Green Human Resource Management and Employee Performance: An Examination of The Ability-Motivation-Opportunity Framework in Supply Chain Organization

This study examines the link between Green Human Resource Management (GHRM) and employee performance, using the Ability-Motivation-Opportunity (AMO) framework in the context of Nigerian supply chain organizations with Olam Feed Mills, Ogbondoroko, Ilorin, Kwara State as a case study. The research specifically focuses on the roles of green recruitment and selection and green training and development in fostering employee performance. A quantitative research design was adopted, utilizing a survey method with a structured questionnaire. The study’s population consisted of 470 employees of Olam Feed Mills. Using the Taro Yamane (2004) sample size model, a sample size of 216 was determined. Data was collected via a convenience sampling technique. The f-statistics of 494.244 shows that the model is statistically significant. It shows that there is a significant relationship between green recruitment practices and employee’s performance while R2 value of 0.836 reveals that green training and development practices independently account for 83.6% of the variation in employee performance of Olam Feed Mills, thereby accepting the alternative hypothesis and rejecting the null hypothesis. These GHRM practices collectively contribute to improved employee performance. The study concludes that for organizations to effectively implement a green strategy, they should systematically integrate GHRM practices into their core operations to build a capable and engaged workforce. The findings provide practical recommendations for supply chain managers that seeks to leverage on GHRM for sustainable business outcomes in emerging economies.