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The aim of this paper is to assess the effectiveness of controlled interventions on reducing employees’ burnout. Peer-reviewed published papers included in online databases, as well as papers identified in previous reviews, were considered for selection into the meta-analysis. Keywords entered were burnout and intervention, exhaustion and intervention, cynicism and intervention, and depersonalization and intervention. Inclusion criteria for the studies were (1) to include a burnout measure as a primary or a secondary outcome; (2) to include a comparison control group; and (3) available/sufficient data to calculate the d Cohen effect sizes. Using a random-effects model, we found small overall effect sizes for general level of burnout (d = .22, p < .05, k = 13, overall N control = 741, overall N intervention = 747) and exhaustion (d = .17, p < .01, k = 34, overall N control = 1,120, overall N intervention = 1,215), and statistically not significant effects for depersonalization (d = .04, p > .05, k = 31, overall N control = 895, overall N intervention = 888) and personal accomplishment (d = −.02, p > .05, k = 29, overall N control = 806, overall N intervention = 817). Similar effects were also found at follow-up, suggesting modest but lasting effects of interventions in reducing burnout. Yet, new more tailored strategies to reduce burnout are needed to improve the effects of the interventions.
Practitioner points Cognitive-behavioural interventions and interventions based on relaxation techniques are effective only for reducing emotional exhaustion.
New types of interventions are needed, to address depersonalization and personal accomplishment.
The effects on emotional exhaustion are significant even at more than 6 months after the end of the intervention
