Understanding Generation Z job seekers’ expectations and job pursuit intentions can help organizations successfully attract them. However, there is limited research on this, especially for the transition and emerging economies. With these issues in mind, this study focused on two main objectives: (1) to examine Generation Z job seekers’ expectations and their job pursuit intention (JPI) in a transition and emerging economy, with samples from Vietnam, and (2) to advance the understanding of instrumental and symbolic attributes in recruitment literature. We apply the interpretive research method to explore the hidden reasons behind generation Z job seekers’ expectations and intentions of their job pursuit. Multiple combining questionnaires and group discussions were conducted with Vietnamese final year students soon to enter the workforce. The results showed that the Vietnamese Generation Z pays more attention to the job/organization in terms of intangible attributes (e.g. office atmosphere or workplace ethics) than physical features. Our study also found that Generation Z considered instrumental organizational attributes and symbolic meaning of corporate social responsibility (CSR). Although some studies have examined the Generation Z expectation in the workplace, no studies investigated the JPI of Gen Z job seekers. In addition, most recent studies investigated the Generation Z expectation in the workplace without using any solid, theoretical foundation underpinning human resource management. Therefore, using an instrumental-symbolic framework in recruitment, our study adds to the literature by examining how Generation Z job seekers react to instrumental attributes and symbolic attributes.

This study examines the relationship between internal corporate social responsibility (CSR) and organizational commitment in the service sector in Vietnam. Results from a survey of 256 employees indicate that internal CSR has a positive and significant correlation with organizational commitment. More specifically, labor relations, health and safety, and training and education had a significant effect on organizational commitment whereas work–life balance and social dialogue have no significant association with organizational commitment. The authors also provide implications, limitations, and recommendations for future research.

The topics of employer branding and organization’s image and reputation have been well-researched in the literature. However, most empirical studies were conducted in Europe, Australia, or the United States, but very few were conducted in Asia, especially in Vietnam. In addition, the interaction of image and reputation with the availability of information on social media is poorly understood. Using signaling theory for building a research model, we collected data from 206 Generation Z respondents from the logistics sector in Vietnam. Our findings show that (i) employer branding has positively and significantly related to an organization’s image and reputation; (ii) the organization’s image and reputation had a significant effect on job seekers’ intention to apply; and (iii) the interaction of image and reputation with availability of information on social media to predict the job seeker’s intention to apply. The paper also presented implications for both researchers and practitioners as well as recommendations for future research.

This paper examines two alternative views—universal and contingency—of the knowledge acquisition and innovation relationship in Vietnamese firms. Results from a survey of 130 companies show that knowledge acquisition has a positive effect on innovation. In addition, this study showed that in terms of direct effects on innovation results, the personalization strategy has a more important role than the codification strategy. However, among the two knowledge management (KM) strategies, only the codification strategy moderated the knowledge acquisition–innovation relationship. The findings also suggested that in order to achieve a high level of innovation results, the firm should not be overly dependent on the implementation of the codification strategy without paying due attention to personalization strategy. Furthermore, for firms at the nascent stage of development or those in developing countries like Vietnam, knowledge acquisition and personalization strategy can lead to innovation results.

We developed a research model to explore the direct and indirect influences of top management support of an organization’s environmental performance in the Vietnamese electric power sector. Results from a survey of 203 senior managers were used to test the hypotheses. The analysis showed that top management support directly influenced both green training and environmental performance. The results also provided evidence for the mediating effect of green training on the link between top management support and environmental performance. The implications of the results for theory and practice are discussed. We concluded with limitations and suggestions for future research.

This study aims to advance our understanding of the effects of Generation Z job seekers’ attitudes towards corporate social responsibility (CSR) and initial job pursuit intention (JPI). A survey of 290 senior students in Vietnam shows that two of three aspects of Generation Z job seekers’ attitudes towards CSR (positive CSR assessment and CSR engagement) are positively related to JPI. In addition, the relationship between Generation Z job seekers’ attitudes towards CSR and JPI is mediated by CSR-based employer attractiveness. These findings suggest that including social and environmental issues into corporate strategy is a valuable approach for attracting Generation Z job seekers. We discuss the implications for theory and practice as well as the limitations and directions for future research, of these findings.