https://jhrmfs.khu.ac.ir/ Future Studies in Human Resource Management en daily 1 Fri, 22 May 2026 00:00:00 +0330 Fri, 22 May 2026 00:00:00 +0330 https://jhrmfs.khu.ac.ir/article_6242.html Digital transformation in human resource management has accelerated adoption of biometric technologies in manufacturing organizations. This study investigates the effect of a smart biometric attendance system on employee performance, work autonomy, and privacy in a large Iranian manufacturing company (Saipa Automotive Parts Manufacturing Co., Tehran). The study adopts a future-oriented HRM perspective, examining technology-mediated performance outcomes.Methodology:The research is applied in purpose and uses a descriptive-correlational design with quantitative data. The statistical population comprised 780 employees of the production and operations divisions. A sample of 258 was drawn via stratified random sampling. Data were collected through a validated questionnaire and analyzed using PLS-SEM (SmartPLS 4.0) and SPSS 27.Findings: The biometric system significantly impacts: work quantity (β=0.738, t=25.91), work quality (β=0.672, t=16.84), punctuality (β=0.614, t=15.02), attendance (β=0.603, t=14.11), privacy perception (β=0.571, t=13.45), and work autonomy (β=0.543, t=10.12). All hypotheses were confirmed at the 95% confidence level. The model GOF index was 0.47.Conclusion: Smart biometric systems, when implemented with transparency and participatory design, function as strategic HR levers that enhance performance, protect privacy, and promote employee autonomy. Future-oriented HRM should integrate biometric data with broader digital HR ecosystems for evidence-based people management. https://jhrmfs.khu.ac.ir/article_11551.html Emotions, expressions of those emotions, and emotional displays are crucial in the service industry. The hospitality sector, in particular, is sensitive, as customers arrive at hotels with positive expectations, hoping for an enjoyable stay. Attention to emotional labor and cultural intelligence is essential for navigating diverse cross-cultural behaviors. This research aimed to explore emotional work strategies concerning emotional burnout and customer orientation, while also examining the moderating role of cultural intelligence. A descriptive correlational design was employed, using a library-field approach, focusing on hotels in Yazd city, which has a total of 57 establishments and 855 employees. Of these, 319 hotel employees provided complete responses to the questionnaires. Structural equation modeling was used to analyze the data, employing AMOS software. The results revealed that the surface acting strategy has a positive and significant effect on emotional exhaustion, while deep acting and authentic acting strategies significantly reduce emotional exhaustion. Additionally, emotional work strategies (surface acting, deep acting, and authentic acting) positively and significantly influence customer orientation. Cultural intelligence moderates the relationship between surface acting and both emotional burnout and customer orientation. https://jhrmfs.khu.ac.ir/article_11552.html Objective: Organizations need to examine employee performance to survive and grow in competitive environments. Focusing on employee performance leads to improved productivity and organizational effectiveness. This study investigates the impact of satisfaction with human resource practices on employee performance, with the mediating role of work engagement, in the Hamadan Province Oil Company. Method:The statistical population consisted of 150 employees of the company in 2022. Using G*Power software, a sample size of 118 was determined. The research was descriptive-survey in nature, and data were analyzed using structural equation modeling (SEM) with PLS software. Findings: The results indicate that creating a favorable work environment through appropriate human resource practices plays a significant role in enhancing work engagement and improving employee performance. Attention to these factors can contribute to increased organizational productivity. Conclusion:The findings showed that satisfaction with human resource practices affects employee performance by 70%, with 68% influence on in-role performance and 64% on extra-role performance. Additionally, satisfaction with human resource practices impacts employee work engagement by 69%. https://jhrmfs.khu.ac.ir/article_11554.html experience.userimproveoBackground and Objectives: with the expansion of digital technologies and the use of artificial intelligence in human resource processes, especially recruitment, process efficiency has increased. However, the adoption of this technology by applicants depends on their perception of procedural justice. This study examines the effect of applicants' perception of AI use in the recruitment process on their percieved procedural justice, and the mediating roles of three Technilogy Acceptance Model constructs: percieved usefulness, percieved ease of use, and percieved trust. Methods: This descriptive-correlational study with a quantitative approach used data collected from a questionaire adapted from Hossein et al. (2025) on a five-point Likert scale. The population consisted of 290 employees and branch manageres of an insurance company in Zanjan city. Cronbach's alpha=0.717, composite reliability=0.817, and AVE=0.518 were confirmed. Data analysis was conducted using Structural Equation Modeling in SmartPLS4. Results: Findings showed that applicants' percieved use of AI in the recruitment process has a positive and significant relationship with percieved procedural justice. Percieved usefulness and percieved trust significantly mediate the relationship between AI use and procedural justice, while pecieved ease of use does not play this mediating role. Conclusions: The results can provide a practical framework for designing intelligent recruitment systems that are fair, transparent, and trustworthy, and aligned with professional ethics and privacy to anhance acceptance and satisfaction among applicants. adding percieved trust to the Technology Acceptance Model and testing the mediating role of the three constucts addresses a research gap in emerging economies such as Iran and offers guideliness. https://jhrmfs.khu.ac.ir/article_11556.html Background and Objective: Performance evaluation and reward allocation in human resource management often rely on subjective judgment. This study examines a combination of two approaches, a weighted composite index (performance index, PI) and stochastic frontier analysis (SFA), for assessing employee performance and efficiency. Methodology: A mixed-method design was applied in a private mining company in Kerman province. All 43 administrative employees participated (census sampling). The Analytic Hierarchy Process (AHP) assigned weights to seven performance indicators. SFA analyzed input-output data (working hours, task complexity, support assistance, work experience). The PI combined accuracy, speed, quality, satisfaction, delay, collaboration, and error. Bootstrap with 1000 repetitions examined model stability. Findings: With α = 0/5, final scores ranged from 0/54 to 0/92. A one-sided LR test rejected the no-inefficiency hypothesis (LR = 24/6, p-value < 0/001). Bootstrap 95% confidence intervals remained within ±0.02 of point estimates. The exponential distribution for the inefficiency component showed a better fit than the half-normal distribution (AIC: 45/2 vs. 48/7). Conclusion: The PI-SFA model provided rankings of 43 employees by performance and efficiency. These results are specific to one company. Application to other organizations would require separate investigation.