Contemporary organizations increasingly recognize environmental sustainability as
crucial for long-term success, yet limited research explores how HR functions can serve
as bridges between environmental initiatives and employee psychological well-being.
This study examines the intersection between positive psychology and environmental
psychology within organizational contexts, specifically investigating how HR practices
can simultaneously promote environmental sustainability and enhance employee
psychological well-being through Ryff's six-dimensional model of psychological well
being.
Purpose
This research aims to explore how HR managers conceptualize and implement practices
that connect environmental sustainability initiatives with employee psychological well
being, examining alignment with Ryff's dimensions of autonomy, environmental
mastery, personal growth, positive relations with others, purpose in life, and self
acceptance.
Method
Semi-structured interviews were conducted with 40 HR managers from diverse
organizational contexts (70% profit-sector, 30% non-profit and healthcare
organizations). Participants were predominantly male (85%) and held senior HR
positions. Interview data were analyzed using thematic analysis guided by Ryff's
psychological well-being framework to identify connections between green HR
practices and psychological well-being dimensions.
Results
Analysis revealed that HR managers recognize their pivotal role in bridging
environmental sustainability and employee well-being. Managers highlighted how
sustainability initiatives foster employees' sense of autonomy through flexible working
arrangements explicitly linked to environmental goals. Environmental mastery was
supported by empowering personal responsibility in daily sustainable behaviors, while
sustainability-related training enhanced personal growth and meaning-making.
Volunteering and collaborative activities strengthened positive relationships among
employees. Significantly, company-wide sustainability values reinforced individuals'
sense of purpose and supported authentic self-acceptance through value congruence
between personal and organizational environmental commitments.
Conclusions
Findings suggest HR functions can serve as catalysts for integrated positive
environmental approaches within organizations. This integration appears particularly
relevant for contemporary workforce expectations, where environmental consciousness
and personal well-being are increasingly interconnected.Resultshaveimplications for
developing HR strategies that simultaneously address organizational sustainability goals andemployeepsychologicalflourishing.
Keywords:environmental psychology,positive psychology,human resources,psychological well-being, organizational sustainability