Traditional human resource management primarily focuses on talent acquisition and development within an organization, often neglecting the potential of leveraging industry best practices, adopting advanced technologies and collaborating with key stakeholders. This limited approach makes it challenging for organizations to develop eco-friendly human resource strategies and establish innovative networks. This study seeks to tackle these gaps by exploring how the integration of green talent management and open innovation can enhance job performance.
A descriptive survey research design was employed. The population of the study was 673 employees of the Federal Mortgage Bank of Nigeria, and a purposive sampling technique was employed because of the respondents and nature of the study. The sample size of 245 was calculated using Krejcie and Morgan’s sample size formula with a 95% confidence level. A questionnaire was used to elicit information from the respondents. Finally, the study employed a frequency table to analyze the profile of the respondents, while partial least squares regression was used to analyze the formulated hypotheses.
The results showed that job performance is positively and significantly impacted by both green talent acquisition and green talent development. Additionally, the results demonstrated that in the federal mortgage bank, open innovation mediates the relationship between talent acquisition and green talent development and job performance.
This research advances theoretical discussions by using human capital theory and diffusion of innovation theory to explain sustainable human resource management. It also provides practical insights to enable organizations to refine their hiring processes to prioritize candidates who align with sustainability values. By so doing, the bank can cultivate a workforce that is not only environmentally conscious but also skilled in adopting innovative solutions.
