To meet the current challenges of business organizations, businesses have recognized the need to make necessary arrangements to meet the needs of the organization and employees in order to get the maximum benefit. Successful work-life integration has resulted in many benefits for employees, including: minimization of work-life conflict, positive enhancement of work, reduction of psychological health problems and physical, reduction of stress, increase of satisfaction and happiness at work and in non-professional life. , and organizations generate benefits from all these individual outcomes in terms of intangible benefits in the form of lower turnover intention, higher level of organizational commitment and higher individual performance. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay. Organizations also gain independent benefits from introducing them, as organizations could experience positive effects on their external communications and reputation by introducing work-life integration and can obtain a talented employee pool by positioning themselves as a A work- and family-friendly employer, organizations can also achieve tangible benefits in the form of organizational performance, reduced absenteeism and employee retention. These benefits were divided into individual and organizational benefits by Reindl, organizational benefits were further divided. tangible and non-tangible benefits. The concept arose from stress theory which highlights the negative side of the work-family domain, also called work-family conflict. Later, researchers began to look into the positive area of ​​work-family interaction called as work-family balance. It is accepted without exception that work-life balance is important to an individual in terms of self-esteem, psychological well-being, satisfaction and harmony in life. However, it has been questioned that while work-life balance still leads to positive consensus, there is a lack of consensus on what work-life balance actually is, how it can be defined, measured, theorized, what are its constituents, what factors can affect it, these are hypotheses to which there is not yet a firm answer due to various definitions of work-family balance. The origin of the concept can be linked in 1985 to the study on women playing different roles of working wife and mother. Women who work as paid workers, mother and wife at the same time, create anxiety and role conflicts. Barnett and Baruch defined role balance as a “rewards minus concerns” difference score that can range from positive to negative values. This research question was then addressed by another group of researchers in terms of perception typology. They used the concept of role conflict and the enhancement hypothesis. The role conflict hypothesis states that multiple roles and demands lead to role conflicts due to infinite demands and limited resources. The practice and training of clinical child psychology while enhancement hypothesis states that: multiple roles with infinite demands create advantages for individuals in the form of status, privileges, psychological support and personal growth that improve resources.