Two dominant yet competing perspectives exist in work-family research. The "conflict" perspective argues that an individual's experience in one role, be it work or family, depletes the person's available resources in the other role. In contrast, the "enrichment" perspective argues that an individual's experience in one role increases available resources. This dissertation offers a third perspective, one that suggests a harmonic reconciliation between the two competing perspectives. Specifically, I posit that an individual's role engagement has two independent outcomes: resource gain and resource loss. I theorize that the gain and loss of resources are orthogonal constructs, which separately relate to work-family enrichment and conflict. Further, both the individual and the leader regulatory focus affect the work-family interface. Structural Equation Modeling (Mplus) results, based on data from 1,052 individuals and 151 supervisors, support the main hypotheses of this dissertation. ^