How to cite this paper
Phuoc, H., Nguyen, H., Tran, B & Nguyen, D. (2020). Human resource management practice, corporate social responsibility and business performance: A case study of food processing enterprises in Vietnam.Accounting, 6(7), 1373-1382.
Refrences
Al-bdour, A. A., Nasruddin, E., & Lin, S. K. (2010). The relationship between internal corporate social responsibility and organizational commitment within the banking sector in Jordan. International Journal of Human and Social Sciences, 5(14), 932-951.
Ali, I., Rehman, K. U., Ali, S. I., Yousaf, J., & Zia, M. (2010). Corporate social responsibility influences, employee commitment and organizational performance. African Journal of Business Management, 4(13), 2796-2801.
Bakiev, E. (2013). The influence of interpersonal trust and organizational commitment on perceived organizational performance. Journal of Applied Economics and Business Research, 3(3), 166-180.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173.
Becker, W. (2011). Are you leading a socially responsible and sustainable human resource function? People & Strategy, 34(1), 18.
Bowen, D. E. (1986). Managing customers as human resources in service organizations. Human Resource Management, 25(3), 371-383.
Bučiūnienė, I., & Kazlauskaitė, R. (2012). The linkage between HRM, CSR and performance outcomes. Baltic Journal of Management, 7(1), 5-24.
Buzzell, R. D., Gale, B. T., & Gale, B. T. (1987). The PIMS principles: Linking strategy to performance: Simon and Schuster.
Cacioppe, R., Forster, N., & Fox, M. (2008). A survey of managers’ perceptions of corporate ethics and social responsibility and actions that may affect companies’ success. Journal of Business Ethics, 82(3), 681.
Carroll, A. B. (1991). The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39-48.
Clarkson, M. E. (1995). A stakeholder framework for analyzing and evaluating corporate social performance. Academy of Management Review, 20(1), 92-117.
De Roeck, K., Marique, G., Stinglhamber, F., & Swaen, V. (2014). Understanding employees' responses to corporate social responsibility: mediating roles of overall justice and organisational identification. The International Journal of Human Resource Management, 25(1), 91-112.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Dung, T. K., & Anh, T. T. L. (2019). A framework of significant human resource management practices in Vietnam. Journal of Economic Development, 24(4), 46-63.
Dyer, L., & Reeves, T. (1995). Human resource strategies and firm performance: what do we know and where do we need to go? International Journal of Human Resource Management, 6(3), 656-670.
Farooq, O., Payaud, M., Merunka, D., & Valette-Florence, P. (2014). The impact of corporate social responsibility on organizational commitment: Exploring multiple mediation mechanisms. Journal of Business Ethics, 125(4), 563-580.
Freeman, R. E. (2004). The stakeholder approach revisited. Zeitschrift für Wirtschafts-und Unternehmensethik, 5(3), 228-254.
Gamage, A. (2007). Impact of HRD Practices on Business Performance: An empirical analysis of manufacturing SMEs in Japan. Meijo Review, 8(3), 85-109.
Glavas, A., & Kelley, K. (2014). The effects of perceived corporate social responsibility on employee attitudes. Business Ethics Quarterly, 24(2), 165-202.
Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human Resource Management Journal, 21(1), 3-13.
Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate data analysis: A global perspective. Pearson Prentice Hall. In: USA.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (Vol. 6): Pearson Prentice Hall Upper Saddle River. NJ. 連結.
Halim, L., Rahayu, S., & Rahayu, M. (2016). The Effect of Employee‘s Perceptions on Corporate Social Responsibility Activities on Organizational Commitment, Mediated by Organizational Trust. International Journal of Business and Management Invention, 5(4), 43-49.
Hoàng, T., & Chu, N. M. N. (2008). Phân tích dữ liệu nghiên cứu với SPSS-tập 1. In: Hồng Đức.
Hogg, M. A., & Terry, D. I. (2000). Social identity and self-categorization processes in organizational contexts. Academy of Management Review, 25(1), 121-140.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Jahanian, A., Nawaz, N., Yamin, R., & Nawaz, M. A. (2012). human resource management and productivity: a comparative study among banks in Bahawalpur division. Euroupean Journal of Business Management, 4(8), 253.
Katou, A. A., & Budhwar, P. S. (2010). Causal relationship between HRM policies and organisational performance: Evidence from the Greek manufacturing sector. European management journal, 28(1), 25-39.
Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19(4), 699-727.
Mansour, N., Gara, E., & Gaha, C. (2014). Getting inside the black box: HR practices and firm performance within the Tunisian financial services industry. Personnel Review, 43(4), 490-514.
