Figure 1: The hypothetical outline of the research

Fifth: Research Hypotheses: Based on the research problem presented and the objectives of the research, a set of main and sub-hypotheses has been formulated, as follows:

(There is a significant impact relationship between the dimensions of human resources flexibility in organizational sustainability ) from which the following sub-hypotheses emerged:

Sixth : Research methodology, population, and sample :

The research adopted the descriptive-analytical method as it is the most appropriate for the current study, while the research population was selected (the General Company for Food Products, one of the formations of the Ministry of Industry and Minerals), due to its prominent role in the industrial sector, as it is responsible for supplying the Iraqi market with food commodities, and an intentional sample was selected that formed the research community, represented by the upper and middle administrative levels. The Board of Directors, officials of the departments, divisions and administrative units, as the questionnaire was distributed to the sample as part of that community, which included (150) samples. When the questionnaires were subjected to the audit stage, it was found that there were (10) questionnaires that were not returned and (14) questionnaires that were not suitable to be in the statistical analysis, so they were excluded, so the size of the research sample within the statistical analysis stage is (126) samples.

seventh : Methods and techniques for collecting data:

The researcher adopted two aspects in covering the research topic:

Second Topic / Theoretical Aspect

First: Human Resources Flexibility: It includes the following items:

1. The concept of human resource flexibility

The concept of human resource flexibility refers to the role played by the human resources system to contribute to facilitating the work of the organization and helping it to adapt effectively to the various variables of its external or internal environment . Over time, through a set of skills and behaviors acquired either externally from the labor market or internally through experience and training, human resource flexibility helps the organization achieve a sustainable competitive advantage . environment by redistributing the skills of human resources and modifying the behaviors and practices of its members. , because these skills and behaviors are one of the most sought-after resources that the organization seeks and exerts strenuous efforts and high costs to develop and maintain them, in order for the organization to be prepared for market fluctuations , and the flexibility of human resources can be defined according to the vision of the current research It is the amount of effective human capabilities that the organization possesses that has the ability to change its strategy according to environmental changes to adapt to the new reality.

2- The importance of human resource flexibility : The importance of human resource flexibility lies in the following:

3- Dimensions of human resource flexibility: The following is a simplified explanation of these dimensions:

The two most important dimensions of skill flexibility are the diversity dimension, which refers to the multiple uses of the resources and processes in the organization, and speed, which means the amount of time spent in reassembling or configuring these resources and processes. Greater diversity and speed will lead to greater flexibility. Increases speed and variety, as skill flexibility reflects the processes of development planning, learning, and applying new knowledge and organizational skills to changing circumstances .

Behavior flexibility is the extent to which employees possess a wide range of behavioral programs that may be appropriately presented in different situations, and the speed with which workers can adapt their behavior to the requirements of a particular situation Therefore, behavioral flexibility is achieved in an organization when employees readily accept changes and implement them in their environment, even if they are not expected .

Human resources can enhance resilience within an organization by developing a wide range of employee skills and behavioral scripts and this is done by developing innovative selection systems that seek to identify individuals' identity, abilities, intelligence, talents, speed of learning and adapting to new situations that achieve the organization's competitive advantage . Practice skill refers to the extent to which individuals working in human resources adapt across a variety of situations, and the speed at which such adjustments can be made, which indicates that organizations have important resources with disciplined and highly flexible behaviors .

Second: Organizational Sustainability: It includes the following items:

According to the economic perspective, organizational sustainability is broader than economic prosperity and is one of the necessary things for the success of business, as it helps organizations to benefit from markets, obtain competitive advantage, establish better social relations and improve the reputation of the organization , and organizational sustainability of organizations as a concept is based on three principles, namely (economic prosperity, environment, and social justice) and accordingly, these principles must be provided in order to achieve sustainability for the organization This is because sustainability requires the ability to develop an organization through the knowledge and skills necessary to conduct collaborative and relevant self-assessments that can be invested for multiple purposes, identify what can be evaluated in practice in relation to best practices and sustainability impacts, and clarify how to reliably conduct the assessment with a real-time summary of quality improvement needs. Organizational sustainability is defined by current research as "the ability of an organization to adapt its human and material resources to environmental variables to maintain its market share and competitive advantage" without causing any harm to the environment or society.

2. Organizational Sustainability Goals

Through sustainability, organizations seek to achieve the following goals:.

3- Dimensions of Organizational Sustainability: The following is a simplified explanation of these dimensions :

Creativity:

It means the ability to innovate methods, means and ideas that can receive a response from individuals and motivate them to invest their abilities and talents to achieve the goals of the organization , that is, in the sense of coming up with something new that is valuable to the society, and this thing may be related to a new work, style, or idea, or to propose new solutions to a specific problem. Therefore, creativity is needed by all industrial, commercial and service organizations because they work under changing and complex conditions that impose many challenges on them. It is imperative for these organizations to face such challenges quickly, efficiently and effectively, which requires high creative capabilities .

