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Abstract

This study explores how work to family conflict, family to work conflict, work to family enrihcment and family to work enrichmetn influence faculty’s global balance measured as satisfaction with work family balance (SWFB). In addition the multiplicative interactive effect of work to fmaily conflict with enrichment and family to work conflict and enrichment were also tested. Results revealed that work to family conflict and enrichment, their interaction and family to work enrichment were significantly related to SWFB.  Work to family conflict was most potent predictor of outcome variable but there is a need for managers to improve faculty’s percepteion of work interfering with family. Both directions of enrichment had high levels but their importance was moderate while family to work conflict was very low in importance requiring minimal managerial interventions. Multi group analysis revealed no significant difference between male and female faculty.