Hoai Bao Chau

Type of the article: Research Article

Abstract
The emphasis on responsible business practices has increased interest in how socially responsible human resource management (SRHRM) shapes employee attitudes and behaviors. However, empirical evidence on how SRHRM contributes to employee job performance in emerging economies remains limited. This study examines the influence of SRHRM on job performance through employee commitment and organizational citizenship behavior (OCB). The analysis was conducted among full-time employees working in production, technical, and administrative positions in foreign direct investment (FDI) enterprises located in Vietnam’s Southern Key Economic Region. To ensure respondents had sufficient exposure to organizational HR practices, only employees with a minimum tenure of six months were included in the sample, consistent with recommendations that employees require adequate organizational experience to reliably evaluate HRM practices.
A quantitative survey was administered from March to May 2025 using a structured questionnaire, yielding 868 valid responses collected through a stratified–convenience sampling approach. Structural equation modeling was applied to test the proposed relationships. The results show that SRHRM significantly enhances employee commitment (β = 0.579, p < 0.001) and OCB (β = 0.615, p < 0.001). Both mediators positively affect job performance, with employee commitment (β = 0.322) and OCB (β = 0.440) demonstrating meaningful contributions. Significant indirect effects were also observed via commitment (β = 0.187) and OCB (β = 0.271). The model explains 39.7% of the variance in job performance. These findings confirm the role of SRHRM in fostering positive employee attitudes and behaviors, thereby improving job performance in FDI enterprises operating in emerging markets.

Type of the article: Research Article

Abstract
Growing stakeholder expectations regarding ethical employment and sustainability have increased academic interest in socially responsible human resource management (SRHRM) as a mechanism influencing employee behavior and organizational outcomes. This study performs a bibliometric analysis of 112 English-language publications indexed in the Scopus database from 1998 to 2025, using Bibliometrix and VOSviewer to assess publication performance, citation patterns, geographical distribution, and thematic relationships. The results show significant growth in SRHRM research since 2016, with publication output peaking in 2024, confirming SRHRM as a distinct research stream. Six key thematic clusters are identified. Sustainable and responsible HRM practices and employee citizenship outcomes cluster focuses on how HRM practices influence behaviors like organizational citizenship. Employee attitudes, ethical leadership, and workplace behavior cluster examines ethical leadership’s role in shaping employee attitudes. CSR-oriented HRM systems and organizational performance cluster explores CSR-driven HRM systems and their impact on performance and employee outcomes. Strategic sustainability, work engagement, and person–organization fit cluster investigates sustainability-oriented HR strategies and employee engagement. Leadership, organizational culture, and workforce context cluster explore how leadership and culture influence SRHRM practices. Responsible leadership in emerging economy contexts cluster focuses on leadership in emerging economies, especially Vietnam. The findings demonstrate increasing integration of SRHRM with sustainability and ESG perspectives, reflecting the global, interdisciplinary nature of this research. These results highlight the growing strategic importance of responsible HRM practices in shaping employee attitudes and provide a foundation for advancing future research in sustainable HRM.