This dataset comprises qualitative data collected from professionals in the Nigerian oil and gas industry, examining Green Human Resource Management (GHRM) adoption, implementation, challenges, and enactment.
 
Participants held operational roles in environmental policy compliance and/or HRM, with a minimum of three years' work experience in the oil and gas industry. The sample comprised HR managers, HSE (Health, Safety, and Environment) professionals, and operational/field engineers. Participants were drawn from 14 companies across three organisational types: international oil companies (IOCs), indigenous companies (ICs), and a joint venture gas company (JVGC) co-owned by three IOCs and the state-owned oil company.
 
Purposive sampling was the primary technique, complemented by snowball sampling, both non-probability approaches. Inclusion criteria were holding a role relevant to environmental policy compliance or HRM, with at least three years' organisational experience.

Recruitment proceeded across three iterative phases:
Phase One (Pilot) began through contacts in the Central Bank of Nigeria's Real Sector Division, who referred eligible participants via chain-referral (snowballing). This identified 27 potential participants, of whom 8 were recruited and interviewed. This phase also revealed the centrality of HSE professionals, who were subsequently added to the inclusion criteria.
Phase Two (Main Recruitment) used LinkedIn after snowballing slowed. The researcher joined relevant sustainability groups to increase visibility and used LinkedIn Premium (including in-mail messaging) to reach professionals. Of 152 connection requests/messages sent, 58 were accepted, yielding 17 additional participants and bringing the cumulative total to 25 (constituting the sample for Study One, Chapter Four). These 25 came from nine companies: three IOCs (16 participants), five ICs (five participants), and one JVGC (four participants).
Phase Three (Additional Recruitment) addressed underrepresentation of indigenous companies. A JISC-hosted online survey, with the Participant Information Sheet and Participant Agreement Form embedded (completion of the latter being mandatory before proceeding), was distributed via 26 further LinkedIn connection requests to engineers at indigenous companies. Of 11 who completed the survey, 5 met inclusion criteria and were recruited, bringing the total to 30 participants across 14 companies.
Sample size and saturation
Data saturation for Study One was reached at 25 participants, evidenced by thematic recurrence and no new insights emerging. The additional five participants (indigenous company representatives) were recruited not because saturation had failed, but to strengthen representational adequacy of indigenous companies for Studies Two and Three.
Participant contribution across studies
Each participant completed one interview, structured across three sections corresponding to three empirical studies. Participants P1–P25 contributed to all three studies (Chapters Four, Five, and Six); participants P26–P30 (all from indigenous companies) contributed only to Studies Two and Three.
Data collection method
Semi-structured, one-to-one interviews were used rather than group methods, given the sensitivity of corporate environmental disclosures, the offshore location of many engineers, and security considerations in Nigeria. An interview guide was developed iteratively with supervisors, structured around the study's three core objectives (institutional influences and the gap between formal and enacted GHRM; perceived challenges in GHRM implementation; and GHRM enactment and its perceived impact on green commitment and performance). A pilot phase preceded main data collection and led to refinements: inclusion criteria were expanded to capture HSE professionals, interview questions were reworded to clarify the meaning of "Green HRM" for participants unfamiliar with the term, and question sequencing was adjusted to move from organisational to individual-level experience. Interviews were conducted virtually (primarily via Microsoft Teams, with Zoom used for two participants who experienced technical issues), each lasting 30–40 minutes, conducted in English, and transcribed verbatim.