Influence of Green Human Resource Management (GHRM) Practices on the Performance of Manufacturing Firms in Lagos State, Nigeria

ABSTRACT: This study examined the relationship between Green Human Resource Management (GHRM) practices and the performance of manufacturing firms in Lagos State, Nigeria, with specific focus on three dimensions: Green Human Resource Planning (GHRP), Green Recruitment and Selection, and Green Training and Development. Anchored on the Resource-Based View (RBV) and the Ability-Motivation-Opportunity (AMO) theory, the study adopted a quantitative, cross-sectional survey design. Data were obtained from 340 employees and managers of registered manufacturing firms in Lagos State using a structured questionnaire built on a five-point Likert scale (1 = Strongly Disagree, 5 = Strongly Agree), out of 353 copies distributed, representing a 91.4 percent response rate. The instrument demonstrated adequate construct validity, confirmed through a Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy of .887 and a statistically significant Bartlett’s Test of Sphericity (χ² = 4,216.34, df = 630, p < .001), alongside acceptable internal consistency (Cronbach's alpha ranging from .75 to .78 across constructs). Three hypotheses, corresponding to the three specific objectives, were tested using a one-sample t-test at the .05 level of significance, with the scale midpoint (3.0) used as the test value to determine whether respondents’ perceptions of each GHRM dimension in relation to firm performance differed significantly from indifference. Results showed that respondents' composite perception scores for GHRP (M = 4.10, SD = 0.59; t (339) = 34.32, p < .001, d = 1.86), Green Recruitment and Selection (M = 4.09, SD = 0.59; t (339) = 33.82, p < .001, d = 1.83), and Green Training and Development (M = 3.99, SD = 0.68; t (339) = 26.67, p < .001, d = 1.45) were each significantly and substantially above the neutral midpoint, leading to the rejection of all three null hypotheses. The findings indicated that GHRP, green recruitment and selection, and green training and development are each significantly and positively associated with the performance of manufacturing firms in Lagos State. The study concluded by recommending that manufacturing firms institutionalise green human resource planning, embed environmental criteria into recruitment and selection processes, and expand green training programmes as strategic levers for sustainable organisational performance. Keywords: Green Human Resource Management, Green Human Resource Planning, Green Recruitment and Selection, Green Training and Development, Organisational Performance, Manufacturing Firms, Lagos State.