Quality improvement teams are a circle in which a group of individuals work collaboratively, concerned with issues related to production, and this group is called work teams, and these teams work to find better solutions to a particular problem and work to improve the work reality in the organization . The concept of quality improvement teams in human resources management extends beyond direct customer service providers, policy planners, and service planners, to the need to improve and develop the organization .

Efficiency is the extent to which the goals set by the organization are achieved, and thus it measures the extent to which the results achieved are achieved and the extent to which the goals are achieved, while effectiveness is meant as the ability to use resources optimally without prejudice to the goals that measure the relationship between the desired results and the goals set by the organization , while the definition of effectiveness is the extent to which organizations succeed in achieving their mission, by measuring and understanding the unique capabilities developed by the organization to ensure this success, as well as measuring the value of Human Resources .

The third topic : Result and Discussion

First: Description and Diagnosis of the Measuring Instrument

The study determined the level of answers in the light of the arithmetic averages by determining their affiliation to any category, and because the study resolution depends on a five-point Kurt scale (I agree completely – I don't agree completely), there are five categories to which the arithmetic averages belong, the category is determined by finding the length of the range (5-1-4), and then dividing the range by the number of categories (5) (5/0.80-4), then adding (0.80).) to the minimum of the scale (1) or subtracted from the upper limit of the scale (5), the categories are as follows (Dewberry, 2004:15), as in Table (1).

Table (1) Calculation of the score of the agreement area

- Description and Analysis of the Skill Flexibility Dimension:

Table (2) presents the results of the descriptive measures for the skill elasticity dimension that was measured with four questions, as this dimension achieved a total arithmetic mean of (3.29) and falls within the area of the average agreement between the two values (2.61 and 3.4), a standard deviation of (0.83) and a coefficient of difference (0.25), which made this dimension occupy the first rank In terms of relative importance, which amounted to (75%), which indicates that the research sample organization possesses the functional skills capable of performing more than one job perfectly, which in turn achieves a wide scope for the research sample to practice its activity and make movements whenever necessary.

Table (2) Arithmetic Means, Standard Deviation, Answer Level and Their Importance for the Sample Answers about the Skill Flexibility Dimension

"Table (3) shows the dimension of behavior flexibility that was measured in four items, as this dimension achieved a total arithmetic mean of (3.21) and falls within the area of the average agreement between the values (2.61 and 3.4), and a standard deviation of (0.77) and a coefficient of difference of (0.24), which made this dimension occupy the third place in terms of importance, which reached (76%), which indicates that the sample agreed on the content of the dimension, and this indicates that the organization of the research sample has human resources. The researcher attributes the high values of the standard deviation of the items to the freedom provided by the research sample organization to its employees, with the presence of autonomy at the level of individuals, as they have a lot of space in choosing the answer.

Table (3) Arithmetic Means, Standard Deviation, Answer Level and Their Importance for the Sample Answers about the Dimension of Behavior Flexibility

"Table (4) shows the dimension of practice flexibility, which was measured in four items, as this dimension achieved a total arithmetic mean of (3.26) and falls within the area of the average agreement between the values (2.61 and 3.4), with a standard deviation of (0.77), which indicates the existence of agreement and convergence in the views of the research sample on this dimension, and a coefficient of difference of (0.24), which made this dimension occupy the second rank. In terms of the relative importance of the language (76%) compared to the other dimensions of this variable, this indicates that the research sample organization has human resources that enjoy multiple functional practices and has high flexibility to deal with all different situations, and the researcher attributes the high values of the standard deviation of the items to the existence of autonomy at the level of individuals and a large space in the freedom to choose the answer There is a great deal of freedom that the management of the organization gives to its employees to answer the items of the questions, with a wide scope of independence.

Table (4) Arithmetic Means, Standard Deviation, Answer Level and Their Importance for the Sample Answers about the Practice Flexibility Dimension

In general, the human resources flexibility variable can be described and analyzed :

Table (5) shows the results of the availability of the level of human resources flexibility in general, which was measured in three sub-dimensions, namely (skill flexibility, behavior flexibility, and practice flexibility), where this variable achieved a total arithmetic mean of (3.25) and falls within the area of average agreement between the two values (2.61 and 3.4), a standard deviation of (0.79) and a coefficient of difference of (0.24). This confirms that the organization has a research sample Human resources that have high flexibility according to the responses and opinions of the sample members.

" Table (5) Descriptive Metrics Human Resources Resilience Variable

Second: Describing, Analyzing and Discussing the Organizational Sustainability Variable

"Table (6) shows the results of the creativity dimension, which was measured in six items, as this dimension achieved a total arithmetic mean of (3.17) and falls within the area of the average agreement between the two values (2.61 and 3.4), a standard deviation of (0.67) and a coefficient of difference (0.21), which made this dimension occupy the second place compared to the dimensions of this variable in terms of relative importance, which amounted to (79%), which indicates that the research sample has skilled human resources that have the ability to innovate and create.

