Greening work–life balance: Connecting work, caring and the environment

Abstract

The emerging field of green work-life balance (growing from the work-life balance and sustainability fields) largely centres its analysis around the organisational benefits of green work-life balance policies. Consequently, it often focuses on the way in which individual behaviours can reduce the environmental footprint of the organisation. This paper argues that the gendered assumptions underpinning the research mean that the nascent field of green work-life balance has failed to theorise the way in which personal, community, environmental and organisational needs interconnect. Specifically, it has failed to address the way in which 'care'-for people and the environment-lacks recognition because of gender norms of carework. This paper proposes a theoretical framework of green work-life balance that centres both environmental and people care. This theoretical framework can be used to inform both research and practice, including the way in which unions bargain and campaign for green clauses and just transition.

Toward a Sustainable Human Resources Management: Linking Green Human Resources Management Activities with ISO Standards

“…The arising field of green work-life balance, which develops from the areas of sustainability and work-life balance, focuses its analysis largely in the neighborhood of organizational gains of green work-life balance policies, often centers on how individual behaviors can diminish environmental footprint of organization (Ravenswood, 2022, p. 3).…”

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

“…SOP can be gained can be gained by This empirical research paper evaluated the relationship between green practices and performance of the organization and revealed that the Green training provided a way to promote environmentalism and had a significant impact on the sustainability of the business 2 Tang et al (2018) This is the exploratory study, To measure the model confirmatory factor analysis was done. The result showed that green training is one of the important practices of human resource development for environmental management and it offers insightful implication on individual and organizational performance 3 Ravenswood (2022) This conceptual paper revealed the framework of Green work-life balance influence by organizational policies. It includes the priority that organization gives to environmental concerns along with personal priority 4 Iddagoda et al (2021) This cross sectional study with sample of 170 employees analyses the impact of green work life balance with application of role behavior theory on organizational performance and found the positive relationship between them.…”

“…Although even if the green training provided to all the employees is same, EI varies person to person which affects GWLB. Considering this if EI of the employee is high, the suggestions and advices given through the green training will be perused and adapted in a right spirit and with the same understanding (Ravenswood, 2022). The implementation of knowledge gained from green training with a high EI reflects through employee's green behavior and actions vice a versa with low EI green behavior will not reflect through employees although GT is provided (Iddagoda et al, 2021).…”