SỐ 242 | Tháng 5/2026
Tác động của hệ thống hiệu suất cao đến chia sẻ tri thức của nhân viên trong ngành logistics tại Việt Nam
Nguyễn Văn Thụy, Huỳnh Đăng Khoa
Tóm tắt:
Mục tiêu nghiên cứu: Nghiên cứu nhằm kiểm định tác động của các hoạt động quản trị nguồn nhân lực (QTNNL) được tổ chức tích hợp trong hệ thống hiệu suất cao (HTHSC) đến hành vi chia sẻ tri thức (CSTT) trong bối cảnh ngành logistics Việt Nam.
Thiết kế nghiên cứu/phương pháp/tiếp cận: Nghiên cứu định lượng sử dụng dữ liệu khảo sát từ 782 nhân viên doanh nghiệp logistics Việt Nam và phân tích bằng mô hình cấu trúc tuyến tính (SEM)q nhằm kiểm định tác động của các hoạt động QTNNL lên CSTT.
Kết quả nghiên cứu chính: Các hoạt động QTNNL không tạo tác động tích hợp lên CSTT. Việc tuyển chọn có chọn lọc, đào tạo mở rộng, an ninh việc làm, phần thưởng khuyến khích và sự tham gia của nhân viên có tác động cùng chiều đến CSTT. Ngược lại, thăng tiến nội bộ, mô tả công việc rõ ràng và đánh giá theo định hướng kết quả không có tác động đạt ý nghĩa.
Giá trị đóng góp mới: Nghiên cứu cung cấp bằng chứng thực nghiệm không phải mọi hoạt động QTNNL đều thúc đẩy CSTT trong cùng cơ chế. Qua đó, nghiên cứu gợi mở định hướng thiết kế HTHSC theo hướng ưu tiên tích hợp các hoạt động trực tiếp thúc đẩy năng lực – động lực – cơ hội để nhân viên chủ động CSTT.
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The Impact of High-Performance Work Systems on Employee Knowledge Sharing in Vietnam’s Logistics Industry
Abstract:
Purpose: This study aims to examine the effect of human resource management practices integrated within high-performance work systems on knowledge sharing behavior in the context of the Vietnamese logistics industry.
Design/methodology/approach: A quantitative research design was employed using survey data collected from 782 employees working in logistics firms in Vietnam. Structural equation modeling (SEM) was applied to simultaneously assess the effects of multiple HRMPs on KS and to compare the differential impacts across specific HRMPs.
Findings: The findings suggest that different HRMPs influence KS to differing extents. Specifically, selective staffing, extensive training, employment security, incentive rewards, and employee participation have positive and statistically significant effects on KS behavior. In contrast, internal mobility, clear job descriptions, and results-oriented appraisal do not show significant effects. These results suggest that HPWS foster KS only when HRMPs are designed to create proximate conditions that directly enhance employees’ ability, motivation, and opportunity to share knowledge in their daily work.
Originality/value: The findings provide empirical evidence that not all HRMPs embedded in HPWS operate through the same mechanisms to foster KS in Vietnam’s logistics sector. Instead, HPWS appears most consequential when HRMPs directly enhance employees’ ability, motivation, and opportunity to share knowledge.