Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions.
Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions.
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建立工作敬业度：调查工作敬业度干预措施有效性的系统回顾和荟萃分析。
DOI：
10.1002/job.2167
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发表时间：
2017-07
影响因子：
6.8
通讯作者：
Dawson J
中科院分区：
文献类型：
--
作者：
Knight C;Patterson M;Dawson J
低工作参与度可能会导致健康和工作表现下降。因此，评估、促进和维持工作参与是许多组织感兴趣的。然而，干预措施所依据的证据尚未综合。进行了一项系统性综述和Meta分析，以评估工作投入干预措施有效性的证据。一个系统的文献检索确定了控制工作场所的干预措施，采用有效的工作投入的措施。大多数人使用乌得勒支工作参与量表（UWES）。包含相关定量数据的研究进行了随机效应Meta分析。对结果的同质性、系统抽样误差、发表偏倚和质量进行了评估。20项研究符合纳入标准，并分为四种类型的干预措施：（一）个人资源建设;（二）工作资源建设;（三）领导力培训;（四）健康促进。对工作投入的总体影响较小，但为正，k = 14，Hedges g = 0.29，95%CI = 0.12-0.46。主持人分析显示，干预风格的显着结果，与中到大的影响，团体干预。研究之间的异质性很高，实施的成功程度各不相同。需要更多的研究，并鼓励研究人员与组织密切合作，设计适合个人背景和设置的干预措施，并包括干预措施的实施评估。© 2016作者。Journal of Organizational Behavior，由John Wiley & Sons，Ltd.出版。
Low work engagement may contribute towards decreased well‐being and work performance. Evaluating, boosting and sustaining work engagement are therefore of interest to many organisations. However, the evidence on which to base interventions has not yet been synthesised. A systematic review with meta‐analysis was conducted to assess the evidence for the effectiveness of work engagement interventions. A systematic literature search identified controlled workplace interventions employing a validated measure of work engagement. Most used the Utrecht Work Engagement Scale (UWES). Studies containing the relevant quantitative data underwent random‐effects meta‐analyses. Results were assessed for homogeneity, systematic sampling error, publication bias and quality. Twenty studies met the inclusion criteria and were categorised into four types of interventions: (i) personal resource building; (ii) job resource building; (iii) leadership training; and (iv) health promotion. The overall effect on work engagement was small, but positive, k = 14, Hedges g = 0.29, 95%‐CI = 0.12–0.46. Moderator analyses revealed a significant result for intervention style, with a medium to large effect for group interventions. Heterogeneity between the studies was high, and the success of implementation varied. More studies are needed, and researchers are encouraged to collaborate closely with organisations to design interventions appropriate to individual contexts and settings, and include evaluations of intervention implementation. © 2016 The Authors. Journal of Organizational Behavior published by John Wiley & Sons, Ltd.
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影响因子：
9.9
作者：
Byrne, Zinta S.;Peters, Janet M.;Weston, James W.
通讯作者：
Weston, James W.
影响因子：
13.5
作者：
Cole, Michael S.;Walter, Frank;O'Boyle, Ernest H.
通讯作者：
O'Boyle, Ernest H.
影响因子：
1.9
作者：
Duval, S;Tweedie, R
通讯作者：
Tweedie, R
DOI：
10.1097/jom.0000000000000209
发表时间：
2014-07-01
影响因子：
3.2
作者：
Aikens, Kimberly A.;Astin, John;Bodnar, Catherine M.
通讯作者：
Bodnar, Catherine M.
影响因子：
--
作者：
Angelo, Rui-Pedro;Chambel, Maria-Jose
通讯作者：
Chambel, Maria-Jose