Abstarct: The present study was conducted with the aim of investigating the effect of perceived organizational trustworthiness on organizational commitment and job performance of employees, considering the mediating role of sustainable human resource management baxsed on a triple approach, among managers and administrative staff working in five-star hotels in Tehran. The research method is descxriptive-survey and applied in terms of purpose. The statistical population included all managers and administrative staff of these hotels, approximately one thousand people, and using Cochran's formula, the sample size was determined to be two hundred and thirty individuals. To select the samples, a proportionate stratified random sampling method was employed, whereby each hotel was considered as a cluster and individuals were randomly selected from among the administrative staff and managers of each cluster. The data collection tool was standard questionnaires with confirmed reliability and validity, and the data were analyzed using structural equation modeling. The findings indicated that all four hypotheses were confirmed; meaning that perceived organizational trustworthiness directly and positively affects organizational commitment and job performance, and furthermore, sustainable human resource management with its three dimensions, as a mediating variable, significantly strengthens these relationships. In clearer terms, when employees are confident in the integrity of the organization's words and actions, their productivity and job attachment increase, but this process intensifies when the organization simultaneously pays attention to the economic, social, and environmental dimensions of human resource management. This result points to the fundamental reality that trust alone is not sufficient, but rather sustainability in management practices plays a bridging role that transforms trust into desirable organizational behaviors.