https://www.onlinesciencepublishing.com/index.php/ijebms <p>2226-4809</p> Online Science Publishing en-US International Journal of Economics, Business and Management Studies 2226-4809 https://www.onlinesciencepublishing.com/index.php/ijebms/article/view/1529 <p>This study investigates the relationship between key human resource management (HRM) practices namely procedural fairness, employee performance, information sharing, and organizational identity and corporate performance in Chinese manufacturing firms. The research adopts a quantitative approach, utilizing a self-administered, close-ended questionnaire to collect data from employees in two manufacturing firms located in Guangzhou, Guangdong Province, China. A probability-based stratified random sampling technique was employed to ensure a representative sample across different employee groups. The analysis tested nine hypotheses to examine the direct and indirect effects of HRM practices on corporate performance. The findings reveal that eight out of the nine proposed hypotheses were supported, indicating strong positive associations between the selected HRM practices and corporate performance. One exception emerged in the mediation analysis, suggesting that not all relationships are equally mediated by the proposed variables. These results underscore the strategic importance of implementing fair procedures, fostering open information sharing, enhancing employee performance, and strengthening organizational identity as pathways to improved corporate outcomes. The study provides practical insights for managers and policymakers in emerging and evolving industries, particularly in China, highlighting the need for integrated HRM strategies that align with broader organizational goals to sustain a competitive advantage in a dynamic business environment.</p> Xu Zhongming Anbalagan Marimuthu Copyright (c) 2025 2025-08-22 2025-08-22 12 2 1 13 10.55284/ijebms.v12i2.1529 https://www.onlinesciencepublishing.com/index.php/ijebms/article/view/1680 <p>Although fast progression of artificial intelligence has compelled organizations to adopt disruptive technologies however organizations have been remained unsuccessful to gain maximum benefits from these technologies especially in the domain of human resource management. Owing to the proliferation of disruptive technologies this study encapsulates how big data driven human resource practices enhance e-recruitment efficiency. Research model was tested with empirical data retrieved from employees. Overall, 367 employees have participated in this e-recruitment research survey. Results illustrates that big data driven human resource practices, information quality, service quality, big data culture and digital maturity demonstrated substantial variance&nbsp; &nbsp;75.2% in e-recruitment efficiency. Moreover, effect size &nbsp;analysis has disclosed large effect size of big data driven human resource practices and digital maturity in determining e-recruitment efficiency. This study has revealed that data driven human resource practices, digital maturity and big data service quality are core factors which enhance e-recruitment efficiency and hence these factors need managerial attention. Similarly, the moderating effect of ethical technology has established and revealed that higher intensity of ethical technology will stronger the relationship between e-recruitment efficiency and human resource performance. Therefore, policy makers could enhance recruitment efficiency and human resource performance by deploying ethical technology in human resource practices. This study is significant as it develops completely new research model backed by big data driven human resource practices and fills research gap between e-recruitment efficiency and human resource performance.</p> Omima Abdalla Abass Abdalatif Copyright (c) 2025 2025-12-05 2025-12-05 12 2 14 32 10.55284/ijebms.v12i2.1680