HERO MODEL: WALKING THROUGH THE METHOD AND ITS EMPIRICAL CASES
Abstract
HERO is a relatively new (2012), European Model of Human Resources and Organizational Management with its roots on Positive Psychology. Several studies on the Model, which use empirical and heuristic data, have been carried out within the last years. Throughout this practitioner paper, the different footsteps that comprise the Model are analysed, observing scientific data from different articles and researches, about its validity and implementation’s impact. This writing goes through some of those studies, findings and methods, compiling and describing them, accordingly to each step of the methodology, giving a complete overview. The different footsteps that comprise the Model are examined, observing the existing literature, its possible validity and stimulating debate, encouraging further development and research from practitioners. Its prime objective is to promote the integral health of workers, teams, and Organisations, making these agents more effective, resilient and satisfied in the face of the current volatility in the labour market at a national and international level. HERO organisations make systematic, planned, and proactive efforts to improve processes and results for both employees and the Organization, by implementing certain professional practices and a developmental procedure through a tested, human and practical approach. An integrated-analytical review of this recent methodology, being studied in Universities as a Personnel Management System for business, taking into revision prominent published papers and contrasted experimental data.
Full Text:
PDF (35-45)References
Acosta, H., Cruz-Ortiz, V. M., Salanova, M. & Llorens, S. (2015). Organizaciones saludables: Analizando su significado desde el Modelo HERO. Revista de Psicología Social: 30, 323-350.
Acosta, H., Torrente, P., Llorens, S. & Salanova, M. (2013). Prácticas organizacionales saludables: Un análisis exploratorio de su impacto relativo sobre el engagement con el trabajo.
Bono, J. E., Glomb, T. M., Shen, W., Kim, E. & Koch, A. J. (2013). Building positive resources: Effects of positive events and positive reflection on work stress and health. Academy of Management Journal, 56(6), 1601-1627.
Bryant, F. B. & Veroff, J. (2017). Savoring: A new model of positive experience. Psychology Press.
Carter, R., Nesbit, P. & Joy, M. (2010). Using theatre-based interventions to increase employee self-efficacy and engagement. Handbook of employee engagement, 416-424.
Chris Argyris (1958) Creating Effective Research Relationships in Organisations. Human Organization: Spring 1958, Vol. 17, No. 1, pp. 34-40.
Coo Calcagni, C., Ortega, A. & Salanova, M. (2015). Atención plena y bienestar en el trabajo: Prueba controlada de una intervención. V Jornadas “Emociones y Bienestar”. Sociedad española para el Estudio de la Ansiedad y el Estrés (pp. 1-2).
Coo Calcagni, C. & Salanova, M. (2016). Validación española de la escala abreviada Five Facet Mindfulness Questionnaire (FFMQ): Un estudio piloto.
DeJoy, D. M., Wilson, M. G., Vandenberg, R. J., McGrath‐Higgins, A. L. & Griffin‐Blake, C. S. (2010). Assessing the impact of healthy work organisation intervention. Journal of Occupational and Organizational Psychology, 83(1), 139-165.
Europe, C. S. R. (2010). A Guide to CSR in Europe Country Insights by CSR Europe’s National Partner Organisations. Corporate Social Responsibility (CSR), CSR, Brussels.
Figueroa, O. Á. (2014). La competitividad en las actuales condiciones de la economía internacional. Economía y Desarrollo, 151(1), 56-70.
Friedman, M. (1970). A Friedman doctrine: The social responsibility of business is to increase its profits. The New York Times Magazine, 13(1970), 32-33.
Gil, E. A., Llorens, S. & Torrente, P. (2015). Compartiendo afectos positivos en el trabajo: el rol de la similitud en los equipos. Pensamiento Psicológico, 13(1), 93-103.
J. Mills, M., R. Fleck, C. & Kozikowski, A. (2013). Positive psychology at work: A conceptual review, state-of-practice assessment, and a look ahead. The Journal of Positive Psychology, 8(2), 153-164.
Levitt, T. (1993). The globalisation of markets. Readings in international business: a decision approach, 249.
Llorens, S., Salanova, M., Torrente, P. & Acosta, H. (2013). Interventions to promote Healthy & Resilient Organizations (HERO) from Positive Psychology. In G. Bauer y G. Jenny (Eds.), Concepts of salutogenic organisations and change: The logics behind organisational health intervention research. Zurich: Springer.
Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M. & Combs, G. M. (2006). Psychological capital development: toward a micro‐intervention. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organisational Psychology and Behavior, 27(3), 387-393.
