GREEN HUMAN RESOURCES PRACTICES AND ORGANIZATIONAL SUSTAINABILITY IN SOME SELECTED MANUFACTURING COMPANIES IN PLATEAU STATE: THE ROLE OF GREEN INNOVATION.

ABSTRACT This study examined the effect of Green Human Resource Management (GHRM) practices on organizational sustainability in selected manufacturing companies in Plateau State, Nigeria, with Green Innovation serving as a mediating variable. Specifically, the study investigated the effects of green recruitment and green training and development on organizational sustainability and green innovation, as well as the effect of green innovation on organizational sustainability. A crosssectional survey research design was adopted. Data were collected from employees of selected manufacturing companies using a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS. The findings revealed that green recruitment has a significant positive effect on organizational sustainability and green innovation. Green training and development was found to significantly enhance green innovation, while its direct effect on organizational sustainability was not significant. Furthermore, green innovation exerted a significant positive effect on organizational sustainability. Mediation analysis showed that green innovation partially mediates the relationship between green recruitment and organizational sustainability and fully mediates the relationship between green training and development and organizational sustainability. The study concludes that Green HRM practices contribute to organizational sustainability primarily by fostering green innovation. It recommends that manufacturing firms integrate environmental sustainability into recruitment policies, strengthen green training programmes, and invest in green innovation initiatives to enhance long-term organizational sustainability and competitive advantage.