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This paper aims to facilitate the joint assessment of issues related to the agricultural systems, i.e. agriculture, aquaculture and climate change (CC) response strategies, in the coastal districts with a panel of stakeholders; and to evaluate the level of agreement on the topics under consideration and potentially identify the most promising approaches to assessing CC affecting agricultural systems in the area and identify relevant and adequate response strategies.

Stakeholder Delphi technique – its assessment is an interactive method of qualitative research used to facilitate the interactive participation of varied and conceivably hierarchical and antagonistic stakeholder groups.

The most important result for the province is that the impact of climate change on agro-ecological landscapes (poverty and near river areas) is the duration of cold weather, more frequent and extreme. Moreover, Kendall’s W test gave a score of 0.547, which indicates a “strong” stakeholder agreement and the “confidence in ranks” being “high” in Thai Binh (Vietnam).

The scientific results in this study are intended to serve as relevant knowledge-inputs and direct contributions to capacity-building for the local partners (stakeholders and local authorities). These local partners are engaged in policy-making and effective planning and implementation of climate response measures in the districts in the province of Thai Binh.

This study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being.

We tested the conceptual model using regression analysis from a sample of 462 migrant workers in Australia.

The results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence.

The cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined.

One way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of diversity and cross-cultural training, such as didactic programs provided either in-house or by external institutions.

Drawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship.

The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship.

Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data.

Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective well-being was mediated by both distributive justice and procedural justice.

The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability.

Implementation of inclusion training activities at organizational, group, and individual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective well-being.

Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective well-being relationship.

This study aims to enhance to corrosion protection of NiZn-plated steel by electroplating multilayer coating.

The multilayer coating consists of three layers on mild steel substrate, such as Cr³⁺ chromate conversion layer (CCC), electrodeposited nanosilica zinc-nickel composite layer (ZnNiSi) and electrodeposited zinc-nickel alloy layer (ZnNi). Its morphology, composition and corrosion behaviour were investigated by various methods.

Polarization curves indicated that polarization resistance and corrosion current density of CCC/ZnNiSi/ZnNi/Fe (6.956 kO.cm2; 2.56 µA.cm⁻²) were two times higher and five times lower than that of ZnNiSi/ZnNi/Fe (3.42 kO.cm²; 12.52 µA.cm⁻²), respectively. From electrochemical impedance spectroscopy data, charge transfer resistances were 1.344, 2.550 and 2.312 kO.cm² for ZnNi, ZnNiSi/ZnNi and CCC/ZnNiSi/ZnNi, respectively. Salt spray test indicated that after 48 h, surface of ZnNi and ZnNiSi was covered by white rust, whereas no white rust was observed on surface of CCC/ZnNiSi/ZnNi. After 600 h, there were red rust spots (1% surface coverage) on surface of Zn-Ni, whereas only white rust was observed on both ZnNiSi/ZnNi (100% surface coverage) and CCC/ZnNiSi/ZnNi (10% surface coverage).

Multilayer coating enhanced significantly the corrosion protection for steel, as compared to the single-layer coating.

Based on the model of Big-Five personality traits and theories of person–environment interaction, this study aims to investigate the moderating effects of personality traits on innovativeness through knowledge sharing (KS).

A sample of 318 Vietnamese employees was collected. The hypothesized model was tested by using partial least squares structural equation modelling.

The results indicate that extraversion, agreeableness, conscientiousness and openness to experience have relationships with innovativeness through the mediating effect of KS. Furthermore, transformational leadership (TL) mitigates the positive relationship between agreeableness and openness to experience and innovativeness.

Based on the research results, the authors suggest several practical implications for enhancing employees' innovative organizational behaviours. Transformational leaders should be aware of and control the relationships with employees high in agreeableness and open to experience to ensure that employees' innovativeness can be freely developed.

This research systematically investigates the effect of each personality on employees' innovativeness. Furthermore, this study contributes to the leadership literature by suggesting the dark side of TL that can negatively influence the innovative ability of employees with certain personality traits.

The purpose of this paper is to examine the effect of innovation on the performance of small and medium-sized enterprises (SMEs) in Vietnam.

The paper uses data from the surveys on SMEs in Vietnam conducted by the Development Economics Research Group at the University of Copenhagen, the United Nations University’s World Institute for Development Economics Research, Central Institute for Economic Management and Institute of Labor Science and Social Affairs, and applies least squared regressions and 2SLS regressions to examine the effect of innovation on the performance of SMEs.

