Tóm tắt:
Bài nghiên cứu này khám phá vai trò của quản trị nguồn nhân lực xanh (Green Human Resource Management - GHRM) trong việc nâng cao phúc lợi tâm lý của nhân viên ngành ngân hàng tại Việt Nam, với sự phân biệt rõ ràng giữa hai chiều cạnh: (i) Hạnh phúc khoái lạc (Hedonic Well-being - HWB) và (ii) Hạnh phúc ban phước (Eudaimonic Well-being - EWB). Dựa trên khung lý thuyết Nguồn lực và đòi hỏi công việc (Job Demands–Resources Theory - JD-R) và Hành động có trách nhiệm xã hội (Corporate Social Responsibility - CSR), nghiên cứu xây dựng mô hình lý thuyết tích hợp và kiểm định bằng phương pháp mô hình cấu trúc tuyến tính theo phương sai từng phần (PLS-SEM) trên mẫu 385 nhân viên đến từ các ngân hàng thương mại lớn. Kết quả chỉ ra rằng GHRM có tác động cùng chiều đến cả hai loại phúc lợi, trong đó ảnh hưởng đến EWB mạnh hơn đáng kể. Ngoài ra, phân tích đa nhóm (Multigroup Analysis - MGA) cho thấy kinh nghiệm làm việc là yếu tố điều tiết quan trọng: nhóm nhân viên có ≥ 5 năm kinh nghiệm phản ứng mạnh mẽ hơn với các chính sách GHRM so với nhóm ít kinh nghiệm hơn. Trái lại, kết quả không ghi nhận sự khác biệt đáng kể theo giới tính.
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Abstract:
This study investigates the influence of Green Human Resource Management (GHRM) practices on the psychological well-being of employees in Vietnam’s banking sector, with a focus on two key dimensions: (i) Hedonic Well-being (HWB) and (ii) Eudaimonic Well-being (EWB). Drawing on the Job Demands-Resources (JD-R) Theory and Corporate Social Responsibility (CSR) framework, the study develops an integrated theoretical model and tests it using partial least squares structural equation modeling (PLS-SEM) on a sample of 385 employees from major commercial banks. The findings reveal that GHRM practices have a significant positive effect on both HWB and EWB, with a notably stronger impact on EWB. Furthermore, multigroup analysis (MGA) indicates that work experience serves as a significant moderating factor: employees with five or more years of experience exhibit a stronger positive response to GHRM practices compared to those with less experience. However, no significant differences are observed across gender groups.