The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises
Building positive employee beliefs, perceptions, and attitudes is critical for successful change interventions. Thus, this study aims to investigate the relationship between human resource change leadership role and employee human resource attribution in sustainable enterprises, which relates to the...
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| Format: | Article |
| Language: | English |
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HO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCE
2024-12-01
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| Series: | Ho Chi Minh City Open University Journal of Science - Social Sciences |
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| Online Access: | https://journalofscience.ou.edu.vn/index.php/soci-en/article/view/3608 |
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| _version_ | 1849407133586554880 |
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| author | Diem Thi Pham Tran Phuc Truong Nguyen |
| author_facet | Diem Thi Pham Tran Phuc Truong Nguyen |
| author_sort | Diem Thi Pham |
| collection | DOAJ |
| description | Building positive employee beliefs, perceptions, and attitudes is critical for successful change interventions. Thus, this study aims to investigate the relationship between human resource change leadership role and employee human resource attribution in sustainable enterprises, which relates to the changes in institutional logic and works. The study builds the research model by drawing from attribution theory (Weiner, 1985) and HR attribution (Nishii et al., 2008). It explores this relationship by employing the mixed method of qualitative and quantitative research. Qualitative methods (in-depth interviews) adjust the scales, while quantitative methods test scales, researching hypotheses and models. Utilizing a sample of 1,058 employees from 24 sustainable enterprises in Viet Nam, the study employs the PLS-SEM method for analysis. The findings show that HR change leadership roles significantly positively affect the well-being of HR attribution. At the same time, the degree of adoption of HR change leadership roles hurts performance HR attribution. In addition, it explores a U-shaped relationship between the adoption of HR change leadership roles and performance HR attribution, highlighting the complex nature of HR attribution in sustainable organizations. This implies that employees may interpret the same sustainable policies or programs differently based on their characteristics and experiences. Therefore, HR departments should tailor their sustainable practices according to employees’ diverse needs and perceptions to foster positive attributions and minimize negative attribution, contributing to sustainable progress. |
| format | Article |
| id | doaj-art-af1f7e2b3a904a929b6b017c8e9498cf |
| institution | Kabale University |
| issn | 2734-9357 2734-9624 |
| language | English |
| publishDate | 2024-12-01 |
| publisher | HO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCE |
| record_format | Article |
| series | Ho Chi Minh City Open University Journal of Science - Social Sciences |
| spelling | doaj-art-af1f7e2b3a904a929b6b017c8e9498cf2025-08-20T03:36:10ZengHO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCEHo Chi Minh City Open University Journal of Science - Social Sciences2734-93572734-96242024-12-0115311412910.46223/HCMCOUJS.soci.en.15.3.3608.20252325The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprisesDiem Thi Pham0Tran Phuc Truong Nguyen1Ho Chi Minh City Open University, Ho Chi Minh CityLong An Provincial Party Committee Office, Long AnBuilding positive employee beliefs, perceptions, and attitudes is critical for successful change interventions. Thus, this study aims to investigate the relationship between human resource change leadership role and employee human resource attribution in sustainable enterprises, which relates to the changes in institutional logic and works. The study builds the research model by drawing from attribution theory (Weiner, 1985) and HR attribution (Nishii et al., 2008). It explores this relationship by employing the mixed method of qualitative and quantitative research. Qualitative methods (in-depth interviews) adjust the scales, while quantitative methods test scales, researching hypotheses and models. Utilizing a sample of 1,058 employees from 24 sustainable enterprises in Viet Nam, the study employs the PLS-SEM method for analysis. The findings show that HR change leadership roles significantly positively affect the well-being of HR attribution. At the same time, the degree of adoption of HR change leadership roles hurts performance HR attribution. In addition, it explores a U-shaped relationship between the adoption of HR change leadership roles and performance HR attribution, highlighting the complex nature of HR attribution in sustainable organizations. This implies that employees may interpret the same sustainable policies or programs differently based on their characteristics and experiences. Therefore, HR departments should tailor their sustainable practices according to employees’ diverse needs and perceptions to foster positive attributions and minimize negative attribution, contributing to sustainable progress.https://journalofscience.ou.edu.vn/index.php/soci-en/article/view/3608change leadership rolehr attributionhr roleperformance hr attributionwell-being hr attribution |
| spellingShingle | Diem Thi Pham Tran Phuc Truong Nguyen The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises Ho Chi Minh City Open University Journal of Science - Social Sciences change leadership role hr attribution hr role performance hr attribution well-being hr attribution |
| title | The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises |
| title_full | The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises |
| title_fullStr | The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises |
| title_full_unstemmed | The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises |
| title_short | The relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises |
| title_sort | relationship between the degree of adopting human resource change leadership role and human resource attribution in sustainable enterprises |
| topic | change leadership role hr attribution hr role performance hr attribution well-being hr attribution |
| url | https://journalofscience.ou.edu.vn/index.php/soci-en/article/view/3608 |
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