Duc Thanh Luu, S. Thomas Ng and Swee Eng Chen
The lack of structured procedures, based on good information, for the selection of construction procurement system sometimes inhibits the opportunity for clients to choose a…
Abstract
The lack of structured procedures, based on good information, for the selection of construction procurement system sometimes inhibits the opportunity for clients to choose a procurement option in a fully informed manner. The selection and use of an unsuitable procurement approach could eventually lead to project failure. To formalise the procurement selection procedures, clients should establish a set of appropriate procurement selection parameters (PSPs) based on their distinctive characteristics and objectives, project requirements, and external environment. In this paper, a list of 34 PSPs was drawn up according to the findings of researchers in procurement selection. An empirical study was carried out in Australia with clients and project managers to unveil the importance and interrelationships of the identified PSPs. The results indicate that the perception of clients and project managers on the importance of PSPs was generally consistent, that underlying relationships do exist among parameters, and there is a need for clients to ensure that the interrelated PSPs are not overlooked when assessing the suitability of construction procurement systems.
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Agricultural systems in Mekong Delta have transformed to cope with climate change. Various researches pointed out that integrated agriculture-aquaculture (IAA) farming systems…
Abstract
Purpose
Agricultural systems in Mekong Delta have transformed to cope with climate change. Various researches pointed out that integrated agriculture-aquaculture (IAA) farming systems (i.e., rice-shrimp, rice-fish…) emerged as potential climate adaptive practices. However, limited studies are attempting to assess the sustainability of these agricultural practices. Therefore, it is essential to assess whether or not these systems will be sustainable in the context of climate change and what can be done to make it sustainable. The present study conducted the sustainability assessment of the rice-shrimp system to identify potential areas for improvement as well as policy implication to increase resilience and adaptation of coastal IAA system which could contribute to the understanding of other coastal agricultural deltas around the globe.
Design/methodology/approach
This study used a quantitative approach including the assessment protocol of van Asselt et al. (2014), the assessment framework of Vanloon et al. (2005), and the MCA methodology to flexibly and holistically assess the sustainability level of agricultural systems.
Findings
Results concluded that rice-shrimp systems have the potential to improve livelihood, food security, and adaptation of coastal farmers. Major improvements should be considered for productivity, efficiency, and equity themes, while minor improvements can be made for stability, durability, and compatibility themes.
Originality/value
This research could be used as a guideline for sustainability assessment in a context-specific case study of IAA, which showed a potential for the application of other climate-smart IAAs in similar contexts around the globe.
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Thanh Tiep Le and Duc Hieu Tham
The driving force behind this study is the need to learn more about the ways in which green human resource management (GHRM) can impact sustainable corporate performance (SCP)…
Abstract
Purpose
The driving force behind this study is the need to learn more about the ways in which green human resource management (GHRM) can impact sustainable corporate performance (SCP), especially in the context of Ho Chi Minh City's manufacturing sector. The primary objective is to analyze the roles of GHRM, green behavior (GBH) and green commitment (GCM) in relation to SCP, as well as identify the mediating roles of green behavior and green commitment in the relationship between GHRM and SCP.
Design/methodology/approach
The research design employs a quantitative approach to investigate the nexus of GHRM and SCP, with a focus on the manufacturing sector in Ho Chi Minh City. Methodologically, the study integrates the ability-motivation-opportunity (AMO) and resource-based view (RBV) frameworks to construct a comprehensive theoretical model. Data are gathered from a sample comprising 322 senior managers and directors representing various enterprises. Analysis is conducted utilizing Smart PLS software version 3.3.7, employing partial least squares structural equation modeling (PLS-SEM) to assess both first-level and second-level variables in a two-step process.
Findings
The empirical findings underscore significant relationships between GHRM, green behavior, green commitment and SCP. Specifically, the study reveals that GHRM positively influences green behavior, green commitment and SCP. Additionally, both green behavior and green commitment exhibit positive effects on SCP. Furthermore, the research confirms the pivotal mediating roles of green behavior and green commitment in the relationship between GHRM and SCP.
Originality/value
In terms of originality and value, this study makes notable contributions to both theoretical understanding and practical implications in the field of sustainable business management. By delving into the intricate interplay between GHRM, green behavior, green commitment and SCP, this research extends existing knowledge and offers novel insights. Moreover, the identification of the mediating roles of green behavior and green commitment enriches the theoretical frameworks in this domain. The findings provide practical implications for businesses, particularly in Ho Chi Minh City's manufacturing sector, by emphasizing the significance of optimizing human resource practices for achieving sustainable development goals. This research thus contributes to enhancing competitiveness and sustainability in similar industries, offering valuable guidance for strategic decision-making and policy formulation.
