Presenting a Conceptual Model of Sustainable Meaningful Hope in Organizations
Keywords:
Sustainable meaningful hope, thematic analysis, petrochemical employees, paradigmatic model, human resource developmentAbstract
This study aimed to design and explain a conceptual model of sustainable meaningful hope in organizations, particularly in petrochemical industries, by identifying causal, contextual, intervening, strategic, and outcome-related factors. The research was applied in purpose and qualitative in method, using thematic analysis. The study population included first-hand scientific sources (from 2016 to 2023) and employees of Lordegan Petrochemical Company. Purposeful criterion sampling continued until theoretical saturation was reached. Data were gathered through note-taking from 50 sources (32 national articles, 14 international ones, and 4 books) and 20 semi-structured expert interviews. Data analysis involved open, descriptive, and interpretive coding. Qualitative validity was ensured through credibility, transferability, and reliability (Cohen’s kappa). From 186 initial codes, a paradigmatic model was extracted, identifying “sustainable meaningful hope” as the core phenomenon. Causal conditions included spiritual insight, coping with challenges, perceived controllability, psychological hardiness, and job characteristics. Contextual factors comprised spiritual work climate, organizational intimacy, positive culture, temporal vision, and family-oriented culture. Intervening factors such as lifestyle, optimism, self-efficacy, leadership style, and social support moderated the relationships. Strategies like goal management, self-development, empowerment, creative visualization, and social capital development enhanced hope. Consequences included spiritual well-being, self-control, improved mental health, risk-taking, avoidance of negativity, job satisfaction, organizational commitment, and reduced organizational silence. The model demonstrates that hope is a dynamic, malleable construct that can be strengthened through organizational interventions such as positive culture-building and employee empowerment. It provides a culturally adapted framework to promote sustainable human resource development in industrial contexts, emphasizing psychological and spiritual resilience as pathways to organizational sustainability.
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Copyright (c) 2025 Esmat Hasanpour; Heshmat Allah Eskandari Asl, Abdolmajid Mohammadi, Hamed Alipour (Author)
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