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Key indicators in organizational health development: individual and organizational variables for health-promoting change


Müller, F. Key indicators in organizational health development: individual and organizational variables for health-promoting change. 2011, ETH Zurich, Faculty of Science.

Abstract

In line with the understanding of Organizational Health Development (OHD) (Bauer & Jenny, 2007; Jenny & Bauer, 2011) as “health-oriented organizational development,
stressing continuous, participatory analysis and optimization of organizational structures
and processes that impact employees’ health”, the main objective of this dissertation is:
The further investigation of the role of both individual and organizational level
variables within health-promoting organizational changes initiatives.
The dissertation is organized cumulatively and consists of four papers. The first article
focuses on the role of quality management processes as an implemented organizational
structure for the implementation of worksite health promotion measures. The second
article aims at conceptualizing and validating a measure of individual and organizational
health-oriented readiness for change, which is suggested to be a useful tool within the
implementation of organizational health development. The third article focuses on the role
of work-related self-efficacy as relevant factors and mechanism of health-related change
on the individual level. The fourth article aims at investigating the role of interactional
fairness, as an organizational level variable for health-promoting change, by analyzing its
longitudinal associations with self-rated health, affective commitment and individual
health-oriented change commitment and uncertainty.
Four important contributions to the field of organizational health development arose from
the present findings: First, existing quality management systems are supportive
organizational structures for a successful implementation of worksite health promotion
measures. Second, a new instrument assessing individual and organizational healthoriented
readiness for change was conceptualized, validated and tested, which could be a
useful tool within the implementation process of health-promoting change. Third, by
applying differentiated intervention theory driven process evaluation and structural
equation modeling methods, the underlying mechanisms of a stress management
intervention could be identified. Fourth, it could be shown that employees’ uncertainty
level plays a role within organizational health development, as it promotes individual
health-oriented change commitment in the relationship of interactional fairness.

Abstract

In line with the understanding of Organizational Health Development (OHD) (Bauer & Jenny, 2007; Jenny & Bauer, 2011) as “health-oriented organizational development,
stressing continuous, participatory analysis and optimization of organizational structures
and processes that impact employees’ health”, the main objective of this dissertation is:
The further investigation of the role of both individual and organizational level
variables within health-promoting organizational changes initiatives.
The dissertation is organized cumulatively and consists of four papers. The first article
focuses on the role of quality management processes as an implemented organizational
structure for the implementation of worksite health promotion measures. The second
article aims at conceptualizing and validating a measure of individual and organizational
health-oriented readiness for change, which is suggested to be a useful tool within the
implementation of organizational health development. The third article focuses on the role
of work-related self-efficacy as relevant factors and mechanism of health-related change
on the individual level. The fourth article aims at investigating the role of interactional
fairness, as an organizational level variable for health-promoting change, by analyzing its
longitudinal associations with self-rated health, affective commitment and individual
health-oriented change commitment and uncertainty.
Four important contributions to the field of organizational health development arose from
the present findings: First, existing quality management systems are supportive
organizational structures for a successful implementation of worksite health promotion
measures. Second, a new instrument assessing individual and organizational healthoriented
readiness for change was conceptualized, validated and tested, which could be a
useful tool within the implementation process of health-promoting change. Third, by
applying differentiated intervention theory driven process evaluation and structural
equation modeling methods, the underlying mechanisms of a stress management
intervention could be identified. Fourth, it could be shown that employees’ uncertainty
level plays a role within organizational health development, as it promotes individual
health-oriented change commitment in the relationship of interactional fairness.

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Additional indexing

Item Type:Dissertation
Referees:Wehner T, Bauer G F, Nielsen K M
Communities & Collections:04 Faculty of Medicine > Epidemiology, Biostatistics and Prevention Institute (EBPI)
Dewey Decimal Classification:610 Medicine & health
Language:English
Date:2011
Deposited On:24 Oct 2011 14:58
Last Modified:07 Dec 2017 09:18
Number of Pages:122
Additional Information:Diss., Eidgenössische Technische Hochschule ETH Zürich, Nr. 19684, 2011
Free access at:Related URL. An embargo period may apply.
Publisher DOI:https://doi.org/10.3929/ethz-a-006492597
Related URLs:http://opac.nebis.ch/F/?local_base=NEBIS&func=find-b&find_code=SYS&request=006492597

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