The aim of this study is to analyse the meaning of healthy organization from an empirical-theoretical perspective based on the HERO Model (HEalthy & Resilient Organizations). Analyses were performed by four independent judges on 14 interviews carried out with 14 CEOs or human resources managers in 14 Spanish organizations using content analysis. Qualitative results show: (1) a partial overlap in the categories proposed by the theoretical model (based on the concordance index, Cohen’s Kappa and ICC); and (2) that the empirical definition mainly focuses on employees’ psychosocial health as a key element of the meaning of healthy organization. Finally, categorical matrixes provide evidence of subcategories emanating from the key elements that comprise a healthy organization. Results as well as theoretical and practical implications are discussed based on the HERO Model.
Get full access to this article
View all access options for this article.
References
1.
AcostaH.SalanovaS.LlorensS. (2012a). How organizational practices predict team work engagement: The role of Organizational Trust [Special issue in Work Engagement]. Ciencia & Trabajo, 14, 7–15.
2.
AcostaH.SalanovaS.LlorensS. (2012b). ¿Qué prácticas organizacionales saludables son más frecuentes en las empresas? Un análisis cualitativo. Fórum de recerca Universitat Jaume I, 16, 1–16.
3.
AcostaH.SalanovaS.LlorensS. (2013). Bulding organizational trust: A study in small and medium-sized enterprises. In NevesJ.GonçalvesS. P. (Eds.), Occupational health psychology: From burnout to well-being (pp. 357–378). Lisboa: Edições Sílabo.
4.
AhuviaA. (2001). Traditional, interpretive, and reception based content analyses: Improving the ability of content analysis to address issues of pragmatic and theoretical concern. Social Indicators Research, 54, 139–172. doi:10.1023/A:1011087813505
5.
AltmanD. G. (1991). Practical statistics for medical research. London: Chapman y Hall.
6.
ArgyrisC. (1958). The organization: What makes it healthy?Harvard Business Review, 36, 107–116.
7.
ArthurJ. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670–687. doi:10.2307/256705
8.
BlieseP. (2000). Within-group agreement, non independence, and reliability: Implications for data analysis. In KleinK.KozlowskiS. (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions and new directions (pp. 349–381). San Francisco, CA: Jossey-Bass.
9.
BruhnJ. (2001). Trust and the Health of organizations. New York, NY: Kluwer Academic/Plenum Publishers.
10.
CartwrightS.CooperC. L.MurphyL. R. (1995). Diagnosing a healthy organization: Aproactive approach to stress in the workplace. In MurphyL. R.HurrellJ. J.SauterS. L.KeitaG. P. (Eds.), Job stress interventions (pp. 217–233). Washington, DC: American Psychological Association.
11.
CassellC.SymonG. (2004). Essential guide to qualitative methods in organizational research. London: SAGE.
12.
CifreE.SalanovaM. (2004). Estrategias de conciliación familia/trabajo: Buscando la calidad de vida. Estudios Financieros, 259, 111–154.
13.
CooperC. L.CartwrightS. (1994). Healthy mind; Healthy organization-A proactive approach to occupational stress. Human Relations, 47, 455–471. doi:10.1177/001872679404700405
14.
CorbettD. (2004). Excellence in Canada: Healthy organizations? Achieve results by acting responsibly. Journal of Business Ethics, 55, 125–133. doi:10.1007/s10551-004-1896-8
15.
Cruz-OrtizV.SalanovaM.MartínezI. (2013). Liderazgo transformacional y desempeño grupal: unidos por el engagement grupal. Revista de Psicología Social, 28, 183–196. doi:10.1174/021347413806196762
16.
DeJoyD. M.WilsonM. G.VandenbergR. J.McGrath-HigginsA. L.Griffin-BlakeC. S. (2010). Assessing the impact of healthy work organization intervention. Journal of Occupational and Organizational Psychology, 83, 139–165. doi:10.1348/096317908X398773
17.
DeleryJ. E.ShawJ. D. (2001). The strategic management of people in work organizations: Review, synthesis, and extension. In FerrisG. R. (Ed.), Research in personnel and human resources management (pp. 165–197). Greenwich, CT: Elsevier.
