Green Talent Attraction and Employee Performance in Kenyan Public Hospitals

This study examined the influence of green talent attraction on employee job performance in Kenya’s Level 5 public hospitals. Employing a mixed-methods cross-sectional design, data was collected from 345 healthcare professionals across twelve public hospitals, yielding a 91.5% response rate. Statistical analysis revealed a significant positive relationship between green talent attraction and employee job performance (β=0.378, p<0.001), with leadership support serving as a crucial moderating variable (β=0.356, p<0.001). The model demonstrated excellent fit indices (CFI=0.963, TLI=0.958, RMSEA=0.045) and explained 83.8% of variance in employee performance. Collaboration with educational institutions (mean=4.20) and competitive compensation packages (mean=4.18) emerged as the strongest green talent attraction practices, while environmental awareness assessment during recruitment (mean=4.08) showed potential for enhancement. Qualitative thematic analysis identified seven dimensions through which green talent attraction influences performance: organizational attraction, professional growth, compensation benefits, employee engagement, environmental impact, workplace culture, and performance outcomes. The findings, grounded in Green Human Resource Management theory, Transformational Leadership Theory, and Human Capital Theory, address significant contextual and methodological gaps in understanding how green talent attraction function in resource-constrained African healthcare settings. This research provides valuable insights for hospital administrators, policy makers, and researchers seeking to implement effective green talent management initiatives in public healthcare institutions, particularly in developing economies.