Although work-family conflict (WFC) has been an area of interest over the past 40 years, much of the research has been focused on its causes and consequences. It has been assumed in much of the previous research that the experience of WFC results in negative emotions, however, relatively little research has actually examined the role of traits, moods, and emotions in WFC. Therefore, the purpose of this dissertation was to examine the role that discrete emotions, particularly guilt, has on the work-family interface. To this end, three studies were conducted.;The purpose of the first study was to conduct a preliminary psychometric examination of the Work-Family Guilt Scale (WFGS). Based on data from full-time employees from the manufacturing, health, and education sectors who were married with children (N = 448), results provided support for a two-factor solution differentiating between work interference with family guilt (WIFG) and family interference with work guilt (FIWG). Further, the WFGS showed measurement equivalence across gender.;The purpose of the second study was to expand the WFGS using a qualitative focus group methodology. Twenty-one individuals (15 women and 6 men) participated in online focus groups. Results from the focus groups indicated that WFG is an important area in need of further research. Additionally, supporting the hypothesized WFG structure put forth by McElwain (2002) the focus groups indicated that WFG should differentiate between (a) the direction (WIFG or FIWG), and (b) the type (physical, emotional, and psychological) of guilt. Participants also discussed the distinctions between shame and guilt and different methods they use in coping with the guilt that results from WFC.;The aims of study three were multifaceted. First, the psychometric evaluation of the WFGS continued. Second, a revised scale, based on the focus group results was created and the psychometric properties of this new measure (WFGS-R) were examined. Based on the data from 182 women who were employed full-time, confirmatory factor analyses provided construct validity evidence for the measure and empirical support for the proposed six-factor solution of the WFGS-R. Further, hypotheses regarding WFG's relationships with other measures such as domain specific demands, WFC, and satisfaction, and intent to turnover were generally supported, although the results were more consistent for the WIFG subfactors than the FIWG subfactors. Finally, using structural equation modeling, this research sought to investigate if WFG is an important outcome of high levels of WFC, and whether or not WFG partially-mediated the relationship between WFC and outcomes of interest such as satisfaction, intent to turnover, and psychological distress using both the WFGS and the WFGS-R. Specifically, this research found that heightened WFC is associated with increased psychological distress and intent to turnover and decreased family, job and, life satisfaction, which provided substantial support for the hypotheses. Further, these relationships may be at least partially mediated by WFG. The theoretical and practical implications of these results, the limitations of the three studies, and potential directions for future research are discussed.
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