The efficacy of work engagement interventions: A meta-analysis of controlled trials

This review aims to assess the efficacy of controlled interventions aimed at improving the work engagement. We conducted a systematic search of online databases (e.g. PsychInfo, Eric, MedLine, EconLit ), using combinations of keywords such as “work engagement”, “vigor”, “dedication”, “absorption”, “intervention”, “trial”, “control”. The search yielded 647 unique results. The eligibility criteria were a) to report a controlled intervention and b) to assess the intervention efficacy using a work engagement scale. To assess intervention efficacy, we computed the standardized differences (Cohen’s d) between the experimental and the control group, in the post-intervention measures. Using a random-effects approach, we analyzed 54 trials (N experimental = 4938; N control = 5190). The average effect size was weak, but statistically significant (d general = .24, SE = .04, 95% CI [.16–.32], k = 54). Heterogeneity analyses indicated that variance about 74% of the between-study variance could be attributed to moderator variables ( I 2 = 73.73). We identified moderator variables such as the time lag between the end of the intervention (the effect decreases as the time lag increases), the intervention method (the largest effect is in the soft skills interventions), and intervention length (interventions up to 5 weeks are the most effective). The results offer a new perspective on how to implement effective employee engagement programs by HR specialists.