Work-family role blurring occurs when individuals have perceptions of uncertainty or difficulty distinguishing between their work and family roles. One of the most compelling aspects of role blurring is that it can occur not only at work, but outside of work as well. As communication technology and work flexibility become more common, role blurring poses new challenges for individuals, families, and organizations. Specifically, the few studies that have examined the effects of role blurring have shown that it leads to greater work to family conflict, especially for married people with children, and that certain work conditions, namely work demands and resources, can moderate this relationship. However, the lack of studies investigating role blurring and other potential moderators of the role blurring-conflict relationship highlight a gap in our understanding of the construct. Thus, the present study expanded upon previous research and added to the current discourse in three main ways: First, it broadened the non-work domain to include "personal life" when considering role blurring, demands, resources, and conflict. Second, it investigated work and non-work resources and demands as moderators of the role blurring and work-life conflict relationship. Third, it examined both directions of conflict as outcomes of role blurring. It was hypothesized that role blurring would have a positive relationship with both directions of work-life conflict. Furthermore, it was expected that work and non-work resources would weaken the positive relationship between role blurring and work-life conflict, whereas work and non-work demands would strengthen the positive relationship. To investigate these relationships, a pilot study collected data from 39 participants through a snowball sample technique to check and revise the instruments. A main survey was administered using MTurk to 403 full-time employees. Results showed that role blurring significantly predicted work-life conflict, as hypothesized. However, resources and demands stemming from the work and non-work domains did not significantly strengthen or weaken the relationship between role blurring and work-life conflict. The implications of these findings are discussed.