Purpose – The purpose of this paper is to examine core self-evaluations (CSEs), family support, co-worker support, supervisor support, job characteristics, work-life balance policies (WLBPs) and work-family culture as the predictors of work-to-family enrichment (WFE) and family-to-work enrichment (FWE) and explore the moderating effect of CSEs. Design/methodology/approach – Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions. Findings – Supervisor support, job characteristics, WLBPs and work-family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE. Research limitations/implications – The cross-sectional design of the study constrains inferring conclusions regarding causality. Practical implications – This study indicates that from an organizational perspective, involvement in family roles should not be viewed as a hindrance, since it can also benefit employees at work. Employee assistance programs may be introduced to help employees develop the necessary skills and adaptability to increase their work-family enrichment experience. Originality/value – The construct work-family enrichment examined in this paper reflects an understanding of work-family interface from a newer lens in a novel socio-cultural context and demonstrates the moderating role of CSEs. © 2011, Emerald Group Publishing Limited.