Today, women of all ages and backgrounds are part of every aspect of higher education. They include the majority of undergraduate students and represent a significant number of postgraduate students, faculty members, and educational administrators. Women are found in every discipline, even if historically reserved for men, such as engineering and medicine. Women in education are part of all types of institutions, including elite public and private colleges and research universities. Women are better represented in the teaching staff and leadership of institutions. Likewise, women hold positions of full professor, associate professor, assistant professor and even dean of institutions. In addition to work-related factors, women faculty often highlight the increased responsibilities women take on for family care, including caring for both children and elderly parents. Many reports point out that women face equal responsibilities in professional life and family life. Women's contribution to family and career depends largely on their ability to manage work-life balance. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Happiness can be assumed as the smallest possible separation between work and play. In this context, the expression “work-life balance” was first expressed in the 1970s in the United Kingdom and in the 1980s in the United States (Burke Peter 1995). In India, the concept of work-life balance was first expressed in 1978 (Ragavan 1978). work-life conflict (Kahn et al., 1964), defined role conflict as the “simultaneous occurrence of two or more sets of pressures such that compliance with one makes compliance with the other more difficult”. Greenhaus and Beutell (1985) based on the work of Kahn et al. (1964), defined work-family conflict as: “A form of interrole conflict in which role pressures from work and family are mutually incompatible in certain respects. That is, participation in the family-work role is made more difficult by virtue of participation in the family-work role. Work-family conflict has been found to be bidirectional and should be viewed less as competing priorities than as priorities. complementary elements of full life. The Constitution of India provides for the enactment of laws to protect and promote the interest of women in developing them and protecting them from discrimination based on gender. For a longer period of time, teaching profession is the most preferred among women in India, especially in semi-urban and rural areas, teaching professions cater to the employment opportunities of unemployed graduate women. Greenhaus and Beutell (1985) identified the differential as sources of conflict between roles associated with conflicting work and family roles. There are three sources of conflict viz. Time-based conflict, tension-based conflict, and behavior-based conflict. Time-based conflicts occur when various role pressures are completed in a given period of time. Stress-based conflict occurs when stress symptoms created by one role make it difficult to conform to the pressures of another role or affect an individual's performance in a different role. Behavior-based conflict refers to patterns of behavior associated with one role that are incompatible with patterns of behavior linked to the different role. Employees who perceived that thetheir organization offered a supportive environment reported lower levels of depression, anxiety, concern about their health, and work-life conflict. Dora Scholarios and Abigail Marks (2004) examined the impact of employer flexibility on work-life issues and the negative spillovers from work-life to non-work-life on software developers' attitudes. The result shows that the intrusion of work into private life for this group of workers still has a substantial impact on work-related attitudes. Work life boundary variables influence trust in the organization which played a mediating role in these variables related to job satisfaction and organizational commitment. Software industry employees have a relatively individualistic orientation, hardly show attachment to a single organization, mutual gain for employee and employer and accommodating approach to non-work commitments lead to improved organizational attachment. Reciprocally it leads to a more positive perception of work-life balance and organizational commitment. Fisher (1994) found that academics have more problems maintaining an effective work-life balance than other professionals, as their profession incorporates a wide range of responsibilities with potentially demanding demands. Most academic surveys argued that their work produced tension that made it difficult for them to fulfill their family and social obligations. Work and family role strain reduces worker productivity and increases employee turnover and absenteeism. More importantly, most academics felt dissatisfied with their institutions and complained that they do little to help employees achieve a good work-life balance. Work-family conflict and work-family conflict have also been found to be associated with negative outcomes including increased physical strain, job dissatisfaction, life dissatisfaction, burnout, emotional exhaustion, job strain, and intention to leave the teaching profession. Alternatively, work - A life balance practice has been established to stimulate employees, both men and women, to change their exceptional weight and family tensions. Frye and Breaugh (2004) perceived a negative association between impressions of support from various leveled work-life practices and work-life conflict. As a result, several studies found that using versatile work schedules was linked to lower measures of work-life conflict. Furthermore, managerial support and the work-life climate of the organization might moderate the correlation between work-life balance practices. Luce and Murray (1998) found that new requirements in academic jobs resulted in increased workload. Professional lives characterized by ever-increasing challenges, frequent changes in assignments, work schedules and schedules, job insecurity and frequent relocations are some of the factors that cause tension in working life. Most faculty new to campus report feeling isolated and often besieged due to unclear expectations and heavy workloads. Anderson DM, Morgan BL, & Wilson JB (2002) University employees report greater dissatisfaction with work-family conflict than corporate employees, which leads to stress and causes harm to employees' physiological well-being. This negatively affects work performance, every time