Since early of 1970s, composition of the labor force changed and increased the number of women in work place. Coordinating work and family responsibilities became a problem to employees and even organizations. HR professionals and managers had decided to find a solution to this challenge. Although many studies have been done to identify and solve problems in this area and many concepts created in the work-family literature, but the concept of balance is still unclear. This study identifies the concept of work-family balance and investigates its causes and contributing factors. The data is collected through the questionnaire and from a sample of 330 women who work in four universities in Tehran. The correlation and path analysis were used to analyze the data. The results show that there is a negative relationship between work- family support and work-family conflict. Also is a negative relationship between individual resources and conflict. Work-family support, individual resources, and work flexibility have positive relationship with work-family enrichment and work-family balance. Work-family conflict has negative relationship with work-family balance and work-family enrichment. It is recommended to provide training programs to improve individual resources and work-family supports. Also it is proposed to provide the necessary conditions for the implementation of the work flexibility schedules