Avaliação do papel do recrutamento e seleção verdes no fortalecimento do desenvolvimento do capital humano na comissão de serviço do governo local, Ikeja, estado de Lagos

Autores

DOI:

https://doi.org/10.51359/2594-8040.2026.269942

Palavras-chave:

recrutamento e seleção verdes, desenvolvimento do capital humano, gestão verde de recursos humanos, recrutamento ecologicamente correto, consciência ambiental na seleção, setor público

Resumo

Este estudo investiga o papel do recrutamento e seleção verdes (RSV) no fortalecimento do desenvolvimento do capital humano (DCH) na Comissão de Serviço do Governo Local de Ikeja, Estado de Lagos. O estudo adotou o delineamento de pesquisa quantitativa. Utilizando um levantamento com 331 funcionários, o estudo aplicou escalas validadas de Tang et al. (2018) e Vidotto et al. (2018). Os resultados mostram uma relação positiva (R = 0,608, R² = 0,370) entre o RSV e o DCH, sendo que o recrutamento ecologicamente correto impulsiona significativamente as habilidades e competências (B = 0,750, p < 0,001), enquanto a consciência ambiental na seleção apresentou um efeito negativo (B = -0,585, p < 0,001). Os achados sugerem que o RSV aborda incompatibilidades de habilidades e melhora a prestação de serviços. O estudo recomenda o recrutamento digital e critérios de contratação focados no meio ambiente para administradores, ao mesmo tempo em que insta os formuladores de políticas a integrar o RSV às estruturas de RH para apoiar as metas nacionais de sustentabilidade. O trabalho também preenche uma lacuna na pesquisa de GHRM (Gestão Verde de Recursos Humanos) no setor público da Nigéria.

Biografia do Autor

Akorede Elizabeth Arowolo, Osun State, University (UNIOSU)

Department of Employment Relations and Human Resource Management

Faculty of Management Sciences,

 

Uthman Opeyemi Adigun, Osun State University

Department of Employment Relations and Human Resource Management

Faculty of Management Sciences

Referências

Abbas, A., Ekowati, D., Suhariadi, F., & Anwar, A. (2024). Human capital creation: a collective psychological, social, organisational and religious perspective. Journal of Religion and Health, 63(3), 2168-2200.

Adigun, U. O. (2025). Green human resource management and employee engagement in Nigeria-German chemical, Ota, Ogun state, Nigeria. Journal of Perspectives in Management –JPM, 9, e264809.

Ahmad, B., Iqbal, S., Hai, M., & Latif, S. (2022). The interplay of personal values, relational mobile usage, and organisational citizenship behaviour. Interactive Technology and Smart Education, 19(2), 260–280.

Akpa, V. O., Mowaiye, B., Akinlabi, B. H., & Magaji, N. (2022). Effect of green human resource management practices and green work life balance on employee retention in selected hospitality firms in Lagos and Ogun states, Nigeria. European Journal of Human Resource Management Studies, 5(4).

Bangura, S., & Lourens, M. E. (2025). A Scoping Review Of Green Recruitment And Selection Studies In Developing Countries: evidence from existing studies. International Journal of Business & Management, 6(02), 66-72.

Faugoo, D. (2024). Human Capital as Strategic Valued Assets: Core drivers of Organisational Success in the Modern-Day Workplace. International Journal of Business and Technology Management, 6(3), 617-628.

Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2018). Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production, 112(Part 3), 1824–1833.

Lawal, M. O., & Al’Hassan-Ewuoso, H. O. (2023). Study of Green Human Resource Management and Employees’ Performance in Federal Tertiary Institutions in Ogun State, Nigeria. International Journal of Research in Social Science and Humanities (IJRSS) ISSN: 2582-6220, DOI: 10.47505/IJRSS, 4(6), 1-8.

Liu, J., Gao, X., Cao, Y., Mushtaq, N., Chen, J., & Wan, L. (2022). Catalytic effect of green human resource practices on sustainable development goals: Can individual values moderate an empirical validation in a developing economy? Sustainability, 14(14502).

Liu, R., Yue, Z., Ijaz, A., Lutfi, A., & Mao, J. (2023). Sustainable business performance: Examining the role of green HRM practices, green innovation, and responsible leadership through the lens of pro-environmental behaviour. Sustainability, 15(7317).

Mahoney, E. (2017). The Industrial Revolution: The Birth of Modern America. New York: Greenhaven Publishing.

Malik, S. Y., Hayat Mughal, Y., Azam, T., Cao, Y., Wan, Z., Zhu, H., & Thurasamy, R. (2021). Corporate social responsibility, green human resources management, and sustainable performance: is organisational citizenship behaviour towards environment the missing link? Sustainability, 13(3), 1044.

Ogiemwonyi, O., Alam, M. N., & Alotaibi, H. S. (2023). Connecting green HRM practices to pro‐environmental behaviour through green human capital in the hospitality sector. Business Strategy & Development, 6(4), 1053-1071.

Olateju, A. O., Aminu, A. W., & Danmola, R. A. (2020). Green human resources management (green hrm) and sustainable development: Prospects and challenges. International Journal of Social Sciences and Humanities Review, 10(3), 830-856.