The authors find that SMEs with innovation tend to perform better than SMEs without innovation. The authors further show that the positive effect of innovation on firm performance mainly comes from the effect of improvement of existing products, an important type of innovation in SMEs. This result is persistent when the authors use propensity matching score and 2SLS regression with instrumental variable approaches. Overall, the results show the important role of innovation in enhancing the firm performance of SMEs, which sheds light on the literature on the controversial relation between innovation and SMEs performance in the world.

The major limitation of the paper is the lack of data. Although the database used in the paper is widely used to analyze SMEs in Vietnam, it covers about 2,500 firms in only nine provinces/cities in Vietnam.

Policymakers should enact relevant policies to support SMEs with innovation activities, thereby increasing firm performance and their competitiveness. For instance, encouragement policies or financial incentives (tax reduction or subsidies) for innovative firms should be implemented and/or fostered.

To the best of the authors’ knowledge, this is the first paper to examine the effect of different types of innovation on the performance of SMEs in Vietnam.

This article examines a climate for inclusion through the lens of organizational justice. We argue that open interpersonal contacts, the fair treatment of gender-diverse employees, and inclusive decision-making processes in the promotion of equitable employment practices are foundational for shaping the climate for inclusion.

Qualitative data were collected from multi sources: focus groups with female employees (N = 20) and interviews with male and female managers (N = 8).

In examining the similarities and differences between employees' and managers' perspectives, the findings revealed that, in all dimensions of a climate for inclusion, employees had more negative justice concerns than did managers, while managers and employees had similar views on some aspects of employment practices.

This study was conducted within one university setting; therefore, the findings may not be applicable to other industries.

This study offers managerial implications that can be developed to promote the climate for inclusion in organizations.

In order to create a fair and equitable workplace, all employees should be able to actively participate in decision-making processes and share suggestions for contextualized and fair employment practices.

Drawing the group-value model, this study advocates the importance of justice-based organizational practices in building an inclusive organization.

This study aims to investigate the moderating role of sociodemographic factors, specifically age and education level, in the knowledge-attitude-behavior (KAB) model concerning information security awareness (ISA) amid growing technological threats.

This study uses a survey methodology, collecting data from 400 working individuals in Vietnam, to test the applicability of the KAB model and evaluate the moderating effects of age and education on the model’s established relationships. In addition, the theoretical model and hypotheses were evaluated using the partial least squares structural equation model (PLS-SEM) approach.

This research confirms the relationships posited in the KAB model. Notably, it shows that younger employees showcase a more positive attitude and behavior toward information security compared with their older counterparts. In addition, higher education levels strengthen the positive association between information security knowledge and attitude. The findings underscore the imperative for organizations to consider sociodemographic variables when formulating strategies to enhance ISA.

This study extends the KAB model by exploring the impact of sociodemographic factors, focusing on age and education in ISA. Overcoming the oversight in current literature, particularly in the context of technological threats, the research uses PLS-SEM and targets a specific demographic in Vietnam.

Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship.

Data were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, N = 360; Time 2, N = 320; Time 3, N = 261).

The results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher.

This study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.

COVID-19 hits every country’s health-care system and economy. There is a trend toward using automation technology in response to the COVID-19 crisis not only in developed countries but also in those with lower levels of technology development. However, current studies mainly focus on the world level, and only a few ones report deployments at the country level. The purpose of this paper is to investigate the use of automation solutions in Vietnam with locally available materials mainly in the first wave from January to July 2020.

The authors collected COVID-related automation solutions during the first wave of COVID-19 in Vietnam from January to July 2020 through a search process. The analysis and insights of a panel consisting of various disciplines (i.e. academia, health care, government, entrepreneur and media) aim at providing a clear picture of how and to what extent these solutions have been deployed.

The authors found seven groups of solutions from low to high research and development (R&D) levels deployed across the country with various funding sources. Low R&D solutions were widely spread owing to simplicity and affordability. High R&D solutions were mainly deployed in big cities. Most of the solutions were deployed during the first phases when international supply chains were limited with a significant contribution of the media. Higher R&D solutions have opportunities to be deployed in the reopening phase. However, challenges can be listed as limited interdisciplinary research teams, market demand, the local supporting industry, end-user validation and social-ethical issues.

To the authors’ best knowledge, this is the first study analyzing the use of automation technology in response to COVID-19 in Vietnam and also in a country in Southeast Asia. Lessons learned from these current deployments are useful for future emerging infectious diseases. The reality of Vietnam’s automation solutions in response to COVID-19 might be a reference for other developing countries with similar social-economic circumstances and contributes to the global picture of how different countries adopt technology to combat COVID-19.