Influence of Green Recruitment and Selection on Sustainability of Selected Tea Factories in Kericho Highlands Region, Kenya

Abstract

The focus of this study was to assess the influence of green recruitment and selection on the sustainability of selected tea factories in Kericho Highlands region, Kenya. The study was anchored on human capital theory. It adopted a correlational research design, with a targeted population of 915 respondents drawn from tea factories in the Kericho highlands region. A sample size of 278 respondents was determined scientifically using the Yamane taro formula. Primary data was collected using a structured questionnaire. The validity of the research was checked together with the supervisors and subject experts, while instrument reliability was determined through Cronbach's alpha coefficient, where a coefficient of 0.7987 was obtained. Descriptive statistics and regression analysis was used to analyse data. The findings established a significant positive relationship between green recruitment and selection and the sustainability of the tea factories. The study concluded that green recruitment and selection influenced the sustainability of the factories.

GREEN HRM & JOB PERFORMANCE: UNVEILING PATHWAY THROUGH JOB SATISFACTION

“…This suggests that the employment of individuals who exhibit the pro-environmental attitude and awareness may improve their job performance The current findings are consistent with the findings of previous research (Kiplangat et al, 2022;Liu et al, 2021). The third hypothesis was formulated to examine the effect of the Green Training and Development on employees' job performance.…”

“…In the financial industry, GRS may be of assistance to banks in their efforts to recruit and retain staff who are devoted to environmental sustainability, which can have a positive impact on the overall performance of the bank (Zhang, Wang, Zhong, Yang & Siddik, 2022). For instance, banks may enhance their environmental performance and fulfill the growing demand for the environmentally responsible banking procedures if they hire people who are aware about environmental concerns and devoted to sustainability (Kiplangat, Sang & Kingori, 2022). Green Training & Development (GTD) and Green Compensation Management (GCM) are two ways that may help to promoting the environmental sustainability and strengthening the performance of banks.…”

The Impact of Green Human Resource Management on the Triple Bottom Lines of Sustainability Performance

“…Thus, business entities project themselves as green firms to attract talents with green skills and those concerned about the sustainability of the environment. At the same time, prospective employees focus on orienting themselves to the international standard of green culture as they believe it will enhance their job market (Kiplangat, Sang, & Kingori, 2022). Saeed et al (2019) assert that in the job description, the firms should clearly state what they expect from the employees regarding green practices.…”

“…Many past studies have concluded that different GHRM practices individually and collectively affect environmental performance (Jamal et al, 2021). GHRM practices, including "green recruitment, green training, and green rewards, " positively affect the environmental performance of firms and give them a competitive edge (Singh & El-Kassar, 2019;Khan et al, 2021;Kiplangat, Sang, & Kingori, 2022).…”