Effectiveness of strengths use interventions in organizations: A pre‐registered meta‐analysis of controlled trials

Abstract

AbstractThis meta‐analysis aims to clarify where we stand and where we are heading regarding the effectiveness of employee strengths use interventions. The systematic literature search yielded 21 independent controlled trials. Random‐effects meta‐analyses revealed a weak but significant effect for increasing individual strategies at post‐intervention (d = .37, 95% confidence interval [CI] [.07, .67]) and a non‐significant one at follow‐up (d = .15, 95% CI [−.11, .40]); personal resources demonstrated a moderate post‐intervention increase (d = .53, 95% CI [.25, .81]) and a small one at follow‐up (d = .33, 95% CI [.18, .49]); and small and significant improvements were also observed for workplace well‐being (post‐intervention: d = .31, 95% CI [.21, .41]; follow‐up: d = .27, 95% CI [.10, .43]), general well‐being (post‐intervention: d = .24, 95% CI [.10, .38]; follow‐up: d = .18, 95% CI [.07, .30]), and post‐intervention performance (d = .28, 95% CI [.11, .45]). Follow‐up performance ceased to be significant (d = .22, 95% CI [−.15, .59]). Lengthier interventions were associated with stronger long‐term gains in personal resources and workplace well‐being; younger participants had stronger immediate boosts to personal resources. Strengths use interventions are a promising new approach in the evidence‐based practice of organizational and occupational health psychologists, highlighting the benefits of building on human potential for employees and organizations alike.