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Tan Vo-Thanh, Huan Minh Nguyen, Triet Minh Nguyen, Danh Cong Pham and Hung Phuc Nguyen
This study aims to examine the relationships among fear of COVID-19, job stress, job commitment and intention to quit. It also investigates the boundary conditions of the impact…
Abstract
Purpose
This study aims to examine the relationships among fear of COVID-19, job stress, job commitment and intention to quit. It also investigates the boundary conditions of the impact of fear of COVID-19 on job stress and intention to quit, a research gap that has not been addressed yet.
Design/methodology/approach
This research focused on full-time frontline hotel employees who have been working in four- and five-star hotels in Ho Chi Minh City, Vietnam. A pilot test was performed before collecting formal data. The survey was conducted face-to-face on site so that any potential confusion could be clarified right away. 487 valid responses were analyzed using SPSS 28 and SmartPLS 4.
Findings
The majority of hypotheses were supported, with the results suggested that supervisor support contributes to reducing the tendency of hotel employees to quit their job and their job stress. Besides, government support is necessary to make staff feel secure during the pandemic.
Practical implications
This study contributes to pointing out central priorities in making decisions by hotel managers when facing crises. Managers need to focus more on measures to help their employees feel secure and should be available for guidance and feedback when nedeed. Additionally, supportive policies from the government, especially financial support, can provide hotel employees with resources they need to maintain a basic level of living in the face of a severe drop in their income. The study provides the hotel industry not only in Vietnam but also in countries with comparable settings with strategies to cope with unexpected events.
Originality/value
Research on intention to quit a job has mainly focused on a complex interplay of internal factors. However, the influence of fear of COVID-19 on intention to quit a job has not been studied in the context of Vietnamese hotel industry yet. During the COVID-19 pandemic, a number of hotels in Vietnam had to close due to a lack of visitors, which had a negative impact on human resources. Accordingly, fear, stress, commitment and intention to quit a job are the issues faced by staff.
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For its sustainable growth, an organization should drive customers from the role of consumers of products or services to value co-creators. Logistics performance, which produces…
Abstract
Purpose
For its sustainable growth, an organization should drive customers from the role of consumers of products or services to value co-creators. Logistics performance, which produces value for customers, may activate value co-creation behavior among them. The purpose of this paper is to investigate entrepreneurial orientation (EO) as the determinant and customer value co-creation behavior as the outcome of logistics performance.
Design/methodology/approach
The data for this research came from 328 dyads of logistics managers of chemical manufacturers and purchase managers of their customer companies in Vietnam context. The data were analyzed using structural equation modeling approach.
Findings
The research results confirmed the role of EO in predicting logistics performance. Logistics performance was also found to positively influence customer-organization identification, which, in turn promoted customer value co-creation behavior.
Originality/value
Entrepreneurship, logistics, and marketing research streams converge through the research model of the relationship between EO, logistics performance, and customer value co-creation behavior.
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Pham Tien Thanh, Nguyen Thu Ha, Pham Thi Hong Ngoc and Le Thi Thuy Ha
High-quality workforce is the most important source for competitive advantage, and thus all organizations attempt to attract and recruit young talents. This study aims to examine…
Abstract
Purpose
High-quality workforce is the most important source for competitive advantage, and thus all organizations attempt to attract and recruit young talents. This study aims to examine the relationships between corporate social responsibility (CSR), corporate reputation and intention to apply for a job in young individuals.
Design/methodology/approach
For empirical analysis, this study uses data collected from final-year students and fresh graduates in a developing city. This study uses structural equation modelling (SEM) to test the research model.
Findings
CSR is found to be positively and directly associated with intention to apply for a job. CSR is also positively and indirectly associated with intention to apply through the mediation of corporate reputation.
Practical implications
This study underscores the importance of CSR practices in enhancing corporate reputation and attracting talented young candidates. Accordingly, organizations can gain their competitive edge in a highly competitive environment.
Social implications
This study suggests that organizations should be more concerned about CSR practices for the sake of corporate reputation as well as community development.
Originality/value
This study is among the early attempts to examine the direct and indirect relationships between CSR, corporate reputation and intention to apply for a job in a developing city. The findings add to the growing literature suggesting that CSR may help organizations achieve competitive advantage regarding the attraction of prospective young talents.
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Tuan Luu, Chris Rowley, Sununta Siengthai and Vo Thanh Thao
Notwithstanding the rising magnitude of system factors in patient safety improvement, “human factors” such as idiosyncratic deals (i-deals) which also contribute to the adjustment…
Abstract
Purpose
Notwithstanding the rising magnitude of system factors in patient safety improvement, “human factors” such as idiosyncratic deals (i-deals) which also contribute to the adjustment of system deficiencies should not be neglected. The purpose of this paper is to investigate the role of value-based HR practices in catalyzing i-deals, which then influence clinical error control. The research further examines the moderating role of corporate social responsibility (CSR) on the effect of value-based HR practices on i-deals.