Table (6) Arithmetic Means, Standard Deviation, Answer Level and Their Importance for the Sample Answers About the Creativity Dimension

Table (7) shows the results of the quality improvement difference dimension, which was measured in five items, as this dimension achieved a total arithmetic mean of (3.21) and falls within the area of the average agreement between the two values (2.61 and 3.4), and a standard deviation of (0.79) and a coefficient of difference (0.25), which made this dimension occupy the first place in terms of relative importance of the dimensions of organizational sustainability, which amounted to (75%), which indicates that the research sample attaches great importance to quality and has a difference. Quality at a high level of skill and workmanship.

Table (7) Arithmetic Means, Standard Deviation, Answer Level and Their Importance for the Sample Answers for the Quality Improvement Difference Dimension

Table (8) shows the results of the efficiency and effectiveness dimension, which was measured in five items, as this dimension achieved a total arithmetic mean of (2.47) and falls within the area of low agreement between the two values (1.81 and 2.61), and the standard deviation reached (0.68) and a coefficient of difference (0.22), which made this dimension occupy the third rank In terms of relative importance, which reached (78%) compared to other dimensions of organizational sustainability, which indicates that the agreement of the sample on the content of the dimension is low, which indicates that the organization of the research sample has competent and effective human resources, but they need training and development of their capabilities to be integrated and interact with the overall purpose that the organization seeks to achieve, which is to achieve organizational sustainability.

Table (8) Arithmetic Means, Standard Deviation, Answer Level and Their Importance for Answers to the Efficiency and Effectiveness Dimension

In general, the organizational sustainability variable can be described and analyzed in a total way :

Table (9) shows that the results of the availability of the organizational sustainability variable at the total level, which was measured in three sub-dimensions, namely (creativity, quality improvement differences, efficiency and effectiveness), achieved a total arithmetic average of (2.95).) is located within the mean agreement area between the two values (2.61 and 3.4), a standard deviation of (0.71) and a coefficient of difference (0.22), which confirms that this variable has reached an average level based on the responses of the research sample members and that the research sample organization strives to enhance organizational sustainability by taking several important measures through its application of human resources flexibility practices through the development of its human resources skills and capabilities.

Table (9 ) Description and Analysis of the Organizational Sustainability Variable

Third: Testing the Hypotheses of Impact between the Main and Sub-Research Variables

This paper is concerned with testing impact hypotheses for the purpose of determining whether they can be judged to accept or reject, if the first main impact hypothesis (there is a significant effect between the dimensions of human resource flexibility in organizational sustainability) will be investigated according to the simple linear regression equation.

(Y=a+β1X1)

(a) Constant represents the value of the constant, and this relationship means that organizational sustainability (Y) is a function of the real value of the dimensions of human resource flexibility (X1, X2, X3) or the estimates of these values and their statistical indicators have been calculated at the level of the research sample of (126) individuals, and the impact levels will be analyzed as follows:

The statistical indicators shown in Table (10) were used to show the research results of the hypotheses

First: Testing the First Main Hypothesis

The hypothesis was tested, which stated the following: "There is a significant effect between the dimensions of human resource flexibility in organizational sustainability". Table (10) shows the results of estimating the simple linear regression. For the purpose of estimating the effect of human resource flexibility dimensions (X1, X2, X3) on organizational sustainability (Y).

The hypothesis tested, which stated the following (there is a significant effect between the dimensions of human resource flexibility in organizational sustainability), as the analysis will be done according to the simple linear regression model as follows:

Y= a + β1 (X1)

Y= 1.374+ 0.414 (X1)

Table (10) shows the following:

The first sub-hypothesis was tested, which stated the following (there is a significant effect between the dimension of skill flexibility in organizational sustainability), as the analysis will be done according to the simple linear regression model and as follows:

Y= a + β2 (X2)

Y= 1.807+ 0.514 (X2)

Table (10) Analysis of the Dimensions of Human Resources Flexibility in Organizational Sustainability

The tabular F value at the significance level of 0.05 degrees of freedom (124) = 3.94

The tabular F value at the significance level of 0.01 is freedom (124) = 6.90

Table (10) shows the following:

In order to test the hypothesis, which stated the following: (There is a significant effect between the dimension of behavior flexibility in organizational sustainability), as the analysis is based on the simple linear regression model and as follows:

Y= a + β3 (X3)

Y= 0.420+ 0.384 (X3)

Table (10) shows the following:

The hypothesis was tested, which stated the following (there is a significant effect between the dimension of practice flexibility in organizational sustainability), as the analysis will be carried out according to the simple linear regression model as follows:

Y= a + β4 (X4)

Y= 1.364+ 0.644 (X4)

Table (10) shows the following:

Fourth Topic / Inferences and Recommendations

Conclusion

Second: Recommendations

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