Grzywacz and Carlson in 2007 studied satisfaction and stress related to both work and family roles, by using overall appraisal approach (single item) as well as over all components approach by four folds taxonomy developed by Frone (2003). The results revealed that overall components approach revealed higher explanation than overall appraisal approach. They concluded that the concept of conflict and enrichment is a better tool to measure work family balance. However they also found one limitation of four-fold taxonomy that it over emphasize balance as physcological construct and ignores contextual and social perspective of work life balance. They developed a new definition of work-life balance: work-family balance is the “accomplishment of role-related expectations that are negotiated and shared between an individual and his or her role-related partners in the work and family domains”.

Numerous variable based studies have been done to find out outcomes of all the four components of work- family conflict and enhancement. Work – Family conflict leads to psychological and physical dissatisfaction in the form of ( job exhaustion, dissatisfaction at work and home both, fatigue and distress), Family- Work conflict has been found to be related to fatigue and low family satisfaction, Work- Family enhancement leads to low job exhaustion and a higher level of job satisfaction, Family-Work enrichment has family satisfaction have positive association.

After critically evaluating different aspects of work life balance, it has been concluded that it is a multidimensional phenomenon which is a collection of diversified measurable constructs. Studies have suggested that work life balance consists of high level of enhancement, recources and rewards combined with low conflicts, demands’ and concerns. Work life balance is assumed to be related with both work and family roles means being satisfied with and individual’s family role will lead him/her o balance multiples roles more effectively. The balance between work and family roles leads to positive well being and satidfaction in an individual’s life. From previous studies it has been found that high enhancement and low conflict leads to work life balance and low enhancement and high conflict leads to work-life imbalance also enhancement leads to high psychological well-being and conflict leads to low psychological well- being.

Here the questions arises what if there are both high enhancement and high conflict and low enhancement and low conflict? To answer this question Rantanen (2008) gave his four dimensional typology of work life balance. According to which Multiple types of work balance are exists like beneficial, harmful, active and passive. Important point is that on which basis these types are differentiated from each other? The role assignment as beneficial type of work life balance explains as existence of simultaneous experience of work-nonwork enhancement and absence ofwork-nonwork conflict facilitates psychological functioning and well-being. This happens because the demands from the assigned role exceeded. On the other hand the harmful type of work-life balance refers to the existence of work-nonwork conflict and absence of work-nonwork enhancement threatens psychological functioning and well-being.

We can conclude main difference among harmful and beneficial type of work-life balance as psychology of any individuals. Other two types active or passive describe the opposite picture of role engagement roots from the theory of role balance by Marks and MacDermid (1996). According to this theory work life balance reflects the behavior attribute instead of the psychology. In the current era, active balance is the proposition that how much an individual is engaged with roles both by choice or by necessity . Passive balance, on the other hand, refers to the proposition that the simultaneous absence of worknon-work conflict and enhancement experiences may reflect low engagement across life roles.