by evaluating the common factors in an integral and multifactorial manner from the

perspective of the EFR Standard. This method not only enabled the rigorous interpretation of

the results in light of the hypotheses posed, but also provided a solid framework for future

research. The predictive model developed and validated demonstrates that the EFR Standard is

a key factor in optimizing organizational performance, highlighting the importance of its adoption

by companies interested in improving their work climate and operational sustainability.

Continuing with the methodological perspective, the predictive model exhibited a

goodness-of-fit (GOF) index of 0.7032, supporting its statistical robustness and confirming the

relevance of the EFR Standard in the organizational culture of Aguas de Cartagena S.A.

Moreover, the R² value (80.12%) indicates a strong dependence among the variables analyzed,

validating the hypothesis that the implementation of work–life balance strategies fosters

employee well-being and performance.

When comparing these findings with previous studies, consistency is observed with

theoretical models such as the Job Demands–Resources model (Bakker & Demerouti, 2007)

and the Values-Based Management approach (Dolan & García, 2006), both of which emphasize

the role of working conditions in optimizing organizational performance. Parallels can also be

drawn with the positions of the Organización Mundial de la Salud (2022) and the World

Federation for Mental Health (2017), which underscore mental health as a cornerstone of

business productivity.

On the other hand, differentiated approaches were identified. Karasek (1979), with his

demand–control model, argued that stress increases when high job demands are combined with

low autonomy, negatively affecting performance and mental health. Levinson (1972) proposed

the concept of the psychological contract, warning that the lack of fulfillment of expectations

between employers and employees generates tensions detrimental to motivation and well-

being. More recently, Rojas-Estapé (2023) introduced the neuroscientific approach of “vitamin

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routines,” showing how healthy habits such as meditation and exercise enhance resilience and

job performance.

Furthermore, the correlation coefficients analyzed in this research indicate that

employees with better working conditions exhibit higher levels of performance, in line with the

arguments of Cartwright & Cooper (1997), and Maslach & Jackson (1981), regarding the

influence of psychosocial factors on productivity. At the national level, the results reinforce

previous studies in Colombia and the Caribbean, such as those by Alandete Castro et al.

(2023), Guerra-Zúñiga et al. (2023), and Lesmes (2023), which warn that the absence of

reconciliation strategies increases stress, absenteeism, and staff turnover. However, a

distinctive aspect of this study is its focus on the application of the EFR Standard in a

Colombian organizational context, representing a novel contribution to the existing academic

corpus. In this way, the epistemological position of the author of this work is supported.

Limitations and future research

Despite the robustness of the model, it is necessary to acknowledge some limitations of

the study. First, the sample analyzed corresponds exclusively to a company in the public

services sector, which may restrict the generalization of the results to other industries. Second,

the research was based on a cross-sectional design, which prevents the establishment of long-

term causality. Future studies should focus on longitudinal research that evaluates the

sustained impact of the EFR Standard across different economic sectors and cultural contexts.

On another front, gaps in knowledge were identified that limit a comprehensive

understanding of the relationship between mental health and job performance. In particular, the

lack of studies on the application of neuroscience in organizational well-being management, the

impact of teleworking on mental health, and the effect of artificial intelligence in the workplace

represent opportunities for future research.

In conclusion, this study not only reinforces the importance of work–life balance as a key

strategy in human talent management, but also opens new lines of research in the field of

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mental health and workplace well-being. The integration of organizational policies based on the

EFR Standard may represent a competitive advantage for companies seeking to improve their

operational efficiency through the well-being of their employees.

Finally, the author states that Artificial Intelligence tools were employed as

complementary support in the development of this article. However, it is clarified that at no time

did such tools replace the processes of reflection, analysis, or intellectual construction, which

were entirely carried out by the author. Likewise, it is declared that this work is the result of

original and independent effort, and that it has not been previously published on any Artificial

Intelligence electronic platform.

CONCLUSION

This research sets a precedent in the empirical application of the EFR Standard in

Colombia, demonstrating its positive impact on mental health and job performance in

organizational contexts. The findings validate the effectiveness of work–life balance models and

strengthen the case for comprehensive policies that encompass not only labor flexibility, but

also positive leadership and well-being programs.

The predictive model developed, with robust fit and explanatory indicators, reinforces the

importance of the EFR Standard as a transformative strategy in human talent management.

