Healthy organization: analysing its meaning based on the HERO Model / Organizaciones saludables: analizando su significado desde el Modelo HERO

Abstract

ResumenEl objetivo del estudio es analizar el significado del concepto de Organización Saludable desde una aproximación empírica -teórica basándonos en el Modelo HERO (HEalthy & Resilient Organizations;Salanova, Llorens, Cifre, y Martínez, 2012). Cuatro jueces independientes analizaron 14 entrevistas llevadas a cabo a 14 agentes clave (gerentes o responsables de recursos humanos) de 14 organizaciones españolas mediante análisis de contenido. Los resultados cualitativos mostraron: (1) una coincidencia 'parcial' en las categorías propuestas por la definición teórica de organización saludable (Índice de Concordancia, Kappa de Cohen, CCI), y (2) que la "salud psicosocial" de los trabajadores resultó ser el elemento clave que definía una organización saludable. Finalmente, un árbol categorial evidencia subcategorías que emanan de los elementos clave que componen una organización saludable. Se discuten los resultados, así como las implicaciones teóricas y prácticas del estudio de acuerdo al Modelo HERO. Palabras clave: análisis de contenido, metodología cualitativa, organizaciones saludables.

Reasons for Doing Physical Exercise Mediating in the Role of Self-Esteem in Uncontrolled Eating in Nursing Personnel

“…From this perspective, a Healthy and Resilient Organization is characterized by developing practices for adequately managing work, promoting positive organizational results and being able to depend on having healthy employees [4]. Along this line, the 2 of 10 model assumes that a healthy organization is not limited to understanding health in the workplace, but also takes into consideration the daily habits of workers' lives [5].…”

“…Promoting a healthy life style among employees is important because of its positive effect on their wellbeing and its consequences for the organization such that the better the physical and mental health of the healthcare professionals, the higher-quality the treatment offered patients and their families will be [5,1]. Therefore, in recent years, there has been greater interest in studying eating and physical activity styles to prevent health-related problems (e.g., deficient clinical care, job absenteeism) [22,6].…”

El liderazgo transformacional y la confianza como antecedentes del desempeño en equipo en el ámbito sanitario

“…Different studies support the relationship between trust and organizational performance (Acosta et al, 2015;Mayer et al, 2005;Brown, Gray, McHardy, & Taylor, 2015;Zawawi & Nasurdin, 2016). In other studies, horizontal trust has been associated with improvements in communication, job satisfaction, commitment, learning, decision-making, team work, and performance (Costa, 2003;Kiffin-Petersen & Cordery, 2003;Lee, Stajkovic, & Cho, 2011;Salanova, Acosta, Llorens, & Le Blanc, 2017).…”

“…33, nº 2 (may) ganizations make systematic, planned, and proactive efforts to improve the processes and results of both the employees and the organization. They are "resilient" because they know how to draw strength from adverse situations, and in critical circumstances, they are able to maintain their functioning and their results in terms of profitability Acosta, Cruz-Ortiz, Salanova, & Llorens, 2015) The model assumes that a HERO consists of three interrelated components that include different dimensions evaluated at the collective level: (1) healthy organizational resources and practices to structure and manage the work processes (i.e., conciliation practices, transformational leadership); (2) healthy employees and work teams (i.e., organizational trust, engagement); and (3) healthy organizational results (i.e., performance, company social responsibility). Studies on the HERO model indicate that investments in collective resources (i.e., team work, leadership) and healthy organizational practices (i.e., conciliation, career development) can improve employees' collective well-being (efficacy, engagement, and resilience) and performance levels assessed by the supervisor (intra-and extra-role) ; engagement in team work (Acosta, Salanova & Llorens, 2011;Torrente, Salanova, Llorens, & Schaufeli, 2012); organizational trust (Acosta et al, 2011); and health-service quality (performance, commitment, perceived quality) (Hernández, Llorens, & Rodríguez, 2014).…”

The Mediating Effect of Organizational Trust on the Link between the Areas of Work Life and Emotional Exhaustion

“…In other terms, organizations should be alert to invest in key practices, such as organizational communication and development, in order to promote organizational trust. Investment in these practices might be interpreted by academic staff as a sign that the university is concerned about its employees, consequently leading one's trust in his organization to be enhanced (Acosta et al, 2013).…”