Well-being through learning: a systematic review of learning interventions in the workplace and their impact on well-being

Abstract

The view that learning is central to well-being is widely held and the workplace is an important setting in which learning takes place. Evaluations of the effectiveness of well-being interventions in work settings are commonplace, but to date, there has been no systematic review of the effectiveness of learning interventions with regard to their impact on well-being. The review synthesizes evidence from 41 intervention studies, and although no studies report a negative impact on well-being, 14 show no effect on well-being, with 27 studies having a positive impact. We classify the studies according to the primary purpose of the learning intervention: to develop personal resources for well-being through learning; to develop professional capabilities through learning; to develop leadership skills through learning; and to improve organizational effectiveness through organizational-level learning. Although there is an abundance of workplace learning interventions, few are evaluated from a well-being perspective despite the commonly held assumption that learning yields positive emotional and psychological outcomes. The evidence indicates an important gap in our evaluation of and design of workplace learning interventions and their impact on well-being, beyond those focusing on personal resources. This raises important theoretical and practical challenges concerning the relationship between learning and well-being in the context of professional capability enhancement, leadership capability and organizational learning.

Work engagement interventions can be effective: a systematic review

“…Many of our multi-style interventions involved learning mindfulness, relaxation, or job crafting techniques in groups which were then practised or carried out individually, potentially allowing participants to consolidate their learning. A recent review suggests that learning is central to well-being, and noted that online learning interventions were less effective than more extensive learning interventions (Watson et al, 2018). This supports our findings and could reflect the high degree of commitment and individual motivation needed to sustain participation in self-conducted interventions (Warson et al, 2018).…”

The owner-manager’s role as a facilitator of informal learning in small businesses

“…Additionally, participation in continuous learning and development makes important contributions to the development of employees' positive work attitudes such as job satisfaction and engagement (Cerasoli et al 2018) and to employee well-being (Watson et al 2018).…”

Bem-estar de trabalhadores do setor madeireiro no município de Itaituba, Pará

“…Os resultados mostram que embora nem todos os trabalhadores tenham sido promovidos nas empresas estudadas, os participantes manifestaram satisfação moderada com as capacitações recebidas e com o sistema de promoção adotados pelas empresas. Watson et al (2018) identificaram que a maioria das pesquisas relacionadas ao efeito do aprendizado no bem-estar são voltadas para o desenvolvimento de competências pessoais, tais como: resolução de problemas, flexibilidade psicológica, treinamento do sono, terapia cognitivocomportamental, entre outras. Quanto ao método utilizado nos treinamentos, aqueles que demonstraram impactos mais significativos no bem-estar foram realizados de forma presencial, com a possibilidade de interação, ainda que houvesse recursos on-line para aprendizagem autodirigida.…”