In recent years, the intricate balance between professional responsibilities and personal life has emerged as a focal point of psychological research, particularly among dual-earner couples. A groundbreaking study conducted by Banov Trošelj, Krapic, and Kardum sheds new light on how core self-evaluation, work–family conflict, and relationship satisfaction intersect within the Croatian cultural context. Published in BMC Psychology in 2026, this research not only enriches our understanding of dual-earner dynamic challenges but also offers robust implications for both psychological theory and practical interventions in work-family facilitation.
The study begins with an exploration of core self-evaluation, a foundational personality construct that encapsulates individuals’ fundamental assessments of their self-worth and capabilities. Comprising self-esteem, generalized self-efficacy, locus of control, and emotional stability, core self-evaluation profoundly influences how individuals appraise and react to environmental stressors. The Croatian dual-earner couples examined in this research provided an ideal cohort for assessing how core self-evaluation moderates perceptions and experiences of work-family conflict, a pressing contemporary issue as more households share financial responsibilities.
Work-family conflict is characterized by the bidirectional interference of work obligations and family roles. The researchers emphasized that such conflict does not merely entail time management struggles but is deeply entangled with emotional and cognitive strains that affect personal well-being and relational dynamics. Through comprehensive psychometric assessments and dyadic analyses, the study articulated that higher core self-evaluation scores consistently correlated with lower perceptions of work-family conflict, suggesting that individuals with positive self-regard and emotional stability are better equipped to negotiate overlapping role demands.
Significantly, the evidence highlighted that work-family conflict serves as a salient mediator between core self-evaluation and relationship satisfaction. This interaction illuminates the psychological mechanisms by which intrapersonal appraisals translate into dyadic relational quality. Couples in which both partners exhibited robust core self-evaluations tended to report fewer conflicts arising from work-family tensions and, correspondingly, higher satisfaction in their intimate relationships. This relational satisfaction was not merely a product of external stress reduction but was also linked to enhanced communication patterns and collaborative problem-solving approaches fostered by confident self-assessments.
The cultural specificity of the Croatian sample adds unique dimensions to the interpretation of these findings. Croatia, straddling traditional and modern societal values, presents an intriguing backdrop where gender roles and family expectations continuously evolve. This societal flux challenges dual-earner couples to continuously renegotiate roles, making the psychological resilience granted by core self-evaluation even more critical. The study’s rigorous methodological framework accounted for socioeconomic variables and gender differences, ensuring that conclusions drawn were both nuanced and robust.
Methodologically, the research employed dyadic data analyses using the Actor-Partner Interdependence Model (APIM), which allowed for disentangling the effects of each partner’s core self-evaluation on both their own and their partner’s experiences of work-family conflict and relationship satisfaction. This approach highlighted the reciprocal influences partners exert on each other, breaking ground beyond individual-focused paradigms. Results underscored that one partner’s psychological resources could buffer the other’s experience of conflict and relational dissatisfaction, implying interventions could target individual or couple-level processes for maximum efficacy.
Technical elaboration of instruments revealed the use of validated scales like the Core Self-Evaluations Scale (CSES), the Work-Family Conflict Scale, and the Relationship Assessment Scale (RAS). Combining these measures with longitudinal data collection strengthened claims of causality and temporal dynamics, making the findings particularly compelling for both researchers and practitioners. Importantly, the research emphasized the need for longitudinal investigations to understand the stability of these psychological constructs and their evolving influence over the course of a relationship.
The implications of these findings resonate beyond psychology and into organizational behavior and human resources management. Employers increasingly recognize that employee well-being is a multidimensional construct influenced by personal and relational spheres. Integrating psychological screening for core self-evaluation and offering resources aimed at reducing work-family conflict could yield dividends in employee satisfaction, retention, and overall productivity. Additionally, culturally-tailored interventions that respect specific societal norms and gender role expectations, like those manifested in Croatia, would maximize intervention responsiveness.
Behavioral scientists are particularly interested in the pathways by which core self-evaluation impacts work-family conflict. While emotional stability and perceived control are intuitively linked to stress management, the study’s findings suggest a more nuanced mechanism involving cognitive reframing and resilience-building. This opens up avenues for cognitive-behavioral therapies that train individuals to reconstruct their self-views positively, thereby mitigating the detrimental effects of work-family conflict. Such therapeutic innovations could improve relational satisfaction, diminishing the cascade from individual stress to dyadic discontent.
Moreover, the dual-earner couple paradigm utilized reflects broader planetary workforce trends, where economic pressures necessitate shared financial responsibilities. The research points to an emerging global priority: fostering psychological strengths in individuals and couples to withstand the plights of chronic stress and role overload. Particular attention to heartening interpersonal bonds suggests that when couples jointly cultivate positive core self-evaluation attributes, relational intimacy and mutual support thrive, which are foundational to mental health resilience.
An exciting dimension includes potential technological applications. Mobile health technologies and digital cognitive-behavioral apps could integrate core self-evaluation assessments to provide tailored feedback on managing work-family balance. These tools can help couples identify psychological vulnerabilities and leverage collective strengths, aligning with contemporary trends in personalized mental health care. Consequently, the findings set the stage for interdisciplinary collaboration between psychologists, tech developers, and organizational leaders.
From a policy perspective, the study advocates for workplace cultures that recognize the psychological realities of dual-earner couples. It underscores the necessity for flexible work arrangements, parental leave policies, and supportive organizational climates. Such systemic changes would not only alleviate work-family conflict but also enhance overall relationship satisfaction, showcasing the interdependence of individual well-being and social structures. Croatia, with its transitional labor market and evolving gender norms, exemplifies societies that might benefit most from such progressive policies.
Critically, while the study strengthens existing theoretical frameworks, it also challenges scholars to consider additional moderating variables such as social support networks, childcare responsibilities, and societal attitudes towards gender equality. Future research could build on this foundation, incorporating more fine-grained psychosocial variables, cross-cultural comparisons, and mixed-method designs to further elucidate the complex interplay shaping couples’ psychological and relational health.
In summary, this comprehensive study by Banov Trošelj, Krapic, and Kardum represents a timely and sophisticated advance in understanding how internal self-assessments bolster individuals’ capabilities to navigate the demands of dual roles. The evidence linking core self-evaluation to diminished work-family conflict and elevated relationship satisfaction emphasizes psychological resilience as a pillar of modern family well-being. As the global workforce continues to shift towards dual-earner models, these insights provide a valuable roadmap for enhancing mental health, enriching intimate relationships, and promoting sustainable work-family coexistence.
Subject of Research: Core self-evaluation, work–family conflict, and relationship satisfaction among Croatian dual-earner couples
Article Title: Core self-evaluation, work–family conflict, and relationship satisfaction: evidence from Croatian dual-earner couples
Article References:
Banov Trošelj, K., Krapic, N. & Kardum, I. Core self-evaluation, work–family conflict, and relationship satisfaction: evidence from Croatian dual-earner couples. BMC Psychol (2026). https://doi.org/10.1186/s40359-026-04014-6
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