Green work-life balance : a new perspective for green HRM
This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life a...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Muster, Viola [verfasserIn] Schrader, Ulf - 1968- [verfasserIn] |
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| Format: |
E-Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2011 |
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| Schlagwörter: |
Umweltbewusstsein / Konsum / Familie-Beruf / Umweltmanagement / Personalmanagement |
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| Anmerkung: |
Zsfassung in dt. Sprache |
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| Umfang: |
graph. Darst. |
| Beschreibung: |
Systemvoraussetzung: Acrobat Reader. |
| Übergeordnetes Werk: |
In: Zeitschrift für Personalforschung - Mering : Hampp, 1987, 25(2011), 2, Seite 140-156 |
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| Übergeordnetes Werk: |
volume:25 ; year:2011 ; number:2 ; pages:140-156 |
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| 520 | |a This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. | ||
| 520 | |a Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment | ||
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10419/71050 hdl (DE-627)73759781X (DE-599)GBV73759781X DE-627 ger DE-627 rakwb eng ger M12 M14 jelc Muster, Viola verfasserin aut Green work-life balance a new perspective for green HRM Viola Muster, Ulf Schrader 2011 graph. Darst. Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Zsfassung in dt. Sprache This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Systemvoraussetzung: Acrobat Reader. 1.1\x Umweltbewusstsein (DE-627)091395968 (DE-2867)15764-6 stw 1.2\x Konsum (DE-627)091371821 (DE-2867)10010-5 stw 1.3\x Familie-Beruf (DE-627)559687028 (DE-2867)27928-0 stw 1.4\x Umweltmanagement (DE-627)091396042 (DE-2867)18165-6 stw 1.5\x Personalmanagement (DE-627)091382866 (DE-2867)12567-2 stw Schrader, Ulf 1968- verfasserin (DE-588)138048193 (DE-627)599337540 (DE-576)306311682 aut In Zeitschrift für Personalforschung Mering : Hampp, 1987 25(2011), 2, Seite 140-156 Online-Ressource (DE-627)362778795 (DE-600)2101112-6 (DE-576)110736524 1862-0000 nnns volume:25 year:2011 number:2 pages:140-156 https://journals.sagepub.com/doi/pdf/10.1177/239700221102500205 Verlag http://hdl.handle.net/10419/71050 Download aus dem Internet, Stand: 05.03.13 Volltext GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_100 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_267 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2035 GBV_ILN_2037 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2098 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2116 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2548 GBV_ILN_2773 GBV_ILN_2775 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4367 GBV_ILN_4393 GBV_ILN_4700 zbwolc20140129 AR 25 2011 2 140-156 26 01 0206 1370227566 z1h 05-03-13 |
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10419/71050 hdl (DE-627)73759781X (DE-599)GBV73759781X DE-627 ger DE-627 rakwb eng ger M12 M14 jelc Muster, Viola verfasserin aut Green work-life balance a new perspective for green HRM Viola Muster, Ulf Schrader 2011 graph. Darst. Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Zsfassung in dt. Sprache This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Systemvoraussetzung: Acrobat Reader. 1.1\x Umweltbewusstsein (DE-627)091395968 (DE-2867)15764-6 stw 1.2\x Konsum (DE-627)091371821 (DE-2867)10010-5 stw 1.3\x Familie-Beruf (DE-627)559687028 (DE-2867)27928-0 stw 1.4\x Umweltmanagement (DE-627)091396042 (DE-2867)18165-6 stw 1.5\x Personalmanagement (DE-627)091382866 (DE-2867)12567-2 stw Schrader, Ulf 1968- verfasserin (DE-588)138048193 (DE-627)599337540 (DE-576)306311682 aut In Zeitschrift für Personalforschung Mering : Hampp, 1987 25(2011), 2, Seite 140-156 Online-Ressource (DE-627)362778795 (DE-600)2101112-6 (DE-576)110736524 1862-0000 nnns volume:25 year:2011 number:2 pages:140-156 https://journals.sagepub.com/doi/pdf/10.1177/239700221102500205 Verlag http://hdl.handle.net/10419/71050 Download aus dem Internet, Stand: 05.03.13 Volltext GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_100 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_267 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2035 GBV_ILN_2037 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2098 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2116 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2548 GBV_ILN_2773 GBV_ILN_2775 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4367 GBV_ILN_4393 GBV_ILN_4700 zbwolc20140129 AR 25 2011 2 140-156 26 01 0206 1370227566 z1h 05-03-13 |
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10419/71050 hdl (DE-627)73759781X (DE-599)GBV73759781X DE-627 ger DE-627 rakwb eng ger M12 M14 jelc Muster, Viola verfasserin aut Green work-life balance a new perspective for green HRM Viola Muster, Ulf Schrader 2011 graph. Darst. Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Zsfassung in dt. Sprache This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Systemvoraussetzung: Acrobat Reader. 1.1\x Umweltbewusstsein (DE-627)091395968 (DE-2867)15764-6 stw 1.2\x Konsum (DE-627)091371821 (DE-2867)10010-5 stw 1.3\x Familie-Beruf (DE-627)559687028 (DE-2867)27928-0 stw 1.4\x Umweltmanagement (DE-627)091396042 (DE-2867)18165-6 stw 1.5\x Personalmanagement (DE-627)091382866 (DE-2867)12567-2 stw Schrader, Ulf 1968- verfasserin (DE-588)138048193 (DE-627)599337540 (DE-576)306311682 aut In Zeitschrift für Personalforschung Mering : Hampp, 1987 25(2011), 2, Seite 140-156 Online-Ressource (DE-627)362778795 (DE-600)2101112-6 (DE-576)110736524 1862-0000 nnns volume:25 year:2011 number:2 pages:140-156 https://journals.sagepub.com/doi/pdf/10.1177/239700221102500205 Verlag http://hdl.handle.net/10419/71050 Download aus dem Internet, Stand: 05.03.13 Volltext GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_100 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_267 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2035 GBV_ILN_2037 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2098 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2116 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2548 GBV_ILN_2773 GBV_ILN_2775 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4367 GBV_ILN_4393 GBV_ILN_4700 zbwolc20140129 AR 25 2011 2 140-156 26 01 0206 1370227566 z1h 05-03-13 |
