Resilience training in the workplace from 2003 to 2014: A systematic review

Over a decade of research attests to the importance of resilience in the workplace for employee well-being and performance. Yet, surprisingly, there has been no attempt to synthesize the evidence for the efficacy of resilience training in this context. The purpose of this study, therefore is to provide a systematic review of work-based resilience training interventions. Our review identified 14 studies that investigated the impact of resilience training on personal resilience and four broad categories of dependent variables: (1) mental health and subjective well-being outcomes, (2) psychosocial outcomes, (3) physical/biological outcomes, and (4) performance outcomes. Findings indicated that resilience training can improve personal resilience and is a useful means of developing mental health and subjective well-being in employees. We also found that resilience training has a number of wider benefits that include enhanced psychosocial functioning and improved performance. Due to the lack of coherence in design and implementation, we cannot draw any firm conclusions about the most effective content and format of resilience training. Therefore, going forward, it is vital that future research uses comparative designs to assess the utility of different training regimes, explores whether some people might benefit more/less from resilience training, and demonstrates consistency in terms of how resilience is defined, conceptualized, developed, and assessed. Practitioner points Despite conceptual and theoretical support for resilience training, the empirical evidence is tentative, with the exception of a large effect for mental health and subjective well-being outcomes. Most programmes utilize a cognitive-behavioural approach to developing resilience. At this stage, there is no definitive evidence for the most effective training content or format, but it would appear wise to include an element of one-to-one training and support based on individual needs.