Capacity Building as a Key Mechanism of Organizational Health Development

The Application of Salutogenesis to Work

“…Such resource-oriented capacity-building extends from the individual's personal resources and health to the system(s) he/she interacts with (cf. Hoffmann, Jenny, & Bauer, 2014).…”

A Digital Tool to Build the Capacity of Leaders to Improve Working Conditions Related to Psychological Health and Well-Being in Teams: Intervention Approach, Prototype, and Evaluation Design of the Web-Application “wecoach”

“…Based on previous research in occupational health psychology (OHP), including our own intervention and evaluation studies, we established capacity building as the guiding principle underlying the development of our intervention approach (1,6,7,13,14). Capacity building has its roots in the fields of community development and foreign aid (15,16) and was identified as a way of increasing and sustaining the effectiveness of health promotion programs (17).…”

“…(VEL.VA.ZZ; see https://mitel.dimi.uniud.it/ichi/). Capacity building has been applied across various contexts and thus is a rather broad and flexible approach, yet there are a few key principles to it, which we characterize as following in relation to workplace health promotion (13): First, it is described as a multi-level approach that comprises micro-, meso-, and macro-levels, for example, the individual employee and leader, the team, and the entire company. Second, it refers largely to a systemic approach that underlines the importance of connecting to the self-referential logic of social systems.…”

“…In this view, interventions aim at influencing self-organization, -monitoring and -optimization of social systems through bringing the system's stakeholders into communication, exchanging multiple (maybe contradictory) perspectives, producing visibility and a common language, and finally triggering mutual learning and action toward better work and health (19). Third, it is an enabling approach that aims-as a matter of principle-at independence from external support in the long run (13). Of course, this doesn't exclude the option of utilizing supporting services by business consultants or coaches, but not in terms of delegating actions (and responsibilities) that should be internally appropriated.…”

The Application of Salutogenesis to Organisations

“…As shown above, we apply the concept of 'capacity building' as such a configurational Terminology of universalistic, contingency and configurational based on Delery and Doty (1996) b Terminology based on Fridrich et al (2015); see also Biron and Karanika-Murray (2015) approach to enhance an organisation's health-oriented selfoptimisation, or in other words, its targeted OHD (see Hoffmann, Jenny, &Bauer, 2014, for details). Based on the organisational capacities (structure, strategy and culture) and employees' capacities (competence, motivation and identity) as the organisation's initial configuration, external change agents develop an intervention architecture together with internal project managers.…”