Olonade, Z. O., Ajibola, K. S., & Omotoye, O. O. (2020). Antecedents of perceived job commitment among employees of local government in Ilesha metropolis. Quest, 2(2), 225-239.

Oluwayemi, O. B., Adesanya, A. S., Ojodu, H. O., & Adeyeye, V. A. (2023). Green human resource practices and sustainable development of business organisations in the manufacturing sector of the Nigerian economy. Economic Review: Journal of Economics and Business, 21(2), 13-24.

Pham, D. D. T., & Paillé, P. (2020). Green recruitment and selection: an insight into green patterns. International journal of manpower, 41(3), 258-272.

Piwowar-Sulej, K. (2021). Human resources development as an element of sustainable HRM–with the focus on production engineers. Journal of cleaner production, 278, 124008.

Ployhart, R. E., Schepker, D. J., & McFarland, L. A. (2022). A review and theoretical framework for understanding external team contexts. Journal of Applied Psychology, 107(7), 1052.

Rao, A., & Brown, M. (2024). A Review of the Resource-Based View (RBV) in Strategic Marketing: Leveraging Firm Resources for Competitive Advantage. Business, Marketing, and Finance Open, 1(3), 25-35.

Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1–14.

Shoaib, M., Zámečník, R., Abbas, Z., Javed, M., & Rehman, A. U. (2021, May). Green human resource management and green human capital: a systematic literature review. In Proceedings of the International Scientific Conference: Contemporary Issues in Business, Management and Economics Engineering, Vilnius, Lithuania (pp. 13-14).

Tian, G., & Zhang, Z. (2023). Exploring the impact of natural Resource utilization on human capital development: A sustainable development perspective. Resources Policy, 87, 104207.

Van Gramberg, B. (2006). Managing neutrality and impartiality in workplace conflict resolution: The dilemma of the HR manager. Asia Pacific Journal of Human Resources, 44(2), 197–210.

Vanisri, K., & Padhy, P. C. (2024). Examining the role of green human resource management practices on environmental behaviour with the environmental knowledge mediation effect. International Journal of Human Capital in Urban Management, 9(2).

Yong, J. Y., Yusliza, M. Y., & Fawehinmi, O. O. (2020). Green human resource management: A systematic literature review from 2007 to 2019. Benchmarking: An International Journal, 27(7), 2005-2027.

Yong, J. Y., Yusliza, M. Y., Ramayah, T., Farooq, K., & Tanveer, M. I. (2023). Accentuating the interconnection between green intellectual capital, green human resource management and sustainability. Benchmarking: An International Journal, 30(8), 2783-2808.

Downloads

Publicado

15-06-2026

Edição

v. 10 (2026): JANEIRO-DEZEMBRO

Seção

Artigos

Licença

Copyright (c) 2026 Akorede Elizabeth Arowolo, Uthman Opeyemi Adigun

Creative Commons License
Este trabalho está licenciado sob uma licença Creative Commons Attribution 4.0 International License.

- Os autores autorizam a publicação do artigo na revista.

- As opiniões e as ideias expressas nos artigos são de inteira responsabilidade dos autores.

- Os autores garantem que o artigo não é fruto de plágio. Caso contrário, poderá sofrer as sanções cabíveis à situação.

- Os editores têm permissão para efetuar ajustes textuais e de formatação para adequar o artigo às normas de publicação da revista.

- Esta revista, seguindo as recomendações do movimento de Acesso Aberto, proporciona seu conteúdo em Full Open Access. Assim os autores conservam todos seus direitos permitindo que a JPM possa publicar seus artigos e disponibilizar pra toda a comunidade.

- Os conteúdos da JPM estão licenciados sob uma Licença Creative Commons Attribution 4.0 Internacional (CC BY 4.0).  

Assim, qualquer usuário tem direito de:

  • Compartilhar — copiar, baixar, imprimir ou redistribuir o material em qualquer suporte ou formato
  • Adaptar — remixar, transformar, e criar a partir do material para qualquer fim, mesmo que comercial.

De acordo com os seguintes termos:

  • Atribuição — Você deve dar o crédito apropriado, prover um link para a licença e indicar se mudanças foram feitas. Você deve fazê-lo em qualquer circunstância razoável, mas de maneira alguma que sugira ao licenciante a apoiar você ou o seu uso.
  • Sem restrições adicionais — Você não pode aplicar termos jurídicos ou medidas de caráter tecnológico que restrinjam legalmente outros de fazerem algo que a licença permita.

________________________

Copyright Statement

- The authors authorize the publication of the article in the journal.

- The opinions and ideas expressed in articles are the sole responsibility of the authors.

- The authors guarantee that the article is not the result of plagiarism. Failure to do so may result in penalties for the situation.

- Editors are allowed to make textual and formatting adjustments to fit the article into the publication standards of the journal.

- This journal, following the recommendations of the Open Access movement, provides its content in Full Open Access. Thus, authors retain all their rights, allowing JPM to publish their articles and make them available to the entire community.

- JPM's contents are licensed under a Creative Commons Attribution 4.0 International (CC BY 4.0) license.

Thus, any user has the right to:

  • Share — copy and redistribute the material in any medium or format
  • Adapt — remix, transform, and build upon the material for any purpose, even commercially.

Under the following terms:

  • Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
  • No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.