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alternative category. Finally, some studies included in the meta-analysis used a combination of
techniquesa multimodal approach. For example, one multimodal study involved health education, cognitive-behavioral skills, goal setting, and
relaxation.
Richardson and Rothsteins results were compelling. Although all five categories of stress management interventions are effective at reducing
workplace stress, some are more effective than
others. Overall, cognitive-behavior interventions
tend to be the strongest at combating workplace
stress. Interestingly, despite this they are not the
most popular approach for combating workplace
stress.
Richardson and Rothstein explain that managers may consider the cognitive-behavioral techniques more challenging than other approaches to
implement. Typically, cognitive-behavioral interventions require the hiring of a professional to
lead a group session. Consequently, managers may
gravitate toward interventions that are easier to implement and require a smaller investment of resources (e.g., relaxation training). As a matter of
fact, relaxation training interventions are one of the
most popular approaches to stress management. Indeed, relaxation techniques are perceived as one of
the easiest and least expensive approaches to implement, primarily because they can be self-taught with
DVDs or the internet.
To better understand why cognitive-behavioral
interventions were more effective than the more
popular technique of relaxation training, Richardson and Rothstein compared the goals of the two
methods. Relaxation programs aim to increase
participants awareness of the tension in their
bodies and minds, and then reduce this tension by
helping them quiet their minds and let go of their
stress. But while relaxation approaches may help
people feel calmer, they dont change stressful
aspects of their lives. On the other hand, cognitive-behavioral interventions encourage people to
actively change the way they think and behave in
stressful situations. People will deal with stress
head-on and may actually solve problems rather
than just passively coping with themwith the
result being lower stress.
Considering the variety of effective interven-
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tions available in the stress management marketplace, managers may be tempted to try hybrid
approaches that mix elements of various stress
reduction programs. However, based on this research such an approach may backfire. As a matter
of fact, more resource-intensive techniques such as
cognitive-behavioral skills training tend to be less
effective when bundled with other approaches. On
the other hand, less complex interventions such as
relaxation training do not lose their effectiveness
when bundled with other approaches.
Essentially, Richardson and Rothstein show us
that employees can be taught techniques to improve how they cope with stress. Cognitive-behavioral skills training would be an excellent
choice for a manager looking to help stressed-out
employees. Moreover, managers choosing this approach should consider implementing it independent of other stress management approachesat
least if they want their employees to reap the
maximum benefits of cognitive-behavioral training.
Source: Richardson, K.M., & Rothstein, H.R. (2008).
Effects of occupational stress management intervention programs: A meta-analysis. Journal of Occupational Health Psychology, 13(1), 69 93.