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The Effectiveness of Stress Management Interventions The picture for SMIs is similar to that for EAPs: more rigorous research studies are needed before firm conclusions are reached. However, a number of reviews of SMI research have been conducted. A comprehensive review of 64 studies published in peer-reviewed journals between 1974 and 1994 found that many studies were well conducted; at least half were true experiments, and another quarter was judged to be properly conducted, though without using randomized assignment to groups. Another meta-analysis found 36 usable studies and came up with a sizable overall effect size (d 5 0.53). It has been recommended that participant narratives be used to gather more detailed information concerning the impact of stress management interventions. Well-conducted studies support the effectiveness of commonly used SMI tactics. Murphy concluded that the effectiveness of SMIs varies according to the outcomes measured. He found that muscle relaxation was most effective in producing physiological outcomes, and cognitive behavioral skill interventions were most effective in impacting psychological outcomes. In addition, Murphy noted that combinations of techniques (e.g., of cognitive behavioral skill and muscle relaxation) are the most commonly studied SMIs and the most effective overall of the outcomes measured. A study of ten stress reduction programs in the Netherlands indicated that they reduced absenteeism and that the organizational benefits of these programs exceeded their costs. A study of injured workers found that stress management techniques facilitated the reintegration of injured workers into the work environment. Results such as these indicate that SMIs can be effective. Further studies that use sound methodology and examine SMIs within a well-developed theory or model will provide the information needed to make informed choices about which SMIs are most effective for dealing with work stress. Briner recommends that the following issues guide stress management efforts:

Specific issues with employees: Instead of talking about stress, determine what is happening with employees.

Assessment: What evidence is there of a problem, and how widespread is it?

Specific and focused solutions: What will work in a particular organization? Where should the intervention be targeted?

Strategic intervention: How does this intervention relate to other HR and organizational practices? Do other things in the organization need to change first?

Evaluation and feedback: What will be evaluated, and how will this guide future actions?