The impact of socially responsible human resource management on the organizational citizenship behavior of employees in universities in Ho Chi Minh City

Abstract

This study aims to examine the influence of socially responsible human resource management on employees’ organizational citizenship behavior in universities in Ho Chi Minh City, using 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 were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate the measurement and structural models and to test the proposed hypotheses. 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 Organizational Citizenship Behavior (OCB), and social exchange theory, which emphasizes the reciprocal relationship between employees and organizations and motivates OCB through perceived benefits. This study’s findings can benefit state management of education and training in general and higher education in particular by offering ideas to improve human resource management in universities, thereby creating favorable conditions for the development of Vietnam’s education sector.