Document Type : Articles
Authors
allamh tabatabaii
Abstract
1- INTRODUCTION
Today's challenge for human resource managers is the effective and balanced use of employees to simultaneously provide capacity to restore and balance work-life for them. Implementing such an approach includes a long-term vision for maintaining high skilled and motivated people. one of the new concepts in the field of human resources retention is the concept of sustainability, which has been interpreted as "the mutual functions of the individual, as well as the levels of human resources management systems that are the basess for analysis." therefore, the aim of this article is the investigating mediating role of sustainability of human capital in the relationship between increasing working hours and the responsibility of employees.
2- THEORETICAL FRAMEWORK
Researchers believe that sustainability was first introduced in the forest sector, previously adapted by the environmental movement associated with over exploitation of natural resources and the environment in the 1970s. Ecologists emphasize on environmental dimension and business strategy scientists consider economic sustainability of organizations. According to Porter (1980), business strategists use the term "competitive advantage". Considering the fact that there is no consensus on the definition of sustainability, it is presented in various models and methods and it is a broad and multifaceted term. Etymologically speaking, the term "sustainable" or "sustainable development," is derived from the Latin word "sus-tenere" which means "keeping" or "reinforcement" and with the suffix "able" with reference to ability. Therefore, the term sustainable development can be interpreted as "the ability to develop, strengthen, and reinforcement".
Keywords
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