An organizational ethic of care and employee involvement in sustainability‐related behaviors: A social identity perspective

Carmeli, Abraham; Brammer, Stephen; Gomes, Emanuel; Tarba, Shlomo

doi:10.1002/job.2185

Cited by 118 publications

(169 citation statements)

References 127 publications

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“…After that, expert mining was conducted to finalize the enablers of HRD for sustainability. Further, our study supports the literature how enablers of quality of work life are playing a significant role for long term sustainability of organization (Nguyen et al, 2017;Carmeli et al, 2017;Delmas and Pekovic, 2018). Third, we have developed a structural model by ISM and future the interrelationships tested using TISM from data collected from the Indian power sector.…”

Section: Implication and Contribution For Theorysupporting

confidence: 79%

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Yadav

Mangla

Luthra³

et al. 2019

Journal of Cleaner Production

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Sustainability is defined a triple bottom line approach, which concentrates on economic, social and environment growth of any organisation. In order to achieve sustainability objective, the human resource focused enablers are playing a significant role in optimising expenses, improving productivity and quality of work. Therefore, the present study seeks to build a model for the enablers of human resource development for sustainability in India power sector. The study findings help the sector to improve the productivity of their workers and establish all the enablers, which can be seen to improve quality of work life in the Indian power sector.Improved human resource capabilities and work conditions provide not only much needed motivation to power sector employees to improve their efficiency but also assist to accomplish social-ecological-economic organizational sustainability. Total Interpretive StructuralModelling with Matrice d'Impacts Croisés Multiplication Appliqués à un Classement (MICMAC) analysis has been applied to build a structural model and to identify the driving force and dependence power of enablers. Validation of relationships among the enablers and managerial implications are also discussed. According to the findings, the enablers 'work safety and healthy working conditions' have the highest driving power. The outcomes of this study can help the power sector to enhance human resource capabilities and quality of work life within the organization through provision of a benchmark model and help to accomplish sustainable development initiatives in its business.

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Section: Implication and Contribution For Theorysupporting

confidence: 79%

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Yadav

Mangla

Luthra³

et al. 2019

Journal of Cleaner Production

View full text Add to dashboard Cite

show abstract

“…They propose that the care enacted through discursive practices and everyday working relationships increases organizational members’ feelings of support and connection. Carmeli, Brammer, Gomes, and Tarba (2017, p. 1380) also apply Gilligan’s work at the organizational level of analysis to empirically examine ‘why and how an organizational EoC fosters employee involvement in sustainability‐related behaviors at work’. They found that organizations that exhibited care towards their employees foster higher levels of employee satisfaction and involvement in sustainability‐related activities.…”

Section: Ethics Of Care and Crisis Managementmentioning

confidence: 99%

COVID‐19, ethics of care and feminist crisis management

Branicki

2020

Gender Work & Organization

146

118

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The COVID‐19 pandemic threatens both lives and livelihoods. To reduce the spread of the virus, governments have introduced crisis management interventions that include border closures, quarantines, strict social distancing, marshalling of essential workers and enforced homeworking. COVID‐19 measures are necessary to save the lives of some of the most vulnerable people within society, and yet in parallel they create a range of negative everyday effects for already marginalized people. Likely unintended consequences of the management of the COVID‐19 crisis include elevated risk for workers in low‐paid, precarious and care‐based employment, over‐representation of minority ethnic groups in case numbers and fatalities, and gendered barriers to work. Drawing upon feminist ethics of care, I theorize a radical alternative to the normative assumptions of rationalist crisis management. Rationalist approaches to crisis management are typified by utilitarian logics, masculine and militaristic language, and the belief that crises follow linear processes of signal detection, preparation/prevention, containment, recovery and learning. By privileging the quantifiable — resources and measurable outcomes — such approaches tend to omit considerations of pre‐existing structural disadvantage. This article contributes a new theorization of crisis management that is grounded in feminist ethics to provide a care‐based concern for all crisis affected people.

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“…Therefore it is a prerequisite that the leaders act as role models for their employees [60]. Furthermore, organizational ethics of care [61] and commitment towards the environment [62,63] can also encourage employees to include more sustainability-oriented behaviors at the workplace. Organizational green policies and practices such as green human resource management are also major contributors to sustainable behavior at work [64].…”

Section: Employee Sustainability Behaviormentioning

confidence: 99%

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

2019

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There is a limited understanding of the antecedents and consequences of employee vitality during war zone exposure. The current study is one of the first ones to investigate the direct effects of perceived danger on employee vitality by collecting data from Afghanistan, one of the most dangerous countries in the world. Furthermore, it was investigated how employee vitality affects sustainable behavior at the workplace. The hypotheses of the study have been tested by using data from two surveys collected from 192 employees working in small-sized private businesses in Afghanistan. The results indicate that high levels of perceived danger negatively impact employee vitality at work. In addition, we found that employees with vitality engage in more pro-environmental behavior in the workplace. The engagement of vital employees in pro-environmental behavior is higher among those employees who have a high level of environmental awareness. This paper concludes by presenting the limitations and implications of this study, as well as highlighting potential avenues for future research.

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An organizational ethic of care and employee involvement in sustainability‐related behaviors: A social identity perspective

Cited by 118 publications

References 127 publications

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

COVID‐19, ethics of care and feminist crisis management

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

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