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

Abstract

This 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.