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| Outcome | Number of studies, date range, and key objective of review | MH ↑ | MH↓ | MH↔ | A↑ | A↓ | A↔ | Narrative conclusions |
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| Egan et al., 2007 | 18 studies
1981–2006
Psychosocial and health effects of workplace reorganisation Organisational level interventions to improve employee control | 6 | 1 | 8 | 4 | | 1 | Some evidence of improved mental health as employee control increases and, less consistently, when demands decrease |
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| Lamontagne et al., 2007 | 90 studies
1990–2005
Job stress intervention literature | 20 | 1 | 20 | 21 | 1 | 8 | Individual focussed, low rates systems approaches are effective at the individual level on anxiety and depression
Organisationally focussed high and moderately rated systems approach interventions for job stress show favourable impacts at both organisational and individual levels. Of high rated studies, almost all showed decline in absenteeism |
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| The BOHRF, 2005 | 19 experimental studies
12 nonexperimental studies
Up until April 2004
Workplace interventions for people with common mental health problems | 17 | 1 | 4 | 3 | | 1 | Early psychological interventions, including CBT and a range of stress management interventions, are effective for common mental health problems
Individual stress management approaches were effective and preferable to multimodal interventions for reducing stress
CBT effective for sickness absences associated with common mental health problems |
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| Edwards and Burnard, 2003 | 70 studies
1966–2000
Effectiveness of stress management for nursing in UK | 5 | 1 | | 1 | | | Six stress management intervention studies in UK and one in The Netherlands show that training in behavioural techniques improved levels of sickness in psychiatric nurses. Levels of psychological distress reduced following a 15 week training course in therapeutic skills
A great deal is known about stress at work, how to measure it, and impact on many outcomes. However, we lack research into the impact of interventions that attempt to moderate, minimise, or eliminate stressors |
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| Murphy, 1996 | 64 studies
1974–1994
Health impacts of worksite stress management interventions | 31 | | 4 | 5 | 1 | | CBT was more effective for psychological outcomes,
Combination of techniques, muscle relaxation plus CBT seemed more effective across different outcomes |
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| Giga, 2003 | 16 studies
1990–2001
Types of stress management interventions used reduce stress in UK over a decade | 10 | | | 1 | | 1 | Programs that target the individual level were less likely to have an impact on organisational measures
Organisational and individual-organisational interventions lead to improvements in health and organisational performance
Individual programs were associated with improvements in mental and emotional well-being
Action researchers felt the level of intervention was not important but that combination of strategies that addressed employees’ needs was critical |
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Van der Hek and
Plomp, 1997 | 24 studies
1987–1994
Occupational stress management programmes | 8 | | | 1 | | 2 | It is impossible to recommend which techniques or interventions are most effective and should be recommended
There is some evidence that organisationa1 interventions show the best results at the individual-organisational interface and on organisational performance |
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| Mimura and Griffiths, 2003 | 10 studies
1990 onwards
Work place stress interventions for nurses | 7 | | 3 | | | | More evidence for personal support rather than environmental management for workplace stress
Cannot answer which approach is more effective |
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Parkes and Sparkes,
1998 | 9 studies
(dates not reported)
All case studies of participatory action research | | | 3 | | | 6 | Studies difficult to interpret showing ambiguous findings for impact of individual or organisational interventions |
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| Michie and Williams, 2003 | 6 intervention studies
1987–1999
Reducing work related psychological illness and sickness absence | 2 | | 1 | 2 | | | Interventions that improve psychological health and reduce sickness absence used training and organisational approaches to increase participation in decision making and problem solving, increasing support, feedback, and improved communication |
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| Caulfield et al., 2004 | 6 interventions studies
1993–2003
All peer-reviewed empirical research on occupational stress interventions conducted in Australia in 10 years | 2 | | 1 | | | | Interventions have been primarily individually rather than organisationally focused. Only one was organisationally focused
Overall, individually focused interventions do not seem to perform particularly well at lowering work stress
Critical incident stress debriefing (CISD) has produced mixed results. On the other hand, seminar-based programmes appear to produce better outcomes |
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| Cancelliere et al., 2011 | 14 studies
1990–2010
Workplace health promotion (WHP) in improving presenteeism | | | | 10 | 4 | | Exercise is beneficial in improving presenteeism (not known which specific type of exercise)
WHP interventions should be long, intense and frequent and should be based on theory (e.g., behaviour change model)
WHP should include physical activity, ergonomic changes and multi-dimensional prevention programmes |
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