Purpose This study aims to investigate the unique mediating role of corporate environmental ethics in the positive relationship between green human resource management practices and the implementation of environmental strategies (reactive environmental strategy and proactive environmental strategy) of manufacturing firms in Vietnam. Design/methodology/approach A cross-sectional survey of 347 manufacturing firms in Vietnam was conducted, and data were analyzed using partial least squares structural equation modeling (PLS-SEM). Findings The findings reveal that firms employing green human resource management tend to prioritize proactive environmental strategy over reactive environmental ones, although green human resource management practices lead to the implementation of both reactive and proactive environmental strategies. Conversely, firms that utilize green human resource management to foster corporate environmental ethics prefer the reactive environmental strategy. Practical implications This study provides critical insights for manufacturing firms aiming to integrate environmentally sustainable practices into their operations. By strategically incorporating green human resource management and corporate environmental ethics, firms can effectively implement feasible and beneficial environmental initiatives that advance their sustainability objectives. Originality/value Drawing on the resource-based view, ability-motivation-opportunity theory and ethics theory of organizing, this study contributes to the existing literature on green human resource management and environmental strategies by examining the role of corporate environmental ethics. This enhances the understanding of how the intensity of different environmental strategies may differ if green human resource management practices or corporate environmental ethics are cultivated.
Pham et al. (Mon,) studied this question.