Employees’ performance in the organisation is primarily demonstrated through their task performance, organisational citizenship behaviour (OCB), and volunteer activities. This study delves into the dual identity of employees’ corporate social responsibility (CSR) and introduces prosocial identity, prosocial self-efficacy, and empathy as mediation variables to investigate the impact of socially responsible human resource management (SRHRM) on employee performance. The study aims to achieve four objectives: (1) investigating the impact of SRHRM on employee performance (task performance, OCB, and volunteer activities) in Chinese medical manufacturing companies; (2) examining the indirect impact of SRHRM on employee performance in Chinese medical manufacturing companies, taking into account the mediation of prosocial identity; and (3) examining the indirect impact of SRHRM on employee performance in Chinese medical manufacturing companies, while taking into account the mediating role of prosocial self-efficacy; (4) examining the indirect impact of SRHRM on employee performance in Chinese medical manufacturing companies, while also exploring the role of empathy as a mediator. This dissertation utilises a quantitative research design methodology. The dissertation utilises a nonexperimental quantitative approach, focusing on survey research method and employing SPSS and AMOS software to perform a structural equation model hierarchical regression model to confirm the research hypotheses. Based on empirical analysis, this article determines that SRHRM has a direct positive impact on employee performance. Additionally, it suggests that SRHRM can also influence employee performance indirectly through prosocial identity, prosocial self-efficacy, and empathy.