GREEN RECRUITMENT AND SELECTION AS A STRATEGIC DRIVER OF TASK PERFORMANCE IN MANUFACTURING FIRMS: EVIDENCE FROM LAGOS OF NIGERIA

Abstract

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.