To address the current challenges of business organizations, companies have recognized the need to take the necessary steps to meet the needs of the organization and employees in order to get the most out of them benefit. Successful work-life integration has resulted in numerous benefits for employees, including: minimizing work-life conflict, positively enhancing work, reducing psychological and physical health problems, reducing stress, increasing satisfaction and happiness in work and non-work life and organizations generate profits from all these individual outcomes in terms of intangible benefits in the form of lower employee turnover intention, high level of organizational commitment and higher individual performance. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayOrganizations also gain independent benefits from the introduction as organizations could experience positive effects on external communications and reputation by introducing work-life integration and can gain a pool of talented employees by positioning themselves as a pro-employer. work and family, in addition organizations can also obtain tangible benefits in the form of organizational performance, reduced absenteeism and employee retention. These benefits have been divided by Reindl into individual and organizational benefits, organizational benefits have been further divided into tangible benefits and not tangible. The concept originated from stress theory which highlights the negative side of the work-family domain which is also referred to as work-family conflict, later researchers began to examine the positive domain of work-family interaction called as work-family balance family. It is a common belief, without exception, that work-life balance is important for an individual in terms of self-esteem, psychological well-being, satisfaction and harmony in life. However, it has been questioned whether work-life balance always leads to a positive consensus, there is a lack of consensus on what work-life balance actually is, how it can be defined, measured, theorised, what its components, which factors can influence it, these are the hypotheses that have not yet been given a definitive answer due to the various definitions of balance between work and family. The origin of the concept can be linked in 1985 with the study of women performing different roles as a working wife and mother. Women working as paid workers, mothers and wives at the same time create anxiety and role conflict. Barnett and Baruch defined role balance as a “rewards minus worries” differential score that can range from positive to negative values. This research question was later addressed by another group of researchers in terms of perception typology, they used the concept of role conflict and empowerment hypothesis, the role conflict hypothesis states that multiple roles and demands lead to conflicts role due to infinite demands and finite resources. Child psychology clinical practice and training while the empowerment hypothesis states that: Multiple roles with infinite demands create benefits for individuals in the form of status, privilege, psychological support, and personal growth that enhance individual resources and facilitate performance of the role. Tiedjeetal in 1990 considered role conflict and role augmentation as independent dimensions and found that.