Abstract
This study examines the relationships between green leadership, green human resource management (GHRM), and corporate social responsibility (CSR), focusing on the mediating role of employee green behavior. Social Exchange Theory (SET) and the Ability–Motivation–Opportunity (AMO) framework provide theoretical foundations for the proposed relationships rather than directly measured mechanisms. Data were collected through convenience sampling from 393 respondents, including employees and individuals in managerial positions, working in Ho Chi Minh City, Vietnam. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4. The results indicate positive relationships between green leadership (β = 0.399) and GHRM (β = 0.448) and employee green behavior. Employee green behavior is also positively associated with perceived CSR (β = 0.461, t = 11.912, p < 0.001). Furthermore, positive indirect effects on perceived CSR through employee green behavior were observed for green leadership (β = 0.184) and GHRM (β = 0.207). These findings highlight employee green behavior as a potential linking mechanism between green-oriented management practices and perceived CSR. The study offers practical implications for encouraging environmentally responsible behavior in the workplace. However, the use of convenience sampling and data collected from a single geographical area limits the generalizability of the findings.
Keywords: Green leadership, green human resource management, employee green behavior, corporate social responsibility, sustainable management.
JEL classification: M14, Q56, M54.
DOI: 10.63767/TCKT.39.2026.150.163
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Ban biên tập Tạp chí Kinh tế & Quản trị Kinh doanh
Phòng 514, Nhà điều hành, trường Đại học Kinh tế & Quản trị Kinh doanh
Địa chỉ: Phường Tân Thịnh, thành phố Thái Nguyên
Email: tapchikt-qtkd@tueba.edu.vn; Điện thoại: 0208.3903373
