Is cortisol as a biomarker of stress influenced by the interplay of work-family conflict, work-family balance and resilience?

Krisor, Susanna M.; Diebig, Mathias; Rowold, Jens

doi:10.1108/pr-09-2013-0168

Cited by 28 publications

(27 citation statements)

References 55 publications

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“…Individuals with more social support have more external psychological resources, thereby leading to more internal psychological resources being stored. To alleviate the stress from work-family conflict, more stored psychological resources are released (Darbonne et al, 2013;Krisor, Diebig, & Rowold, 2015). However, an unexpected negative correlation between family support and self-control was observed in this study.…”

Section: Discussioncontrasting

confidence: 52%

Harmonious personality and work–family conflicts: The multiple mediating roles of social support and self‐control

et al. 2021

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This study aimed to examine the multiple mediating roles of social support and self-control in the relationship between harmonious personality and work-family conflict. A total of 143 Chinese adults (137 male, 95.8%; aged 30.25 AE 7.85 years) participated in this longitudinal study. Data were collected at three time points, at intervals of 1 month. Self-report questionnaires measuring social demographics and harmonious personality (Time 1), self-control and social support (Time 2), and work-family conflict (Time 3) were administered. Self-control and work-family conflict were negatively correlated. The relationship between harmony and work-family conflict was mediated by self-control and social support. Possible paths were self-control and multiple mediation by social support and self-control. Our results confirmed the multiple mediating roles of social support and self-control in the relationship between harmonious personality and work-family conflict. To achieve a better work-family balance, it is important not only to establish a harmonious interpersonal perspective and to enhance the social support from employers, colleagues, and family but also to ensure adequate self-control resources.

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Section: Discussioncontrasting

confidence: 52%

Harmonious personality and work–family conflicts: The multiple mediating roles of social support and self‐control

et al. 2021

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“…Various studies illustrated that exposure to this conflict for a long time may yield negative psychological and behavioral outcomes. Long term exposure to WFC increases job stress ( Krisor et al, 2015 ), reduces job satisfaction ( Carlson and Kacmar, 2000 ; Choi and Kim, 2012 ), predicts turnover intention ( Karatepe and Uludag, 2008 ), positively related to job burnout ( Karatepe et al, 2010 ), and negatively links to employees’ performance ( Karatepe, 2013 ) and life satisfaction ( Karakose et al, 2021 ).…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

The Impact of Hospitality Work Environment on Employees’ Turnover Intentions During COVID-19 Pandemic: The Mediating Role of Work-Family Conflict

et al. 2022

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Employees’ turnover intentions and work-family conflict as a result of the hospitality work environment are considered the major global challenges confronted by hospitality organizations, especially in the era of COVID-19. This study aims at identifying the impact of the hospitality work environment on work-family conflict (WFC), as well as turnover intentions and examining the potential mediating role of WFC in the relationship between work environment and turnover intentions, during the COVID-19 pandemic in a sample of three- and four-star resorts in Egypt. A total of 413 resorts employees from Egyptian destinations (Sharm El-Sheikh and Hurghada) participated in the study. The findings of the Structural Equation Modeling (SEM) revealed that the hospitality work environment significantly and positively affects employees’ turnover intentions and WFC. In the context of the mediating role of WFC, results illustrated that WFC significantly partially mediates the relationship between the hospitality work environment and turnover intentions. Upon these findings, the study suggests that to prevent WFC and eliminate turnover intentions among resorts’ employees, an urgent need to create a better work environment is vitally important. limitations and future research directions have been discussed.

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“…Only a handful of studies have examined levels-based work-family conflict with objectively assessed physiological outcomes. Some evidence indicates levels-based work-family conflict is linked to hypertension (Frone et al, 1997), increased morning cortisol and shallow diurnal slope (Zilioli, Imami, & Slatcher, 2016), mean cortisol levels (Krisor, Diebig, & Rowold, 2015), and cardiometabolic risk (an aggregate of several physiological cardiovascular and metabolic risk factors; Berkman et al, 2015).…”

Section: Episodic Work-family Conflict and Acute Strain Reactivitymentioning

confidence: 99%

Episodic work-family conflict and strain: A dynamic perspective.

French¹,

Allen²

2020

Journal of Applied Psychology

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A sizable body of research has established work-family conflict and its nomological network. Despite decades of research, we have yet to form a precise understanding of what happens when a conflict arises. The current research addresses this question using a growth modeling, episodic approach. We use stressor-strain and allostatic load theories to examine changes in daily patterns of psychological (fatigue, negative affect) and physiological (heart rate, blood pressure) strains that occur during and after a work-family conflict episode. We found some evidence for acute changes in psychological strain during and after work-to-family conflict episodes. Daily family-to-work conflict was associated with mixed reactions. State fatigue and heart rate decreased at the time of a family-to-work conflict, although state negative affect increased at the time of family-to-work conflict, and state fatigue increased more rapidly throughout the day after the second time family-to-work conflict was experienced. Additionally, we found evidence that state negative affect increases throughout the day as work-to-family conflict episodes accumulate. Daily family-to-work conflict accumulation was also associated with decreased fatigue, increased state negative affect, and increased systolic blood pressure. Lagged analyses showed some evidence that negative mood predicts work-family conflict occurrence within the next few hours. Implications for the theoretical relationship between work-family conflict and strain are discussed.

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Is cortisol as a biomarker of stress influenced by the interplay of work-family conflict, work-family balance and resilience?

Cited by 28 publications

References 55 publications

Harmonious personality and work–family conflicts: The multiple mediating roles of social support and self‐control

Harmonious personality and work–family conflicts: The multiple mediating roles of social support and self‐control

The Impact of Hospitality Work Environment on Employees’ Turnover Intentions During COVID-19 Pandemic: The Mediating Role of Work-Family Conflict

Episodic work-family conflict and strain: A dynamic perspective.

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