Green HRM and sustainability outcomes: the roles of employee engagement, servant leadership and green innovation practices in Vietnam

Purpose This study examines how green human resource management (GHRM) is associated with sustainability outcomes through green work engagement (GWE) and whether servant leadership (SER) and Green Innovation Practices (GIP) strengthen different relationships within this pathway. Design/methodology/approach A cross-sectional survey was conducted among employees across industries in Vietnam. Of 385 questionnaires received, 364 complete responses were analyzed using confirmatory factor analysis and structural equation modeling. Indirect and interaction effects were examined using bootstrapping. Findings GHRM was positively associated with GWE, which mediated its relationships with green innovative work behavior (GIWB) and perceived green performance (PGP). SER strengthened the GHRM–GWE relationship, whereas GIP strengthened the relationships between GWE and both outcomes. Practical implications Organizations may benefit from aligning green HR practices with supportive supervisory leadership and concrete green innovation practices. HR managers can embed environmental objectives into core HR practices, while supervisors and operational leaders can support employee engagement and opportunities for environmental improvement. Originality/value The study provides a boundary-condition refinement of the GHRM–engagement–outcome pathway by distinguishing relational and organizational conditions at different relationships within the model. Specifically, servant leadership strengthens the GHRM–GWE relationship, whereas GIP strengthens the GWE–outcome relationships, extending understanding of sustainable employment relationships in Vietnam.