Job design, employment practices and well-being: a systematic review of intervention studies

Kevin Daniels, Cigdem Gedikli, David Watson, Antonina Semkina, Oluwafunmilayo Vaughn

Research output: Contribution to journalArticlepeer-review

66 Citations (Scopus)
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There is inconsistent evidence that deliberate attempts to improve job design realise improvements in well-being. We investigated the role of other employment practices, either as instruments for job redesign or as instruments that augment job redesign. Our primary outcome was well-being. Where studies also assessed performance, we considered performance as an outcome. We reviewed 33 intervention studies. We found that well-being and performance may be improved by: training workers to improve their own jobs; training coupled with job redesign; and system wide approaches that simultaneously enhance job design and a range of other employment practices. We found insufficient evidence to make any firm conclusions concerning the effects of training managers in job redesign and that participatory approaches to improving job design have mixed effects. Successful implementation of interventions was associated with worker involvement and engagement with interventions, managerial commitment to interventions and integration of interventions with other organisational systems.
Original languageEnglish
Pages (from-to)1177-1196
Number of pages20
Issue number9
Early online date17 Apr 2017
Publication statusPublished - 2017


  • Well-being
  • job design
  • employment practices
  • interventions

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