Drawing from hope theory as used in the emerging positive psychology and positive organizational behavior movement, this article for the first time examines the role that hope may play in effective human resource development (HRD). Hope is first conceptually defined as being both dispositional or traitlike and—important to HRD—developmental or statelike; next, the validity of its measures is reviewed; and then it is theoretically differenti ated from the closely related positive concepts of optimism and self-efficacy, and its role in goal setting and empowerment is explored. Next, findings from the initial research in the workplace are presented that indicate a positive relationship between hope levels of both managers and associates and performance. The article concludes by first examining the implications that hope has for HRD, including specific guidelines for how hope can be implemented through training programs and organization development, and finally noting needed future directions.
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