Responsible Management: Promoting Work-Life Balance through Social Sustainability and Green HRM

The changing workplace dynamics bring to the fore the need for organisations to embrace the act of responsible management. In this context, responsible management entails being more empathetic to employees’ welfare, as well as showing greater concern and accountability to their social/societal and environmental needs. This qualitative study aimed to investigate if social sustainability and green HRM can help promote work-life balance among academics in Nigerian higher education institutions (HEIs). Several studies have been conducted in the West, while there is a paucity of research on work-life balance, social sustainability and green HRM in the global South, specifically Nigeria. Thus, the study’s objectives include critically examining the notions of work-life balance (WLB), social sustainability, and green HRM among the academics in Nigerian higher education institutions (HEIs); and investigating if and how social sustainability and green HRM practices can promote or hinder WLB in Nigerian HEIs. To achieve these objectives, qualitative research was conducted using semi-structured in-depth interviews with fifty-seven academics across different higher education institutions in Nigeria.
From the data collected, three main themes emerged to enhance our understanding of the research phenomenon, including (1) the notions of work-life balance, social sustainability and green HRM among Nigerian academics; (2) the impact of social sustainability on work-life balance in Nigerian HEIs, and; (3) the impact of green HRM on work-life balance in Nigerian HEIs. The study concludes that social sustainability and green HRM are essential for promoting work-life balance. In this regard, the study makes significant theoretical and practical contributions to knowledge. Theoretically, the findings extend the work-life integration agenda, which serves an important role to ensure sustainable development with the inclusion of social sustainability and environmental sustainability (through green HRM). In a sense, the practices of social sustainability that includes enhancing the social value system, social cohesion, social engagement, promoting equitability in human rights and access to social infrastructure, social wellbeing and community development, will support the work-life integration agenda where individuals can imbibe these practices to better their work and non-work lives. In addition, part of the work and non-work responsibilities include activities that promote environmental sustainability, which are facilitated through green HRM practices and individual pro-environmental behaviours. Thus, incorporating these social and environmental sustainability practices allows for a holistic approach to the work-life integration agenda.
Practically, it offers empirical data to understand the perceptions and reality of work-life balance, social sustainability and green HRM in a non-western context (Nigeria). It advocates the need for organisations to increase their support through implementing effective policies and practices that promote WLB, green HRM and social sustainability. For instance, providing equitable access to flexible work arrangements and family-friendly options could help increase work productivity and enhance employees’ overall wellbeing. Social sustainability should be promoted by implementing socially oriented policies and practices that address social issues and manages the risks of violations to human rights and access to social infrastructure. Likewise, promoting green HRM should be a strategy for increasing employees’ awareness, enhancing eco-friendly behaviours and environmental sustainability, especially in Nigeria.