Green Human Resource Management Practices and Organizational Sustainability in Nigerian Oil Producing Areas Development Commissions

Abstract

This study investigated the influence of Green Human Resource Management (GHRM) practices on organisational sustainability in Nigerian Oil Producing Areas Development Commissions (NOPADCs). Employing a descriptive survey research design, data were collected from a sample of 380 employees drawn from a population of approximately 2,500 using a multi-stage sampling technique to ensure representation across leadership and operational cadres. A structured questionnaire adapted from established scales was administered, and responses were measured on a five-point Likert scale. Instrument validity was confirmed through expert review, while reliability testing yielded Cronbach’s alpha values exceeding 0.70. Data analysis utilized linear regression to examine the effects of green recruitment, green training, and green reward processes on organisational sustainability. Results indicate a strong positive relationship between GHRM practices and organisational sustainability, with the regression model explaining 59% of the variance in outcomes (R² = 0.590, Adjusted R² = 0.583, R = 0.768). Among the predictors, green training exerted the most substantial influence (B = 0.241, β = 0.213, p < 0.001), followed by green recruitment (B = 0.182, β = 0.164, p < 0.001), while green reward processes demonstrated a positive but comparatively weaker effect (B = 0.109, β = 0.102, p = 0.021). These findings suggest that capacity development and strategic recruitment are critical drivers of sustainability outcomes. It was concluded that green training and recruitment serving as the most impactful dimensions. The study recommends that commissions formally institutionalize GHRM practices across HR functions within Nigeria’s oil-producing regions.