Exploring Green Human Resource Adoption and Corporate Sustainability in Nigerian Manufacturing Industry

Nkechi Vivian Adubor (), Anthonia Adenike Adeniji, Odunayo Paul Salau, Oluwapelumi John Olajugba () and Grace Oluwabukola Onibudo
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Nkechi Vivian Adubor: Department of Business Management, College of Management and Social Sciences, Covenant University, Ota 112104, Nigeria
Anthonia Adenike Adeniji: Department of Business Management, College of Management and Social Sciences, Covenant University, Ota 112104, Nigeria
Odunayo Paul Salau: Department of Business Management, College of Management and Social Sciences, Covenant University, Ota 112104, Nigeria
Oluwapelumi John Olajugba: Department of Business Management, College of Management and Social Sciences, Covenant University, Ota 112104, Nigeria
Grace Oluwabukola Onibudo: Department of Business Management, College of Management and Social Sciences, Covenant University, Ota 112104, Nigeria

Sustainability, 2022, vol. 14, issue 19, 1-15

Abstract: Gaining a sustainable environment in the manufacturing sector is dependent upon attracting top talent, providing extensive training, and embedding environmental consciousness throughout the company’s culture. Numerous cases of environmental contamination in the Nigerian manufacturing sector have led to serious health problems, confrontations with local residents, employee disengagement, decreased assurance, and organizational discontent. This study investigated green human resource management (GHRM) and corporate sustainability, focusing on manufacturing companies in Lagos State. Social identity theory was adopted for this research. The methodology used was quantitative research which made use of a questionnaire, and data were collected from 336 employees of various industrial enterprises in Lagos State, Nigeria. The findings of this research showed a significant effect between the antecedents of GHRM and corporate sustainability in the manufacturing industry. The study utilized regression analysis and demonstrated that organizations gain advantages by applying GHRM. Employees exposed to greening abilities and training reduce waste and reuse materials, enhance the firm’s image, attract and retain green customers, and reduce adverse environmental effects to better financial performance. This accomplishment benefits the company and allows employees to develop their own environmentally conscious orientation and projects.

Keywords: green HRM; corporate sustainability; green recruitment and selection; green compensation; green training and development (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2022
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (8)

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