Bolodeoku Precious Bolanle, Igbinoba Ebeguki, Salau Paul Odunayo, Chukwudi Charles Kelechi, Idia Sandra Efeomo,
The purpose of this study was to investigate green training and development practices on the determinants of employee’s behavioural outcomes. The study used the descriptive research design to generate findings from quantitative data on a population of 245. Out of 169 questionnaires distributed, 151 was filled and submitted. The Cronbach Alpha was used for assessing reliability and the internal consistency of the items in the questionnaire at 0.895. This was done by using the statistical package for social sciences reliability procedure and SMART-PLS an advanced reliability procedure. Also, a purposive and stratified sampling technique was adopted. Results were analyzed with structural equation models with Path coefficients and T-statistics used to measure the variables. Results depicted that green training and development practices and employees’ commitment (i.e., b=0.814, tval=14.220, p<0.05), green training and development practices on employees’ satisfaction (i.e., b=0.714, tval=10.815, p<0.5) whereas, green training and development practices on employee’s engagement (i.e., b=0.398, tval= 3.464, p<0.05). Hence, the result shows that green training and development practices contribute more to employees’ commitment while employees’ engagement had the least. It was recommended that management encourage rewards and recognition to encourage active learning among employees in the organization and give access to individual employees’ training requirements.