Mason, C., & Simmons, J. (2014). Embedding corporate social responsibility in corporate governance: A stakeholder systems approach. Journal of Business Ethics, 119(1), 77-86.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application: Sage.
Mory, L., Wirtz, B. W., & Göttel, V. (2016). Factors of internal corporate social responsibility and the effect on organizational commitment. The International Journal of Human Resource Management, 27(13), 1393-1425.
Murtaza, I. A., Akhtar, N., Ijaz, A., & Sadiqa, A. (2014). Impact of corporate social responsibility on firm financial performance: A case study of Pakistan. International Review of Management and Business Research, 3(4), 1914.
Peterson, D. K. (2004). The relationship between perceptions of corporate citizenship and organizational commitment. Business & Society, 43(3), 296-319.
Renee Baptiste, N. (2008). Tightening the link between employee wellbeing at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309.
Rettab, B., Brik, A. B., & Mellahi, K. (2009). A study of management perceptions of the impact of corporate social responsibility on organisational performance in emerging economies: the case of Dubai. Journal of business ethics, 89(3), 371-390.
Richard, P. J., Devinney, T. M., Yip, G. S., & Johnson, G. (2009). Measuring organizational performance: Towards methodological best practice. Journal of Management, 35(3), 718-804.
Rimanoczy, I., & Pearson, T. (2010). Role of HR in the new world of sustainability. Industrial and Commercial Training, 42(1), 11-17.
Sarvaiya, H. (2014). he relationship between CSR and HRM: a study of large New Zealand organisations: a thesis presented in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand. Massey University,
Schuler, R. S., & Jackson, S. E. (1987). Linking competitive strategies with human resource management practices. Academy of Management Perspectives, 1(3), 207-219.
Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301-317.
Skudiene, V., & Auruskeviciene, V. (2012). The contribution of corporate social responsibility to internal employee motivation. Baltic Journal of Management, 7(1), 49-67.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 46-56.
Tabachnick, B. G., & Fidell, L. S. (2001). Principal components and factor analysis. Using multivariate statistics, 4, 582-633.
Tajfel, H. (1982). Social psychology of intergroup relations. Annual Review of Psychology, 33(1), 1-39.
Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of business ethics, 89(2), 189.
Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International journal of human resource management, 5(2), 301-326.
Yu, Y., & Choi, Y. (2014). Corporate social responsibility and firm performance through the mediating effect of organizational trust in Chinese firms. Chinese Management Studies, 8(4), 577-592.
Ali, I., Rehman, K. U., Ali, S. I., Yousaf, J., & Zia, M. (2010). Corporate social responsibility influences, employee commitment and organizational performance. African Journal of Business Management, 4(13), 2796-2801.
Bakiev, E. (2013). The influence of interpersonal trust and organizational commitment on perceived organizational performance. Journal of Applied Economics and Business Research, 3(3), 166-180.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173.
Becker, W. (2011). Are you leading a socially responsible and sustainable human resource function? People & Strategy, 34(1), 18.
Bowen, D. E. (1986). Managing customers as human resources in service organizations. Human Resource Management, 25(3), 371-383.
Bučiūnienė, I., & Kazlauskaitė, R. (2012). The linkage between HRM, CSR and performance outcomes. Baltic Journal of Management, 7(1), 5-24.
Buzzell, R. D., Gale, B. T., & Gale, B. T. (1987). The PIMS principles: Linking strategy to performance: Simon and Schuster.
Cacioppe, R., Forster, N., & Fox, M. (2008). A survey of managers’ perceptions of corporate ethics and social responsibility and actions that may affect companies’ success. Journal of Business Ethics, 82(3), 681.
Carroll, A. B. (1991). The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39-48.
Clarkson, M. E. (1995). A stakeholder framework for analyzing and evaluating corporate social performance. Academy of Management Review, 20(1), 92-117.
De Roeck, K., Marique, G., Stinglhamber, F., & Swaen, V. (2014). Understanding employees' responses to corporate social responsibility: mediating roles of overall justice and organisational identification. The International Journal of Human Resource Management, 25(1), 91-112.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Dung, T. K., & Anh, T. T. L. (2019). A framework of significant human resource management practices in Vietnam. Journal of Economic Development, 24(4), 46-63.
Dyer, L., & Reeves, T. (1995). Human resource strategies and firm performance: what do we know and where do we need to go? International Journal of Human Resource Management, 6(3), 656-670.
