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首页> 外文期刊>Journal of organizational behavior >Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions
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Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions

机译：建立工作参与度：系统地审查和荟萃分析，调查工作参与度干预措施的有效性

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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. (c) 2016 The Authors. Journal of Organizational Behavior published by John Wiley & Sons, Ltd.
机译：工作投入度低可能会导致幸福感和工作绩效下降。因此，评估，促进和维持工作投入是许多组织感兴趣的。但是，干预措施所依据的证据尚未综合。进行了荟萃分析的系统评价，以评估工作参与干预措施有效性的证据。一项系统的文献搜索确定了采用经过验证的工作参与度的受控工作场所干预措施。大多数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的荟萃分析。评估结果的均一性，系统抽样误差，出版偏倚和质量。二十项研究符合纳入标准，分为四类干预措施：（i）建立个人资源； （ii）建立工作资源； （iii）领导力培训； （iv）促进健康。对工作投入的总体影响很小，但是是积极的，k = 14，对冲g = 0.29，95％-CI = 0.12-0.46。主持人的分析显示出干预方式的显着结果，而集体干预的效果则中等至大。研究之间的异质性很高，实施成功率也各不相同。需要进行更多的研究，并鼓励研究人员与组织紧密合作，以设计适合个人情况和环境的干预措施，并包括对干预措施实施的评估。 （c）2016作者。 John Wiley＆Sons，Ltd.出版的《组织行为杂志》。

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