Work engagement interventions can be effective: a systematic review
© 2019, © 2019 Informa UK Limited, trading as Taylor & Francis Group. Work engagement is associated with important individual and organisational outcomes (e.g. employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engage...
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| Format: | Journal Article |
| Language: | English |
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ROUTLEDGE JOURNALS, TAYLOR & FRANCIS LTD
2019
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| Online Access: | http://hdl.handle.net/20.500.11937/76394 |
| _version_ | 1848763680649379840 |
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| author | Knight, Caroline Patterson, M. Dawson, J. |
| author_facet | Knight, Caroline Patterson, M. Dawson, J. |
| author_sort | Knight, Caroline |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | © 2019, © 2019 Informa UK Limited, trading as Taylor & Francis Group. Work engagement is associated with important individual and organisational outcomes (e.g. employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engagement interventions and inform future research by exploring: (1) the specific intervention foci, delivery methods and content of engagement interventions; (2) intervention effectiveness; and (3) underlying mediators and moderators. A systematic search for interventions employing a validated engagement measure revealed 40 studies. Five were personal resource building, twelve job resource building, three leadership training, eighteen health promotion, and two job and personal resource building. Twenty (50%) studies observed significant positive effects on work engagement, two (5%) had a negative effect, and eighteen (45%) had no effect. Job and personal resources, job demands and well-being were important mediators. Moderators included the specific intervention focus and delivery method, employee participation, manager support, and intervention level (top-down vs bottom-up). Bottom-up interventions, and job crafting and mindfulness interventions particularly, were most successful. Implementation difficulties were common, including poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn). We highlight implications for research and practice and stress the need to test underlying theories to build knowledge around how, why, and when interventions work. |
| first_indexed | 2025-11-14T11:07:19Z |
| format | Journal Article |
| id | curtin-20.500.11937-76394 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T11:07:19Z |
| publishDate | 2019 |
| publisher | ROUTLEDGE JOURNALS, TAYLOR & FRANCIS LTD |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-763942020-04-09T05:44:04Z Work engagement interventions can be effective: a systematic review Knight, Caroline Patterson, M. Dawson, J. Social Sciences Psychology, Applied Management Psychology Business & Economics Work engagement interventions job demands-resources wellbeing intervention implementation systematic review JOB DEMANDS OCCUPATIONAL STRESS POSITIVE PSYCHOLOGY ORGANIZATIONAL INTERVENTION IMPACT MINDFULNESS HEALTH RESOURCES OUTCOMES METAANALYSIS © 2019, © 2019 Informa UK Limited, trading as Taylor & Francis Group. Work engagement is associated with important individual and organisational outcomes (e.g. employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engagement interventions and inform future research by exploring: (1) the specific intervention foci, delivery methods and content of engagement interventions; (2) intervention effectiveness; and (3) underlying mediators and moderators. A systematic search for interventions employing a validated engagement measure revealed 40 studies. Five were personal resource building, twelve job resource building, three leadership training, eighteen health promotion, and two job and personal resource building. Twenty (50%) studies observed significant positive effects on work engagement, two (5%) had a negative effect, and eighteen (45%) had no effect. Job and personal resources, job demands and well-being were important mediators. Moderators included the specific intervention focus and delivery method, employee participation, manager support, and intervention level (top-down vs bottom-up). Bottom-up interventions, and job crafting and mindfulness interventions particularly, were most successful. Implementation difficulties were common, including poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn). We highlight implications for research and practice and stress the need to test underlying theories to build knowledge around how, why, and when interventions work. 2019 Journal Article http://hdl.handle.net/20.500.11937/76394 10.1080/1359432X.2019.1588887 English ROUTLEDGE JOURNALS, TAYLOR & FRANCIS LTD fulltext |
| spellingShingle | Social Sciences Psychology, Applied Management Psychology Business & Economics Work engagement interventions job demands-resources wellbeing intervention implementation systematic review JOB DEMANDS OCCUPATIONAL STRESS POSITIVE PSYCHOLOGY ORGANIZATIONAL INTERVENTION IMPACT MINDFULNESS HEALTH RESOURCES OUTCOMES METAANALYSIS Knight, Caroline Patterson, M. Dawson, J. Work engagement interventions can be effective: a systematic review |
| title | Work engagement interventions can be effective: a systematic review |
| title_full | Work engagement interventions can be effective: a systematic review |
| title_fullStr | Work engagement interventions can be effective: a systematic review |
| title_full_unstemmed | Work engagement interventions can be effective: a systematic review |
| title_short | Work engagement interventions can be effective: a systematic review |
| title_sort | work engagement interventions can be effective: a systematic review |
| topic | Social Sciences Psychology, Applied Management Psychology Business & Economics Work engagement interventions job demands-resources wellbeing intervention implementation systematic review JOB DEMANDS OCCUPATIONAL STRESS POSITIVE PSYCHOLOGY ORGANIZATIONAL INTERVENTION IMPACT MINDFULNESS HEALTH RESOURCES OUTCOMES METAANALYSIS |
| url | http://hdl.handle.net/20.500.11937/76394 |