Title: The relationships among HRM practices, perceived fairness, and job performance evidence from logistics firms in Vietnam

Authors: Van Dang Nguyen; Nam Tien Duong

Addresses: Ho Chi Minh City University of Economics and Finance (UEF), 141-145 Dien Bien Phu, Ward 15, Binh Thanh District, Ho Chi Minh City, Vietnam ' Ho Chi Minh City University of Economics and Finance (UEF), 141-145 Dien Bien Phu, Ward 15, Binh Thanh District, Ho Chi Minh City, Vietnam

Abstract: Human resource management (HRM) refers to a series of policies, measures, and systems adopted by an enterprise that affect the behaviour, attitude, and performance of its employees. Enterprises need to think strategically about how to maximise the effectiveness of their HRM practices and thereby improve their operational performance. This study explores the relationship between HRM practices and job performance while considering the moderating effect of perceived fairness. Logistics firms in Vietnam were used as the research subjects, and sample data were collected through a questionnaire survey. A total of 250 questionnaires were distributed, and 216 valid questionnaires were collected, with a recovery rate of 88%. The results show that a high level of perceived fairness and a good fit with employee relations can lead to better work efficiency, while a high level of perceived interactional fairness and a good fit with compensation and benefits can lead to better work effectiveness.

Keywords: human resource management; HRM; logistics; performance; employee; fairness; Vietnam.

DOI: 10.1504/IJWOE.2024.140507

International Journal of Work Organisation and Emotion, 2024 Vol.15 No.2, pp.156 - 179

Received: 16 Aug 2023
Accepted: 14 Sep 2023
Published online: 21 Aug 2024 *

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