Farooq, O., Payaud, M., Merunka, D., & Valette-Florence, P. (2014). The impact of corporate social responsibility on organizational commitment: Exploring multiple mediation mechanisms. Journal of Business Ethics, 125(4), 563-580.
Freeman, R. E. (2004). The stakeholder approach revisited. Zeitschrift für Wirtschafts-und Unternehmensethik, 5(3), 228-254.
Gamage, A. (2007). Impact of HRD Practices on Business Performance: An empirical analysis of manufacturing SMEs in Japan. Meijo Review, 8(3), 85-109.
Glavas, A., & Kelley, K. (2014). The effects of perceived corporate social responsibility on employee attitudes. Business Ethics Quarterly, 24(2), 165-202.
Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human Resource Management Journal, 21(1), 3-13.
Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate data analysis: A global perspective. Pearson Prentice Hall. In: USA.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (Vol. 6): Pearson Prentice Hall Upper Saddle River. NJ. 連結.
Halim, L., Rahayu, S., & Rahayu, M. (2016). The Effect of Employee‘s Perceptions on Corporate Social Responsibility Activities on Organizational Commitment, Mediated by Organizational Trust. International Journal of Business and Management Invention, 5(4), 43-49.
Hoàng, T., & Chu, N. M. N. (2008). Phân tích dữ liệu nghiên cứu với SPSS-tập 1. In: Hồng Đức.
Hogg, M. A., & Terry, D. I. (2000). Social identity and self-categorization processes in organizational contexts. Academy of Management Review, 25(1), 121-140.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Jahanian, A., Nawaz, N., Yamin, R., & Nawaz, M. A. (2012). human resource management and productivity: a comparative study among banks in Bahawalpur division. Euroupean Journal of Business Management, 4(8), 253.
Katou, A. A., & Budhwar, P. S. (2010). Causal relationship between HRM policies and organisational performance: Evidence from the Greek manufacturing sector. European management journal, 28(1), 25-39.
Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19(4), 699-727.
Mansour, N., Gara, E., & Gaha, C. (2014). Getting inside the black box: HR practices and firm performance within the Tunisian financial services industry. Personnel Review, 43(4), 490-514.
Mason, C., & Simmons, J. (2014). Embedding corporate social responsibility in corporate governance: A stakeholder systems approach. Journal of Business Ethics, 119(1), 77-86.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application: Sage.
Mory, L., Wirtz, B. W., & Göttel, V. (2016). Factors of internal corporate social responsibility and the effect on organizational commitment. The International Journal of Human Resource Management, 27(13), 1393-1425.
Murtaza, I. A., Akhtar, N., Ijaz, A., & Sadiqa, A. (2014). Impact of corporate social responsibility on firm financial performance: A case study of Pakistan. International Review of Management and Business Research, 3(4), 1914.
Peterson, D. K. (2004). The relationship between perceptions of corporate citizenship and organizational commitment. Business & Society, 43(3), 296-319.
Renee Baptiste, N. (2008). Tightening the link between employee wellbeing at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309.
Rettab, B., Brik, A. B., & Mellahi, K. (2009). A study of management perceptions of the impact of corporate social responsibility on organisational performance in emerging economies: the case of Dubai. Journal of business ethics, 89(3), 371-390.
Richard, P. J., Devinney, T. M., Yip, G. S., & Johnson, G. (2009). Measuring organizational performance: Towards methodological best practice. Journal of Management, 35(3), 718-804.
Rimanoczy, I., & Pearson, T. (2010). Role of HR in the new world of sustainability. Industrial and Commercial Training, 42(1), 11-17.
Sarvaiya, H. (2014). he relationship between CSR and HRM: a study of large New Zealand organisations: a thesis presented in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand. Massey University,
Schuler, R. S., & Jackson, S. E. (1987). Linking competitive strategies with human resource management practices. Academy of Management Perspectives, 1(3), 207-219.
Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301-317.
Skudiene, V., & Auruskeviciene, V. (2012). The contribution of corporate social responsibility to internal employee motivation. Baltic Journal of Management, 7(1), 49-67.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 46-56.
Tabachnick, B. G., & Fidell, L. S. (2001). Principal components and factor analysis. Using multivariate statistics, 4, 582-633.
Tajfel, H. (1982). Social psychology of intergroup relations. Annual Review of Psychology, 33(1), 1-39.
Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of business ethics, 89(2), 189.
Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International journal of human resource management, 5(2), 301-326.
Yu, Y., & Choi, Y. (2014). Corporate social responsibility and firm performance through the mediating effect of organizational trust in Chinese firms. Chinese Management Studies, 8(4), 577-592.