Dugan, Alicia G. http://orcid.org/0000-0001-5776-2960
Decker, Ragan E.
Austin, Hannah L.
Namazi, Sara
Shaw, William S.
Bellizzi, Keith M.
Blank, Thomas O.
Cherniack, Martin G.
Tannenbaum, Susan H.
Swede, Helen
Hundal, Jasmin
Cavallari, Jennifer M.
Funding for this research was provided by:
National Institute for Occupational Safety and Health (K01OH011596-01-00)
Connecticut Breast Health Initiative (7-11-16)
Connecticut Institute for Clinical and Translational Science (6-1-16)
Article History
Received: 1 June 2023
Revised: 1 December 2023
Accepted: 4 January 2024
First Online: 7 February 2024
Declarations
:
: Improving health outcomes and work retention for workers living with chronic health conditions such as cancer requires an understanding of barriers to maintaining employment and managing health. We examined a novel variable within the work-life interface literature – <i>work-health conflict</i> – which has been linked to poor work outcomes, but has not been examined in relation to health behavior or outcomes. In our study of breast cancer survivors, work-health conflict had direct effects on health-related quality of life and anticipated turnover, as well as indirect effects through cancer self-management. Work-health conflict is unlike other constructs used to assess cancer survivors who want to maintain employment because it provides a platform for informing and evaluating employer-based interventions. Evidence from our study suggests that directly reducing work-health conflict (e.g., decreasing work’s drain on time and energy resources), may be promising approach for employers who want to help cancer survivors to better manage work and health.
: All procedures were reviewed and approved by the Institutional Review Board of the University of Connecticut Health Center All study participants provided written consent.
: Written informed consent was obtained by all study participants.
: Obtained.
: The authors have no relevant financial or non-financial interests to disclose.