2002, 2005, 2011; Perski 2006). However, while one longitudinal study found that performance-based self-esteem was related to subsequent burnout (Blom 2012), another longitudinal study could not confirm

this association (Dahlin and Runeson 2007). To the best of our knowledge, KPT-330 datasheet a reversed causation has not been studied yet. Theoretically, the relationship between experienced imbalance between work and see more family demands and emotional exhaustion can be explained through the loss spiral assumption that is posed in the conservation of resources (COR) theory (Hobfoll 1989). According to this theory, a vicious circle with regard to the loss of resources is assumed, which is called the spiral loss hypothesis. Employees who may perceive a loss of resources in one domain (e.g. due to high work demands) are more likely to experience other subsequent resource losses in other domains (e.g. family domain, resulting in work–family conflict).

Over time less and less resources become available to deal with potential stressors, which can result in emotional exhaustion. This theory is also suitable to explain the relationship between performance-based self-esteem and work–family conflict. In order to maintain self-esteem, maximum effort and resources (i.e. time and energy) are invested in the work domain, which leads to a depletion of resources that otherwise could have been used in the non-work domain. Conflicts between the work and the family role might be especially stressful for individuals that value and need the work role for their feelings of self-worth (Innstrand et Selleckchem Idasanutlin al. 2010). It can be speculated that individuals with high performance-based self-esteem have a need to perform well in both the work and the family sphere, which is likely to increase feelings of stress and deficiency. Stress in turn

may lead to feelings of conflict or imbalance. Also in the case of a potential relationship between performance-based self-esteem and emotional exhaustion, the COR theory’s spiral loss hypothesis could provide a useful theoretical explanation. The vulnerability through emotional exhaustion could make employees more sensitive to stress and the striving to maintain their self-worth through achievements in the work domain more dominant, which PRKACG then increases performance-based self-esteem. Moreover, emotional exhaustion, which makes it harder to accomplish work, might be especially stressful for employees basing their self-esteem mainly on their work performance and evolving feelings of insufficiency might increase striving for success even more. Although in Sweden the labour market participation is more similar for men and women compared with other European countries (Eurostat 2010), there is still an imbalance in the distribution of family-related responsibilities.