The Impact of Smart Biometric Attendance System on Employee Performance in Manufacturing Firms

Author
Roohallah Noori
Abstract
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.
Keywords
Biometric System
HR Technology
Employee Performance
Work Autonomy
Data Governance Transparency
digital transformation
Future HRM
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بخشی، الف.، و کلانتری، ر. (۱۳۹۵). بررسی کیفیت زندگی کاری و ارتباط آن با عملکرد شغلی در کارکنان مراکز بهداشت درمانی. مجله مهندسی بهداشت حرفه‌ای، ۳(۴)، ۳۷-۳۱.
رضائیان، ع.، و گنجعلی، الف. (۱۳۹۰). مدیریت عملکرد: چیستی، چرایی و چگونگی. انتشارات دانشگاه امام صادق.
عراقی، م. م. (۱۳۹۳). بررسی رابطه ابهام و تعارض نقش و عملکرد شغلی. ماهنامه علمی-ترویجی اکتشاف و تولید نفت و گاز، ۱۱۶، ۱۶-۸.
نوری، روح‌اله.، و مشکات‌ذاکری، زهرا. (۱۴۰۰). امنیت شغلی، مهارت‌های دیجیتال و شایستگی‌ها در بخش بانکی. فصلنامه علمی مطالعات منابع انسانی، ۱۱(۱)، ۱۶۹-۱۵۱.
فرهادی، ر. (۱۳۸۳). فناوری اطلاعات و ارتباطات: اصول و کاربرد. انتشارات کتابدار.
قربانزاده، منصور. (۱۳۹۲). مدیریت عملکرد کارکنان. ماهنامه کار و جامعه، ۱۶۰.
Abreham, G. (2019). The effect of biometrics attendance on employee's performance (MBA Thesis). Leadstar University, Ethiopia.
Ahamed, S., & Naser, S. (2022). Biometric technology in digital HRM. International Journal of Advanced Computer Science and Applications, 13(4), 112–121. https://doi.org/10.14569/IJACSA.2022.0130415
Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance. Annual Review of Organizational Psychology, 2(1), 47–74.
Carpenter, D., McLeod, A., & Maasberg, M. (2016). Privacy and biometrics: An empirical examination of employee concerns. Information Systems Frontiers, 20(2), 91–110. https://doi.org/10.1007/s10796-016-9667-5
Cascio, W. F., & Montealegre, R. (2016). How technology is changing work and organizations. Annual Review of Organizational Psychology, 3(1), 349–375.
Charlier, S. D., Brown, K. G., & Rynes, S. L. (2020). Evidence-based management in MBA programs. Academy of Management Learning & Education, 10(2), 222–236.
Davis, F. D. (1989). Perceived usefulness, perceived ease of use, and user acceptance of information technology. MIS Quarterly, 13(3), 319–340. https://doi.org/10.2307/249008
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Plenum Press.
Deci, E. L., & Ryan, R. M. (2003). An overview of self-determination theory. In Deci & Ryan (Eds.), Handbook of self-determination research (pp. 3–33). University of Rochester Press.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
Galbraith, J. R. (1974). Organization design: An information processing view. Interfaces, 4(3), 28–36.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
Kisame, H. (2014). Biometric attendance system and operational performance (Unpublished MA Thesis). Makerere University.
Konradt, U., Schippers, M. C., Garbers, Y., & Steenfatt, C. (2021). Effects of performance feedback and goal-setting in electronic business. Applied Psychology, 70(3), 909–934.
Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. International Journal of Human Resource Management, 28(1), 3–26.
Noori, R., & Meshkat Zakeri, Z. (2021). Job security, digital skills and competencies in banking sector. Journal of Human Resource Studies, 11(1), 151–169.[in persian]
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139.
Slemp, G. R., Kern, M. L., Patrick, K. J., & Ryan, R. M. (2018). Leader autonomy support in the workplace: A meta-analytic review. Motivation and Emotion, 42(5), 706–724.
Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of HRM, 34(3), 345–365.
Villaroman, G. A. C., Pedro, A. B. S., Bacani, K. M., Clerigo, E. R., & Hipos, A. T. (2018). The use of biometric attendance recording system (BARS) and its impact on work performance. Open Access Library Journal, 5, e4273.