18.
DeneckeK.NejdlW. (2009). How valuable is medical social media data? Content analysis of the medical web. Information Sciences, 179, 1870–1880. doi:10.1016/j.ins.2009.01.025
19.
DickP. (2004). Discourse analysis. In CasselE. C.SymonG. (Eds.), Essential guide to qualitative methods in organizational research (pp. 203–213). London: SAGE.
20.
FrancisJ. J.JohnstonM.RobertsonC.GlidewellL.EntwistleV.EcclesM.GrimshawJ. M. (2010). What is an adequate sample size? Operationalising data saturation for theory-based interview studies. Psychology and Health, 25, 1229–1245. doi:10.1080/08870440903194015
21.
GoetzelR. Z.JacobsonB. H.AldanaS. G.VardellK.YeeL. (1998). Health care costs of worksite health promotion participants and non-participants. Journal of Occupational and Environmental Medicine, 40, 341–346. doi:10.1097/00043764-199804000-00008
22.
GómezI. C. (2007). Salud laboral: una revisión a la luz de las nuevas condiciones del trabajo. Revista Universidad de Psicología de Bogotá, 6, 105–113.
23.
GuestG.BunceA.JohnsonL. (2006). How many interviews are enough?: An experiment with data saturation and variability. Field Methods, 18, 59–82. doi:10.1177/1525822X05279903
24.
HernándezI.LlorensS.RodríguezA. (2014). Empleados saludables y calidad de servicio en el sector sanitario. Anales de Psicología, 30, 247–258.
25.
HsiehH.-F.ShannonS. E. (2005). Three approaches to qualitative content analysis. Qualitative Health Research, 15, 1277–1288. doi:10.1177/1049732305276687
26.
HuselidM. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672. doi:10.2307/256741
27.
International Labour Organization (2003). Report VI. ILO standards-related activities in the area of occupational safety and health: An in-depth study for discussion with a view to the elaboration of a plan of action for such activities. Retrieved from http://www.ilo.org/public/english/standards/relm/ilc/ilc91/pdf/rep-vi.pdf
28.
KingN. (2004). Using template in the thematic analysis of text. In CasselC.SymonG. (Eds.), Essential guide to qualitative methods in organizational research (pp. 256–270). London: SAGE.
29.
KottnerJ. (2009). Interrater reliability and the kappa statistic: A comment on Morris et al. (2008). International Journal of Nursing Studies, 46, 141–142. doi:10.1016/j.ijnurstu.2008.04.001
30.
LlorensS.del LíbanoM.SalanovaM. (2009). Modelos teóricos de salud ocupacional. In SalanovaM. (Ed.), Psicología de la Salud Ocupacional (pp. 63–93). Madrid: Síntesis.
31.
LlorensS.SalanovaM.TorrenteP.AcostaH. (2013). Interventions to Promote Healthy & Resilient Organizations (HERO) from positive psychology. In BauerG. F.JennyG. J. (Eds.), Salutogenic organizations and change: The concepts behind organizational health intervention research (pp. 91–106). Zurich: Springer.
32.
LuthansF.AvolioB. J.AveyJ.NormanS. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541–572. doi:10.1111/j.1744-6570.2007.00083.x
33.
Muñoz-LeivaM. F.Montoro-RíosF. J.Luque-MartínezT. L. (2006). Assessment of interjudge reliability in the open-ended questions coding process. Quality & Quantity, 40, 519–537. doi:10.1007/s11135-005-1093-6
34.
OstroffC.BowenD. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness. In KleinK. J.KozlowskiS. W. J. (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 211–266). San Francisco, CA: Jossey-Bass, Inc.
35.
OzminkowskiR. J.DunnR. L.GoetzelR. Z.CantorR. I.MurnaneJ.HarrisonM. (1999). A return on investment evaluation of the Citibank, N.A., health management program. American Journal of Health Promotion, 14, 31–43. doi:10.4278/0890-1171-14.1.31
36.
PetersonCH.SeligmanM. (2004). Character strenghs and virtues. A handbook and classification. New York, NY: APA, Oxford University Press.
37.
