الناز نجاتی کریم آباد

Signaling theory, with economic origin, addresses information asymmetry between two sides and refers to the signs sent to moderate these information. This concept has recently entered the literature of human resource management and is employed in selection and recruitment. The purpose of this study is to apply this concept for creating organizational attractiveness for jobseekers. Therefore, the effect of signaling variable, consisting of signals at individual and organizational levels, on the attitudes of jobseekers as a mediating variable and its effect on jobseekers’ attractiveness are studied. The moderating role of organizational identity in the relationship between signaling and jobseekers’ attitudes are also investigated. This is an applied research in terms of purpose and a descriptive-survey one in terms of data collection method. The statistical population consists of all employees participating in the work exhibition in 2018. Structural equations modeling through partial least squares approach and Smart PLS2.6 software were employed for data analysis. The results signified that signals at personal and organizational levels significantly affected the attitude of the applicants toward organization. The effect of applicants’ attitudes on the attractiveness of the organization was also confirmed. The moderating role of organizational identity was significant in the relationship between signals at organizational level and employees' attitudes toward organizations; however, this variable did not significantly moderate the relationship between signals at individual level and the attitude of the applicants toward the organization.

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. 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".

This research is aimed at assessment of the effects of various payment systems on accountability and responsiveness of the employees. Having studied the theoretical literature and having introduced the various payment systems, the researchers proposed the final conceptual model. This model included three payment systems: hourly payment, payment on the basis of evaluating mental performance, and competitive payment. These systems were employed as predictive variables, while office hours and human resource constancy were proposed as intermittent variables, and job accountability was regarded as standard variable. A questionnaire based on Likert table, composed of 36 questions, was employed to assess the variables. The research population included 360 employees at Mellat Bank in the north west of Tehran. The data was analyzed by SPSS20 and SmartPLS2. The results indicated that payment systems negatively affected job accountability. Competitive payment system came out to be appropriate due to its positive relation with office hours and constancy. It can be employed effectively by public organizations and companies.