Psychological detachment from work during off-job time is crucial to sustaining employee health and well-being. However, this can be difficult to achieve, particularly when job stress is high and recovery is most needed. Boosting detachment from work is therefore of interest to many employees and organizations, and over the last decade numerous interventions have been developed and evaluated. The aim of this meta-analysis was to review and statistically synthesize the state of research on interventions designed to improve detachment both at work and outside of it. After a systematic search (covering the period 1998-2020) of the published and unpublished literature, 30 studies with 34 interventions (N = 3,725) were included. Data were analyzed using a random-effects model. Interventions showed a significant positive effect on detachment from work (d = 0.36) on average. Moderator analyses revealed that it did not matter how the different studies conceptualized detachment but that the context in which detachment was measured (outside or at work) significantly influenced intervention effectiveness. Furthermore, using the stressor-detachment model as the organizing framework, we found that while interventions addressing job stressors or altering primary and secondary appraisal were all effective, only the interventions that addressed primary appraisal were more effective than those that did not. Additionally, while the delivery format did not moderate intervention effectiveness, interventions with longer durations and higher dosages were more effective than shorter and lower dosage interventions. Finally, interventions were more effective among older participants and participants with initial health or recovery-related impairments. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

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改善心理脱离工作的干预措施：荟萃分析。

在下班时间从心理上脱离工作对于维持员工的健康和福祉至关重要。然而，这可能很难实现，尤其是在工作压力大且最需要恢复的情况下。因此，许多员工和组织都对促进脱离工作感兴趣，并且在过去十年中，已经开发和评估了许多干预措施。这项荟萃分析的目的是审查和统计综合旨在改善工作内外超脱的干预措施的研究状态。在对已发表和未发表的文献进行系统搜索（涵盖 1998-2020 年期间）后，纳入了 30 项研究，其中包含 34 项干预措施（N = 3,725）。使用随机效应模型分析数据。平均而言，干预对脱离工作有显着的积极影响 (d = 0.36)。主持人分析显示，不同的研究如何概念化超脱并不重要，但衡量超脱的背景（外部或工作中）显着影响干预有效性。此外，使用压力源-超脱模型作为组织框架，我们发现虽然解决工作压力源或改变初级和二级评估的干预措施都是有效的，但只有解决初级评估的干预措施比没有解决的干预措施更有效。此外，虽然给药形式不会降低干预效果，但持续时间较长和剂量较高的干预比较短和较低剂量的干预更有效。最后，干预在老年参与者和有初始健康或恢复相关障碍的参与者中更有效。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。