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An examination of the reliability and validity of the Work-Family Guilt Scale.

機譯：工作家庭內(nèi)Scale量表的信度和效度檢驗。

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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.
機譯：盡管在過去40年中，工作家庭沖突（WFC）一直是人們關(guān)注的領(lǐng)域，但許多研究都集中在其原因和后果上。先前的許多研究都假設(shè)WFC的經(jīng)歷會導(dǎo)致負面情緒，但是，相對較少的研究實際上檢查了性格，情緒和情緒在WFC中的作用。因此，本論文的目的是檢驗離散情緒，特別是內(nèi)，情緒在工作家庭關(guān)系中的作用。為此，進行了三項研究。；第一項研究的目的是對工作家庭內(nèi)Gui量表（WFGS）進行初步的心理計量學(xué)檢查。根據(jù)來自制造業(yè)，衛(wèi)生和教育部門的已婚育有子女的全職員工的數(shù)據(jù)（N = 448），結(jié)果為區(qū)分工作對家庭罪責(zé)（WIFG）和家庭干擾的兩因素解決方案提供了支持內(nèi)（FIWG）。此外，WFGS顯示出性別上的測量等價性。第二項研究的目的是使用定性焦點小組方法擴展WFGS。 21個人（15位女性和6位男性）參加了在線焦點??小組討論。焦點小組的結(jié)果表明，WFG是需要進一步研究的重要領(lǐng)域。此外，為支持McElwain（2002）提出的假想的WFG結(jié)構(gòu)，焦點小組指出WFG應(yīng)該區(qū)分（a）方向（WIFG或FIWG）和（b）內(nèi)type的類型（身體，情感和心理） 。與會者還討論了羞恥感和內(nèi)感的區(qū)別，以及他們應(yīng)對WFC所產(chǎn)生的內(nèi)gui感所采用的不同方法。研究三的目的是多方面的。首先，繼續(xù)對WFGS進行心理評估。其次，根據(jù)焦點小組的調(diào)查結(jié)果創(chuàng)建了一個修訂的量表，并檢查了這項新措施（WFGS-R）的心理測量特性。根據(jù)來自182名全職受雇婦女的數(shù)據(jù)，驗證性因素分析為WFGS-R的六因素解決方案的測度和經(jīng)驗支持提供了結(jié)構(gòu)效度證據(jù)。此外，關(guān)于WFG與其他度量（例如特定領(lǐng)域的需求，WFC和滿意度以及離職意圖）的關(guān)系的假設(shè)通常得到支持，盡管WIFG子因素的結(jié)果比FIWG子因素更為一致。最后，本研究使用結(jié)構(gòu)方程模型來研究WFG是否是WFC高水平的重要結(jié)果，以及WFG是否部分介導(dǎo)WFC與感興趣的結(jié)果（例如滿意度，離職意向和心理）之間的關(guān)系。同時使用WFGS和WFGS-R減輕困擾。具體而言，這項研究發(fā)現(xiàn)，提高WFC會增加心理困擾和離職意愿，并降低家庭，工作和生活滿意度，這為假設(shè)提供了實質(zhì)性支持。此外，這些關(guān)系可以至少部分地由WFG介導(dǎo)。討論了這些結(jié)果的理論和實踐意義，三項研究的局限性以及未來研究的潛在方向。

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