ابوالعلایی، بهزاد. (۱۳۹۰). مدیریت عملکرد: راهنمای مدیران برای ارزیابی و بهبود عملکرد کارکنان. سازمان مدیریت صنعتی.
بخشی، الف.، و کلانتری، ر. (۱۳۹۵). بررسی کیفیت زندگی کاری و ارتباط آن با عملکرد شغلی در کارکنان مراکز بهداشت درمانی. مجله مهندسی بهداشت حرفه‌ای، ۳(۴)، ۳۷-۳۱.
رضائیان، ع.، و گنجعلی، الف. (۱۳۹۰). مدیریت عملکرد: چیستی، چرایی و چگونگی. انتشارات دانشگاه امام صادق.
عراقی، م. م. (۱۳۹۳). بررسی رابطه ابهام و تعارض نقش و عملکرد شغلی. ماهنامه علمی-ترویجی اکتشاف و تولید نفت و گاز، ۱۱۶، ۱۶-۸.
نوری، روح‌اله.، و مشکات‌ذاکری، زهرا. (۱۴۰۰). امنیت شغلی، مهارت‌های دیجیتال و شایستگی‌ها در بخش بانکی. فصلنامه علمی مطالعات منابع انسانی، ۱۱(۱)، ۱۶۹-۱۵۱.
فرهادی، ر. (۱۳۸۳). فناوری اطلاعات و ارتباطات: اصول و کاربرد. انتشارات کتابدار.
قربانزاده، منصور. (۱۳۹۲). مدیریت عملکرد کارکنان. ماهنامه کار و جامعه، ۱۶۰.
Abreham, G. (2019). The effect of biometrics attendance on employee's performance (MBA Thesis). Leadstar University, Ethiopia.
Ahamed, S., & Naser, S. (2022). Biometric technology in digital HRM. International Journal of Advanced Computer Science and Applications, 13(4), 112–121. https://doi.org/10.14569/IJACSA.2022.0130415
Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance. Annual Review of Organizational Psychology, 2(1), 47–74.
Carpenter, D., McLeod, A., & Maasberg, M. (2016). Privacy and biometrics: An empirical examination of employee concerns. Information Systems Frontiers, 20(2), 91–110. https://doi.org/10.1007/s10796-016-9667-5
Cascio, W. F., & Montealegre, R. (2016). How technology is changing work and organizations. Annual Review of Organizational Psychology, 3(1), 349–375.
Charlier, S. D., Brown, K. G., & Rynes, S. L. (2020). Evidence-based management in MBA programs. Academy of Management Learning & Education, 10(2), 222–236.
Davis, F. D. (1989). Perceived usefulness, perceived ease of use, and user acceptance of information technology. MIS Quarterly, 13(3), 319–340. https://doi.org/10.2307/249008
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Plenum Press.
Deci, E. L., & Ryan, R. M. (2003). An overview of self-determination theory. In Deci & Ryan (Eds.), Handbook of self-determination research (pp. 3–33). University of Rochester Press.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
Galbraith, J. R. (1974). Organization design: An information processing view. Interfaces, 4(3), 28–36.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
Kisame, H. (2014). Biometric attendance system and operational performance (Unpublished MA Thesis). Makerere University.
Konradt, U., Schippers, M. C., Garbers, Y., & Steenfatt, C. (2021). Effects of performance feedback and goal-setting in electronic business. Applied Psychology, 70(3), 909–934.
Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. International Journal of Human Resource Management, 28(1), 3–26.
Noori, R., & Meshkat Zakeri, Z. (2021). Job security, digital skills and competencies in banking sector. Journal of Human Resource Studies, 11(1), 151–169.[in persian]
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139.
Slemp, G. R., Kern, M. L., Patrick, K. J., & Ryan, R. M. (2018). Leader autonomy support in the workplace: A meta-analytic review. Motivation and Emotion, 42(5), 706–724.
Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of HRM, 34(3), 345–365.
Villaroman, G. A. C., Pedro, A. B. S., Bacani, K. M., Clerigo, E. R., & Hipos, A. T. (2018). The use of biometric attendance recording system (BARS) and its impact on work performance. Open Access Library Journal, 5, e4273.