Today, women of all ages and backgrounds are a part of every aspect of higher education. They make up the majority of undergraduate students and represent a significant number of graduate students, faculty members, and educational administrators. Women are present in all disciplines, even if they are 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 among the teaching staff and management of establishments. Likewise, women occupy positions as full professors, associate professors, assistant professors and also deans of establishments. In addition to work-related factors, female faculty often note the greater family care responsibilities they shoulder, including caring for children and aging parents. Many reports emphasize that women face equal responsibilities in professional and family life. Women's contribution to family and career depends heavily on their ability to manage work-life balance. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Happiness can be assumed as a small possible separation between work and play. In this context, the phrase "work-life balance" was first expressed in the 1970s in the Kingdom -United 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 respect for one makes it more difficult to respect the other ". Greenhaus and Beutell (1985), based on the work of Kahn et al. (1964) define work-family conflict as follows: “A form of role conflict in which role pressures in the work and family domains are mutually incompatible in some respect. In other words, participation in the work-family role is made more difficult due to participation in the family-work role. complementary elements of a full life. The Constitution of India establishes the enactment of laws to protect and promote the interest of women in order to develop them and protect them from discrimination on the basis of sex. For a long time, teaching profession has been the preferred profession of women in India, especially in semi-urban and rural areas, where teaching professions provide employment opportunities to unemployed women graduates. Greenhaus and Beutell (1985) discovered the difference between the sources of role conflict associated with conflicting work and family roles. There are three sources of conflict viz. Time-based conflict, tension conflict, and behavior-based conflict. Temporal conflicts occur when various role pressures come together during a given period of time. Strain-based conflict occurs when symptoms of stress created by one role make it difficult to conform to the pressures of another role or affect individual performance in a different role. Behavior-based conflicts refer to role-associated behavior patterns that are inconsistent with the role-based behavior patternslinked to a different role. Employees who perceived their organization provided a supportive environment reported lower levels of depression, anxiety, health worry, and work-life conflict. Dora Scholarios and Abigail Marks (2004) examined the impact of employer flexibility on work-life balance issues and the negative impact of work on non-work life on the attitudes of software developers. The result shows that the intrusion of work into the private lives of this group of workers still has a substantial impact on attitudes towards work. Variables related to work life and personal life boundaries affect trust in the organization which played a mediating role in these variables related to job satisfaction and organizational commitment. Employees in the software industry have a relatively individualistic orientation, unlikely to show attachment to a single organization, mutual gain for employee and employer, and an accommodating approach towards non-work commitments. lead to better organizational attachment. Mutually leads to a more positive perception of work-life balance and organizational commitment. Fisher (1994) found that academics had more difficulty maintaining an effective work-life balance than other professionals because their profession encompasses a wide range of responsibilities with potentially difficult demands. Most surveys of academics found that their work produced tension that made it difficult for them to fulfill their family and social obligations. Strain related to work and family roles reduces worker productivity and increases turnover and employee absenteeism. More importantly, the majority of academics feel dissatisfied with their institutions and complain that they do little to help employees achieve a healthy 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 tension and intention to leave the teaching profession. -A life balance practice has been put in place to energize employees, men and women, in changing their exceptional weight and family tensions. Frye and Breaugh (2004) perceived a negative association between feeling supportive of various work-life practices and work-life conflict. As a result, different studies have found that the use of flexible work schedules is linked to lower measures of work-life conflict. Additionally, management support and organizational work-life climate could moderate the correlation between work-life balance practices. Luce and Murray (1998) found that the new demands of academic jobs led to an increase in workload. A professional life characterized by increasing challenges, frequent changes of assignment, work schedules and schedules, job insecurity and frequent moves are some of the factors that cause tension in professional life. Most faculty new to campus report feeling isolated and often under siege due to unclear expectations and heavy workloads. Anderson DM, Morgan BL