Influence of Green Human Resource Management practices on performance of food and beverage manufacturing firms in Nairobi, Kenya

Abstract

Green Human Resource Management (GHRM) integrates environmental sustainability into organizational HR practices, contributing to improved firm performance. This study aimed to evaluate their influence of GHRM practices on the performance of food and beverage manufacturing firms in Nairobi, Kenya. The study was anchored on Natural Resource-Based View (NRBV) and Ability-Motivation-Opportunity (AMO) theory. It adopted a positivist philosophy and a descriptive cross-sectional survey design. Data was collected using structured questionnaires from HR managers, senior management, and technical personnel across selected firms. Quantitative data were analyzed using descriptive statistics, Pearson correlation, and multiple regression to assess relationships between GHRM practices, specifically green recruitment, green training and development green performance management, and green rewards, and firm performance indicators such as environmental responsibility, employee commitment, and productivity. Results showed that the identified GHRM practices were widely adopted and positively influenced firm performance, with green performance management having the strongest effect. The study recommends that policymakers and business leaders enhance regulatory frameworks and invest in sustainability training to strengthen GHRM adoption. These findings contribute empirical insights into the role of GHRM in enhancing organizational performance within Nairobi’s food and beverage manufacturing sector and offer practical guidance for improving sustainable HR practices.

Keywords: Green Human Resource Management, GHRM practices, environmental sustainability, food and beverage manufacturing, Kenya