EFFECTS OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES’ PERFORMANCE IN SELECTED MANUFACTURING FIRMS IN LAGOS, NIGERIA

Abstract

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.