Luthans, F., Avey, J. B. & Patera, J. L. (2008). Experimental analysis of a web-based training intervention to develop positive psychological capital. Academy of Management Learning & Education, 7(2), 209-221.
Luthans, F., & Youssef, C. M. (2004). Human, Social, and Now Positive Psychological Capital Management:: Investing in People for Competitive Advantage. Organizational Dynamics, 33(2), 143-160.
Lyubomirsky, S., Sousa, L. & Dickerhoof, R. (2006). The costs and benefits of writing, talking and thinking about life’s triumphs and defeats. Journal of personality and social psychology, 90(4), 692.
McDonald, G., Jackson, D., Wilkes, L. & Vickers, M. H. (2012). A work-based educational intervention to support the development of personal resilience in nurses and midwives. Nurse education today, 32(4), 378-384.
Nielsen, K., Randall, R., Holten, A. L. & González, E. R. (2010). Conducting organisationallevel occupational health interventions: What works?. Work & Stress, 24(3), 234-259.
Phillips, J. (2005). Knowledge is power: using nursing information management and leadership interventions to improve services to patients, clients and users. Journal of Nursing Management, 13(6), 524-536.
Rivera, A. (2017). Cincel, un estudio de caso de éxito. Artículo de reflexión: Administración de Negocios. Universidad de San Buenaventura Colombia, Facultad de Ciencias Empresariales, Medellín.
Robertson, M. M. & Huang, Y. H. (2006). Effect of a workplace design and training intervention on individual performance, group effectiveness and collaboration: The role of environmental control. Work, 27(1), 3-12.
Salanova, M. (2008). Organizaciones saludables: una aproximación desde la psicología positiva. Psicología positiva aplicada, 403-427.
Salanova, M., Llorens, S., Cifre, E. & Martínez, I. M. (2012). We need a hero! Toward a validation of the healthy and resilient organisation (HERO) model. Group & Organization Management, 37(6), 785-822.
Salanova, M., Llorens, S. & Martínez, I.M. (2016). Aportaciones desde la psicología organizacional positiva para desarrollar organizaciones saludables y resilientes. [Contributions from positive organizational psychology to develop healthy and resilient organizations]. Papeles del Psicólogo, 3(37), 177-184. ISSN: 0214-7823.
Salanova, M., Llorens, S. & Martínez, I. M. (2019). Organizaciones saludables. Una mirada desde la psicología positiva (1ª ed.), Aranzadi. Salanova, M., Llorens, S. & Rodríguez, A. (2009). Hacia una psicología de la salud ocupacional más positiva. Psicología de la Salud Ocupacional, 247-284.
Salanova, M., Llorens, S., Torrente, P. & Acosta, H. (2013). Intervenciones positivas para potenciar organizaciones saludables y resilientes. En F. Palací y M. Bernabé (coord.), Consultoría Organizacional (pp 137-166). Madrid: Sanz y Torres.
Sánchez Jiménez, Á. (2015). Modelo HERO: intervenciones positivas en las organizaciones. Mindfulness e Indagación apreciativa.
Schaufeli, W. & Salanova, M. (2007). Work engagement. Managing social and ethical issues in organisations, 135, 177.
Schein, E. H. & Bennis, W. G. (1965). Personal and organisational change through group methods: The laboratory approach. New York: Wiley.
Sena de Haro, C. (2017). Organizaciones saludables. Universidad Miguel Hernández. Sin, N. L. & Lyubomirsky, S. (2009). Enhancing well‐being and alleviating depressive symptoms with positive psychology interventions: A practice‐friendly meta‐ analysis. Journal of clinical psychology, 65(5), 467-487.
Snyder, C. R., Feldman, D. B., Taylor, J. D., Schroeder, L. L. & Adams III, V. H. (2000). The roles of hopeful thinking in preventing problems and enhancing strengths. Applied and Preventive Psychology, 9(4), 249-269.
Soria, M. S., Rodríguez, A. M. & Gumbau, S. L. (2006). Taller de trabajo sobre inteligencia emocional en enfermeras: Eficacia a corto plazo. Gestión práctica de riesgos laborales: Integración y desarrollo de la gestión de la prevención, (29), 46-51.
Weick, K. E. (1985). The significance of corporate culture. Organisational culture, 381-389.
World Health Organization (2016). Global strategy on human resources for health. Workforce 2030.
Refbacks
- There are currently no refbacks.
![Creative Commons License](https://i.creativecommons.org/l/by-sa/4.0/88x31.png)
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.