A study to explore the linkage between green training and sustainable organizational performance through emotional intelligence and green work life balance

Abstract

Purpose This study aims to review the role of green training and green work life balance (GWLB) on sustainable organizational performance (SOP) with a moderating variable “Emotional Intelligence” (EI). Design/methodology/approach For the development of the construct of the present study, a Scopus database was selected and research papers published in indexed journals were considered. Relevant keywords were selected and literature was searched on green training, EI, SOP, GWLB. The literature was reviewed to find out the linkage and possibility of development of integrated model. The main focus was on highlighting the relevance of green training on GWLB and its influence on SOP. Findings SOP can be achieved with the intervention of EI and GWLB; further green training is one of the influential practices of human resource development (HRD) which helps to develop the green behavior. Research limitations/implications It can give new insight to the organization for application of green human resource practices for SOP. Development and designing the cohesive environmental work culture and willingness to protect environment through green training can be implemented by HRD. Perhaps, the application of green training encourages GWLB. Practical implications Quantitative research and cross sectional study is required to find out the intervening role of EI and work–life balance between green training and SOP across a broader range of sectors. Originality/value This research extends the literature review and developed a new integrated model which shows the link between green training and SOP.

Developing Awareness of Green Human Resource Development Practices in the Hotel Industry

“…Green practices refer to processes that seek to deliver services that are environmentally sustainable. Implementing green practices requires the application of green skills, and developing competencies, knowledge, behaviors, attitudes, and workforce ethics that are directed towards environmental sustainability (Deshpande & Srivastava, 2022; Piwowar-Sulej, 2022). Human resource development (HRD) expertise in training and developing the workforce on green practices and acquiring green skills is valuable and beneficial to the process.…”

“…Greening of employees’ skills, knowledge, and abilities, requires designing long-term plans and integrating green objectives into corporate strategies and human resource policies (Emmanuel et al, 2020; Pham & Paillé, 2020). Training and development is a traditional HRD intervention that utilizes the expertise of HRD practitioners and consequently supports the development of the green skills of the workforce (Deshpande & Srivastava, 2022). Training and development is a process whereby organizations assist their workforce to acquire soft and hard skills which helps in the transformation of employees’ competencies, knowledge, behaviors, and attitudes (McLagan, 1989).…”

“…In addition to training and development programs and integrating green consciousness into learning and development goals (Deshpande & Srivastava, 2022), it is also important to apply HRD models, theories, concepts, and expertise in the development of green knowledge, competencies, and abilities for organizations to achieve environmental friendliness (Sadler-Smith, 2015; Scully-Russ, 2015). However, when current models, frameworks, and concepts no longer address the needs, it is necessary to consider a paradigm shift (Kuhn, 1970).…”

Talent Development versus Talent Management: Unblurring the Lines for Workforce and Organizational Performance

“…To achieve a productive and efficient workforce and organizations, it is essential for HRD researchers and practitioners to collaborate with scholars and practitioners from other disciplines and across various professions in industries (Byrd, 2023), such as HRM. When organizations manage the talents of its human resources, the intended outcome is efficiency and productivity (Deshpande & Srivastava, 2022; Kaliannan et al, 2023; Smith, 1988).…”

Elevating organizational effectiveness: synthesizing human resource management with sustainable performance alignment

“…Governments have important duties in environmental sustainability by offering environmental execution and functionality structures that maintain effective participation and excellence of life in an economic environment in which actions like this may be perceived as cost-saving and negative factors to business competitiveness in the marketplace. Recent studies have highlighted the importance of the human factor in promoting sustainable development and conserving natural resources (Deshpande and Srivastava, 2023).…”