The term Healthy Organizations, in relation to Healthy Work Environments, was developed for the first time by Rosen and Berger in 1991 and included in “The Healthy Company: Eight Strategies to Develop People, Productivity and Profits”. Using this concept they tried to identify organizations that share a group of common values in order to identify a set of environmental and organizational common practices (Pulido et al., 2009). Gimeno et al. (2008) propose ten theoretical dimensions as a group of the most important components to help us for identifying a Healthy Organization: Self-confidence and tranquility to continue in the position, Training, Participation in the job organization, Equality and no discrimination, Health and safety conditions, Competitive strength, Recognition/Appreciation and reward, Autonomy and responsibility, Identity and loyalty, and Involvement and motivation.The aim of this study is to analyze the conceptualization of a healthy organizational environment through the workers' perceptions in order to contribute to the improvement of the screening methods of determining dimensions of organizational health status perceived by the Personnel of Administration and Services (PAS) occupying jobs in the areas of Reception, Library, Student Bureau, Dean Bureau and other administrative offices and campus services in A Coruña, at the campus of Oza, Elviña and Zapateira of the University of A Coruña (Spain). The sample was attempted with a total number of 232 workers. Of these 232 subjects, valid data was collected from 86 subjects (N = 86).A descriptive analysis of the sample and a factor analysis, multidimensional scaling analysis and cluster analysis were conducted with all collected data. Analyses performed with the data showed three main factors or dimensions that characterize the university as an organization that are -Healthy and Equality, Stability, Recognition and Working environment-, -Involvement, Excellence in management and Occupational safety and health policies- and -Participation and Quality of resources-. It also verifies the existence of two dimensions in relation to social perceptions of collective PAS of the university as healthy organization, one organizational dimension, which includes aspects related to the organization environment, and a personal dimension, which includes aspects related to the worker.These results may imply a guide for future research on the study and evaluation of the presence and intensity of psychosocial risks in organizational environments as well as a more effective and efficient development policy of human resource management to promote adaptation between the employee and the organization in a healthy environment.