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Meanwhile, despite the growing interest in sustainability and the potential benefits of green human resource management practices, there is a lack of empirical evidences on their impact on business performance. While some studies have suggested that green human resource management practices can enhance organizational outcomes, such as employee satisfaction, retention, and productivity, others have found mixed or inconclusive results (Ahmed& Rafiq, 2018; Delgado-Ceballos, López-Fernández& De Saá-Pérez, 2020, Renwick, Redman, & Maguire, 2013; Shen & Benson, 2016).
However, the green human resource management (GHRM) is a relatively new area of study that emerged in response to the need for organizations to address the impact of their operations on the environment. The principle of GHRM embraces integration of environmental sustainability practices into traditional human resource management (HRM) functions, such as, human resource planning; recruitment and selection, training and development, compensation management, relationship management, occupational health and safety, and performance appraisal.
This present study on the impact of green human resource management practices on business performance aims to explore the relationship between the implementation of environmental sustainability practices and organizational outcomes, such as, financial performance; employee productivity, innovation, and reputation. The rationale for this study is that the implementation of GHRM practices may result in cost savings, improved operational efficiency, enhanced employee engagement, and improved stakeholder perceptions of the organization.
More importantly, the study of the impact of GHRM practices on business performance has gained significant attention in recent years due to the growing recognition of the need for organizations to adopt sustainable business practices. Researchers have used a variety of research methods, including surveys, case studies, and experimental designs, to explore the impact of GHRM practices on various business outcomes (Krambia-Kapardis, Vakola & Nikolaou, 2021; Shen & Zhang, 2017, Vardhan & Gupta,  2020, Cepeda-Carrión, Ojeda-Benítez & Aguilera-Caracuel, 2021).
As the reviewed literature for this study portrayed, the research findings suggest that the implementation of GHRM practices could have a positive impact on business performance in developed economies but without any implications for developing economies like Nigeria. For example, some studies have found that the adoption of green recruitment practices can result in improved employee retention and job satisfaction. Other studies have found that the implementation of eco-friendly workplace practices can result in reduced energy consumption and waste, leading to cost savings and improved environmental performance.
Apart from the above, some researchers have also noted that the impact of green human resource management practices on business performance may be contingent on various factors, such as, organizational culture; industry, and regulatory environment. Therefore, further study is needed on the specific mechanisms through which green human resource management practices could influence business performance, as well as to understand the conditions under which the adoption of GHRM practices is most likely to lead to positive business outcomes.