Design/methodology/approach
The data were collected from middle-level clinicians from hospitals in the Vietnam context.
Findings
The research results confirmed the effect chain from value-based HR practices through i-deals to clinical error control with CSR as a moderator.
Originality/value
The HRM literature is expanded through enlisting i-deals and clinical error control as the outcomes of HR practices.
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Lam Hoang Viet Le, Toan Luu Duc Huynh, Bryan S. Weber and Bao Khac Quoc Nguyen
This paper aims to identify the disproportionate impacts of the COVID-19 pandemic on labor markets.
Abstract
Purpose
This paper aims to identify the disproportionate impacts of the COVID-19 pandemic on labor markets.
Design/methodology/approach
The authors conduct a large-scale survey on 16,000 firms from 82 industries in Ho Chi Minh City, Vietnam, and analyze the data set by using different machine-learning methods.
Findings
First, job loss and reduction in state-owned enterprises have been significantly larger than in other types of organizations. Second, employees of foreign direct investment enterprises suffer a significantly lower labor income than those of other groups. Third, the adverse effects of the COVID-19 pandemic on the labor market are heterogeneous across industries and geographies. Finally, firms with high revenue in 2019 are more likely to adopt preventive measures, including the reduction of labor forces. The authors also find a significant correlation between firms' revenue and labor reduction as traditional econometrics and machine-learning techniques suggest.
Originality/value
This study has two main policy implications. First, although government support through taxes has been provided, the authors highlight evidence that there may be some additional benefit from targeting firms that have characteristics associated with layoffs or other negative labor responses. Second, the authors provide information that shows which firm characteristics are associated with particular labor market responses such as layoffs, which may help target stimulus packages. Although the COVID-19 pandemic affects most industries and occupations, heterogeneous firm responses suggest that there could be several varieties of targeted policies-targeting firms that are likely to reduce labor forces or firms likely to face reduced revenue. In this paper, the authors outline several industries and firm characteristics which appear to more directly be reducing employee counts or having negative labor responses which may lead to more cost–effect stimulus.
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There has been a growing number, though still modest, of organizations in Vietnam context that hire employees with disabilities and build disability inclusive management practices…
Abstract
Purpose
There has been a growing number, though still modest, of organizations in Vietnam context that hire employees with disabilities and build disability inclusive management practices and disability diversity climate for them to engage in their work roles. The purpose of this paper is to investigate how disability inclusive HR practices contribute to work engagement of employees with disabilities working in Vietnam-based information technology (IT) industry.
Design/methodology/approach
The research model was tested through the data collected from employees with disabilities and their direct supervisors from IT companies based in Vietnam.
Findings
The data analysis revealed that disability inclusive HR practices influenced employees with disabilities to engage in their work activities through organizational identification as a mediator. Moral leadership exhibited a positive interactive effect with disability inclusive HR practices in promoting organizational identification of employees with disabilities and, in turn, their work engagement. In addition, employees’ idiosyncratic deals were found to serve as an individual enhancer for the link between their organizational identification and work engagement.
Originality/value
This research sets a milestone for more empirical inquiries on disability-oriented antecedents at both organizational and individual levels that can foster work engagement of employees with disabilities.
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Nhat Tan Nguyen, Lai Wan Hooi and Mohan V. Avvari
This paper aims to look into the role of transformational leadership and transactional leadership as predictors of employee creativity and organisational innovation. Employee…
Abstract
Purpose
This paper aims to look into the role of transformational leadership and transactional leadership as predictors of employee creativity and organisational innovation. Employee creativity is examined as a potential mediator in the leadership styles–organisational innovation relationships.
Design/methodology/approach
A cross-sectional, quantitative design was adopted and structural equation modelling (SEM) techniques were used to analyse data collected from 369 employees working in 39 public coffee enterprises in Vietnam.
Findings
Transformational leadership and transactional leadership were significant predictors of employee creativity and organisational innovation. Specifically, transformational leadership was instrumental to employee creativity and organisational innovation while transactional leadership was detrimental to these two variables. Additionally, employee creativity partially mediated the relationships between the two leadership styles and organisational innovation.
Practical implications
Results of this study benefit the management of organisations and policy makers by providing an insight of which leadership style will effectively suit public enterprises to promote employee creativity and foster organisational innovation.
Originality/value
While there is a lack of studies investigating organisational innovation in organisational methods and that the interrelationships between leadership styles, employee creativity and organisational innovation are not fully understood, this study pioneers in examining relationships between leadership styles and organisational innovation that is being mediated by employee creativity. Figuring out that organisational innovation is more likely to be fostered by the positive influence of leadership behaviours and the improvement of employee creativity, in particular, the significant role of employee creativity represents important contributions of the current study.