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    Work engagement interventions can be effective: A systematic review

    76122 Abstract.docx (62.10Kb)
    Access Status
    Open access
    Authors
    Knight, Caroline
    Patterson, Malcolm
    Dawson, Jeremy
    Date
    2019
    Type
    Conference Paper
    
    Metadata
    Show full item record
    Citation
    Knight, C. and Patterson, M. and Dawson, J. 2019. Work engagement interventions can be effective: A systematic review, in 19th Congress of the European Association of Work and Organisational Psychology (EAWOP), May 29-Jun 1 2019, Turin, Italy: European Association of Work and Organizational Psychology.
    Source Conference
    19th EAWOP Congress, 2019
    Faculty
    Faculty of Business and Law
    School
    Future of Work Institute
    URI
    http://hdl.handle.net/20.500.11937/75900
    Collection
    • Curtin Research Publications
    Abstract

    Purpose: To synthesise work engagement intervention studies and inform future research by exploring: (1) the types, styles and content of engagement interventions; (2) their effectiveness; and (3) their underlying mechanisms.

    Methodology: Relevant databases were systematically searched for interventions employing a validated engagement measure. 33% of studies were double-coded. Harvest plots informed the development of GRADE evidence statements.

    Results: The final 40 included studies comprising five types: personal resource building (k=5); job resource building (k=12); leadership training (k=3); health promotion (k=18); job and personal resource building (k=2). Twenty (50%) studies observed significant positive effects on work engagement (Figure 1), two (5%) had a negative effect (Figure 2), and eighteen (45%) had no effect (Figure 3). Resources, demands, and well-being were important mediators. Moderators included intervention type, employee participation, and manager support. Bottom-up interventions, and particularly job crafting and mindfulness interventions, were most successful. Implementation difficulties included poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn).

    Limitations: Unpublished studies were not included, raising publication bias potential, but increasing the quality of the findings. Potential miss-classification was mitigated by double coding.

    Research / Practical implications: Future research should assess the active components of interventions, potential mediators (e.g. attention, cognitive reappraisal), and moderators (e.g. personality). Practically, need assessments and senior management support is crucial for success.

    Value: This is the first narrative systematic review of work engagement interventions. Going beyond effectiveness, this review unpacks how and why interventions work.

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