Hope: A New Positive Strength for Human Resource Development

By Fred Luthans, S. Jensen. 2002

347 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6a4f5fb2c73e5030fb0d1c2c21a2cbc076ca6f91

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Citations in the corpus

Having the will and finding the way: A review and meta-analysis of hope at work (2013, background): “…mental imagery and positive self-talk, identification of multiple pathways and action plans to meet goals, and utilization of out-of-the box thinking are key aspects of contingency planning training to increase employee hope (see Luthans & Jensen, 2002 for guidelines on developing employee hope).”
Psychological capital: A positive resource for combating employee stress and turnover (2009, methodology): “There also appears to be a connection between hope and job satisfaction and organizational commitment (Luthans & Jensen, 2002; Youssef & Luthans, 2007).”
The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors (2010, background): “Further, Luthans and colleagues brought hope research to the work environment (Luthans & Jensen, 2002; Peterson & Byron, 2008; Peterson & Luthans, 2003).”
Conceptualising inclusive talent management: potential, possibilities and practicalities (2014, background): “Positive psychology, and by implication inclusive talent management, relies on increasing the amount of hope that employees have in imagining useful and desirable future outcomes (Luthans and Jensen 2002).”
State or trait: effects of state optimism on job-related outcomes (2009, background): “In addition, optimism leads to persistence in goal-directed striving and includes expectancies about outcomes obtained through others and forces outside the individual (Carver & Scheier, 2002; Luthans & Jensen, 2002).”
Potential Added Value of Psychological Capital in Predicting Work Attitudes (2006, background): “Luthans and Jensen (2002) have also found a positive link between entrepreneurs’ hope levels and their satisfaction of business ownership.”
How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support (2017, background): “Hopeful individuals are risk-takers and look for alternative pathways when old ones are blocked (Luthans & Jensen, 2002).”
Hope as a Resource for Self-Directed Career Management: Investigating Mediating Effects on Proactive Career Behaviors and Life and Job Satisfaction (2014, background): “First, although Luthans and Jensen (2002) proposed hope as an important construct for personal and organizational career outcomes several years ago, subsequent empirical research linking hope and job satisfaction (arguably one of the most important job attitudes) has remained very sparse and has…”
The Development and Resulting Performance Impact of Positive Psychological Capital. (2010, methodology): “These guidelines for hope development have also been applied to human resource development (Luthans & Jensen, 2002).”
Emerging Positive Organizational Behavior (2007, background): “Moreover, unlike self-efficacy, which is domain specific, optimism utilizes generalized attributions, and unlike hope, optimism does not account for the pathways created and utilized for goal accomplishment (Luthans & Jensen, 2002; Scheier & Carver, 1985).”
The need for and meaning of positive organizational behavior (2002, background): “I have recently in other articles made the case for and suggested the implications of positive psychology for organizational behavior (Luthans, 2001, 2002a, 2002b, 2003; Luthans & Jensen, 2002a, 2002b) and leadership (Luthans, Luthans, Hodgetts, & Luthans, 2002; Luthans & Stajkovic, 2003).”
Recognition and development of hope for South African organizational leaders (2004, background): “…it shares some similarities with other constructs that also meet the criteria of POB of being not only positive, but also based on theory and research, having valid measures, and being open to development and management for performance improvement (Luthans, 2002a, b; Luthans and Jensen, 2002).”
Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa (2013, background): “Hope has made a significant contribution to positive PsyCap and has demonstrated importance in the workplace (Duggleby, Cooper & Penz, 2009; Luthans & Jensen, 2002).”
Positive Organizational Behavior in the Workplace (2007, background): “…and discriminant validity of the various POB capacities have been supported both conceptually (Avolio & Luthans, 2006; Luthans, Avey, et al., 2006; Luthans & Jensen, 2002; Luthans & Youssef, 2004; Luthans, Youssef, et al., 2007; Snyder, 2002) and empirically (Bryant & Cvengros, 2004; Carifio &…”