In response to increasing concerns about the mental health and wellbeing of university students and staff, policy aims have shifted towards a ‘whole-university approach’ to mental health and wellbeing. This policy advocates for a culture wherein mental health and wellbeing are a key priority across all levels (individual, societal, environmental). Thereby, responsibility for mental health and wellbeing is distributed across the institution, requiring contributions from staff irrespective of whether mental health and wellbeing are central to their role. Consequently, boundaries of responsibility and expertise can be unclear, while individual and professional capacity and opportunity influence the consistency of support. Effective governance of the whole-university approach requires an understanding of the complex network of ‘actors’ in the wellbeing system to cohesively deliver strategic objectives. This mixed-methods case study of one Higher Education Institution (HEI) employed social network analysis (SNA) to identify network structures and connections between staff who promote mental health and wellbeing. Qualitative follow-up explored factors associated with network prominence, cohesion between the informal network and formal structures, and overall perceptions of the network. An informal network of 211 actors in the wellbeing system was identified, revealing disparities with formal governance structures. Prominence in the network was attributed to both extrinsic (e.g. workplace culture and leadership) and intrinsic (e.g. social rewards) factors, and was perceived to provide value by increasing cohesive and collaborative working. However, findings also indicate the need to raise awareness of the network and improve capacity for network membership and engagement.

为了应对对大学生和教职员工心理健康和福祉日益增长的担忧，政策目标已转向“全大学方法”来解决心理健康和福祉。该政策倡导一种文化，其中心理健康和福祉是各个层面（个人、社会、环境）的关键优先事项。因此，心理健康和福祉的责任分布在整个机构内，要求工作人员做出贡献，无论心理健康和福祉是否是其角色的核心。因此，责任和专业知识的界限可能不明确，而个人和专业能力和机会会影响支持的一致性。全大学方法的有效治理需要了解福利系统中复杂的“参与者”网络，以一致地实现战略目标。这项针对一所高等教育机构 (HEI) 的混合方法案例研究采用社交网络分析 (SNA) 来确定促进心理健康和福祉的员工之间的网络结构和联系。定性后续研究探讨了与网络显着性、非正式网络和正式结构之间的凝聚力以及网络的整体认知相关的因素。确定了福利系统中由 211 个参与者组成的非正式网络，揭示了与正式治理结构的差异。网络中的突出地位归因于外在（例如工作场所文化和领导力）和内在（例如社会奖励）因素，并且被认为通过增加凝聚力和协作性工作来提供价值。然而，调查结果还表明需要提高网络意识并提高网络成员和参与的能力。