PetersonM.WilsonJ. F. (2002). The culture–work–health model and work stress. American Journal of Health Behavior, 26, 16–24. doi:10.5993/AJHB.26.1.2
38.
SalanovaM. (2008). Organizaciones saludables y desarrollo de recursos humanos. Estudios Financieros, 303, 179–214.
SalanovaM.CifreE.LlorensS.MartínezI. M.LorenteL. (2011). Psychosocial risks and positive factors among construction workers. In CooperC.BurkeR.ClarkeS. (Eds.), Occupational health and safety: Psychological and behavioral aspects of risk (pp. 295–320). Farnham, UK: Gower.
41.
SalanovaM.LlorensS.AcostaH.TorrenteP. (2013). Intervenciones Positivas en Organizaciones Positivas [Positive interventions in positive organizations]. Terapia Psicológica, 31, 101–113. doi:10.4067/S0718-48082013000100010
42.
SalanovaM.LlorensS.CifreE.MartínezI. M. (2009). Psicología de la Salud Ocupacional: State of the art. In SalanovaM. (Ed.), Psicología de la Salud Ocupacional (pp. 101–113). Madrid: Editorial Síntesis.
43.
SalanovaM.LlorensS.CifreE.MartinezI. M. (2012). We need a hero! Toward a Validation of the Healthy and Resilient Organization (HERO) Model. Group & Organization Management, 37, 785–822. doi:10.1177/1059601112470405
44.
SalanovaM.LlorensS.TorrenteP.AcostaH. (2013). Intervenciones positivas para potenciar organizaciones saludables y resilientes. In PalacíF. J.BernabéM. (Eds.), Consultoría organizacional (pp. 27–62). Madrid: UNED – Sanz y Torres.
SalanovaM.SchaufeliW. B. (2009). El engagement en el trabajo [Work engagement]. Madrid: Alianza Editorial.
47.
ScheinE. H. (1965). Organizational psychology. Englewood Cliffs, NJ: Prentice-Hall.
48.
SchaufeliW. B.BakkerA. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315. doi:10.1002/job.248
49.
SeligmanM.CsikszentmihalyiM. (2000). Positive psychology: An introduction. American Psychologist, 55, 5–14. doi:10.1037/0003-066X.55.1.5
50.
ShuckM. B.RoccoT. S.AlbornozC. A. (2011). Exploring employee engagement from the employee perspective: Implications for HRD. Journal of European Industrial Training, 35, 300–325. doi:10.1108/03090591111128306
51.
SorgeA.van WitteloostuijnA. (2004). The (Non) sense of organizational change: An essai about universal management hypes, sick consultancy metaphors, and healthy organization theories. Organization Studies, 25, 1205–1231. doi:10.1177/0170840604046360
52.
SparksK.FaragherB.CooperC. L. (2001). Well-being and occupational health in the 21st century workplace. Journal of Occupational and Organizational Psychology, 74, 489–509. doi:10.1348/096317901167497
TorrenteP.SalanovaM.LlorensS.SchaufeliW. B. (2012). Teams make it work: How team work engagement mediates between social resources and performance in teams. Psicothema, 24, 106–112.
55.
TverskyA. (1977). Features of similarity. Psychological Review, 84, 327–352. doi:10.1037/0033-295X.84.4.327
56.
VandenbergR. J.ParkK. O.DeJoyD. M.WilsonM. J.Griffin-BlakeC. S. (2002). The healthy work organization model: Expanding the view of individual health and wellbeing in the workplace. In PerreweP. L.GansterD. C. (Eds.), Historical and current perspectives on stress and health (pp. 57–115). New York, NY: Elsevier.
57.
WeickK. E. (1985). Systematic observational methods. In LindzeyG.AronsonE. (Eds.), The handbook of social psychology bulletin (pp. 567–634). Hillsdale, NJ: LEA.
58.
WilsonM. G.DeJoyD. M.VandenbergR. J.RichardsonH. A.McGrathA. L. (2004). Work characteristics and employee health and well-being: Test of a model of healthy work organization. Journal of Occupational and Organizational Psychology, 77, 565–588. doi:10.1348/0963179042596522
59.
WrightP. M.McMahanC. G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295–320. doi:10.1177/014920639201800205
