Abstract

Background. The paper focuses on Green Human Resource Management and places emphasis on Green Work Life Balance. Green Work Life Balance focuses on the integration of private and professional life of the employee with reference to environmental attitudes, practices, and behaviours. According to this concept, green attitudes, practices, and behaviours must be enforced in both life domains of the employees in order to ensure that the green goals of the organisation are achieved.

Research aims. The aim of the article is to show the links between the presented as separate approaches from De Prins’ model of Sustainable Human Resources Manage-ment - the sociological, psychological, strategic, and green. This paper focuses on the link between the psychological approach - namelyWork Life Balance - and the green one. It presents a new paradigm in the understanding of the issue. It also stresses the relation between the private and organisational roles of the employees.

Methodology. The paper adopts a theoretical approach. It consists of a review and synthesis of varied sources of literature on Sustainable HRM, which is a relatively new approach to HRM in management sciences.

Findings. The article concludes that Sustainable HRM is conditioned by the relations between individual De Prins’ model elements. Therefore, the effect of sustainability in HRM can be fully tapped only if the individual model approaches-sociological, psychological, strategic, and green - remain in close relationship, and interweaving each other.

Keywords: sustainability, HRM, green work-life balance.

INTRODUCTION

Many firms are beginning to shift from reliance on processes which exploit the environment toward those environmentally sustainable. Changes in corporate perspectives on the environment are evident in written policy statements, “environmental” job titles, attention devoted to managing relations with environmental groups, marketing strategies, decisions about capital investments, auditing practices, new product design and development, and production processes. The number of studies which seek to illuminate the role of HRM activities in supporting and perhaps even driving environmental management initiatives is increasing. This research might be helpful for organisations willing to reduce environmental degradation and tap the benefits of environmental protection and renewal, thus substantially contributing to the future benefit of all organisational stakeholders.