Consequently, it is recommended that organizations seeking operational sustainability, talent

retention, and improvement of the work climate consider its implementation from a systemic and

strategic perspective.

It also reflects the effective transfer of knowledge between Veolia (formerly Suez) and

Acuacar, thanks to the managerial support that promoted the adoption of the EFR Standard as

a tool to improve productivity (Mendoza-Betín, 2021).

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Declaration of conflict of interest

The researcher declares that there is no conflict of interest related to this research.

Author contribution statement

Javier Alfonso Mendoza Betin: conceptualization, formal data analysis, investigation,

methodology, project administration, resources, software, supervision, validation, visualization,

writing – original draft, review and editing.

Statement on the use of Artificial Intelligence

The author declares that Artificial Intelligence was used as a support tool for this article,

and that this tool in no way replaced the intellectual task or process. The author expressly states

and acknowledges that this work is the result of their own intellectual effort and has not been

published on any electronic artificial intelligence platform.

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ANNEXES

The preliminary list of factors analyzed in the study, based on an important part of the

contributions of Fundación Másfamilia (2019), Medina-Garrido et al. (2023a,b,c) and Mendoza

Betin (2021), as recommended by one of the three content judges.

Código

Factores

OGD

Optimización Gestión de Desempeño

OGD_1

¿Consideras que la implementación de la norma EFR ha mejorado la

eficiencia en la evaluación y retroalimentación del desempeño laboral

dentro de la empresa?

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OGD_2

¿Sientes que la flexibilidad laboral promovida por la norma EFR ha

permitido un mejor equilibrio entre tus responsabilidades y el

cumplimiento de tus objetivos de desempeño?

OGD_3

¿La implementación de la norma EFR ha influido en la reducción de

factores que afectaban tu productividad, como el estrés laboral o la

sobrecarga de tareas?

OGD_4

¿Consideras que la empresa ha optimizado la gestión del

desempeño a partir de la implementación de la norma EFR?

TOE

Transformación Organizacional Exitosa

TOE_1

¿Consideras que la empresa ha brindado suficiente información y

capacitación sobre la norma EFR y sus beneficios?

TOE_2

¿Sientes que la implementación de la norma EFR ha generado

cambios positivos en la cultura organizacional y el clima laboral?

TOE_3

¿Consideras que la empresa ha promovido adecuadamente la

aplicación de la norma EFR en sus políticas laborales?

TOE_4

¿Crees que la implementación de la norma EFR ha mejorado la

comunicación y el trabajo en equipo dentro de la empresa?

SPL

Conciliación Laboral y Salud Mental

SPL_1

¿Consideras que la empresa ofrece suficientes recursos y programas

de apoyo para la gestión del estrés y el bienestar emocional?

SPL_2

¿Consideras que la implementación de la norma EFR ha mejorado

en tu equilibrio entre la vida laboral y personal?

SPL_3

¿Consideras que las medidas de conciliación laboral (flexibilidad

horaria, teletrabajo, permisos, entre otras) han mejorado tu bienestar

psicológico?

SPL_4

¿Te sientes apoyado/a por la empresa en cuanto a tu bienestar

emocional y psicológico?

DBE

Desempeño Laboral y Productividad

DBE_1

¿Percibes que la implementación de la norma EFR ha mejorado tu

desempeño laboral?

DBE_2

¿Consideras que las estrategias de conciliación laboral

implementadas han influido en tu capacidad para alcanzar tus

objetivos y metas laborales?

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DBE_3

¿Consideras que la implementación de la norma EFR ha mejorado tu

entorno de trabajo actual?

DBE_4

¿Crees que la flexibilidad en los horarios y la posibilidad de teletrabajo

han influido positivamente en tu productividad?

CRT

Compromiso Organizacional y Retención del Talento

CRT_1

¿Te sientes comprometido/a con la empresa y sus valores

organizacionales?

CRT_2

¿Sientes que la implementación de la norma EFR ha fortalecido tu

sentido de pertenencia y compromiso con la empresa?

CRT_3

¿Consideras que la implementación de la norma EFR ha reducido la

intención de los empleados de cambiar de trabajo?

CRT_4

¿Crees que la empresa brinda suficientes oportunidades de desarrollo

profesional y crecimiento dentro de la organización?