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10419/71050 hdl (DE-627)73759781X (DE-599)GBV73759781X DE-627 ger DE-627 rakwb eng ger M12 M14 jelc Muster, Viola verfasserin aut Green work-life balance a new perspective for green HRM Viola Muster, Ulf Schrader 2011 graph. Darst. Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Zsfassung in dt. Sprache This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Systemvoraussetzung: Acrobat Reader. 1.1\x Umweltbewusstsein (DE-627)091395968 (DE-2867)15764-6 stw 1.2\x Konsum (DE-627)091371821 (DE-2867)10010-5 stw 1.3\x Familie-Beruf (DE-627)559687028 (DE-2867)27928-0 stw 1.4\x Umweltmanagement (DE-627)091396042 (DE-2867)18165-6 stw 1.5\x Personalmanagement (DE-627)091382866 (DE-2867)12567-2 stw Schrader, Ulf 1968- verfasserin (DE-588)138048193 (DE-627)599337540 (DE-576)306311682 aut In Zeitschrift für Personalforschung Mering : Hampp, 1987 25(2011), 2, Seite 140-156 Online-Ressource (DE-627)362778795 (DE-600)2101112-6 (DE-576)110736524 1862-0000 nnns volume:25 year:2011 number:2 pages:140-156 https://journals.sagepub.com/doi/pdf/10.1177/239700221102500205 Verlag http://hdl.handle.net/10419/71050 Download aus dem Internet, Stand: 05.03.13 Volltext GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_100 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_267 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2035 GBV_ILN_2037 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2098 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2116 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2548 GBV_ILN_2773 GBV_ILN_2775 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4367 GBV_ILN_4393 GBV_ILN_4700 zbwolc20140129 AR 25 2011 2 140-156 26 01 0206 1370227566 z1h 05-03-13 |
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10419/71050 hdl (DE-627)73759781X (DE-599)GBV73759781X DE-627 ger DE-627 rakwb eng ger M12 M14 jelc Muster, Viola verfasserin aut Green work-life balance a new perspective for green HRM Viola Muster, Ulf Schrader 2011 graph. Darst. Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Zsfassung in dt. Sprache This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Systemvoraussetzung: Acrobat Reader. 1.1\x Umweltbewusstsein (DE-627)091395968 (DE-2867)15764-6 stw 1.2\x Konsum (DE-627)091371821 (DE-2867)10010-5 stw 1.3\x Familie-Beruf (DE-627)559687028 (DE-2867)27928-0 stw 1.4\x Umweltmanagement (DE-627)091396042 (DE-2867)18165-6 stw 1.5\x Personalmanagement (DE-627)091382866 (DE-2867)12567-2 stw Schrader, Ulf 1968- verfasserin (DE-588)138048193 (DE-627)599337540 (DE-576)306311682 aut In Zeitschrift für Personalforschung Mering : Hampp, 1987 25(2011), 2, Seite 140-156 Online-Ressource (DE-627)362778795 (DE-600)2101112-6 (DE-576)110736524 1862-0000 nnns volume:25 year:2011 number:2 pages:140-156 https://journals.sagepub.com/doi/pdf/10.1177/239700221102500205 Verlag http://hdl.handle.net/10419/71050 Download aus dem Internet, Stand: 05.03.13 Volltext GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_100 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_250 GBV_ILN_266 GBV_ILN_267 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2035 GBV_ILN_2037 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2098 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2116 GBV_ILN_2118 GBV_ILN_2119 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2548 GBV_ILN_2773 GBV_ILN_2775 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4367 GBV_ILN_4393 GBV_ILN_4700 zbwolc20140129 AR 25 2011 2 140-156 26 01 0206 1370227566 z1h 05-03-13 |
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Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed.</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. 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Muster, Viola |
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Muster, Viola jelc M12 stw Umweltbewusstsein stw Konsum stw Familie-Beruf stw Umweltmanagement stw Personalmanagement Green work-life balance a new perspective for green HRM |
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M12 M14 jelc Green work-life balance a new perspective for green HRM Viola Muster, Ulf Schrader 1.1\x Umweltbewusstsein (DE-627)091395968 (DE-2867)15764-6 stw 1.2\x Konsum (DE-627)091371821 (DE-2867)10010-5 stw 1.3\x Familie-Beruf (DE-627)559687028 (DE-2867)27928-0 stw 1.4\x Umweltmanagement (DE-627)091396042 (DE-2867)18165-6 stw 1.5\x Personalmanagement (DE-627)091382866 (DE-2867)12567-2 stw |
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jelc M12 stw Umweltbewusstsein stw Konsum stw Familie-Beruf stw Umweltmanagement stw Personalmanagement |
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green work-life balancea new perspective for green hrm |
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Green work-life balance a new perspective for green HRM |
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This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Zsfassung in dt. Sprache |
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This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Zsfassung in dt. Sprache |
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This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a “green work-life balance concept” is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees’ reactance to allow corporate influence on private life need to be addressed. Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer „grünen Work-Life-Balance“ umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben. -- Green HRM ; work-life balance ; consumption ; employees ; environment Zsfassung in dt. Sprache |
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| score |
7.4019346 |