Mental health at work has become a strategic priority due to the rising organizational costs and the economic impact of disorders such as depression and anxiety, which generate annual productivity losses nearing one trillion dollars (WHO, 2022; Nielsen et al., 2023). This highlights the need to address psychosocial risks through a positive perspective (Salanova & Llorens, 2025). The objectives of this study were: (1) to conduct a diagnostic assessment of psychosocial factors, and (2) to design a multilevel intervention (Nielsen et al., 2017) tailored to identified needs. The methodology combined quantitative methods (a survey of 73 employees) and qualitative methods (10 interviews and 4 focus groups).
The assessment identified critical areas compared to an external normative sample: low feedback (M = 2.40; p = .000), high quantitative (M = 4.32; p = .000) and emotional overload (M = 4.83; p = .000), and high role ambiguity (M = 2.30; p = .000). Leadership also emerged as a key driver of well-being, distress, and organizational outcomes in both predictive models and qualitative analysis.
Based on these findings, three interventions were implemented following the IGLO model (Nielsen et al., 2017; Salanova & Llorens, 2024): (1) a leader-coach program with group and individual sessions; (2) appreciative survey feedback for departmental representatives to foster participatory reflection; and (3) the DESA program (Development of Healthy Teams), using a quasi-experimental design with an intervention and a waiting list control group.
We are currently analyzing the effects of these positive psychology interventions on indicators of well-being (e.g., work engagement, horizontal/vertical trust) and distress (burnout). Preliminary results indicate improvements in social support climate, leadership perception, and organizational commitment.
These findings reinforce the HERO model as a valuable framework for promoting healthy organizations. Positive psychological interventions are effective strategies to enhance well-being and prevent occupational distress, supporting more sustainable organizational management.