Minh-Tri Ha

Purpose: This study examines how green intellectual capital (GIC) enhances environmental performance (EP) through two human-centred mechanisms: green human resource management (GHRM) and employees’ pro-environmental behaviour (PEB) in Vietnamese small- and medium-sized enterprises (SMEs). Design/methodology/approach: Grounded in an integrated natural-resource-based view (NRBV) and social cognitive theory (SCT) framework, data from 448 SME employees were analysed using Partial Least Squares Structural Equation Modelling. Findings: GIC has a significant positive effect on GHRM, PEB and EP. GHRM partially mediated the GIC–EP relationship, whereas PEB did not. This challenges the assumption that voluntary individual behaviours alone drive environmental outcomes, highlighting the role of structured HR systems. Research limitations/implications: The cross-sectional design and non-probability sampling limit causal inference and generalisability of the findings. Future research should employ longitudinal designs, probability-based sampling and cross-country comparisons to address these limitations. Practical implications: Managers should embed GIC into formal HR practices, such as green recruitment, training, appraisal and reward systems, to institutionalise sustainability. Policymakers can support this through targeted tax incentives, green certification programmes and industry-specific HRM toolkits for SMEs. Originality/value: This study is among the few to integrate GIC, GHRM and PEB in a single mediation framework, extending NRBV and SCT by revealing how formal organisational systems, rather than voluntary behaviours alone, convert green knowledge into performance outcomes in an emerging economy SME context.

Although prior research has established green intellectual capital (GIC) as a driver of aggregated sustainability performance, limited attention has been given to its specific influence on social performance and the behavioural mechanisms through which green knowledge resources are translated into social outcomes. Addressing this gap, this study examines the differentiated effects of green human capital (GHC), green structural capital (GSC) and green relational capital (GRC) on social performance and investigates the mediating role of green work engagement (GWE) in Vietnam's manufacturing sector. Drawing on the Resource‐Based View and its micro‐foundational extension, survey data were collected from 308 employees in garment and textile firms and analysed using Partial Least Squares Structural Equation Modelling. The results indicate that GHC ( β = 0.219, p < 0.001) and GRC ( β = 0.204, p < 0.001) positively influence social performance, whereas GSC shows no significant effect. GHC ( β = 0.291, p < 0.001) and GRC ( β = 0.323, p < 0.001) also significantly enhance GWE, which in turn positively predicts social performance ( β = 0.224, p < 0.001). Mediation analysis confirms that GWE functions as a behavioural conversion mechanism linking GHC and GRC to social performance, while no indirect effect is observed for GSC. By specifying employee engagement as a micro‐level mobilisation process, this study advances a more dynamic, process‐oriented understanding of how green intangible resources are enacted to generate social value in emerging‐market manufacturing contexts.

Purpose: This study aims to investigate pathways to enhancing sustainable organizational performance (SOP) by fostering green intellectual capital (GIC) through the integration of artificial intelligence (AI) and green human resource management (GHRM). Design/methodology/approach: This study uses a quantitative research design with survey data from 731 employees and 110 direct managers of information technology firms in Vietnam. Data were collected in two waves via LinkedIn to reduce common method bias and improve response quality. Analysis was conducted using multigroup structural equation modelling (SEM) in R with the lavaan package. Findings: The study shows that the relationship between GHRM and SOP is mediated by all three components of GIC: green human capital, green structural capital, and green relational capital. Furthermore, AI is found to negatively impact green structural capital, although this effect is reduced with higher levels of GHRM. Originality/value: The study contributes to existing literature on GHRM by considering a potential mediating role of GIC in the relationship between GHRM and SOP. The research further extends this view to include AI’s potential moderating effect on the relationship between GHRM and the individual components of GIC. The findings offer insight into why AI may fail to translate into more favourable green outcomes. While previous research has investigated the direct effects of AI, this is the first study to explore the moderating role of AI in the GHRM–GIC relationship.

This study aims to examine the influence of socially responsible human resource management on the organizational citizenship behavior of employees in universities located in Ho Chi Minh City, utilizing both qualitative and quantitative research methodologies. The official quantitative research was conducted with a substantial sample size (n=422) comprising staff members and lecturers at institutions in Ho Chi Minh City, encompassing all relevant content, scope, and subjects. The gathered data was analyzed utilizing Cronbach's Alpha reliability coefficient, exploratory factor analysis (EFA), the construction of multivariate regression models, and hypothesis testing. The study's findings demonstrate that socially responsible human resource management, involving three factors such as legal compliance, employee orientation, and organizational support, has a positive impact on organizational citizenship behavior among personnel in Ho Chi Minh City universities using the mediator element, of organizational identification. This research uses two theoretical frameworks: social identity theory, which explains how employees' alignment with organizational values influences OCB, and social exchange theory, which emphasizes the reciprocal relationship between employees and organizations, motivating OCB through perceived benefits. This study's findings can benefit state management of education and training in general, and higher education in particular, by providing useful ideas to improve human resource management in universities, thereby establishing favorable conditions for the development of Vietnam's education sector.