Programme: Business Administration

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    EFFECTS OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES’ PERFORMANCE IN SELECTED MANUFACTURING FIRMS IN LAGOS, NIGERIA
    (Covenant University, Ota, 2026-06) NWACHUKWU, Samuel Chinedu; Covenant University, Dissertation
    This study examined the effects of Green Human Resource Management practices on employees’ performance in selected manufacturing firms in Lagos, Nigeria, focusing on Chi Limited and Seven Up Bottling Company. The research was motivated by increasing environmental sustainability demands and the need for manufacturing firms to integrate green practices into core human resource systems. The study specifically investigated how green recruitment and selection, green training and development, green performance management and reward systems, and employee involvement in environmental initiatives influence task performance, work efficiency and productivity, job quality and work output, and environmentally responsible work behaviour. Adopting a positivist philosophy and a quantitative descriptive and explanatory survey design, primary data were collected through structured questionnaires administered to employees of the selected firms. A total of 285 questionnaires were distributed, out of which 247 were returned and found usable, representing an 86.7 percent response rate. Data were analysed using descriptive statistics and multiple regression analysis to test the formulated hypotheses. The results indicated that Green Human Resource Management practices collectively explained 58.4 percent of the variance in employees’ performance. Individually, green recruitment significantly predicted task performance with a beta value of 0.41, green training significantly influenced work efficiency and productivity with a beta value of 0.46, green performance management significantly affected job quality and work output with a beta value of 0.38, while employee involvement significantly predicted environmentally responsible work behaviour with a beta value of 0.52. The findings demonstrate that Green Human Resource Management practices are strategic drivers of employee performance within manufacturing firms. The study concludes that embedding environmental sustainability into recruitment, training, appraisal, and participatory systems enhances both operational effectiveness and environmentally responsible behaviour. It recommends institutionalising structured green HR policies to improve productivity, work quality, and long term organisational sustainability.
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    GREEN RECRUITMENT AND SELECTION AS A STRATEGIC DRIVER OF TASK PERFORMANCE IN MANUFACTURING FIRMS: EVIDENCE FROM LAGOS OF NIGERIA
    (African Banking and Finance Review Journal (ABFRJ) International Open Access Journal Volume - 21 Issue – 8 |, 2026-08) Adeniji, Anthonia Adenike; Nwachukwu, Samuel Chinedu
    Manufacturing firms in developing economies face persistent challenges in aligning human resource practices with environmental sustainability objectives and operational performance targets. This study examines the effect of green recruitment and selection on task performance of selected manufacturing firms in Lagos, Nigeria. Grounded in the Ability–Motivation–Opportunity (AMO) Theory and Person–Organisation Fit Theory, a quantitative descriptive and explanatory survey design was adopted. Structured questionnaires were administered to 279 employees of Chi Limited and Seven-Up Bottling Company, with 247 usable responses retrieved, representing an 86.7 percent response rate. Data were analysed using descriptive statistics and simple linear regression analysis. Results revealed that green recruitment and selection significantly and positively predicted task performance (R = 0.452, R² = 0.204, F = 71.042, β = 0.452, p < 0.05). The findings demonstrate that organisations that embed environmental values and sustainability competencies into their hiring processes cultivate a workforce characterised by stronger role alignment, higher task effectiveness, and greater commitment to organisational performance standards. The study contributes to the growing body of GHRM literature within the African manufacturing context and offers practical guidance for HR managers, sustainability practitioners, and policymakers seeking to leverage recruitment as a strategic tool for improving both environmental and performance outcomes.