Work-Life Balance (WLB) still needs further development to understand the antecedents and consequences, rather than just focusing on work-family conflict. In response, the present article explores two different models. Two distinct employee samples were used with a range of professions. Sample 1 is a general sample of New Zealand employees (n = 165) and Sample 2 is a sample of Maori employees, the indigenous people of New Zealand (n = 150). Using structural equation modeling, the results from Sample 1 found the best model fit is for work demands and job autonomy being related to WLB, which in turn was related to job satisfaction, with job satisfaction then related to turnover intentions. In Sample 2, we find the best model fit is for job control being related to WLB, with WLB then predicting job satisfaction and affective commitment; job satisfaction is then related to turnover intentions and affective commitment related to organizational citizenship behaviors (OCBs) and turnover intentions. Both samples produced similar results, supporting the notion that antecedents and consequences of WLB follow a similar mediated pattern. Overall, this study highlights factors that help build and diminish WLB and confirm the importance of WLB and its central role in employee lives.